Impact Of Organisational Politics On Job Dissatisfaction And Turnover Intention: An Application Of Social Exchange Theory On Employees Working In Zimbabwean Small And Medium Enterprises (SMEs)

Abstract

Organizational politics has been seen as detrimental to the smooth running of firms. Despite increasing awareness of the importance of managing the negative effects of organizational politics at the workplace, research on consequences relating to employees’ perceptions of the same in small and medium enterprises (SMEs) in Africa, especially Zimbabwe in particular, has received little attention. This paper uses Structural Equation Modelling (SEM) to test the causal relationships between the three variables which are organizational politics, job dissatisfaction and turnover intention. Amos 23.0 software has been used as it is the current software on the market for SEM usage. Therefore, using data of 154 SMEs in Zimbabwe, this paper examines the effects of employees’ perceptions of organizational politics on job dissatisfaction and turnover intentions. All the posited three hypotheses were supported by the sample data. Managerial implications of the findings are discussed and limitations and future research directions are indicated.

Navigating selected perceived risk elements on investor trust and intention to invest in online trading platforms

“…'As such, all pairs of constructs revealed an adequate level of discriminant validity (see Table 2). By and large, these results provided evidence for acceptable levels of research scale reliability' (Chinomona & Chinomona 2013:20;Chinomona & Mofokeng 2016).…”

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

“…Moreover, POP promotes conflict of interests, self-serving behaviors against each other, task and relationship conflicts, and interpersonal distrust (Bai et al, 2016;Ullah et al, 2019) and subsequently, yield employees' feeling of being ostracized by others (Mlika et al, 2017;Zhang and Dai, 2015). In the context of social exchange theory, POP usually promotes a sense of unfairness and adversely affects employee outcomes, which is likely to weaken the exchange relationship (Chinomona and Mofokeng, 2016). In a poor social exchange relationship, employees are more likely to perceive themselves as weak or low-contributing social exchange partner and thus, feel excluded from each other (Scott et al, 2013).…”

“…The literature clearly indicates that perceived organizational politics (POP) is a genuine culprit of generating various negative employee outcomes (Baloch et al, 2017;Karatepe, 2013;Landells and Albrecht, 2019;Saleem, 2015). In particular, perceiving organizational politics at a greater degree promotes interpersonal conflict and distrust (Bai et al, 2016;Kumar and Ghadially, 1989;Ullah et al, 2019;Utami et al, 2014), as well as undermines interpersonal exchange relationships (Chinomona and Mofokeng, 2016;Scott et al, 2013), which can cause an individual to feel ostracized at the workplace (Erkutlu and Chafra, 2016;Zhang and Dai, 2015). Despite a growing number of studies on WO in the context of business organizations, little empirical attention has been paid to the education sector (Erkutlu and Chafra, 2016;Fatima et al, 2017).…”

Anteseden Employee Turnover

“…Workplace environment, job satisfaction, job performance merupakan salah satu faktor yang memengaruhi karyawan berhenti bekerja dan dapat mengurangi atau menambah employee turnover (Chinomona & Mofokeng, 2016).…”

“…Menyadari bahwa employee turnover merugikan bagi perusahaan, maka perusahaan harus mampu membangun dan mempertahankan hubungan dengan karyawan dengan cara memperhatikan faktor-faktor yang dapat memengaruhi employee turnover (Chinomona & Mofokeng, 2016;Rizwan et al, 2014). Berdasarkan penelitian dari Maina et al, (2011) dijelaskan bagaimana lingkungan kerja yang menimbulkan stres dan kendala psikologis dapat meningkatkan keinginan karyawan untuk keluar (meningkatkan employee turnover).…”