The relationship of organizational politics and support to work behaviors, attitudes, and stress

Article Abstract:

Survey was utilized to assess the effects of organizational politics and support to work behaviors, attitudes and stress. Survey findings indicate that along the spectrum of full-time and part-time employees, politics is correlated with negative reactions, such as withdrawal behaviors; while organizational support is related to positive employee behaviors, such as improved performance. The findings indicate that previous measure of organizational politics and support were grossly underestimated, implying that other factors are responsible. As a general rule, politics and support were positive indicators of worker problems such as job stress and fatigue.

Employee Problems & Counseling, Employee counseling

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Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior

Article Abstract:

The relationship of organizational politics and organizational support to various work attitudes and behaviors among a field sample of 128 participants is investigated. Politics and support were related to job satisfaction, commitment, turnover intentions and supervisor ratings of organizational citizenship behaviors which were consistent with the hypothesis of the study. However, only support was linked to job performance. Evidence was ambiguous on whether or not organizational support and organizational politics were one global factor or two constructs.

Attitudes, Attitude (Psychology), Office politics

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Effects of perceived power of supervisor on subordinate stress and motivation: the moderating role of subordinate characteristics

Article Abstract:

The moderating effects of subordinate individual differences, such as locus of control and self-esteem, are critical factors in assessing the behavior of employees, particularly in the context of perceived supervisor power. Data gathered from 165 business student graduates showed that employees with low self-esteem tend to be more motivated and manifest lower stress when handled by influential supervisors. On the other hand, individuals with low self-esteem are likely to show overdependence on external information and support.

Labor Relations, Supervisors

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