ARTÍCULOS ORIGINALES
ISSN 2389-8186
E-ISSN 2389-8194
Vol. 8, No. 1
Enero-junio de 2021
doi: https://doi.org/10.16967/23898186.677
pp. 7-26
rpe.ceipa.edu.co



           

    


Analysis of the Eects of Time Pressure
and Supervisor Support on Organizational
Cynicism and Employee Surveillance in
Organization
ZAFER ADIGUZEL*
SEVGI NUR KARAALIOGLU**
CEMAL ZEHIR***
ISSN 2389-8186
E-ISSN 2389-8194
Vol. 8, No. 1
Enero-junio de 2021
doi: https://doi.org/10.16967/23898186.677
COMO CITAR ESTE ARTÍCULO
How to cite this article:
   
    
     
   
  
  
Revista Perspectiva
Empresarial, 8


ABSTRACT
Objective. Analyze the relationships between the variables of employee
surveillance, supervisor support, organizational cynicism, and time pressure. Methodology.
The sample group of the study consists of 417 white-collar employees in private and public
sector. Aer the analysis of the ndings were made with the SPSS 25 program, the results
were analyzed and evaluated. Analysis data were collected from both public and private
institutions operating in Istanbul. Results. As a result of the analysis, it is understood that
time pressure and supervisor support have signicant eects on organizational cynicism
and employee surveillance. Conclusions. With the analysis of the data received in the scope
of research model, it may be drawn a conclusion that employees expect support from their
supervisors, otherwise they start to move away from the institution.
KEY WORDS
Employee surveillance, supervisor support, organizational cynicism, time
pressure, Hayes Process.
Análisis de los efectos de la presión del tiempo y el apoyo del supervisor sobre
el cinismo organizativo y la vigilancia de los empleados en las organizaciones
RESUMEN
Objetivo. Analizar las relaciones entre las variables de vigilancia de los
empleados, apoyo del supervisor, cinismo organizacional y presión del tiempo. Metodología.
El grupo de muestra del estudio está formado por 417 empleados de cuello blanco del sector
privado y público. Los resultados se analizaron y evaluaron con el programa SPSS 25. Los
datos del análisis se recogieron en instituciones públicas y privadas que operan en Estambul.
Resultados. Como resultado del estudio se entiende que la presión del tiempo y el apoyo del
supervisor tienen efectos signicativos sobre el cinismo organizativo y la vigilancia de los
empleados. Conclusiones. Con el análisis de los datos recibidos en el ámbito del modelo de
investigación se puede concluir que los empleados esperan el apoyo de sus supervisores,
de lo contrario comienzan a alejarse de la institución.
PALABRAS CLAVE
vigilancia de los empleados, apoyo del supervisor, cinismo
organizacional, presión del tiempo, Proceso Hayes.
9
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Análise dos efeitos da pressão do tempo e do apoio do supervisor sobre o
cinismo organizacional e a vigilância dos funcionários nas organizações
RESUMO
Objetivo. Analise as relações entre as variáveis de vigilância do funcionário,
suporte do supervisor, cinismo organizacional e pressão de tempo. Metodologia. O
grupo de amostra do estudo é composto por 417 funcionários de colarinho branco
dos setores público e privado. Os resultados foram analisados e avaliados com o
programa SPSS 25. Os dados para análise foram coletados em instituições públicas e
privadas que operam em Istambul. Resultados. Como resultado do estudo, entende-
se que a pressão do tempo e o apoio do supervisor têm efeitos signicativos no
cinismo organizacional e na vigilância dos funcionários. Conclusões. Com a análise
dos dados recebidos no âmbito do modelo de pesquisa, pode-se concluir que os
funcionários esperam o apoio de seus supervisores, caso contrário, começam a se
afastar da instituição.
PALAVRAS CHAVE
vigilância do funcionário, suporte do supervisor, cinismo
organizacional, pressão do tempo, Processo Hayes.
10
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Introduction
Employee surveillance and time pressure
have been acknowledged as concepts which cause
employees having negative thoughts towards
the organization by preventing employees from

of the support of supervisors on employees

to gain job control regarding their own tasks and



management and thereby starting to have negative
feelings towards the organization within a certain







support positively to the organization and there


Cynicism is expressed as the opposite and negative
thoughts of employees towards their organization
and the occurrence of their defense mechanism
against negative behaviors and attitudes that they

defense mechanism may occur when the duties
and responsibilities of the employees are too

when the speeches and actions of the supervisors


as negative feelings towards their organizations


result of disappointments and unfair organizational




right after the supervisors start to support their



        
organization which is trying to prevent unethical
behaviors of employees; including controlling and



importance of employee surveillance shows up
especially while preventing behaviors which






as an opportunity and this causes an increase in

surveillance has been made with the support of the



determined that in the circumstances where there




petty larceny had started to decrease (Hollinger


and supervisor support on organizational cynicism

Employee Surveillance
      
   
    

and the relations between them have been


been examining the effects of time pressure and

reaction of the employees to their surveillance while

reaction of the employees in a work environment
where there is supervisor support are important
       
policies and trainings applied to the employees

employees feeling who are responsible to do their




11
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194

necessary for management to understand how
and why employees react to surveillance both
   
solutions in order to prevent organizational


there are studies advocating that right of privacy



reactions of the employees against the surveillance
they live within the institution such as avoiding

being disturbed because of the surveillance
     
withstanding to the supervisors by arguing with






can be put forward regarding the surveillance
and autonomy of the employees: employers have
been seeing these privileges in themselves such






employee surveillance to prevent leakage of
   
  


been examining the effects of time pressure and

Organizational Cynicism



compared to the concept of cynicism (Johnson and

that employees experience in circumstances where
there is lack of honesty and fair behaviors within

      
Cynicism concept reminds of the meanings such







as disbelief of individuals to the actions towards
the attitudes and behaviors in the surrounding


has been characterized with hopelessness and


   


    



been used contemporaneously with the meanings

cynicism is not only the emotions which were
brought to the organization by the cynical


cynicism has been conceptualized as a future
oriented characteristic and it has been claimed

developed as a result of experiences (Johnson and

indicated as the disbelief of behaviors and attitudes


pressure and supervisor support on organizational

Time Pressure
    

of technological opportunities have created
     


settings of business manners have become more



      
employees have been reporting the time pressure

12
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
in other words they have been complaining about



pressure indicates to the psychological pressure
because of not having enough time to do the required

Time pressure pushes individuals for processing


decision to be made and the decrease of the quality



which will be given to the employees will work or
not may depend on the tendency of the employees
to the organization and also depends on the work

the relationship between job demands and burnout
decreases with high job autonomy and increases

depends on the ability of employees to cope actively





personal competencies related to the work (Daniels

believe that they can manage time and control the

organizations which were provided to them by the





Hypotheses:






Supervisor Support

on the occurrence of organizational support
   
employees often evaluate the problems with their
supervisors as temporary and think that these

support is the primary support which has shown
  
studies which have been made regarding perceived

employees of an organization who think that they




     
while at the same time positive outputs such as




when the perception of the employee regarding

decreases; while the commitment and the perceived


an impact on the relationship between education
and commitment to the organization and yet he

Perceived supervisor support includes activities
such as providing opportunity to employees to

career goals and supporting trainings towards their

supports such as solution of work problems and
such as balancing private life and business life


and needs of the employees and to create a more
appropriate work environment are important in
order to develop positive behavior of employees
towards the organization so that they would display
behaviors which will increase organizational
     
connection between the organization and the
 

supervisor support on organizational cynicism and


Hypotheses:


13
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194



mediation variable impact on the relationship


mediation variable impact on the relationship

Methodology
      

with the supervisor support mediation variable

     
     

      



analysis and reliability analysis have been applied

analysis has been used to analyze the relationship

used to test the hypotheses and Sobel test has been




questionnaire consists of scales related to employee


The questionnaire consists of questions








measured by the questions which were used by




     


Findings
Our survey has been made in different

       

      




  

analysis results regarding individual factors


were determined by themselves were stated as:


 





      



The scope of research

been implemented in which independent variable
is time pressure; mediation variable is supervisor
support; dependent variables are employee


as the data were analyzed in order to determine


variable or variables in order to judge the effect


14
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Supervisor
Support
Organizational
Cynicism
Time
Pressure
Employee
Surveillance
H1+
H6+
H7-
H4+
H5+
H2+
H3+
.
Results








a multivariable statistical method which aims to




been made in order to determine whether the data
obtained from the preliminary application were







data set into a form that can be analysed by factor



Table 1. 
Rotated Component Matrix
a
Component
1 2 3 4
 
 
 






15
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Rotated Component Matrix
a
Component
1 2 3 4
 



 
 
 
 






 






 
 



 






 



 
 
 
 



16
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
      
     
This test determines the consistency of the items
in the measurement tools and whether the items



scores of these halves are calculated and the





answers of the articles were not guided correctly


level gives information regarding the applicability
of the developed scale to participants from different






Table 2.
Variables
Number of
Questions
Cronbach Alpha

 
 
 
 

Correlation analysis
One to one relationship between employee







in statistical analysis have been regression tests
      
used to measure the relationships between the
variables involved in the study and their degree of

direction and degree of the relationship have been

relationship between variables has been examined
with regression analysis and the percentage level
of this relationship has been examined with





which have been made in the social sciences and
which have been measured by Likert to be normally

kurtosis are examined and if the condition is
       





Descriptive statistics contain summary information
such as number of times each value or value set


far they are to the central point or to each other

17
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Table 3. 
Correlations
Employee
Surveillance
Supervisor
Support
Organizational
Cynicism
Time
Pressure


   
   
   


   
   
   


   
   
   


   
   
   



of the linear relationships between the variables


      
   



       



analysis is the separation of two or more variables


explanation of the relationship between them with a

Table 4. 
IV DV  Sig. Adjusted R Square F Value
  0.747*** 0.000 0.557 523.632
  0.703*** 0.000 0.493 405.658
  0.646*** 0.000 0.416 297.774
  0.873*** 0.000 0.761 1326.022
  -0.515*** 0.000 0.264 150.074


18
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
      
researches is to establish a cause effect relationship
    
explaining all these relationships have been made
  
while the relationship between variables has been

independent variables on the dependent variable


variable will increase or decrease on the dependent

by correlation analysis has been made within the


pressure independent variable has impact on
   

supervisor support variable has a positive and

it has a negative impact on organizational cynicism
    


Supported and Unsupported
Hypotheses Based on Regression
Analysis Results
The hypotheses which were foreseen within
the scope of the research model have been tested


Table 5. 
Hypotheses
Supported/
Unsupported


  
  
  
  
  

Determination of Mediation Variable




positive impact on the relationship between time


mediation variable in the relationship between time
pressure independent variable and organizational
cynicism dependent variable disappears and has no


Table 6. 
IV DV  Sig.
Adjusted R
Square
F Value



0.116*** 0.000 0.493 405.658
 0.786*** 0.000 0.766 683.595
19
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
IV DV  Sig.
Adjusted R
Square
F Value



0.591*** 0.000 0.416 297.774
 0.074 0.191 0.417 150.001




impact between the independent variable and

of the tests measuring the effect of this mediation







      

Table 7. 
Sobel/Aroian/Goodman Analysis
Determining whether or not supervisor support mediation variable has an impact on the relationship between time pressure
and employee surveillance
Input Test statistic Std. Error p-value


    
     
    




 

Sobel/Aroian/Goodman Analysis


Input Test statistic Std. Error p-value


     
Mediation Variable Supervisor Support     
     






20
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194


data analysis method that examines the effects



Table 8. 

    


    

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 















Hypothesis results in the consequence of


21
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Table 9. 
Hypotheses Supported/Unsupported 


Supported P<0.001


Unsupported


variable impact of supervisor support was


Discussion
Supervisors have a much greater role than
thought in increasing the commitment of employees


provide the necessary practices for empowering


     



should be given and the employees should be

would have more positive feelings about their work


create belonging and empathy feelings of employees




under time pressure cannot feel supervisor support
    

as the occurrence of negative behaviors towards
     
processes and management which were applied


support on organizational cynicism and employee

Organizational cynicism is a situation of negative
thinking and behavior that has occurred because
of the loss of criterions that employees value such

because of the unethical attitudes and behaviors

has been claimed that organizational cynicism
will occur as a result of having unrealistic high
    
expectations are not met and being frustrated after


the concept of organizational cynicism is a learned





attitude and behavior of the employees and the
predominance of their negative thoughts because of


     
importance supervisor support under the impact of

variable effect of supervisor support between time
pressure and organizational cynicism variables
has been indicating the severity of time pressure

required to give employees more work autonomy
      




     
supervisors only to make the employees to do the
job correctly and without applying any pressure

22
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Conclusion
Time pressure can be explained in different

employees by cutting the wages for each additional
hour or for each additional minute which has been



and that they feel time pressure psychologically
according to the nature of the task assigned to them



employees and between supervisors and employees



thoughts towards both their supervisors and their
organizations because of the time pressure they

the concept of cynicism against the organization

     
Organizational cynicism is an important term
which is an interdisciplinary subject in every









    
has been expressed as a concept characterized by

and similar behaviors towards the organization

response to the history of social and individual
experiences that may change with environmental


pressure and supervisor support have impacts on


the level of organizational cynicism decreases when

the employee to be aware that he is supported by
the organization is that he feels that he has been
supported by his supervisor and that the work done


representative of the organization and he knows
that his supervisor has the authority to manage and

if the employee feels that the taken decisions
   

perception of organizational support (Yoon and


    
performance and job satisfaction and ensures his

feelings and behaviors towards absenteeism and


different impacts of time management and time


will become more prominent and this will make the

References


Human Relations49



Journal of Organizational Behavior 18


of the product of two normally distributed
Annals of Mathematical Statistics
18
     
   
   
   
Procedia-Social
and Behavioral Sciences30
23
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
     
Possibilities and constraints of moral
Journal of Agricultural and
Environmental Ethi20

      
Psychosomatic Medicine51

Does organizational cynicism matter? Employee

Eastern Academy of Management Proceedings
2

change cynicism: The role of employee
Human Resource Management
47
Sosyal bilimler için veri
     


yöntemleri
     
pressure and the development of integrative
Journal
30

    

relationship between job burnout and turnover
      
Managing Service Quality: An International
Journal22

Duke
Law & Technology Review0026

    Psychometrika
16
   Protean and
   
Organizational Commitment: The Effects
Journal of
Vocational Behaviour80
      
     



and match breaking: The nature of match within
Journal of Occupational
and Organizational Psychology83

  The Academy of
Management Review23

for control as moderators of the job demand–
Journal of
Occupational and Organizational Psychology
71

workplace delinquency: The role of Honesty–
    
 Personality and Individual
Differences86
    
    
    
Work43

    
electronic monitoring and surveillance in
Communication Theory16

A social motivation approach to
organizational cynicism


electronic communications technologies and
Industrial Relations Journal34

     
The mechanisms of job stress and strain

24
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194

Journal of the American Statistical
Association55

effects of time pressure and information load
Psychology & Marketing
9
       
Marketing research: A practical approach for
the new millennium


      
Journal of
Applied Psychology91
   Introduction to mediation,
moderation, and conditional process analysis:
A regression-based approach

2012 National



Leadership
& Organization Development Journal24

     
computer use policy. Information Strategy:
The Executive’s Journal20
Antecedents and consequences
of cynicism in organizations: An examination
of the potential positive and negative effects on
school systems

Elementary statistics

     
The effects of psychological contract breach
and organizational cynicism: Not all social
Journal
of Organizational Behavior: The International
Journal of Industrial, Occupational and
Organizational Psychology and Behavior24







Journal of
Business Ethics111

Decision making under stress: Scanning
  Acta
Psychologica64
      

   Journal of
Experimental Social Psychology3


Journal of Personality and Social Psyc
13

     
Supervisors and Management in Shaping the

    
Journal of Applied Security Research 4



5




Multivariate Behavioral Research30

    
   Information,
Communication and Society5
25
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
      
related situational strength and assessing
its interactive effects with personality
    Journal of
Management40
       
Journal of Business
Ethics28
       


responses to adverse conditions in the work
Human Relations60

The impact of employee perceptions of
training on organizational commitment and
turnover intentions: a study of multinationals
The International
Journal of Human Resource Management22

Psychometric theory 3E

     
     
Annual Review of
Psychology65

during brand choice: The impact of time
International
Journal of Research in Marketing16
       
stressors? Exploring time pressure and
learning demands as antecedents of thriving
Journal of Organizational Behavior
38

organizational support: a review of the
Journal of Applied Psychology87



Journal of Applied Psychology
93




in the working environment




Academy of Management Review
31
       
Sosyal Bilimlerde SPSS’le Veri Analiziİstanbul


     
Sociological methodology

      

Journal of Business and
Psychology19
      
    

Surveillance
and Society1
  
Organizations and supervisors as sources
      
Journal of Organizational
Behavior: The International Journal of Industrial,
Occupational and Organizational Psychology
and Behavior24

Using multivariate statistics  


 
Society and Mental
Health1
26
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
      
Research methods in physical activity


Quality
Management Journal4
Measurement and
evaluation in psychology and education


    


25

Support model and employee safety
Accident Analysis & Prevention45



Journal of
World Business45
       

Career Development
International16

Cynicism about organizational change:

Group & Organization Management 25




Human resources management: Perspectives,
context, functions, and outcomes 




Journal of Applied Social
Psychology38

Honesty–humility and perceptions of
organizational politics in predicting workplace
Journal of Business and Psychology



Human Relations52
      
citizenship behaviors and service quality as

Journal of Business Research56

and issue settlement order on integrative
Sociometry39