Investigating the relationship between organizational change-related cynicism and job satisfaction of teachers and school principals in Piranshahr: Mediating role of perceived organizational support and organizational commitment, and moderating role of work environment quality and job self-efficacy

Mahmoudi, Ebrahim; Disnad, Farkhandeh; Yahyaie, Leyla; Samadzadeh, Habib

doi:10.30466/ntea.2025.55947.1017

Investigating the relationship between organizational change-related cynicism and job satisfaction of teachers and school principals in Piranshahr: Mediating role of perceived organizational support and organizational commitment, and moderating role of work environment quality and job self-efficacy

Document Type : Original Article

Authors

¹ Department of Humanities, Salmas Branch, Islamic Azad University, Salmas, Iran.

² Department of Computer, Salmas Branch, Islamic Azad University, Salmas, Iran.

10.30466/ntea.2025.55947.1017

Abstract

Objective: This study aimed to investigate the relationship between organizational change cynicism and job satisfaction among teachers and school administrators in Piranshahr (2023-2024 academic year) and identify the factors influencing this relationship. The statistical population included all teachers and administrators in the city (1,500 individuals), from which a sample of 306 participants was selected using simple random sampling based on the Morgan table. The research instruments consisted of standardized questionnaires designed to measure the main, mediating, and moderating variables.
Methodology: This study is applied-correlational research. Data were collected using standardized questionnaires and analyzed using statistical methods, such as structural equation modeling and regression analysis, in SPSS and Amos software. The main variables included organizational change cynicism and job satisfaction. Additionally, the mediating variables (perceived organizational support and organizational commitment) and the moderating variables (work environment quality and job self-efficacy) were examined.
Findings: The results showed that organizational change cynicism has a negative impact on job satisfaction. The mediating variables, including perceived organizational support and organizational commitment, acted as mediators in this relationship and explained part of the indirect effect of cynicism on job satisfaction. Additionally, moderating variables such as quality of work environment and job self-efficacy reduced the intensity of these effects.
Conclusion: The study concluded that organizational cynicism negatively affects job satisfaction, which can be facilitated through strengthening organizational support and organizational commitment. Furthermore, improving work environment and self-efficacy can moderate this relationship. It is recommended that managers implement change management programs and enhance support systems to improve these factors.

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