Does organisational politics always hurt employee performance? Moderating–mediating model

Abstract

PurposeDrawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study hypothesised that employees with high POS and low abusive supervision can function effectively even in organisations with a high level of organisational politics.Design/methodology/approachThe study was conducted anonymously on 408 employees, from companies operating in Poland which were completed using the computer-assisted telephone interview method. Statistical verifications of the moderation and mediation analyses were conducted with PROCESS macro.FindingsThe results showed that a high level of POP does not diminish employee performance when employees perceive low levels of abusive supervision and a high level of POS. Furthermore, the results revealed that job satisfaction mediates between POP and employee performance.Originality/valueThis study integrated research on politics, abusive supervision and POS to examine the collective impact of these variables on employee performance. The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP.

Peran Mediasi Employee Silence dalam Hubungan Antara Perceived Organizational Politics dan Work Engagement

“…Oleh karena itu, ketika pegawai memiliki persepsi adanya pihak-pihak tertentu yang melakukan manipulasi dan menyalahgunakan wewenang, maka pegawai tersebut akan cenderung tidak terlalu terlibat dengan pekerjannya (Landells & Albrecht, 2019). Studi yang dilakukan oleh Karatepe (2013) Perceived organizational politics merupakan situasi dengan tuntutan tinggi yang dapat menguras energi dan sumber daya pegawai sehingga dapat menurunkan kondisi psikologis dan fisik (Turek, 2022). Pegawai yang sadar akan politik yang terjadi di dalam organisasinya akan memiliki kecemasan dan cenderung menunjukkan perilaku menarik diri, seperti lebih memilih untuk diam daripada menyuarakan pendapatnya (Lee et al, 2023;Liang & Wang, 2016).…”

“…Oleh karena itu, jika motif politik dominan dalam organisasi pemerintah, maka pegawai lebih memilih untuk menyembunyikan ide-ide mereka karena mereka mungkin takut tidak didengar pendapatnya akibat dari lingkungan kerja yang diatur oleh kepentingan pribadi dan kelompok. Temuan ini juga sejalan dengan teori COR (Hobfoll, 1989), yang mengimplikasikan bahwa pegawai akan memilih untuk tetap diam untuk menjaga sumberdaya yang ada dan menghindari kehilangan sumberdaya lebih lanjut karena politik organisasi dianggap sebagai situasi dengan tuntutan tinggi yang menguras energi pegawai dan memperburuk kondisi psikologis dan fisik mereka (Turek, 2022).…”

Understanding the Skills and Roles of Social Media Manager in Improving Job-Related Performance among SMEs in Australia

“…Numerous research on change, change preparation, and change management have been carried out. Job performance is positively correlated with organisational readiness (Turek, 2020). The ability to adapt positively affects work performance and develops an organisation's managerial skills.…”

“…Organizational readiness has been reported to be focused in several studies concerning job performance (McDermott et al, 2022;Turek, 2020). However, these assessments are different in several ways; for example, they have implied varying foundations and conceptual models of organisational readiness.…”

Mapping Research Trends With Factorial Analysis in Organizational Politics

“…However, a more detailed explanation and visualization of the mapping trends is needed. We propose utilizing Biblioshiny (Su & Lee, 2010;Turek, 2022), a less common tool in bibliometric analysis. Some of the latest research incorporates it, such as Carroll et al (2022), and some combine it with VosViewer, such as Gao et al (2022) and Patel (2019).…”