Investigating the Role of Psychological Contract Breach, Political Skill and Work Ethic on Perceived Politics and Job Attitudes Relationships: A Case of Higher Education in Pakistan

Abstract

This study aims to investigate how a Psychological contract breach can mediate the relationship between perceptions of organizational politics and job attitudes and how political skill and work ethic can influence the negative association between perceptions of organizational politics and job attitudes. A systematic sampling method was used with a sampling size of 310 faculty members of public sector universities of Pakistan. Data were analyzed by using partial least squares structural equations modeling PLS-SEM to test the hypotheses by Smart PLS software. The findings revealed that the perception of politics is significantly and negatively related to job attitudes and indirectly through psychological contract breach. Moreover, the results indicated a significant moderating effect of work ethic on the relationship between the perception of politics and job attitudes. However, political skill did not moderate the relationship between perceptions of organizational politics and job attitudes. Moreover, research implications and limitations are elucidated.

“Who Champions or Mentors Others”? The Role of Personal Resources in the Perceived Organizational Politics and Job Attitudes Relationship

“…In addition, PS helps employees to communicate barriers and thus minimizes the stress resulting from ambiguity (Crawford et al, 2019 ). Specifically, politically skilled individuals are comfortable in their work environment, which promotes their work outcomes (Khan et al, 2018 ). By virtue of their potential network, they can easily gather information pertaining to the organization, which they can rely upon to either improve or amend certain conditions (Perrewé et al, 2004 ; Ferris et al, 2007 ; Cullen et al, 2015 ); for instance, a high PS level is related to greater work rewards for employees who exhibit good behavior in the organization.…”

“…By virtue of their potential network, they can easily gather information pertaining to the organization, which they can rely upon to either improve or amend certain conditions (Perrewé et al, 2004 ; Ferris et al, 2007 ; Cullen et al, 2015 ); for instance, a high PS level is related to greater work rewards for employees who exhibit good behavior in the organization. In this regard, those with PS are more able to win the favor of the organization than those who lack PS (Khan et al, 2018 ). Consequently, the hopes of individuals with PS are likely to rise, thus eliminating the negative consequences that may hinder the progress of POP and JI.…”

Scholar’s Online Organizational Engagement and its Consequences for Higher Education Sustainability

“…This monitoring can be formal and/or informal, and this may have a direct influence on the psychological contract, according to the professional ideology in question, leading, ultimately, to the breach of trust and, consequently, to the demobilization of professionals (Khan, Ma, Abubakari Sadick, & Ibn Musah, 2018;Richard et al, 2009;Saboor, Malik, Pracha, Ahmed, & Malik, 2018;Thomas, Ravlin, Liao, Morrell, & Au, 2016;Tipples et al, 2007). In this regard, Saboor et al (2018) argue that -Vigilance is another significant construct that impacts perceived contract breach.…”

“…Particularly on the violation or breach of the psychological contract, there is a rupture in the expectations of the employees of an organization. This rupture generates feelings such as betrayal, disappointment, disenchantment, feeling of injustice, and frustration regarding their work and the organization (Cunha et al, 2007;Khan et al, 2018;Nutakki et al, 2015;O'Toole & Prince, 2015;Solinger, Hofmans, Matthijs Bal, & Jansen, 2015;Tipples et al, 2007). Cunha et al (2007) stress that the most important in the violation or breach of the psychological contract is not exactly its real non-compliance, but rather the employee's perception of its noncompliance.…”

Association between Perceived Organizational Politics and Intentions to Quit: Mediating Role of Emotional Exhaustion

“…Recently, scholars have well acknowledged that stressful factors such as perceived organizational politics engenders negative reactions in employees that can exacerbate the situation (Khan et al 2021;Lawong et al 2018). Perceived organizational politics (POP) is an individual's perception about the overall organizational environment where other members of organization are involved in political actions and activities which may be beneficial for them but can harm others (Khan et al,2018). Scholar elucidated that POP is a combination of power, influence and behavior directed towards one's own interest (Khan et al,2017).…”