Organizational support and the quality of subordinate–supervisor relationships play a critical role in shaping employees’ perceptions of their employing organizations. These relational dynamics can foster trust, reduce negative emotions such as anger and resentment, and minimize tendencies toward mistrust and cynicism in the workplace. This study examines how perceived organizational support and supervisor–subordinate interactions influence employee commitment and the manifestation of cognitive cynicism within organizations. Drawing on social exchange theory, the workplace is conceptualized as a reciprocal relationship in which supervisors provide support, guidance, and rewards, while employees respond with dedication, loyalty, and the application of their skills and expertise.

The study highlights that employees’ forms of commitment—affective, continuance, and normative—vary in their influence on workplace attitudes and behaviors. Employees with strong affective commitment, characterized by emotional attachment and a genuine desire to belong to the organization, are more likely to demonstrate positive work behaviors and reduced cynicism. In contrast, those with continuance commitment, driven primarily by the cost of leaving the organization, are more prone to exhibit cynical attitudes, including distrust and negative perceptions of organizational intentions. Normative commitment, based on a sense of obligation, presents a moderate influence on both commitment and cynicism.

Furthermore, the study emphasizes that effective supervisor support can mitigate the development of cognitive cynicism by strengthening trust and enhancing employees’ emotional connection to the organization. Conversely, weak organizational support and poor supervisory relationships may intensify feelings of dissatisfaction, thereby increasing the likelihood of cynical beliefs and reduced commitment. The findings underscore the importance of fostering supportive organizational environments and positive leadership practices to enhance employee commitment and minimize detrimental attitudes. The study contributes to organizational behavior literature by providing insights into how relational and psychological factors interact to influence employee attitudes in the workplace.