الفهرس 
? Chapter One Theoretical Framework of The The ResearchOnly 14 pages are availabe for public view
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Abstract
Abstract
The main objective of this research is to determine the impact of workplace bullying on the relationship between leader-member exchange relationship (LMX) quality and organizational cynicism behaviors in the Egyptian governmental universities.
A model for the research hypotheses was developed to illustrate causal relationships between the research variables. Hence, the structural equation modeling (SEM) is used to assess the strength of the relationships between the research variables by using (AMOS, V.22) program.
In order to collect the primary data, the researcher designed a questionnaire that includes three main constructs which are the LMX quality scale, workplace bullying scale, and organizational cynicism scale. As well as the necessary tests were carried out to evaluate the reliability and the validity of these scales. The questionnaire was directed to a sample of the teaching staff and their assistants in the Egyptian governmental universities located in the greater Cairo sector which are (Cairo, Helwan, Ain-Shams, Al-Azhar, and Benha). The sample size was 382 unit, with a response rate up to 90 % of the total sample size.
The findings showed a statistically significant negative impact of the LMX quality on the organizational cynicism behavior. This means that the greater the quality of the reciprocal the lowest spread rate of organizational cynicism behavior. Also, it was found that the LMX quality has a statistically significant negative impact on workplace bullying. This means that the more subordinates perceive high quality LMX and positive work-environment, the less they realize bullying behaviors at work. In the same context, the research found statistically significant positive impact of the workplace bullying on the organizational cynicism, which means that any spread in the unethical behaviors like bullying within the organization will follow by an increase in the unethical attitudes like organizational cynicism. And finally, the research indicates that workplace bullying mediates the relationship between LMX quality and organizational cynicism behaviors.
Regarding the demographic and organizational variables, it was found that there are no fundamental differences between the opinions of the respondents’ perception toward the research variables according to the (gender, age, employment grade, appointment duration (tenure). And there are no significant differences between university categories’ perceptions toward workplace bullying while there are significant differences between university categories’ perceptions toward (LMX quality and organizational cynicism) and Al-Azhar University respondents had the most perceptions toward these variables.
Keywords: Leader-member exchange relationship (LMX) quality – Workplace bullying- Organizational cynicism.
Acknowledgement
Firstly, and foremost, Thanks and Praise to Allah, the Ever gracious; and the most merciful for his help and blessing. I’m totally sure that this work would have never become truth without His guidance.
I owe a debt of gratitude to all my supervisors as their constant guidance and support provided me with insights that helped in the shaping of this thesis.
I would like to express my sincere gratitude to my supervisor
Prof. Osama Mohamed Abd El-Monem professor of business administration and former vice dean for postgraduate studies and research at faculty of commerce- Benha University for his continuous support of this study, for his patience, motivation, enthusiasm, and immense knowledge. Thanks for reading through many drafts of this thesis and always being prepared to listen to the crafted ideas and through about the research. His guidance helped me in all the times of the research and finishing this thesis. I could not have imagined having a better advisor and mentor for my thesis. I’m extremely grateful to him.
It also a great pleasure to acknowledge my genuine thanks to my supervisor Prof. Hamada Fawzy Abuzid professor of business administration and former chairman of business administration department at faculty of commerce- Benha University for his guidance, continuous support and encouragement during the entire thesis journey and his infinite belief in me, he always provided me with the required motivation.
Furthermore, it is my duty to express my deepest thankfulness to
Prof. Ahmad Yahia Ebeid professor of business administration and dean of faculty of international business and humanities at Egypt- Japan university of science and technology for offering his valuable time to participate as the external examiner of my Ph.D. discussion committee. I would like to extend my warmest thanks to you.
Also, I would like to thank Prof. Fared Rageb El-Naggar professor of business administration and former chairman of the business administration professors promotions committee for offering an endless flow of knowledge and love and giving me a part of his precious time to participate as internal examiner of this thesis.
And my greatest appreciation goes also to all my professors and colleagues in Benha University, who were always prepared with kind words of encouragement and advice as I maneuvered my way through my Ph.D journey, I am so lucky to be a part of this prestigious university.
Researcher
Aya Kamar