Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace

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The role of the psychosocial safety climate in coping with workplace bullying: A grounded theory and sequential tree analysis (2016, background): “For example, loyalty (L) is used when role conflict is low or autonomy high, whereas exit (E) is predicted by high role conflict and low autonomy (Naus et al., 2007).”
Top management credibility and employee cynicism: A comprehensive model (2009, background): “Such disparaging behaviors would be associated with less emotional attachment to the organization and less feeling that the organization has any personal meaning (Naus et al., 2007b).”
The Determinants of Alternative Forms of Workplace Voice (2012, background): “For example, although aversive conditions were examined with regard to the determinants of voice in the mistreatment literature (Harlos, 2010; Naus et al., 2007), such conditions received little attention within the informal, prosocial voice literature.”
The moderating effect of organizational change cynicism on middle manager strategy commitment (2013, background): “For these reasons, in our study we consider OCC as a unique form of resistance or dissent (Naus, van Iterson and Roe 2007 ), which has implications for middle managers' strategic commitment.”