JOB RELATED OUTCOMES IN RELATION TO PERCEIVED ORGANIZATIONAL POLITICS

The present research was designed to study the association of perceived organizational politics with job related outcomes including organizational commitment, job satisfaction and turnover intentions through correlational research design. For this purpose, 353 university teachers were selected. Scales for data collection were used with the permission of authors. For measuring Perceived Organizational Politics, Perception of Organizational Politics Scale by Kacmar and Carlson (1997) was used; Organizational Commitment Questionnaire by Mowday et al. (1979) was used to measure organizational commitment; Job Satisfaction and Turnover Intentions were measured with Generic Job Satisfaction Scale by Macdonald and Maclntyre (1997) and The Turnover Intention Scale by Cammann et al. (1979) respectively. For this purpose, a hypothetical model was constructed and tested. Results of the research revealed that perceived organizational politics predicted turnover intentions positively but negatively predicted job satisfaction and organizational commitment. Further it is also revealed that among all variables organizational commitment has greater impact on turnover intentions. Results of the study were discussed in context of their implications and their theoretical worth. These findings of this research will be useful for the administration to make future strategies and to increase the productivity of the employees. Increase in the productivity of the employees will be beneficial for the progress of the institution.