Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions, Citizenship Behavior and Job Performance

2005 ◽  
Vol 20 (2) ◽  
pp. 175-200 ◽  
Author(s):  
Zinta S. Byrne
Keyword(s):  
Job Performance ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Citizenship Behavior ◽  
Negative Effects

scholarly journals The influence of employees’ perceptions of organizational politics on turnover intentions in Zimbabwe’s SME sector

2013 ◽  
Vol 44 (2) ◽  
pp. 57-66 ◽  
Author(s):  
R. Chinomona ◽  
E. Chinomona
Keyword(s):  
Turnover Intentions ◽  
Small And Medium Enterprises ◽  
Organizational Politics ◽  
Future Research ◽  
Negative Effects ◽  
Perceptions Of Organizational Politics ◽  
Managerial Implications ◽  
Future Research Directions ◽  
Using Data ◽  
Medium Enterprises

Despite increasing awareness of the importance of managing the negative effects of organizational politics at the workplace, research on consequences relating to employees’ perceptions of the same in small and medium enterprises (SMEs) in Africa has received little attention. Therefore, using data from 250 SMEs in Zimbabwe, this study examines the effects of employees’ perceptions of organizational politics on turnover intentions and the mediating influence of employees’ perceptions of equity and organizational commitment. All the posited six hypotheses were supported by the sample data. Managerial implications of the findings are discussed and limitations and future research directions are indicated.

scholarly journals Are Leaders’ Perceptions of Organizational Politics Worsening Favorable Employee Outcomes? The Role of Ethical Leadership

2021 ◽  
Vol 13 (19) ◽  
pp. 10767
Author(s):  
Soojin Lee ◽  
Jinhee Kim ◽  
Gukdo Byun
Keyword(s):  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Empirical Studies ◽  
Organizational Politics ◽  
Citizenship Behavior ◽  
Future Research ◽  
Negative Effects ◽  
Positive Effects ◽  
Perceptions Of Organizational Politics ◽  
Using Data

Researchers have conducted many empirical studies on the positive effects of ethical leadership. However, they have paid little attention to the antecedents of ethical leadership. This study sought to fill this gap by examining the negative effects of leaders’ perceptions of organizational politics on ethical leadership and the job performance of employees. Accordingly, this study investigated the relationships among them using data collected from 220 dyads of leaders and followers in major companies in South Korea. The results showed that leaders’ perceptions of organizational politics negatively affected their ethical leadership, which, in turn, had an adverse impact on the task performance and organizational citizenship behavior of employees. This paper also provides the theoretical and applied implications of the findings as well as future research directions.

scholarly journals Organizational justice mitigates adverse effects of perceived organizational politics on employee’s turnover intentions at workplace

2017 ◽  
Vol 4 (1) ◽  
pp. 6-11 ◽  
Author(s):  
Muhammad Shafiq ◽  
Noor Ullah Khan ◽  
Mansoor Bhatti ◽  
Faisal Khan
Keyword(s):  
Sample Size ◽  
Organizational Justice ◽  
Research Study ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Critical Issue ◽  
Human Resource Managers ◽  
Negative Outcomes ◽  
Negative Effects ◽  
Hr Managers

The objective of the present study was to investigate the relationship between organizational justice (procedural, interpersonal & distributive) perceived organizational politic and turnover intentions of employees at a workplace. Furthermore the research study exposed that organizational justice mitigates negative effects of perceived organizational politics can and turnover intentions of employees. Sample size of 100 was selected via random probability sampling out of 320 employees from main head office and all branches of bank of Khyber Peshawar KPK Pakistan. The conclusion drawn from the research study that organizational justice (procedural, interpersonal & distributive) has significantly related with perceived organizational politics and turnover intentions of employees at workplace.  So managing organizational politics is a very sensitive and critical issue, therefore the study will facilitate human resource managers to cope up with organizational politics and their negative outcomes. To manage the negative outcomes of organizational politics the HR managers should realize the   sensitivity of political environment inside organization. The future studies may include all dimensions of justice and other job outcomes with a bigger sample size in order to increase the generalizability of results.

Moderating effects of turnover intentions on justice and job performance

2010 ◽  
Author(s):  
Brian J. Collins ◽  
Kevin W. Mossholder ◽  
Shannon G. Taylor
Keyword(s):  
Job Performance ◽  
Turnover Intentions ◽  
Moderating Effects

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

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