Prof. Alaa Talib Farhan

Prof. Awwad Kazem Shaalan

  1. Ali Abdul Hassan Abbas


This research aims to identify the impact of organizational cynicism on of human resources flexibility through Counterproductive work behavior with the growing challenges and difficulties in the business environment and the failure to meet the wishes of the workers promised the government’s commitment to apply its obligations to individuals in the community appeared organizational cynicism The represented by non-confidence in their leaders and staff believe that employers are taking advantage of their contribution at an opportune moment while trying organizations restructuring cost in an effort to contain costs.  And attitudes cynical about the organization can have a far-reaching impact on both the organization and employees in the form of negative consequences, such as lack of commitment to work and motivation low and apathy and resignation and despair, suspicion and contempt and disdain and this is what leads to the behavior of non-moral among employees themselves and as a result, it is reflected in the low human resources flexibility. The researcher in the study was based on five dimensions of organizational cynicism to be more comprehensive and accurate knowledge of the motives of the organization have included the cynicism-dimensional (personality cynicism, Employee cynicism, Organizational change cynicism, work cynicism, social cynicism). and Has also adopted two dimension researcher on the Counterproductive work behaviors and Counterproductive work behaviors towards them organized and negative attitudes towards individuals and their impact on the low Flexibility of human resources And included the flexibility of human resources five basic dimensions (contractual flexibility, flexibility of working hours, wage flexibility, flexibility length of life, functional flexibility) and it has been included in the study, four Iraqi universities which (Karbala, Babil, Qadisiyah and Kufa) has been taking a number of colleges and sample included 233 individuals from holding advanced degrees and administrative managers. The study was based on the hypothesis to prove the existence of the main indirect effect of cynicism on the organizational flexibility of human resources through negative behaviors work. The study found a number of the most important conclusions of the fundamental belief that organizational cynicism is to be sacrificed to the principles of honesty, integrity, sincerity and confidence to promote the self-interest of the leadership And that he be directed by cynics against management techniques their organizations against the procedures, rules and regulations, which appears in the workplace embodied in mistrust and contempt towards law enforcement and services for the community and the loss of trust, respect and pride for the job, and dissatisfaction with the organization they work for. It has built a set of recommendations based on the conclusions presented including the need to fulfill the government’s commitment to its promises to the community because the loss of confidence in the government lead to a loss of confidence in all institutions.

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