A Study On The Link Between Perecptions Of Organizational Politics And Job Performance

Organizational political behavior is produced by employees'self-interest and it's the important way to get scare source. In our country, people always pay attention to tradition code of conduct and are good at playing with political skills. In such cultural background, organizational politics may have more meanings. Many foreign scholars gradually concern with perceptions of organizational politics as they were advanced, so it's necessary to study problems in our country through perceptions of organizational politics.Managers always value staffs' job performance very much. And it is influenced by job attitudes,skills,knowledge,culture atmosphere,management mechanism and so on. When staff is low in job performance, the supervisor shouldn't find reasons only from the employees but enterprise itself. Such as working conditions will have a great effect on job performance.The perceptions of organizational politics are common, and most of scholars hold that perceptions of organizational politics have a passive effect. Lots of studies have proved that they really lead to low job involvement,high job anxiety and turnover intention. So, it's significant to study the relationship between perceptions of organizational politics and job performance.This study aims to explore the relationship between perceptions of organizational politics and job performance in China and understands the impact of the various dimensions of perceptions of organizational politics to job performance. According to the results of empirical findings, put forward some measures to reduce the perceptions of organizational politics and improve job performance which can be used by companies.There were five chapters. Chapter 1 was introduction of the background, meaning, purpose, and methods of the study. Chapter 2 reviewed related documentaries about perceptions of organizational politics and job performance. In chapter 3, the study proposed a model including vital statistics variables, dimensions of perceptions of organizational politics and job performance; the assumptions and some explanations about the final questionnaire were also included here.Three assumptions were made:"vital statistics variables had a significant difference on various dimensions of perceptions of organizational politics and job performance"; "the various dimensions of perceptions of organizational politics had a negative relationship with task performance significantly"; "the various dimensions of perceptions of organizational politics had a negative relationship with contextual performance significantly". Hypothesis 3 was the core of the study, so another three hypotheses were made:"each dimension of perceptions of organizational politics had a negative relationship with Interpersonal Citizenship Performance"; "each dimension of perceptions of organizational politics had a negative relationship with Job/Task Citizenship Performance"; "each dimension of perceptions of organizational politics had a negative relationship with Organizational Civilian Behavior".Statistic analyses were used in chapter 4. They were correlation analysis,regression analysis,independent samples t-test and One-way ANOVA.In chapter 5, first revised the proposed assumptions after empirical research and then, based on the findings some suggestions were brought forward from company's culture and principles. The former included the direction of appointing people on their merit, building convenient communication channels, carrying out employees'management participation. The latter contained establishing standard enterprise regulations, job redesign, reinforcing performance management and consummating salary system.At last, the limitations of this study were pointed out and a few suggestions for future research were offered.The innovates of this research is that a model is advanced which includes the perceptions of organizational politics, task performance, three dimensions of contextual performance (Job/Task Citizenship Performance; Organizational Civilian Behavior; Interpersonal Citizenship Performance).And the link about perceptions of organizational politics and job performance will be concretely studied according to this model.