• Health Policy and Management
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• v.23 no.3
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• pp.244-259
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• 2013

This study investigates the moderation effect that organizational trust had on the relationship between perceptions of organizational politics and organizational commitment, intention to turnover, organizational citizenship behavior by analyzing the empirical data of 716 personnels collected from university hospital in Korea. We hypothesized that perceptions of organizational politics would tended to negatively related to a high level of organizational commitment and intention to turnover, organizational citizenship behaviors, and that organizational trust would moderate the relationship between perceptions of organizational politics and outcomes. These results suggest that organizational politics of perceptions had negative impacts on organizational commitment and organizational citizenship behaviors, while perceptions of organizational politics had positive impact on intention to turnover. Furthermore, the level of organizational trust moderated the relationship between perceptions of organizational politics and outcomes. Based on these findings, implications of the research findings are discussed, and recommendation for future research and practice are provided.

• Korean Business Review
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• v.18 no.2
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• pp.61-81
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• 2005

As to the research method for this study, it examines the conceptional understanding of organizational politics along with existing theories, prior research and prior models on the perception of organizational politics. Empirical analysis concerning the six hypothesis of the research, is carried out based upon returned questionnaires. The subjects of the survey were more than sergeant executive of 51 units R.O.K Army. Out of the 350 copies of the questionnaire, 323 copies were returned of which 294 were used for analysis. Results indicated that perceptions of organizational politics were negatively related to job attitudes(eg. job satisfaction, organizational commitment, organizational citizenship behavior). The relationship between perceptions of organizational politics and organizational citizenship behavior was moderated by trust in supervisor. Finally, implications and future research suggestions are discussed.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.240-252
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• 2016

The purposes of this paper examines the extant to which congruence in leader and follower rating of LMX quality is related to organizational commitment, and perceptions of organizational politics(POPs). A conceptual model is introduced that identifies four combinations of leader and follower LMX ratings of Cogliser et al.(2009): balanced/low LMX(low leader and follower LMX), balanced/high LMX(high leader and follower LMX), follower overestimation(low leader LMX/high follower LMX), follower underestimation(high leader LMX/low follower LMX). The summary of results based on a sample of 236 matched pairs of leaders and followers in KOREA is as follows: First, balanced/high LMX and follower overestimation were associated with relatively high levels of affective organizational commitment, and perceptions of organizational politics. However, follower underestimation and balanced/low LMX was related to low levels of follower outcomes. In particular, follower underestimation and balanced/low LMX were significantly different from balanced/high LMX and follower overestimation. Second, perceptions of organizational politics was negatively related to affective organizational commitment in the four LMX relationship types. Especially, the negative relationship between POPs and organizational commitment was stronger for people who are low as compared with high in LMX quality. Theoretical and practical implications of our findings as well as directions for future research are provided.

• Korea Journal of Hospital Management
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• v.22 no.2
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• pp.70-86
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• 2017

The purpose of this study was to empirically investigate the relationship between hospital employeesʼ perceptions of organizational politics, organizational effectiveness such as job satisfaction, organizational commitment, and turnover intention. We also evaluated the moderating effect of organizational trust on the relationships between POPs and organizational effectiveness. By analyzing 726 employeesʼ data including physicians, nurses, medical technicians, and administrators from one private hospital, POPs was found to have had a highly negative relationship with job satisfaction and organizational commitment while a highly positive relationship with turnover intention. Furthermore, organizational trust moderated the relationship between POPs and job satisfaction, and also POPs and turnover intention, while no moderating effect appeared between POPs and organizational commitment. Within the organization, employees who are in a group with high organizational trust have low job satisfaction and high turnover intention when they have high POPs rather than a group with low organizational trust. Further the implications of these results and future directions of the study have been discussed.

• Asian Journal of Business Environment
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• v.12 no.4
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• pp.1-12
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• 2022

Purpose: This study mainly aims to investigate the connection between job satisfaction and organizational citizenship behavior of bank employee. Another objective of this study is to check out the mediating impact of perceived organizational politics of bank personnel on the connection between their job happiness and citizenship behavior. Research design, data and methodology: Snowball sampling is utilized in this study, which is done among bank personnel at different public and private banks across north-eastern region of Bangladesh as well as information is accumulated through the use of a five-point Likert-scale questionnaire. IBM SPSS v22, Andrew F. Hayes process macro v3.5 and SmartPLS 3 are used to complete descriptive and inferential statistics. Results: The study results explore that employees' political perception has a negative influence on organizational citizenship behavior where bank employees' job happiness has a positive impact on structural citizenship manners and negative impact on perceived organizational politics. Surprisingly, perceptions of organizational politics were found to have an insignificant mediating effect on the connection between job satisfaction and organizational citizenship behavior. Conclusions: The present study reveals that satisfied bank personnel shows positive and constructive actions toward their organization where their political perception has an insignificant mediation.

• Journal of the Korea Society of Computer and Information
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• v.19 no.2
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• pp.201-208
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• 2014

The objective of the present study is to investigate the relationships among the perceptions of performance appraisal politics(POPAP)), employee's attitude to work, and team-based work system characteristics. Using survey data from various occupationally heterogeneous sample of white-collar employees(N=195) from various organizations, the results indicate that when employees perceive performance rating to be manipulated because of rater's personal bias and punishment motive, they reduce organizational commitment. Contrarily, the employees' POPAP with motivational motive increases organizational commitment. And task interdependency has positive effect on employees' POPAP.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.123-136
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• 2017

This study aims to understand the influence of employees' perceptions of organizational politics (POP) on organizational silence (OS) and turnover intention (TI) in the foodservice industry and to verify the moderating effects of departments (food & beverage and kitchen) in the relationship among the POP, OS, and TI. Based on a total of 313 useful samples obtained for the empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit for the data, $x^2=349.889$ (p<0.001), df=100, CMIN/DF=3.499, GFI=0.882, NFI=0.880, CFI=0.911, RMSEA=0.089. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The results of SEM showed that foodservice employees' POP had positive impacts on the defensive silence (DS) and acquiescent silence (AS). In addition, DS and AS had a positive influence on TI. The department (food & beverage and kitchen) was found to have a partial moderating effect in the relationship between POP, OS, and TI. Based on the research findings, we discussed the practical implications and suggestions for the future research.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.177-189
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• 2015

With the business environment rapidly changing, organizational politics becomes a general and inevitable phenomenon in organizations. Employees' perception of organizational politics (POP) both has positive functions and negative functions, but many study results found it has a negative effects on employees' attitudes and behaviors. Despite the awareness of the importance in managing the negative effects of organizational politics at the workplace is increasing, research relating to employees' POP hasn't received much attention in China. With empirical analysis, the main findings come as follow: Firstly, POP has a significant positive(+) effect on turnover intention and a significant negative(-) effect on OCB. Secondly, Through the mediation of job stress, POP is indirectly and positively(+) associated with turnover intention and negatively(-) associated with OCB. Lastly, Procedural justice has a moderating effects between POP and job stress.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.305-318
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• 2016

Perceptions of organizational politics(POPs) have stress-based effect as job demand and lead to employee's negative attitudes and behaviors. According to job demand resource model, burnout develops when high job demand deplete employee's resources, which lead employees to low levels of motivation and high levels of cynicism and frustration. Currently, in studying the relationship between POPs and burnout there is a lack of researches on certain settings and conditions. The present study examined a model in which relationship between POPs and burnout was mediated by psychological need satisfaction. And also, this study tested moderating role of psychological capital between POPs and need satisfaction. A total of 220 employees in telco and electronic manufacturing company in South Korea participated in this study. The result of this study showed that need satisfaction works as mediating variable between POPs and burnout and psychological capital had moderating effect between POPs and need satisfaction. This study proposes a new framework of POPs by examining linking mechanism of need satisfaction and psychological capital. The results of this study provide practical insight to HR practitioners and business leaders.

• Journal of the Korea Society of Computer and Information
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• v.23 no.1
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• pp.131-137
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• 2018

This study conducted empirical analysis on the influence of perception of organization politics of social welfare facility employee to job attitude, and based on the analysis result, it aims to suggest theoretic and political implications. For this, the study conducted survey targeting social workers working at social welfare facilities in Gwangju. 350 copies of survey were distributed,. 197 copies were retrieved and 176 copies were used in analysis after excluding 21 copies with insincere reponses. The collected data was processed through SPSS 20.0 for reliability analysis, frequency analysis, T-test, and hierarchical regression analysis. The study results are as below. This study analyzed the job exhaustion, turn over intention and causal relationship as the result variables and perception of organization politics of social workers, and analyzed the leader trust as mediating effect among the previous researches related to perception of organization politics. As for the analysis result, the perception of organization politics of social workers improve job exhaustion and turn over intention, and leader trust was confirmed to have mediating effect on relationship among the variables.