Toward a Theory of Personal Politics

Fritsch, Jocelyn

doi:10.1177/1534484310370312

Cited by 5 publications

(4 citation statements)

References 43 publications

(102 reference statements)

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“…While many other studies have linked the effective use of political behaviors to improvement of individual performance (25), TUMS employees disagreed with use of political behavior to improve individual performance. However, Comer believed that political behavior may not only influence decision making but also reflect organizational objectives and individual interest and inclinations (26).…”

Section: Discussionmentioning

confidence: 99%

Psychological Capital of Employees of the Tehran University of Medical Sciences During 2010-2011

Dargahi

2012

Thrita J Med Sci

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Organizational behaviors are commonly acknowledged as fundamentals of organizational life that strongly influence both formal and informal organizational processes, interpersonal relationships, work environments, and pay and promotion policies. The current study aims to investigate political behavior tendencies among employees of Tehran University of Medical Sciences (TUMS).This cross-sectional, descriptive and analytical study was conducted on 810 TUMS employees at the headquarters of the Tehran University of Medical Sciences, Iran during 2010–2011. The research tool for data collection was a researcher-tailored questionnaire on political behaviors. The validity of the questionnaire was confirmed by seven management professors, and its reliability was tested by a pilot study using test-retest method which yielded a Cronbach’s alpha coefficient of 0.71. The respondents were asked to fill the questionnaire and express their perceptions and tendencies to engage in organizational behaviors. The collected data was read to and analyzed by IBM SPSS environment and correlation analytical methods.Overall, 729 respondents filled and returned the questionnaire yielding a response rate of 90%. Most of the respondents indicated that they had no tendency to engage in political behavior. Moreover, we found that there was a significant correlation between sex, higher education degrees, tenure and the employees’ tendency to engage in political behavior.The participants were not overtly political because of their personal belief, ethical values, and personal characters. Non-political and overtly political employees are both prejudicial for all organizations. Therefore, it seems that the medium rate of good political behavior is vital and prevalent in Iranian organizations.

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Section: Discussionmentioning

confidence: 99%

Psychological Capital of Employees of the Tehran University of Medical Sciences During 2010-2011

Dargahi

2012

Thrita J Med Sci

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“…It seems that employees of Tehran University of Medical Sciences believe that improvement of individual and organizational performance depends on non-political environments in their organizations. Although, other researchers reported that effective use of political behavior in organizations promotes organizational performance, affects logical decision-makings, and attaining organizational goals (Fritsch, 2010;Comer, 2010).…”

Section: Discussionmentioning

confidence: 99%

The Relationship of Organizational Commitment and Political Behavior Tendency among the Employees of Tehran University of Medical Sciences

Raadabadi¹,

Mojbafan²,

Ghasem³

et al. 2015

ASS

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Emphasis on organizational commitment of employees and its relation with organizational commitment which due to decease organizational performance, efficiency, and productivity is a huge influx of researchers. This study aimed to determine and measure the relationship between employees' organizational commitment and their tendency to display organizational behavior. This study was a descriptive-analytical and cross-sectional research that was conducted on the employees of Tehran University of Medical Sciences during 2013-2014. The sample size was calculated by Cochran formula as 150 employees in each of the areas. Two researcher made questionnaires were used as the research tools of political behavior, and the other one was Allen & Meyer's organizational commitment. The validity and reliability of two questionnaires were confirmed. The response rate was 85%. The collected data was inserted in Excel software. For preparing descriptive tables and results, SPSS 19 was used and for the analysis of data, K 2 Test, one sample T-test, and Pearson test were used. The average of employees' organizational commitment was 62.32 which indicated that it was at a moderate level. In addition, the majority of the employees did not have the tendency to show political behavior. There was a significant relationship between employees' organizational commitment and their organizational position or tenure (P=0.015). Furthermore, no significant relationship was observed between organizational commitment and its dimensions with the employees' display of political behavior. Although, the employees' organizational commitment is not high in the present study, but it is not influenced by their tendency to display political behavior either. Therefore, it seems that employees' organizational commitment is impressed by other organizational factors such as managers' ethics and temper, observance of organizational justice by supervisors and some other factors which should be studied and assessed by future studies.

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“…These models and frameworks could also be developed by a skillful use of other models and literature. Fritsch (2010) developed "a cross-disciplinary framework for a theory of personal politics" (p. 226). After providing a background and purpose, Fritsch defines the term politics and explains how this framework could contribute to HRD.…”

Section: Suggest a Foundation For A New Theorymentioning

confidence: 99%

Differentiating Between Conceptual and Theory Articles: Focus, Goals, and Approaches

Rocco

Plakhotnik²,

Silberman

2022

Human Resource Development Review

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The purpose of this article is to promote conceptual and theoretical scholarship in human resource development by providing insights and guidance on differences between conceptual and theory articles and when and how to create such scholarship. First, we discuss the role of Human Resource Development Review and conceptual and theory articles in assisting human resource development in developing into a profession and expanding the field. Then, we determine that conceptual and theory articles are non-empirical works that differ from other non-empirical types of articles and from each other. Finally, we describe distinctions between conceptual and theory articles by clarifying their focus and goals and approaches to writing them. We illustrate these distinctions with examples of articles published in Human Resource Development Review. The article concludes with a discussion and implications for the field, the journal editors, and researchers.

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Toward a Theory of Personal Politics

Cited by 5 publications

References 43 publications

Psychological Capital of Employees of the Tehran University of Medical Sciences During 2010-2011

Psychological Capital of Employees of the Tehran University of Medical Sciences During 2010-2011

The Relationship of Organizational Commitment and Political Behavior Tendency among the Employees of Tehran University of Medical Sciences

Differentiating Between Conceptual and Theory Articles: Focus, Goals, and Approaches

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