Muhammad Shahroze Ilyas

LCM 3080
Political Behavior, trustworthiness,
job satisfaction, and commitment

B R A D L E Y O L S O N
Y O N G I J I A N B A O
 Problem Statement

“How trustworthiness effects the perception of

organizational politics and organizational outcomes”
 Variables

 Perception of politics
 Job satisfaction
 Trustworthiness
 Ability
 Benevolence

 Integrity

 Affective commitment
 Normative commitment
 Perception Of Politics

 POPs is defined as the degree to which

respondents deem their work setting as political
and organizational politics behavior is defined as
employees using influential tactics that would be
deemed political in nature (Kacmar et al, 1999).
 Job satisfaction

 " Job Satisfaction is a pleasurable or positive

emotional state from the appraisal of one's job or
experience (Locke, 1969)
 Trustworthiness

 According to Mayer and Davis (1999), trust will be

developed with a trustor’s assessment of a trustee, and
this assessment will be based on three characteristics,
such as:
• Ability
• Integrity
• benevolence
 Characteristics of trustworthiness

 Ability:
Ability refers to that “group of skills,
competencies, and characteristics that enable a party
to have influence within some specific domain” (Mayer
et al., 1995, p. 717).
 Integrity:
Integrity concerns the extent to which “ the trustee
adheres to set of principles that the trustor finds
acceptable” (Mayer et al., 1995, p. 719)
 Characteristics of trustworthiness (cont)

• Benevolence:
Benevolence is the extent to which a trustee is
believed to want to do good to the trustor, aside from
an egocentric profit motive. Benevolence suggests that
the trustee has some specific attachment to the trustor.
 Affective Commitment

• Affective commitment refers to the employees’

emotional attachment and connection with
organization, which is drawn from goals and values
of the organization (Li, 2012).
 Normative Commitment

 Normative commitment refers to employees'

perceptions of their obligation to their organization
Conceptual Framework
 Hypotheses

H1: Perceived organization politics are negatively related

to job satisfaction
H2a: Perceived organization politics are negatively
related to affective commitment
H2b: Perceived organization politics are negatively
related to normative commitment
H3a: A supervisor’s abilities will weaken the negative
effect of perceived organizational politics on job
satisfaction
 Hypothesis

H3b: A supervisor’s benevolence will weaken the

negative effects of perceived organizational politics on
job satisfaction
H3c: A supervisor’s integrity will weaken the negative
effects of perceived organizational politics on job
satisfaction
H4a: A supervisor’s abilities will weaken the negative
effects that perceived organizational politics can have
on normative commitment.
 Hypothesis

H4b: A supervisor’s benevolence will weaken the

negative effects that perceived organizational politics
can have on normative commitment.
H4c: A supervisor’s integrity will weaken the negative
effects that perceived organizational politics can have
on normative commitment.
 Research Design

 Purpose of study (explanatory : hypothesis testing)

 Type of investigation( cause and effect)
 Study setting(non-contrived)
 Unit of analysis(individual : employee)
 Time horizon (cross sectional study)
 Methodology

 Population:-
Companies of Lahore and Sialkot

 Sample Frame:-
Companies of two cities

 Sample Size:-
276 employees
 Methodology

 Sample Design:-
Simple Random Sampling

 Data Collection Method:-

Questionnaire

 Type Of Scale:-
Likert Scale
Thank You