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 Perceptions of organizational politics and organizational citizenship behavior: The moderating role of workplace friendship

2017 ◽  
Vol 4 (4) ◽  
pp. 1-9
Author(s):  
Kamil Husain
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Impact ◽  
Organizational Politics ◽  
Citizenship Behavior ◽  
Future Research ◽  
Workplace Friendship ◽  
Perceptions Of Organizational Politics ◽  
Relationship Of ◽  
The Relationship

The objective of this study is to investigate the relationship between workplace friendship, perceptions of organizational politics and organizational citizenship behavior in Pakistan’s public sector organizations. Data has been collected through structured questionnaire from 150 employees. The results of the study show a negative impact of perceptions of organizational politics on organizational citizenship behavior, while workplace friendship affects organizational citizenship behavior positively. The workplace friendship significantly moderates the relationship of perceptions of organizational politics and organizational citizenship behavior. The future research needs to test the relationship of perceptions of organizational politics with other organizational outcomes, and should collect the data from various types of organizations.

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 The impact of Perception Of Organizational Politics on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (2) ◽  
pp. 397-420
Author(s):  
HyunSung Kim ◽  
SeaYoung Park
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Perception Of Organizational Politics ◽  
The Impact ◽  
The Relationship

The purpose of this study was to investigate the relationship between POPs, OJ, OCB, BJW and LPS. Also, this study examined the mediating effect of OJ on the relationship between POPs and OCB. And this study examined the moderating effect of BJW on the relationship between POPs and OJ and the moderating effect of LPS on the relationship between OJ and OCB. Data were collected from 283 employees from a number of companies. The result of this study showed that the relationship between POPs and OJ is significantly negative and the relationship between OJ and OCB is significantly positive. Also, OJ fully mediated the relationship between POP and OCB. And BJW didn't moderated the relationship between POPs and OJ. And LPS moderated the relationship between OJ and OCB. Finally, based on the results, the implication of this study and the direction for future research were discussed.

scholarly journals How Responsible Leadership Motivates Employees to Engage in Organizational Citizenship Behavior for the Environment: A Double-Mediation Model

2019 ◽  
Vol 11 (3) ◽  
pp. 605 ◽  
Author(s):  
Zhiyong Han ◽  
Qun Wang ◽  
Xiang Yan
Keyword(s):  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Research Direction ◽  
Citizenship Behavior ◽  
Future Research ◽  
Responsible Leadership ◽  
Positive Effects ◽  
Organization Citizenship Behavior ◽  
Leadership And Organization ◽  
Environmental Motivation

By collecting and analyzing sample from 384 employees in China, this study explored relationship between responsible leadership and organization citizenship behavior for the environment (OCBE) with structural equation model (SEM). The results are as follows: (1) responsible leadership is positively related to organization citizenship behavior for the environment. (2) responsible leadership has positive effects on both autonomous and external environmental motivation. (3) autonomous and external environmental motivation have a multiple-mediate role in the relationship between responsible leadership and organization citizenship behavior for the environment. Finally, this paper discusses the management implications of the research results and the future research direction.

Look up, look around: Is there anything different about team-level OCB in China?

2012 ◽  
Vol 18 (6) ◽  
pp. 818-832 ◽  
Author(s):  
Shenjiang Mo ◽  
Zhongming Wang ◽  
Kleio Akrivou ◽  
Simon A Booth
Keyword(s):  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Business Context ◽  
Positive Effects ◽  
Corporate Ethical Values ◽  
Chinese Business ◽  
Ethical Context ◽  
Contextual Ethics ◽  
The Relationship

AbstractEthical leadership has been widely identified as the key variable in enhancing team-level organizational citizenship behavior (team-level OCB) in western economic and business contexts. This is challenged by empirical evidence in China and findings of this study. Our study examined the relationship between ethical leadership, organizational ethical context (ethical culture and corporate ethical values) and team-level OCB. Team-level data has been collected from 57 functional teams in 57 firms operating in China. The findings suggest that although ethical leadership is positively associated with team-level OCB, ethical context positively moderates the relationship between ethical leadership and team-level OCB. The higher ethical context is found to be, the greater is the (positive) effects of ethical leadership on team-level OCB and the opposite holds true when ethical context is low. Key implications are discussed on the role of contextual ethics for team-level OCB, while managerial implications include how non-Chinese firms could improve team-level OCB in the Chinese business context.

Subordinates’ helping, voice, and supervisors’ evaluation of job performance

2017 ◽  
Vol 22 (3) ◽  
pp. 222-240 ◽  
Author(s):  
Byoung Kwon Choi ◽  
Hyoung Koo Moon
Keyword(s):  
Job Performance ◽  
Impression Management ◽  
Organizational Citizenship Behavior ◽  
Attribution Theory ◽  
Empirical Studies ◽  
Evaluation Process ◽  
Citizenship Behavior ◽  
Content Type ◽  
Positive Effects ◽  
Prosocial Motives

Purpose It is recognized that employees’ helping and voice behaviors are dimensions of organizational citizenship behavior used by supervisors to evaluate their job performance. However, existing empirical studies of these relationships have shown inconsistent findings. From the perspective of attributional theory, the purpose of this paper is to explain when subordinates’ helping and voice behaviors are more positively related to job performance by considering supervisor-attributed prosocial and impression management motives. Design/methodology/approach Using a sample of 200 supervisors in South Korea, the authors tested the hypotheses with hierarchical multiple regression analyses. Findings Results indicate that the positive effects of helping and voice behaviors on job performance were stronger when supervisors attributed such behaviors as driven less by impression management motives related to self-interest. However, contrary to the expectations, the positive influences of helping and voice behaviors on job performance were stronger when supervisors perceived low prosocial motives. Practical implications Findings suggest that supervisors need to avoid making the wrong attributions with regard to their subordinates’ helping and voice behaviors during the evaluation process. In addition, subordinates need to have clear motives and demonstrate consistent behavioral stances when engaging in such behaviors. Originality/value Using social information theory and attribution theory, this study contributes to explain when helping and voice behaviors improve evaluations of employees’ job performances by considering supervisor-attributed motives.

scholarly journals INTERACTIVE EFFECT OF PERCEPTIONS OF POLITICS (POP) AND IMPRESSION MANAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB BURNOUT

2014 ◽  
Vol 02 (01) ◽  
pp. 49-57
Author(s):  
Humera Akbar ◽  
◽  
Khurram Shahzad ◽  
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Job Burnout ◽  
Citizenship Behavior ◽  
Future Research ◽  
The Relationship

This paper aims at investigating the direct and interactive effect of perception of organizational politics (POP) and impression management on organizational citizenship behavior and job burnout. We proposed after review of literature that POP is negatively related to organizational citizenship behavior and is positively related to job burnout. We also hypothesized that impression management weakens both these relationships. Data was collected from 151 teachers of Pakistan through questionnaires consisting of standardized scales. Moderated regression analysis was used to analyze the data. Our findings showed a significant negative relationship between POP and organizational citizenship behavior and a significant positive relationship between POP and job burnout. It was also confirmed that impression management negatively moderates the relationship between POP and organizational citizenship behavior while no moderating effect of impression management was found in the relationship between organizational politics and job burnout. Limitations of the study along with directions for future research and implications for organizational managers have been discussed.

How Does Ethical Leadership Impact Employee Organizational Citizenship Behavior?

2019 ◽  
Vol 227 (1) ◽  
pp. 18-30 ◽  
Author(s):  
Yucheng Zhang ◽  
Long Zhang ◽  
Guangjian Liu ◽  
Jiali Duan ◽  
Shan Xu ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Empirical Studies ◽  
Interactional Justice ◽  
Structural Equations ◽  
Citizenship Behavior ◽  
Ethical Behaviors ◽  
Leadership Impact ◽  
Managerial Implications

Abstract. This study investigates the mechanism between ethical leadership and employees’ organizational citizenship behavior (OCB) through a justice perspective. We propose that interactional justice serves as a conduit that induces employees’ OCB in response to leaders’ ethical behaviors. The explanatory powers of interactional justice on two forms of OCB – organizational OCB (OCBO) and interpersonal OCB (OCBI) – are compared. Based on data from 34,028 participants in 100 empirical studies, we applied a two-stage meta-analytic structural equations modeling (TSSEM) and found that interactional justice only explains the influence of ethical leadership on employees’ OCBO but not OCBI. Theoretical and managerial implications of our findings are discussed.

Internal Politics in Public Administration Systems

2000 ◽  
Vol 29 (2) ◽  
pp. 185-210 ◽  
Author(s):  
Eran Vigoda
Keyword(s):  
Public Administration ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Organizational Politics ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Role Performance ◽  
Perceptions Of Organizational Politics ◽  
Direct Model ◽  
The Relationship

Politics is one of the most common yet least studied phenomena in organizations. This study examines employees' perceptions of organizational politics in the public sector and suggests that it mediates the relationship between job congruence (e.g., person-organization fit and level of met-expectations) and employee performance (e.g., organizational citizenship behavior [OCB] and in-role performance). A survey was conducted among 303 individuals in public personnel from two local municipalities in the north of Israel (first survey). Supervisors completed an assessment of employees' OCB and in-role performance six months later (second survey). Path analysis using LISREL VIII was implemented to evaluate two alternative models, direct and indirect. Findings of the study show that the indirect model fits the data better than the direct model, and therefore supports a mediating effect of perceptions of organizational politics scale (POPS) on the relationship between job congruence and employee performance. Structural coefficients among the research variables promote the theory on the affect of job congruence and POPS on OCB and in-role behavior. The findings contribute both to the understanding of antecedents of POPS as well as to the exploration of some of its consequences. The paper concludes with several implications and suggestions for further inquiry into politics in public administration systems.

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