The paradoxical effect of perceived organizational politics on employees motivation: the mediation role of hostility and moderating role of organizational injustice

IF 1.6 Q2 Business, Management and Accounting
Sajjad Nazir, Sahar W. Khadim, M. Asadullah, Nausheen Syed
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引用次数: 1

Abstract

PurposeThis research aims to unpack the relationship between employees' perceived organizational politics (POP) and their self-determined motivation by itemizing the mediating role of hostility and a moderating role of organizational injustice.Design/methodology/approachData were collected at two different times from 270 employees working in various universities in Pakistan. Structural equation modeling (SEM) was used to test the hypotheses.FindingsThe findings revealed that POP negatively influence intrinsic motivation, autonomous extrinsic motivation and positively impact amotivation, whereas POP does not affect employees' controlled extrinsic motivation. Furthermore, POP positively influences hostility. Moreover, hostility mediates the relationships between perceived organizational politics and self-determined motivation. Finally, the findings also revealed that the relationship between perceived organizational politics and hostility was stronger when the perceived organizational injustice was high.Practical implications POP can lead to intentional efforts to harm the organization by enhancing employee hostility, which divulges how this peril can be restrained by implanting organizational fairness. Moreover, proactive employees with superior emotional intelligence skills have a greater capability to control their negative emotions. Emotional intelligence (EI) training can effectively reduce the hostility between employees provoked by POP and ultimately diminish self-determined motivation.Originality/valueThe current study revealed that ambiguous forms of political behavior trigger isolated work emotions, negatively affecting organizational sustainability and outcomes. These results have valuable suggestions regarding organizational injustice as a moderator to diminish the hostility resulting from POP.
感知组织政治对员工动机的悖论效应:敌意的中介作用和组织不公正的调节作用
目的本研究旨在通过列举敌意的中介作用和组织不公正的调节作用,揭示员工组织政治感知与自我决定动机之间的关系。设计/方法/方法数据是在两个不同的时间从在巴基斯坦不同大学工作的270名员工中收集的。采用结构方程模型(SEM)对假设进行检验。研究发现,员工自我激励对员工的内在动机、自主外在动机有负向影响,对员工的外在动机有正向影响,而员工自我激励对员工的控制性外在动机没有影响。此外,民意测验正向影响敌意。此外,敌意在感知组织政治与自我决定动机之间的关系中起中介作用。最后,研究结果还显示,当组织不公正程度较高时,组织政治与敌意之间的关系更强。实践启示POP可以通过增强员工的敌意来导致故意伤害组织的努力,这揭示了如何通过植入组织公平来抑制这种危险。此外,积极主动的员工拥有更高的情商技能,他们控制消极情绪的能力更强。情商(EI)培训可以有效地减少POP引起的员工之间的敌意,最终减少自主动机。目前的研究表明,模棱两可的政治行为形式会引发孤立的工作情绪,对组织的可持续性和结果产生负面影响。这些结果对组织不公正作为调节因子来减少POP产生的敌意提供了有价值的建议。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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