scholarly journals Leadership and employee attitudes: The mediating role of perception of organizational politics

2020 ◽  
Vol 7 (1) ◽  
pp. 1720066 ◽  
Author(s):  
Uzair Khuwaja ◽  
Kaleem Ahmed ◽  
Ghulam Abid ◽  
Ahmad Adeel ◽  
Isaac Wanasika
Keyword(s):  
Organizational Politics ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Perception Of Organizational Politics

Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Tasneem Fatima ◽  
Sadia Jahanzeb
Keyword(s):  
Organizational Climate ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Content Type ◽  
Organizational Environments ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

PurposeThis study seeks to unpack the relationship between employees' exposure to workplace bullying and their turnover intentions, with a particular focus on the possible mediating role of perceived organizational politics and moderating role of creativity.Design/methodology/approachThe hypotheses are tested with multi-source, multi-wave data collected from employees and their peers in various organizations.FindingsWorkplace bullying spurs turnover intentions because employees believe they operate in strongly politicized organizational environments. This mediating role of perceived organizational politics is mitigated to the extent that employees can draw from their creative skills though.Practical implicationsFor managers, this study pinpoints a critical reason – employees perceive that they operate in an organizational climate that endorses dysfunctional politics – by which bullying behaviors stimulate desires to leave the organization. It also reveals how this process might be contained by spurring employees' creativity.Originality/valueThis study provides novel insights into the process that underlies the connection between workplace bullying and quitting intentions by revealing the hitherto overlooked roles of employees' beliefs about dysfunctional politics and their own creativity levels.

Role Stress and Affective Commitment: Mediator Analysis of Employee Satisfaction

2020 ◽  
Vol 24 (4) ◽  
pp. 471-480
Author(s):  
Prabhjot Kaur
Keyword(s):  
Employee Satisfaction ◽  
Service Sector ◽  
Affective Commitment ◽  
Negative Relationship ◽  
Role Stress ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Emotional Commitment ◽  
The Relationship

With an emerging competition and advance job requirements, the need to understand the role stress (RS) is becoming apparent. Literature indicates that RS negatively relates to employee attitudes, actions, and satisfaction and emotional commitment. However, it would be very interesting to understand the essential apparatus of role stress (RS)–affective commitment (AC) relationship. For this, the present research also studies the mediating role of employee satisfaction (ES). By using convenience sampling, the present research included 349 employees who work in the service sector of Punjab and Chandigarh. The results were analysed with the help of hierarchical multiple regression and bootstrapping in SPSS to study the intervening effect. The present study shows an empirical confirmation that there is a negative relationship between RS, AC and ES. Findings have also suggested the mediating influence of employee satisfaction in the relationship between RS and AC.

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Chengli Shu ◽  
Menglei Gu
Keyword(s):  
Affective Commitment ◽  
Organizational Politics ◽  
Helping Behavior ◽  
Amazon Mechanical Turk ◽  
Personal Resources ◽  
Content Type ◽  
Mediating Role ◽  
Helping Behaviors ◽  
Passion For Work

PurposeThis study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.Design/methodology/approachQuantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.FindingsBeliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.Practical implicationsFor human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.Originality/valueThis study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.

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