The Role of Organizational Politics on The Relationship Between Human Resource Management Practices and Employee Performance: Evidence from Public Sector Organization in Oman

Abstract

The main objective of the study is to investigate the relationship between HRM practices and employee performance. This research also investigated whether organizational politics moderate the relationship between HRM practices and employee Performance. The data collection used was a questionnaire instrument which was administrated to a total sample of 400 respondents. The number of questionnaires collected was 375 (93.75%) and the number of usable questionnaires was 350 (93%). The data were analysed using mean, standard deviation and correlation. The analyses involved reliability, validity tests and multiple regressions. The results confirm that there was a positive significant relationship between HRM practices and employee performance. The research also confirms that organizational politic did moderate relationship between HRM practices and employee performance. Therefore, this study recommended that further research in this area include to more extensive investigation into the relationship between HRM practices and employee performance. It is also suggested that public organization HR managers to aware the impact of organizational politics on both employees and organization. The organizational politics is the forerunner to job stress; this can help managers to ensure justice in performance appraisal systems resulting to fair rewards, employment decisions and pay & promotion policies, discouraging the political and manipulative behavior of certain individuals or groups to overcome the negative outcomes of politics. HR managers should try to avoid group’s accumulation of limited resources at hand several individuals or groups and ensure that there are equitable distribution of resources in all part of the organization. And also they can use decentralization so that there is no struggle to power and maintain a fair environment.