Abstract
Drawing insight from affective events theory, this study presents a new dimension of perceived organizational politics and job attitudes. The motivation for this study was based on the fact that perceived organizational politics affect job attitudes and that personal resources (political skill and work ethic) moderate the direct relationship between perceived organizational politics and job attitudes in the context of the higher-education sector. In this regard, the data was collected through purposive sampling from 310 faculty members from higher-education institutions in Pakistan. To test the relationships among the variables, we employed structural equation modeling via the AMOS software version 24.0. The results indicated that perceived organizational politics were significantly negatively related to job satisfaction. Moreover, perceived organizational politics were non-significantly related to job involvement. Political skill and work ethic weakened the relationship between perceived organizational politics and job satisfaction. We anticipated that these personal resources could mitigate the negative effect of perceived organizational politics and job attitudes. This study also suggests organizations to train their employees to develop essential personal skills.
Highlights
Employees will inevitably have perceptions about the context of the political environment in an organization (Hochwarter et al, 2020)
The measurement model was comprised of 5 constructs (POP, job satisfaction (JS), Job Involvement (JI), political skill (PS), and work ethic (WE)) and 47 observed variables
The primary objective of the present study was to explore how perceived organizational politics (POP) affects job attitudes and how PS and WE moderate the relationship between POP and job attitudes in the education sector of Pakistan
Summary
Employees will inevitably have perceptions about the context of the political environment in an organization (Hochwarter et al, 2020). POP play a pivotal role in organizations, culminating in undesirable phenomena that hinder employee productivity (Franke and Foerstl, 2018; Lin and Sun, 2018; Crawford et al, 2019) Given this consideration, the growing body of literature appears to focus on perceived POP as a major job stressor that can potentially result in negative outcomes, not just for individuals and for the organization itself (Maslyn et al, 2017; Webster et al, 2018; Guo et al, 2019; Landells and Albrecht, 2019). Scholars have expounded that the workforce in higher education is susceptible to politics in many ways, which adversely impacts their performance (Asrar-ul-Haq et al, 2019)
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