The Role of Perceived Organizational Politics in Meaningful Work and Organizational Commitment among University Teachers
Author(s) : Dr. Najma Iqbal Malik, Sohaib Haleem
Abstract:
The study investigated the role of perceived organizational politics in meaningful work, organizational commitment and its constructs (i.e. continuance commitment, affective commitment, and normative commitment) among purposively selected 120 university teachers both male and female through survey research. Perception of Organizational Politics Scale (Kacmar & Carlson, 1997), Work as Meaning Inventory (Michael, Bryan, & Ryan, 2012), and Organizational Commitment Questionnaire (Mowday, Steers & Porter, 1979) were used to measure the constructs of present study. Correlation analysis showed that perceived organizational politics and its constructs (i.e. Get along to Get Ahead, General Political Behavior, and Pay and Promotion Policies) were negatively correlated with meaningful work and organizational commitment and their constructs. Simple linear regression analysis showed that perceived organizational politics was significant negative predictor of meaningful work (i.e. Meaning Making through Work, Positive meaning, and Greater Good Motivation) and organizational commitment (i.e. continuance commitment, affective commitment, and normative commitment). Simple linear regression also showed that meaningful work was significant positive predictor of organizational commitment and its constructs (i.e. continuance commitment, affective commitment, and normative commitment). Independent sample t-test demonstrated that females were significantly higher on perceived organizational politics and lower on meaningful work and organizational commitment and its constructs (i.e. continuance commitment, affective commitment, and normative commitment). Results of present study will be helpful in providing possible implication for various organizational settings especially for understating university teachers’ commitment with their organizations and for employers to establish policies regarding employees’ welfare in work settings. Suggestions for the future research and limitations of the current study have been discussed.
