IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS AND PERCEIVED ORGANIZATIONAL SUPPORT ON BEHAVIORAL OUTCOMES

Abstract

The present study was focused on measuring the moderating effect of perceived organizational support on the relationship between perceived organizational politics, and affective commitment, organizational citizenship behavior and ingratiation behavior. Sample of the study included 200 (152 men, 48 women) employees from cellular and banking organizations. Moderated multiple analysis showed that perceived organizational support moderated significantly between the negative relationship of perceived organizational politics and affective commitment, while it did not moderate between the relationship of perceived organizational politics and organizational citizenship behavior. Similarly, it also did not moderate between the relationship of perceived organizational politics and ingratiation behavior. Correlational analysis showed that perceived organizational politics was significantly correlated with perceived organizational support and affective commitment in negative direction, positively correlated with organizational citizenship behavior and its relationship with ingratiation was found to be non significant. Similarly, perceived organizational support was significantly correlated with perceived organizational politics and organizational citizenship behavior in negative direction, positively correlated with affective commitment, and its relationship with ingratiation was found to be non significant. Overall the study demonstrated organizational support as an important factor in maintaining the affective commitment of employees in organizations with higher levels of organizational politics. Limitations of the current study and suggestions for future empirical endeavors have been discussed