The emotional implications of organizational politics: A process model

By Christopher C. Rosen, Kenneth J. Harris, Michele Kacmar. 2009

156 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7e8a6ed0fa8c7c8923bf2d3ba8d7d07ff6ba7f25

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, methodology): “We draw on empirical studies (e.g., Miner, Glomb, & Hulin, 2005; Payne & Huffman, 2005; Robertson, Lo, & Tang, 2007) and AET (e.g., Rosen et al., 2009; Stam & Stanton, 2010; Weiss & Cropanzano, 1996) to support our hypothesis.”
Ethical Leadership and Internal Whistleblowing: A Mediated Moderation Model (2017, background): “Besides, the highly politically charged environment will bring employees frustration, stress, and burnout (Rosen et al. 2009).”
Frustration-based outcomes of entitlement and the influence of supervisor communication (2010, background): “Affective events theory (Weiss and Cropanzano, 1996) suggests that frustration and other emotions influence workplace behaviors (e.g. Rosen et al., 2009).”
Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes (2020, background): “Hence, to in such environment, they bend toward the impression management tactics, which diverts their attention away from the actual job and decreases their motivation and job satisfaction considerably (LePine et al., 2005; Rosen et al., 2009).”
Mirror, mirror on my boss’s wall: Engaged enactment’s moderating role on the relationship between perceived narcissistic supervision and work outcomes (2012, background): “Defined as an ego-defensive response to interruptions in goal attainment (Rosenzweig, 1944), frustration has been identified as an outcome of threatening social cues including perceived politics (Rosen et al., 2009), injustice (Lillis et al.”
Perceived organizational politics, emotional intelligence and work outcomes: Empirical exploration of direct and indirect effects (2014, background): “Finally, given that most research on emotion and POP was conducted in the USA (Hochwarter et al., 2003; Hochwarter and Treadway, 2003; Rosen et al., 2009), findings from our study, which was conducted in Israel, demonstrate that the integrated effects of emotion and POP on work outcomes are not…”