Human-resource professionals' perceptions of organizational politics as a function of experience, organizational size, and perceived independence.
The author examined human-resource professionals' occupation-related and general work experience, socialization from participation in professional activities, organizational size, and perceived independence as predictors of perceptions of organizational politics (POPS). Results varied with the author's use of the overall POPS scale (K. M. Kacmar & G. R. Ferris, 1991) vs. a more specific subscale that measured perceptions related to such issues as pay- and promotion-related politics. It was most notable that work experience appeared to have an inverse relationship with POPS among human-resource professionals in the area of pay and promotions. The author discussed results in relation to the implications and directions for future research.
Conner
Deondra S
DS
Department of Management & Marketing, School of Business, Alcorn State University, MS 39096, USA. deondra@lorman.alcorn.edu
D004650:Employee Performance Appraisal; D006280:Health Workforce; D006801:Humans; D016134:Organizational Policy; D011057:Politics; D011361:Professional Competence; D020377:Self Efficacy; D012938:Social Perception; D011795:Surveys and Questionnaires