Abstract
Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.
Highlights
When we talk about organization, there is a formal agency setting and from agency theory perspective both the principal and agent are self-interest maximizers
Age had a negative relationship (r = -.27, p < .001) with job stress and turnover intention (r = -.19, p < .01), whereas it was found to be in positive association (r = .15, p < .01) with job satisfaction
perceived organizational politics (POP) was in positive connection (r = .25, p < .01) with job stress and with intent to leave (r = .17, p < .05); it had no association (r = .04, ns) with job satisfaction
Summary
When we talk about organization, there is a formal agency setting and from agency theory perspective both the principal and agent are self-interest maximizers. This self-interest maximizing behavior is affected by the organizational environment and results in perceived organizational politics (POP) that serves as a potent stressor in any workplace, affecting the employees’ in-role performance in particular. Chang et al (2009) pointed out that there is lack of a theoretical base of how POP impact employee performance and called for future researchers to analyze contextual difference as well as individual difference factors playing moderating role in such associations Various research works (Bozeman et al, 2001; Chang et al, 2012; Ferris et al, 2002; Indartono & Chen, 2011) posit that individual differences have major contribution in affecting the nature of relationship of perception of politics with performance. Chang et al (2009) pointed out that there is lack of a theoretical base of how POP impact employee performance and called for future researchers to analyze contextual difference as well as individual difference factors playing moderating role in such associations
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