Perceptions of organizational politics: Theory and research directions

The influence of employees’ perceptions of organizational politics on turnover intentions in Zimbabwe’s SME sector

“…Empirical evidence also points to the fact that when political behavior within organization rises and workers feel that they have been treated unfairly, their organizational commitment decreases (Ferris et al, 2002;Valle & Witt, 2001). A sizable number of recent studies seem to support the inverse relationship between employees' perceptions of organizational politics and organizational commitment (Vigoda-Gadot, Vinarski-Peretz & Ben-Zion, 2003;Cater & Zabka, 2009;Sieger et al, 2011).…”

“…The concept of procedural fairness refers to an individual's perception of the fairness of procedural component of the social system that regulates the allocative process (Sieger et al, 2011). An individual uses justice rules to evaluate the fairness of allocative procedures (Ferris et al, 2002). Thus in this case justice rule is viewed as a belief that allocative procedures are fair when they satisfy certain criteria.…”

“…Employee perception of organizational politics and employee turnover intention Given that people tend to view organizational politics as undesirable because of the unfair and unjust perceptions and treatment associated with it at workplace environment, they are unlikely to stay permanently in a politically charged organization (Ferris et al, 2002). It follows therefore, in concurrence to justice judgment theory that as a result of high organizational politics perceived in the form of unfair and unjust treatment, employees will likely choose to withdraw physically or psychologically from their jobs.…”

“…Yet, serious scholarship on politics in organizations has emerged as a viable body of scientific inquiry just within the past twenty years (Ferris, Adams, Kolodinsky, Hochwarter & Ammeter, 2002;Drory & Vigoda-Gadot, 2010). Studies have long argued that politics is an epidemic phenomenon ubiquitous in organizations and that it deserves more attention and empirical examination (e.g., Vigoda, 2000;Pfeffer, 1992;Andrews, Witt & Kacmar, 2003).…”

“…The importance of organizational politics (OP) lies in its potential negative consequences and effects on work outcomes. Accumulating empirical research has provided considerable evidence that organizational politics among others breeds negative perception of equity, diminish organizational commitment and eventually necessitates turnover intentions or turnover (see Ferris et al, 2002 andRosen, Chang, Johnson andLevy, 2009). Moreover, the current received wisdom is that turnover intentions or turnover should be reduced or avoided by organizations since it is more costly to replace an employee than to retain one (Carson & Gilmore, 2000).…”