Introduction: In today’s businesses, which knowledge is an important power, human resources are seen as an important investment asset for the efficiency and effectiveness of businesses instead of cost elements. It is obvious that watching organizational goals will be very easy with employees who come to work on time, avoid absenteeism and have adopted the organization they work for. On the other hand, employees who cherish negative feelings towards their workplace, do not trust their directors and think they are being contribute negatively or very little to the organization. In this study, organizational commitment and organizational cynicism levels of employee working in the ministry of youth and sport were investigated and the relationships between these two variables were explored.
Methodology: The questionnaire developed by Dean et al. was used for organizational cynicism, and the scale developed by Meyer and Allen was used for organizational commitment. In the first part of the study, definitions of organizational commitment and organizational cynicism were made, their conceptual frameworks were drawn in detail and then findings about the study were used. The population of the study was determined as employees working at the ministry of youth and sport, and the study sample was identified as 370 people. Questionnaires were sent to ministry employees using the sample power formula method. Questionnaires were returned the responses in the returned questionnaires encoded and analyzed in accordance with the statistical analysis program SPSS and Amos 23, factor analysis, reliability test, frequency analysis, one-way variance analysis (ANOVA test) and Pearson correlation analysis were used to analyze the data.
Results: The results of the study showed the negative relation between organizational cynicism and organizational commitment. Organizational cynicism causes the sense of disinterest towards the organization. The employees showe the negative reactions, as a result there will be negative consequences for the organization and eventually reduces the organizational commitments.