The Relations Between POP And Employee Work Outcome: Moderating Effect Of Resilience

In organization, employees’ performance plays an important role on the performance of the organization. During the process of human resource management process, employee performance, turnover rate and employee engagement are the KPIs of HR while these KPIs are the reflections of organizational commitment, job burnout and other psychological factors. This study is to explore how POP (Perceptions of organizational politics) impact employee outcomes including organizational commitment, job burnout and employee performance, and how resilience is moderating the relationships between POP and these employee outcomes.This study investigates 514 employees from two foreign invested & joined ventures. Data were collected by three batches. The research is delivered in form of questionnaire survey. With careful selection and arrangement on questionnaire, below scales are selected in formal studies:The POP Scale, CD-RISC, The Job Burnout Scales, MBI-GS (Chinese version) and The Organizational Commitment Scale (affection commitment dimension). The performance data came from employees’HR department.The result of study shows:1) POP predicts decrease of organizational commitment; POP predicts job burnout; POP does not have a predictor on employee performance;2) Resilience plays mediating role in the relationship between POP and job burnout;3) Resilience does not play mediating role in neither the relationship between POP and organizational commitment nor the relationship between POP and employee performance.