Organizational cynicism has grown in contemporary Western organizations. However its impact on interpersonal relationships and consequently on organizational functioning remains understudied.  The present study addresses these gaps by: a) exploring the spillover effect of organizational cynicism on supervisor–subordinate relationships and b) examining if the spillover effect extends to employee performance. Specifically it examines if affective commitment to the supervisor mediates the relationship between the PSS×organizational cynicism interaction effect and performance (i.e. mediated-moderation). Data were collected from both employees and supervisors (N=274) from 45 organizations. Our results generally support our hypotheses. This study provides evidence that organizational cynicism interferes in the relationship employees develop with their supervisors with consequences to performance. This study opens new avenues for research on organizational cynicism and carries implications for theory and practice.