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

Chinomona, Elizabeth

doi:10.4102/sajbm.v44i2.156

Cited by 35 publications

(27 citation statements)

References 34 publications

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“…In high power distance, culture subordinates may feel a higher level of power gap due to the centralization of authority, and they might involve themselves in political activities within the organization to gain power 9. Although most of the literature claimed that politics is ubiquitous within organizations, but it needs more consideration, and empirical examination 10. Culture-specific potential factors have not been explored yet which have the potency to moderate the impact of organizational politics 8.…”

Section: Background Of the Studymentioning

confidence: 99%

<p>Organizational Politics And Workplace Deviance In Unionized Settings: Mediating Role Of Job Stress And Moderating Role Of Resilience</p>

Bashir¹,

Abrar²,

Yousaf³

et al. 2019

PRBM

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BackgroundPolitics and political behaviors are a vicious and bitter reality in an organization’s life. Although under investigation for more than three decades, the literature lacks sufficient studies investigating culture-specific potential factors which have the potency to moderate the poisonous consequences of organizational politics. The aim of this study was to investigate the relationship of organizational politics and deviance in unionized settings with the moderating role of resilience in unionized employees in higher power distance culture.MethodsA cross-sectional design was followed for data collection. The population of this study was low-ranked employees having union identity and working in the largest power distribution company of Pakistan. Stratified sampling was applied, and eight strata’s were considered on the basis of geographical distribution, a total of 400 questionnaires were distributed among the employees of eight circles, fifty from each. Smart PLS.3.2.0 was used to analyze data through Structural Equation Modeling (SEM) under measurement and structural models.ConclusionFrom a theoretical perspective, this study confirmed that employees tend to show interpersonal deviance when they experience organizational politics, but organizational politics does not promote organizational deviance. Under stress, the individual also shows a slightly higher level of interpersonal deviance as compared to organizational deviance. However, the moderating role of resilience has not been proved in this study. Research limitations and future directions have also been discussed.

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Section: Background Of the Studymentioning

confidence: 99%

<p>Organizational Politics And Workplace Deviance In Unionized Settings: Mediating Role Of Job Stress And Moderating Role Of Resilience</p>

Bashir¹,

Abrar²,

Yousaf³

et al. 2019

PRBM

View full text Add to dashboard Cite

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“…There is no doubt that small, micro and medium scale enterprises (SMMEs) play an important role in achieving economic growth of any country through job creation, especially for the unskilled and semi-skilled (Chinomona & Chinomona, 2013;Kurbah, 2013). Sum, Kow & Chen (2004) as cited in Nyamwanza (2013, p. 9) posits that "the next phase of economic growth will depend on the stability of home-grown SMEs to develop into large national corporations".…”

Section: Introductionmentioning

confidence: 99%

SMEs Management Practices in a Hostile Business Environment in Zimbabwe

Moyo

2017

jebi

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A great deal of extant literature has emphasised the importance of SMEs role in the economic performance of any country. It is this realization that has propelled almost all countries to nurture their SMEs so as to achieve economic development. This paper intends to interrogate the management practices adopted by SMEs in Zimbabwe, particularly in Gweru metropolitan albeit the macro factors that bedevilled the country to date. To achieve this discussion, emphasis will be drawn to the adoption and adaptation of management practices by these SMEs particularly in four facets: management of human resources, cash management, management of capital assets, and management of the product/service. This is a conceptual paper and a qualitative research design is going to be used to define the methodology of this paper. A cross sectional survey is proposed for this study, using a sample size of fifty SMEs who will be chosen using purposive and snowballing sampling methods. ISSN 2332-8851 2017 Questionnaires will be administered on the chosen sample and this will be followed by semi-structured interviews on five cases that will constitute the main cases for discussion and confirmation. Data will be analysed using a thematically data analysis approach as put forth by respondents narrating their encounters. Journal of Entrepreneurship and Business Innovation

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“…From practical perspective, understanding the underlying factors influencing nurses' turnover intentions to leave has important practical implications for management and hospital administrators. As demonstrated by previous research, high level of organizational politics is associated with high turnover intentions (Abbas et al, 2012;Bedi, & Schat, 2013;Chinomona, & Chinomona, 2013), whereas and high level of organizational trust is associated decrease in turnover intentions (Costigan et al, 2011). Similarly, when employees perceive that they are being provided with fair compensation as well as training and development by their employer, they are less likely to leave the organisation (Ashar et al, 2013;Dhiman, & Mohanty, 2010).…”

Section: Implications Of the Studymentioning

confidence: 84%

“…The results provide strong evidence that perceived organizational politics was positively and significantly related with turnover intentions. Chinomona and Chinomona (2013) also conducted a study to examine the effects of perceived organizational politics on turnover intentions among 300 non-managerial employees in Zimbabwe's Small and Medium Enterprises (SME) sector. They found perceptions of organizational politics to be significant predictor of turnover intentions.…”

Section: Perceived Organisational Politicsmentioning

confidence: 99%

Relationship between perceived organizational politics, organizational trust, human resource management practices and turnover intention among Nigerian nurses

Abubakar¹,

Chauhan²,

Kura³

2014

10.5267/j.msl

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Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.

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

Cited by 35 publications

References 34 publications

<p>Organizational Politics And Workplace Deviance In Unionized Settings: Mediating Role Of Job Stress And Moderating Role Of Resilience</p>

<p>Organizational Politics And Workplace Deviance In Unionized Settings: Mediating Role Of Job Stress And Moderating Role Of Resilience</p>

SMEs Management Practices in a Hostile Business Environment in Zimbabwe

Relationship between perceived organizational politics, organizational trust, human resource management practices and turnover intention among Nigerian nurses

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