Abstract:
In the ever-evolving landscape of contemporary workplaces, perceived organizational politics persist as a ubiquitous force, intricately shaping the dynamics of organizational behavior and wielding significant influence over a multitude of outcomes. This study delves into the significance of perceived organizational politics in shaping employee commitment, emphasizing the nuanced interplay between perceived organizational politics and individual characteristics. Specifically, we investigate the moderating role of self-efficacy in the relationship between perceived organizational politics and employee commitment. Drawing on the Conservation of Resources (COR) theory, which posits that individuals aim to acquire, protect, and build resources, we examined how self-efficacy, as a crucial personal resource, impacts this relationship. The current study surveyed employees from the public sector in Sri Lanka. Out of the 400 questionnaires distributed, a total of 211 questionnaires were returned and usable. We employed a convenience sampling method to capture the complexity of this relationship. Quantitative analysis revealed a significant negative association between perceived organizational politics and employee commitment, underscoring the detrimental impact of perceived organizational politics on organizational outcomes. Furthermore, our findings highlight the pivotal role of self-efficacy as a moderator, elucidating how individuals’ belief in their capabilities moderates the effects of perceived organizational politics on employee commitment. Our study underscores the imperative for organizations to recognize and mitigate the adverse effects of perceived organizational politics on employee commitment. Moreover, it underscores the importance of considering individual characteristics, such as self-efficacy, in understanding and managing workplace dynamics effectively. By elucidating the complex interplay between perceived organizational politics, self-efficacy, and employee commitment, this research contributes to both theoretical advancements and practical implications for organizational management and human resource practices.
