Perceptions of Organizational Politics: A Meta-analysis of Outcomes

By Brian K. Miller, Matthew A. Rutherford, Robert W. Kolodinsky. 2008

376 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/81a65a75cf673fcaffa13526b604ba6929d3ca6d

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Citations in the corpus

The emotional implications of organizational politics: A process model (2009, methodology): “We chose these outcomes not only because they flow from AET, but because a) they represent consequences of POP which have been studied relatively frequently in the POP literature (Kacmar & Baron, 1999), b) previous studies have provided equivocal support for linkages between POP and these outcomes (”
Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance (2014, background): “A comparison of the zero-order correlations reported in Table 1 against the meta-analytic uncorrected associations reported by Miller et al. (2008) provides an opportunity to compare results for main effects in Western cultures to those examined in this study.”
The Relationship Between Perceptions of Organizational Politics and Employee Attitudes, Strain, and Behavior: A Meta-Analytic Examination (2009, positive): “Additionally, our results highlight the importance of considering alternative ways of arranging the outcomes of perceptions of organizational politics that go beyond treating them all as direct outcomes, as has been implied by previous research (e.g., Ferris et al., 2002; Miller et al., 2008).”
Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes (2020, background): “These studies (e.g., Chang et al., 2009; Miller et al., 2008) posit that there exists positive connection between POP and turnover intentions while negative association exists with job satisfaction and job stress.”
Mitigating the negative effect of perceived organizational politics on organizational citizenship behavior: Moderating roles of contextual and personal resources (2017, background): “21 The direct negative relationship between POP and OCB mimics findings in previous research about the harmful effects of POP on positive work attitudes and behaviors (Abbas et al., 2014; Chang et al., 2012; Miller et al., 2008).”
Perceived organizational politics, emotional intelligence and work outcomes: Empirical exploration of direct and indirect effects (2014, methodology): “…lessens perceptions of organizational politics and its effects, the implication is clear that EI training may enhance employees’ performance and reduce negative outcomes such as turnover (Chang et al., 2009; Cropanzano et al., 1997; Ferris et al., 1996; Kacmar et al., 1999; Miller et al., 2008).”
Perceptions of Adverse Work Conditions and Innovative Behavior: The Buffering Roles of Relational Resources (2016, background): “In turn, it should be easier to divert the escalation of perceived organizational politics into negative emotions toward the organization (Chang et al., 2009; Miller et al., 2008), leaving employees less reluctant about contributing to their organization’s success through innovative behaviors.”
LMX, Context Perceptions, and Performance: An Uncertainty Management Perspective (2011, background): “However, empirical studies have shown that perceptions of justice and politics explain only a modest amount of variance in supervisor ratings of performance (Aryee, Chen, & Budhwar, 2004; Burton et al., 2008; Colquitt et al., 2001; Miller et al., 2008; Renn, 1998; Williams, 1999).”
Honesty–Humility and a Person–Situation Interaction at Work (2010, background): “This adds to the growing body of knowledge on negative effects of perceptions of organizational politics—in addition to, for instance, other job performance dimensions, job stress, or job satisfaction (Miller et al., 2008).”
Speaking Up at Work: The Role of Perceived Organizational Support in Explaining the Relationship Between Perceptions of Organizational Politics and Voice Behavior (2020, background): “Recent reviews (e.g., Miller et al., 2008) agree with Kacmar and Ferris’ (1991) recommendation to use the entire scale as a global measure in order to broadly capture the extent to which a job setting is political in nature.”