Essay On Organizational Politics

Over the past couple of decades, perceived organizational politics (POP) has remained an important subject of inquiry in the field of organizational behavior and is commonly viewed as a source of detrimental consequences for organizational members.Politics, the perception of which varies from person to person, is an inevitable component of an organization's social fabric. Despite some discussion that some individuals thrive on politics, using it to their advantage through the development of political skill (Ferris, Perrewe, Anthony, & Gilmore, 2000), this treatment of POP has typically been made in reference to the upper organizational echelon of executives.Perceived politics can be summarized as having a generally positive relationship with

Researchers additionally analyzed the moderating impact of Psy Cap in the politics–outcomes relationship. While POP was connected with all results, psy cap had a significant relationship with job performance and job satisfaction. The negative relationship of POP with job performance and job satisfaction was weaker when psy cap was high. Though, the outcome for turnover intention was counter to desires where the politics–turnover expectation connection ship was more stronger when psy cap was high.

 We argue that high PsyCap individuals, because of their level of confidence in pursuing challenging tasks (Bandura, 1997), their capacity to derive multiple pathways to be successful (Snyder, 1994), and their ability to persevere in the face of obstacles (Stajkovic & Luthans, 1998a), are less likely to perceive organizational politics as threatening or harmful. These individuals possess the cognitive capacity of self-regulation (Bandura, 1997) that offers the initiative, proactiveness, and self-discipline necessary to reach the desired goals, even when there is a lack of extrinsic motivators (Luthans & Youssef, 2007) and absence of feedback (Judge, Jackson, Shaw, Scott, & Rich, 2007). Therefore, they are less likely to experience the typical negative outcomes (e.g., lowered job satisfaction and performance) associated with organizational