Perceptions of Organisational Politics: Examination of a Situational Antecedent and Consequences among Nigeria's Extension Personnel

Abstract

Ce travail fournit une évaluation empirique des effets de l’ambiguïté du rôle professionnel sur la perception de la politique de l’organisation (PPO) et de l’impact du sentiment de devoir sur la relation entre la PPO, la souffrance professionnelle et les comportements de citoyenneté organisationnelle (CCO). On a mené une enquête sur du personnel supplémentaire de deux programmes de développement agricole dans le sud‐ouest du Nigeria. 229 questionnaires traitables ont été récupérés. Une analyse de régression hiérarchique montra que l’ambiguïté de rôle prédisait la PPO. La PPO était corrélée négativement avec le sentiment de devoir et les CCO, mais positivement avec la souffrance professionnelle. La relation entre la PPO et les CCO était renforcée quand les employés présentaient plutôt des niveaux faibles du sentiment de devoir envers l’organisation. Cependant, il n’y avait pas d’interférence significative du sentiment de devoir sur la relation entre la PPO et la souffrance professionnelle. This study provides an empirical assessment of the effects of job ambiguity on perceptions of organisational politics (POP) and the moderating role of an employee's felt obligation on the relationships between POP and job distress and organisational citizenship behaviors (OCB). A census of extension personnel in two Agricultural Development Programs (ADPs) in Southwestern Nigeria was undertaken. In all, 229 extension personnel returned useable surveys. Hierarchical regression analyses showed that job ambiguity predicted POP. POP was negatively related to felt obligation and OCB, and positively associated with job distress. The relationship between POP and OCB was stronger when employees reported lower rather than higher levels of felt obligation toward the organisation. However, there was no significant moderating effect of felt obligation on the relationship between POP and job distress.

Study of Commitment Antecedents: The Dynamic Point of View

“…It is believed that the higher the correlation level of trust in organization with the greater employee loyalty, the better the customer service, and the greater the efficiency. On the contrary, a lack of trust might circumscribe organizational well-being (Ammeter et al, 2004) and a climate of distrust promotes secrecy among employees in the organization (Ladebo, 2006). According to Ganesan (1994), the benefit of employees' trust in organization will strengthen mutual reciprocity between employees and organizations.…”

“…Trust is believed to be central to social relationships occurring at lateral and hierarchical levels in the organization. Furthermore, Ladebo (2006) indicates that trust is particularly needed in situations full of uncertainty. For example, Ganesan (1994) argued that employees' trust in organizations could reduce the risk of opportunistic behavior and develop a long-term orientation at work.…”

Ethical Considerations in Organizational Politics: Expanding the Perspective

“…The second approach to organizational politics focuses on employees' subjective perceptions, rather than on influence tactics or political behavior in general (Conner, 2006;Dipboye and Foster, 2002;Fedor et al, 1998;Ferris et al, 1989Ferris et al, , 2002Hochwarter et al, 1999;Ladebo, 2006;Ma Chao and Fang, 2006;Parker et al, 1995;Rosen et al, 2006;Valle and Perrewé, 2000). Perceptions of politics reflect the degree to which employees and organizational members perceive their work environment as inherently political, fostering the narrow self-interest of those engaging in workplace politics.…”

Peran Komitmen Afektif Dalam Memperkuat Dampak Dari Dimensi Iklim Kerja Etis Terhadap Perasaaan Berkewajiban Pegawai

“…Bentuk perasaan berkewajiban individu merupakan keyakinan preskriptif tentang apakah seseorang tersebut harus merasa lebih peduli tentang kemakmuran organisasi dan harus membantu untuk mencapai tujuan organisasi atau tidak (Eisenberger et al, 2001). Oleh karenanya individu yang berbeda menyiratkan karyawan dapat bereaksi secara berbeda terhadap perasaan berkewajiban dan pemenuhan kewajiban dan juga berkontribusi secara berbeda terhadap hubungan organisasi dengan individu yang berada didalamnya (Ladebo, 2006).…”

“…Hasil empiris ini menyebutkan bahwa perasaan berkewajiban berkorelasi dengan anteseden seperti dukungan organisasi dan komitmen afektif. Penelitian sebelumnya yang telah teridentifikasi mencoba untuk menganalisa perasaan berkewajiban pegawai dalam perspektif teoritis yang berbeda (Shih dan Chen, 2010;Ogungbamila, 2010;Ladebo, 2006). Sementara hal ini ditegaskan lagi oleh Pradesa, Taufik, dan Novira (2018) bahwa konstruk perasaan berkewajiban dipandang tidak selalu menjadi bentuk resiprokasi utama dan baku dari persepsi dukungan organisasi.…”