Abstract
Based on conservation of resources theory, the paper proposes a model demonstrating how perceptions of organizational politics and self-monitoring influence employees’ emotional exhaustion and behavior of voice. The model argues that emotional exhaustion may be the mediator between perceptions of organizational politics and employees’ voice, and self-monitoring may moderate the mediated relationship. In the end, it discuss the implications and the limitations of the model and suggest some directions for further research.
Highlights
Voice defined as the extent members express suggestions, concerns, or information about a team’ s task[1]
This paper believes organizational political behavior is that employees make actions beneficial to themselves in order to compete for organizational limited resources
Self-monitoring moderates the mediated effects of individual perceptions of organizational politics on voice via emotional exhaustion in such a way that the mediated effects are weaker in high self-monitoring employees than in low selfmonitoring employees
Summary
Voice defined as the extent members express suggestions, concerns, or information about a team’ s task[1]. Employees generally believe that expressing their opinions publicly will affect the harmony of enterprises and challenge the authority of leaders. It may bring negative impact on their career development. Previous studies have shown that perceptions of organizational politics affects employees’ attitudes, emotions and behaviors, such as organizational citizenship behavior[4], job performance[5] and stress[6]. Some studies have shown that perceptions of organizational politics can affect employees’ organizational citizenship behavior, they rarely explore the direct relationship between them. Based on conservation of resources theory, the study proposes a model demonstrating how perceptions of organizational politics affects employees’ voice through the mediating role of emotional exhaustion and the moderating role of self-monitoring.
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