1. What are the factors that cause employees to develop a negative attitude about their workplace? 2. How does the negative attitude of the employees, such as resentment, contempt, and anger towards their organization, influence their decision to voluntary leave their organization? 3. What are the strategies that may be taken by the organization to lower the attrition rate of employees? Employee cynicism and employee (voluntary) attrition constitute fundamental challenges to organizations striving to retain a resilient and driven workforce; thereby, the multifaceted problem of identifying the intricate interplay between employee cynicism and employee attrition within contemporary work environments lies at the core of this study. Understanding the nexus between these phenomena is imperative for developing functional approaches to strengthening workforce resilience. Consequently, the study aims to unravel the fundamental factors contributing to employee cynicism and the subsequent impact on their decisions to leave their roles in the organization voluntarily. Through exploring this linkage, the study intents to equip organizations with operative solutions for enhancing a resilient workforce. CONCEPTUAL FRAMEWORK EMPLOYEE ENGAGEMENT Figure 1. EMPLOYEE RELATIONSHIP EMPLOYEE CYNICISM MANAGEMENT ORGANIZATIONAL TRUST EMPLOYEE ATTRITION JOB SATISFACTION PROFESSIONAL GROWTH TENURE The researchers conceptualized the study by using the Independent Variable-Dependent Variable framework. Figure 1 presents the conceptual paradigm of the study. It consists of two variables and six sub-variables. Employee cynicism as an independent variable and employee attrition as the dependent variable.