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Abstract
This study tested the effects of perceptions of organization politics (OP) on work outcomes- work engagement, innovative work behavior and turnover intention. Drawing from the COR theory, mediating role of work engagement and the moderating role of LOC on OP-outcome relationship was investigated. Data were gathered from a sample of 393 full-time employee-supervisor dyads in India. Results suggest that OP is significantly related to intention to quit and innovative work behavior and this relationship is mediated by work engagement. LOC moderates the organizational politics-work outcome relationship.
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