How and when does perceived organizational politics undermine employee performance? Examination through the lens of opportunistic silence in Indian HPDOs

Kadumbri Kriti Randev, Jatinder Kumar Jha, Keerti Shukla
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Abstract

Purpose

The main aim of this paper is to explore the influence mechanisms of perceived organizational politics (POP) on employee performance (EP). Drawing on the job demands-resources theory (JD-R), this paper investigates opportunistic silence (OS) as a mediating factor and job level as a moderating effect in the POP-OS-performance relationship.

Design/methodology/approach

This study’s data were collected from 203 employees working in Indian high-power distance organizations (HPDOs), such as the military, police and security forces. Mediation and moderation analysis were conducted using PLS-SEM, and the moderated mediation index was calculated using Hayes PROCESS Macro.

Findings

The results indicate that OS fully mediates the POP-performance relationship – specifically, POP as a job demand activates OS, which acts as an energy/resource depleting mechanism and further deteriorates task performance. Interestingly, the overall negative influence of POP and OS on EP was stronger for employees at lower job levels than those at senior job levels.

Originality/value

This paper offers a unique set of findings that enrich the understanding of factors responsible for employees’ performance in the highly political environments of HPDOs. By using the lens of JD-R theory, this paper draws attention towards the tendency of employees to indulge in self-serving behaviours like OS in politically charged contexts which is detrimental to their performance and may also undermine overall organization’s productivity. Furthermore, this paper also highlights the conditional effects exerted by job level in the unique nexus of POP, OS and EP.

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组织政治是如何以及何时削弱员工绩效的?从印度 HPDO 机会主义沉默的角度进行研究
目的本文的主要目的是探讨感知到的组织政治(POP)对员工绩效(EP)的影响机制。本文借鉴工作需求-资源理论(JD-R),研究了机会主义沉默(OS)作为 POP-OS- 绩效关系中的中介因素,以及工作级别作为 POP-OS- 绩效关系中的调节效应。研究结果表明,OS 对 POP-绩效关系起着完全的中介作用--具体来说,POP 作为一种工作需求激活了 OS,而 OS 作为一种能量/资源消耗机制,进一步恶化了任务绩效。有趣的是,POP 和 OS 对 EP 的总体负面影响对于低职位级别的员工要强于高职位级别的员工。通过使用 JD-R 理论的视角,本文提请人们注意,在政治氛围浓厚的环境中,员工倾向于沉溺于自我服务行为,如操作系统,这不仅不利于他们的绩效,还可能破坏组织的整体生产力。此外,本文还强调了在 POP、OS 和 EP 的独特关系中,工作级别所产生的条件效应。
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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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