Purpose – Organizational cynicism is the negative beliefs, feelings and behaviors of employeestowards the organization. The concept of organizational cynicism, which has begun to take its placerapidly in contemporary management issues, emerges as a behavior that threatens the existence ofthe organization by negatively affecting activities such as organizational commitment,organizational performance, job satisfaction, organizational citizenship behavior, organizationaldevelopment and change activities. In this context, the aim of the study is to determine theorganizational cynicism levels of the workers in the manufacturing industry and to determinewhether there is a significant difference between their socio-demographic characteristics andorganizational cynicism and its sub-dimensions.Design/methodology/approach – Within the scope of the study, 240 employees were surveyed andthe findings were evaluated using statistical data analysis program. Descriptive analyzes,independent samples t-test and ANOVA test were used in the analysis of the data.Findings – According to the results of the analysis, the average of organizational cynicism, cognitivecynicism, emotional cynicism, and behavioral cynicism are at a moderate level. The behavioralcynicism levels of employees are higher than both the level of other cynicism dimensions and thelevel of general organizational cynicism. Significant differences were found between the educationlevels, status, income levels and daily working hours of the employees and the generalorganizational cynicism levels and dimensions. It is possible to say that as the level of education andstatus increases, the level of cynicism decreases. Discussion – According to the results of the analysis, it has been determined that there are significantdifferences between some socio-demographic characteristics of employees and organizationalcynicism and its sub-dimensions.