impact of organizational politics on employee performance

The 4 Types of Organizational Politics - Harvard Business Review Mackey, J.D., Frieder, R.E., Brees, J.R. and Martinko, M.J. (2017), Abusive supervision: a Meta-analysis and empirical review, Journal of Management, Vol. Drawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. Companies with best-in-class cultures say employee development (75%) and leadership development (55%) initiatives are most impactful in improving a company's culture. It is also worth increasing the formal control over the conduct of managers. 3, pp. Employees with high POS have sufficient resources and, when faced with hindrance, might not react by reducing job satisfaction. Administrative Science, Journal POP have the potential to create frustrating work environments that are fertile for conflict and aggression, thereby draining employees' coping resources and possibly leading them to experience strain (Crawford etal., 2010; Rosen and Levy, 2013; Meisler etal., 2019). 61 No. To justify the mediating role of job satisfaction between POP and employee performance, employees' attitudes must reflect a predisposition to respond either positively or negatively to a perceived situation (Riketta, 2008). As shown in Table2, the index of conditional moderationmediation was significant (=0.036; 95% CI=0.071 to 0.001), suggesting that POS influenced the mediatory role of job satisfaction on employee performance. The study involved 408 companies from diverse sectors operating in Poland. 5, pp. A second limitation is that this research was based on only one level of data employees' opinions. (Eds), Emerging Trends in Global Organizational Science Phenomena, Nova Science Publishing, New York, pp. However, this is most often the case insituations with high levels of POP. The findings of the study reinforce that the management needs to understand the perception of employees about the organizational politics prevailing in their organizations and have to adopt strategies that would minimize the perception of organizational politics and enhance employee performance. As shown in Table2, POP decreases job satisfaction (=0.207, p<0.001), and job satisfaction affects employee performance positively (=0.159, p<0.001). He is associate professor at the Institute of Enterprise at the Warsaw School of Economics. (Eds), Emerging Trends in Global Organizational Science Phenomena, Nova Science Publishing, New York, pp. The study developed a framework on the basis of an extensive literature review which was then tested to provide an empirical insight about the proposed relationshi view more, The present study seeks to investigate the impact of organizational politics on employee performance in the public sector organizations. 5-35. PDF Effect of Organizational Politics on Organizational Goals and - HRMARS JavaScript is disabled for your browser. Organizational politics within organizations is seen to be more prominent within countries that are labeled as being linked to individualism, In particular, employees who work for abusive leaders may experience significant fear about their current and future career prospects, sense that their work contributions are not appreciated or seek to protect themselves rather than find ways to contribute to their employer's success (Yang etal., 2020). Although companies in different countries have work characteristics rather similar to those of the contemporary business, the specific cultural context (e.g. and Rich, B.L. public sector; co-worker; achievement; organizations; politics; influence, Classification The woods. Hochwarter, W., Jordan, S., Kapoutsis, I., Franczak, J., Babalola, M., Karim Khan, A. and Li, Y. and Treadway, D.C. (Eds), Politics in Organizations: Theory and Research Considerations, Routledge/Taylor & Francis, New York, pp. Nevertheless, there is a paucity of systematic research on this subject. The high ground.*. The indirect effect between these variables was assessed for =0.061 (95% CI=0.112 to 0.006). 1, pp. 7 No. Corporate level politics from managers and employees perspective and Initially, the human resources (HR) departments of the organisations were contacted by telephone. November 24, 2021 The term 'organizational politics' probably conjures up images of cliques and office gossip. The present study seeks to investigate the impact of organizational politics on employee performance in the public sector organizations. Access to resources (social support, well-being programs, etc.) Thus, the motivation to work decreases, and employees' performances deteriorate. Tensions with senior members of staff/managers 7. Cammann, C., Fichman, M., Jenkins, G.D. and Klesh, J. Organization politics refers to the personal agenda of an individual within a company. However, in certain situations (low abusive supervision and high POS), high POP does not have a destructive effect on employee performance. The Impact of Employee's Perceptions of Organizational Politics and Bu. POP and POS are clearly related and constitute part of the social setting of work organisations (Cropanzano etal., 1997). 67 No. Femalescomprised 62% of the sample. 4, pp. Organizational politics is everywhere in the workplace. doi: 10.1177/00187267221088535. (2013), Perceptions of organizational politics: a meta-analysis of its attitudinal, health, and behavioural consequences, Canadian Psychology/Psychologie Canadienne, Vol. 627-658. Based on the principles of Game Theory, this study aims to examine the impact of management's and employee's politics within an organization on the psychological and organizational stress levels of workers, followed by their task and contextual performance.,Following the non-probability convenience sampling technique, the data was collected . This study used a baseline (five-factor) model and estimated all the theorised relationships between the stated constructs. 2, pp. The employees answered questions about POP, abusive supervision, POS and job satisfaction. Some authors even propose that POP and POS may be opposite poles of the same phenomenon. . Mapping the political terrain. Hochwarter, W.A., Kacmar, C., Perrew, P.L. 3, pp. Rosen, C.C., Harris, K.J. 246-259. For example, Kane-Frieder etal. 1, pp. As noted by Takeuchi etal. The data were collected from the employees of 15 public sector organizations in Pakistan. Hypothesis 3a predicts a moderating effect of abusive supervision on the relationship between POP and job satisfaction. Bakker, A.B. Interesting research avenue involves checking what types of resources available to employees are the most critical in counteracting cumulative destructive organisational phenomena such as organisational politics and abusive supervision. 754-773. Motivated employees direct their efforts towards achieving organizational goals and positive returns. (1986). We propose that in a highly political organization, employees are likely to engage in knowledge hiding behaviors for three reasons. Perceived organisational support (POS) was measured using the 8-item questionnaire developed by Eisenberger etal. The present research fills this gap by showing that POS plays a protective function against organisational stressors. 6, pp. The findings of the study reinforce that the management needs to understand the perception of employees about the organizational politics prevailing in their organizations and have to adopt strategies that would minimize the perception of organizational politics and enhance employee performance. A qualitative research method was chosen using Zenith Bank Plc and Alcon Plc, Nigeria. Riketta, M. (2008), The causal relation between job attitudes and performance: a meta-analysis of panel studies, Journal of Applied Psychology, Vol. Martinko etal. Leadership and employee attitudes: The mediating role of perception of The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP. by. 71 No. Thus the purpose of the present chapter is fourfold. The socio-demographic characteristics of the employee sample were as follows, 5% of the subjects worked at corporations comprising over 1,000 employees, while 21 and 74% belonged to large- (2511,000 employees) and middle-sized (51250 employees) companies, respectively. 22 No. Abusive supervision, as demonstrated by Tummers and Bakker (2021) can intensify job demands, thereby contributing to a faster drain on resources and leads to a deterioration of employees' emotional states, which triggers a decline in professional effects. The detrimental, damaging, and negative effects of organizational politics on outcomes such as stress, burnout, turnover intentions, job satisfaction, and organizational commitment have been well-established with theory and research ( Hochwarter et al., 2003; Miller et al., 2008; Chang et al., 2009; Vigoda-Gadot and Talmud, 2010 ). Alternatively, using destructive behaviours, leaders can contribute to reducing these resources and intensifying job demands (Whitman etal., 2014). Organization Development and Performance: The Impact of Employee 3, pp. The moderating role of POS among abusive supervision, POP and employee performance is not completely obvious. and Eisenberger, R. (2002), Perceived organizational support: a review of the literature, Journal of Applied Psychology, Vol. Ferris, G.R. Martinko, M.J., Harvey, P., Brees, J.R. and Mackey, J. 4, pp. Organizational politics on employee performance: an exploratory study PDF The Impact of Organizational Politics on Job Performance: Mediating and Carlson, D.S. These acts are frequently perceived as being associated with the manipulation of organisational policies and often include coercive tactics, even at the expense of others for short-term gains. (2014), Abusive supervision and feedback avoidance: the mediating role of emotional exhaustion, Journal of Organizational Behavior, Vol. organisational constraints), can have a stimulating and mobilising effect on employees behaviours (Ellen etal., 2022b; Hochwarter etal., 2022). The following criteria were applied to select the specialists: completed at least secondary education and possesses at least 5years of professional experience following a one-year internship experience in the current company. The study developed a framework on the basis of an extensive literature review which was then tested to provide an empirical insight about the proposed relationshi . The data was statistically analyzed using regression analysis. 1343 pdf (534 KB) Abstract Purpose Drawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study offers a unique contribution to the field of organisational politics research by demonstrating that the negative effects of POP occur mainly when employees also experience negative behaviours from superiors that increase both stress levels and intensify levels of organisational politicking. Consistent with the common characterisation of POP as the dark side of organisational life (Chang etal., 2009), meta-analytic studies demonstrate that POP has detrimental effects on trust, job satisfaction, commitment, well-being and employee performance (Miller etal., 2008; Chang etal., 2009; Bedi and Schat, 2013). Statistical analyses were performed using SPSS software (ver. Introduction Budgeting is important in organizations. For example, Byrne etal. (2000), Adaptability in the workplace: development of a taxonomy of adaptive performance, Journal of Applied Psychology, Vol. Perceptions of organisational politics, Perceptions of organisational politics (POP), Test of conditional POPxAS interaction at values of POS, Index of conditional moderated-moderated mediation. . What is Organizational Politics? | HR Glossary - AIHR The future researchers can also perform the studies in other settings. view less, Keywords However, when employees' POS is high and they experience a low level of abusive supervision, POP will not affect their job satisfaction. The effects of organizational politics on employee motivations to Niccolo Machiavelli, Discourses on the First Decade of Titus Livius. 23 No. (2011), Principles and Practice of Structural EquationModelling, The Guilford Press, New York. Abstract: Researchers have shown increasing interest, in recent times, in organizational politics and how it affects employees and organizations. The relationships assumed from the research model can be verified conclusively only via experimental research, longitudinal studies or both. Ejaz, A., Quratulain, S., Ferris, G.R., Hochwarter, W. and Khan, A.K. This fact is also pointed out by Ellen etal. 1, pp. (2022). Perceptions of organizational politics, knowledge hiding, and employee Recent study by Robbins, Judge and Sanghi (2008) highlight that politics has a lot of potential consequences on work outcome and can affects organizational processes such as; decision making, promotion, rewards and among others either positively or negatively. 19-34. https://doi.org/10.1108/BJM-09-2021-0338, Published by Emerald Publishing Limited. The most commonly researched topic in this area is POP. (2015), Political skill and work outcomes: a theoretical extension, meta-analytic investigation, and agenda for the future, Personnel Psychology, Vol. The role of the immediate supervisor is, therefore, important in explaining the effects of organisational politics (Vigoda-Gadot, 2007; Naseer etal., 2016; Liu and Liu, 2018; Ejaz etal., 2021). Work-related office politics 2. 36 No. Despite the doubts outlined above, treating POS as a moderator is grounded in solid logic. Politics is a widespread phenomenon, not only in contemporary organisations, but also in every type of organisation in history in which people competed for scarce resources or pursued their own goals (Ferris and Treadway, 2012). Therefore, building a transparent HR system and paying attention to the well-being of employees will help tone down the level of politics and the harmful impact of the immediate supervisor. Overall, investigating abusive supervision from the political perspective appears worthwhile. The study developed a framework on the basis of an extensive literature review which was then tested to provide an empirical insight about the proposed relationships. Impact of organizational politics on employee performance in public Despite efforts to integrate organisational politics and leadership in the few studies that sought to link leadership to POP (Vigoda-Gadot, 2007; Naseer etal., 2016; Liu and Liu, 2018; Ejaz etal., 2021; Takeuchi etal., 2022), research conceptualising dysfunctional leadership types as a contextual factor exacerbating the harmful effects of POP is lacking. Organizational Politics and Its Effects on Members of Organizations Meisler, G., Drory, A. and Vigoda-Gadot, E. (2019), Perceived organizational politics and counterproductive work behavior: the mediating role of hostility, Personnel Review, Vol. 3, pp. Palmer, J.C., Hochwarter, W.A., Ma, S., Ferris, G.R. and Demerouti, E. (2017), Job demandsresources theory: taking stock and looking forward, Journal of Occupational Health Psychology, Vol. The results of the simple slope test showed that POPAS was negatively related to job performance when POS was high (+1SD, =0.224, p<0.05) rather than low. 4, pp. Kane-Frieder, R.E., Hochwarter, W.A. 71 No. As a result, decrease in job satisfaction also results in lower employee performance. 357-382. Bakker and Demerouti (2017) show that leaders can create abundant job resources for their followers or reinforce existing resources (Tummers and Bakker, 2021). 26 No. 500-507. For instance, POP focuses on employee perceptions of how the work environment influences themselves and others, whereas POS emphasises how the organisation directly supports and appreciates the focal individual. (PDF) Impact of Organisational Politics on Employee - ResearchGate This research was conducted from March 2018 to October 2018 and used the computer-assisted telephone interview method. Moreover, future research should attempt to sharpen the elucidation of the similarities and differences between the tested behaviours. and Kolodinsky, R.W. Hypothesis 4b predicts that POS may moderate the moderation effect of abusive supervision between POP and employee performance. Naseer etal. In terms of tenure, 41 and 21% of the subjects reported having worked for 1120years and over 20years, respectively. Organisational Politics and Employee Performance: a Study of Selected The key point here is that achieving good job outcomes is the consequence of high resources, which buffer the negative effect of hindrance stressors, therefore: POS influences the moderating effect of abusive supervision on the relationship between POP and job satisfaction by strengthening the moderating effect among employees with higher POS than those with lower POS. 1. 2, pp. The present study has been conducted in a developing economy; therefore, the findings of the present study are partially generalized able to other developing economies as well.

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