American Journal of Economic and

Management Business

p-ISSN: XXXX-XXXX

e-ISSN: 2835-5199

Vol. 2 No. 3 March 2023

Analysis of The Influence of Organizational Politics on Organizational

Commitment, Job Satisfaction, Performance and Organizational

Citizenship Behavior (OCB)

Denny Rudy, Manuel Lambi

STIE Mah-Esia Manokwari, Indonesia

Email: [email protected], [email protected]

Abstract

This research aims to examine the relationship and influence of political organizations on

organizational commitment, job satisfaction, performance, and organizational citizenship

behavior at the Manokwari Regency Social Service. This research is explanatory, namely

examining the influence of organizational politics on organizational commitment, job

satisfaction, performance, and organizational citizenship behavior. This research data was

obtained from a questionnaire filled out by responses from the Manokwari Regency

Social Service. The population and sample of this research were 69 respondents. Research

data processing uses simple linear regression. The research results show that political

organizations have a relationship with organizational commitment and work performance

but have no relationship with organizational citizenship behavior. Political organizations

also influence organizational commitment but do not necessarily influence performance

and organizational citizenship behavior. Meanwhile, other results state that job

satisfaction does not meet the validity test.

Keywords: Organizational Politics, Organizational Commitment, Job Satisfaction,

Performance and Organizational Citizenship Behavior.

This article is licensed under a Creative Commons Attribution-ShareAlike 4.0

International

INTRODUCTION

Every organization of any form, whether a business organization, a government

organization or a social organization, always wants to achieve some goal. These goals

can be achieved by using human resources and other organizational resources such as

funds, materials and equipment effectively and efficiently. One of the organizational

resources that play an important role in achieving organizational goals is that these

resources cannot be completely replaced by other organizational resources. Human

resources are decisive for the success of the organization (Dessler & Varrkey, 2017).

One of the main aspects of management work related to human resources is the

aspect related to employee performance and the management part that manages this is

better known as performance management. From the management literature, various

concepts about performance are known. In general, refers to the results (achievements or

performances) of work achieved by people or groups of people in an organization

American Journal of Economic and Management Business

Vol. 2 No. 3 March 2023

(company) based on a certain unit of time or measure. This understanding contains a

broad interpretation, especially in terms of the approach and scope of the study and the

use of criteria or indicators to determine work performance or performance. Defining

performance that refers to the achievement of work results (achievements or

performance), in terms of approach and scope of study may be done from individual or

organizational aspects.

Performance is a function of motivation and the ability to complete a task or job

someone should have a certain degree of willingness and level of ability. A person's

willingness and skills are not effective enough to do something without a clear

understanding of what will be done and how to do it. Performance is a real behavior that

everyone displays as work achievements produced by employees in accordance with their

role in the organization. Employee performance is very important in the organization's

efforts to achieve goals (Rivai, 2016)

In the last decade, organizational politics especially the way employees and

managers perceive it has become one of the very interesting fields to study in business

administration, management and applied psychology. The study states that the way

employees feel this way in the workplace is termed political climate, power struggles,

influence tactics and ethical decisions that contain many meanings (Vigoda-Gadot, 2007).

For example, organizations that perceive more politics naturally also perceive fairness as

low and less ethical (Vigoda-Gadot & Vashdi, 2012)

Siswanto et al., (2023) defines organizational politics as the process by which

organizational actors or groups build "power" to influence goal setting, criteria or

operational decision-making processes in order to meet their interests. Ferris et al., (2018)

define organizational politics as the use of power and influence in organizations.

Organizational politics in this case points to the need to power and influence a person.

Therefore, organizations must use organizational politics in managing and improving the

work productivity factor of their employees.

According to Vigoda-Gadot, (2016) the high level of politics in organizations often

presents injustice and unfair distribution of resources among employees and also among

external clients. The environment and atmosphere may also result in reduced employee

performance, high levels of stress and tension Jalagat, (2017), low levels of job

satisfaction, reduced commitment to the organization and added negative reactions from

employees such as low quality service, increased employee turnover and high actual

turnover rates (Nasution, 2017).

Shaleh & Firman, (2018) examines that organizational politics has a relationship

and influence on how employees view organizational responsibility and commitment.

Employee commitment to the organization is one of the important behavioral aspects that

can be used to evaluate, develop and achieve the success of organizational goals.

Employees who perform well will get job guarantees from organizations that will help

employees plan their careers and provide promotions as a guarantee of career

development. Instead, employees will provide commitment and loyalty in work to the

organization (Ulfa & Anis, 2016). If employees have good performance and commitment

to the organization, the organization will provide rewards, bonuses, promotions to

employees so that employees get satisfaction in working at the organization. In this case,

the satisfaction expected by employees is satisfaction with salaries, benefits, insurance,

work environment and so on.

Similar research conducted by Cropanzano et al., (1997) proved that organizational

politics is negatively related to organizational commitment, job satisfaction and OCB, but

Denny Rudy

not significantly related to performance. Organizational politics as an independent

variable affects the dependent variables namely organizational commitment, job

satisfaction, performance and OCB. Similarly, Wulani, (2004) research proves that

organizational politics is negatively related and affects organizational commitment, job

satisfaction, performance and unrelated and affects OCB. Researcher Siswanti, (2006)

states that organizational politics has a negative relationship and influence on

organizational commitment, job satisfaction and is positively related to performance and

OCB. Organizational politics as an independent variable affects the dependent variables

namely organizational commitment, job satisfaction, performance and OCB.

Based on the background and some previous research that has been described

above, the formula of the problem in this study is: How the Influence of Organizational

Politics on Organizational Commitment, Job Satisfaction, Performance and

Organizational Citizenship Behavior (Empirical Study at the Manokwari District Social

Service).

RESEARCH METHODS

The study uses a quantitative approach and is an explanatory research that examines

the influence of organizational politics on organizational commitment, job satisfaction,

performance and OCB. This research data was obtained from a questionnaire filled out

by responses to the Manokwari District Social Office. The population of this study was

69 respondents. Determination of samples using saturation techniques, all populations

were used as samples, namely as many as 69 respondents. Data processing using simple

linear regression.

RESULT AND DISCUSSION

Test Validity and Reliability

Validity testing is carried out by factor analysis using the SPSS (Statistical Product

Service Solution) program version 11.5 for windows to see whether the measuring device

can be accounted for the accuracy of its measurement or the extent to which the measuring

device can measure what should be measured.

Reliability testing is carried out to assess whether or not the measuring device used,

the higher the reliability of a measuring device, the more precise the measuring device.

The results of the reliability test are shown by Cronbach's Alpha Coefficient which shows

the reliability of interitem consistency or tests the consistency of respondents in

answering all items. Each item according to its construct, which has an interitem

correlation of < 0.3 is said to be unreliable (Hair et al., 1998). Meanwhile, a construct that

has Alpha reliability < 0.6 means unreliable, Alpha reliability range 0.7 means quite

reliable, and Alpha reliability > 0.8 means very reliable (Sekaran, 2000).

Table 1 Summary of Validity Test Results and Reliability Test for Each Variable

Variable

Number of items

Number of

invalid items

Number

of valid

items

Nilai

Cronbach

Alpha

Organizational Politics

0.799

Organizational Commitment

0.702

Job Satisfaction

0.481

Performance

0.813

OCB

0.720

Total

American Journal of Economic and Management Business

Vol. 2 No. 3 March 2023

Based on the results of the validity test that has been carried out, it can be seen that

of the 51 items tested, there are only 30 items that pass the validity test and can be used

for subsequent testing. However, in reliability testing, the job satisfaction variable cannot

be used for future research because it has a Cronbach alpha value that does not meet the

requirements, which is only 0.481. Thus, only 4 variables will be tested in this study,

namely organizational political variables, organizational commitment, performance and

OCB.

Hypothesis Test

Simple linear regression analysis is used to examine the relationship and influence

between independent variables i.e. organizational politics on dependent variables i.e.

organizational commitment, performance and OCB. For the variable of job satisfaction,

further testing cannot be done because it does not pass the reliability test. Therefore,

hypotheses 2a and b cannot be overtaken in this study. Simple linear regression analysis

calculations are performed using the help of the SPSS application program version 11.5

for Windows. Full results can be seen in table 2 below.

Table 2 Simple Linear Regression Test Results (standardized coefficient β), N=69

Variabel Independen

Variabel Dependen

Organizational Commitment

Performance

OCB

Age

0.107

-0.142

0.061

Gender

0.052

-0.013

0.181

Marital Status

0.007

-0.095

-0.188

Last Education

0.280

0.190

-0.236

Length of Work

0.345**

0.483*

0.213

Organizational Politics

-0.435***

-0.016

0.359

3.884**

4.353**

2.101

R²

0.273

0.296

0.169

Adj-R²

0.203

0.228

0.089

Source: Data processing,2023

Description: Significance at *** p < 0.05; ** p < 0.01; * p < 0.001

Table 2 above shows that organizational politics was negatively associated with

organizational commitment (β = -0.435, p = 0.024) and was shown to have an influence

on commitment (R² = 0.273; p = 0.002). Thus, hypotheses 1, a, and b are supported. Other

results obtained that organizational politics were related to performance but not

significantly (β = -0.016, p = 0.931). But on the other hand, the results of the regression

test show that organizational politics actually have an influence on performance (R² =

0.169; p = 0.001), then hypothesis 3 a is not supported and hypothesis 3 b is supported.

Other findings from the study showed that organizational politics were positively

associated with OCB but not significantly (β = 0.359, p = 0.066). While organizational

politics also have no influence on OCB. Thus, hypotheses 4 a and b are not supported.

The results show that organizational politics have a negative and significant

relationship and have an influence on organizational commitment. This means that if

employees feel the high level of politics in the organization, this will have an impact on

the commitment of their organization. Politics in organizations applied by organizations

aims to help employees to achieve organizational goals in requiring employees to have

an attitude of ownership, loyalty, responsibility as obligations that must be carried out by

employees in the organization. In addition, organizational politics also affect

organizational commitment, because the organization uses and applies its rules, policies

Denny Rudy

and power as politics to employees. In this situation, employees feel pressured and

dissatisfied with the organization, so employees do not have good organizational

commitment or employees have low commitment to the organization.

Maslyn & Fedor (1998) measured organizational commitment using affective

commitment scales, finding that organizational commitment was significantly negatively

associated with perceived organizational politics. According to Wulani (2004) that

organizational commitment is a very relevant form affected by disappointment on the

organization. Affective commitment is closely related to the compatibility between the

values and goals of each individual with the organization, so that employees will form

bonds with nonpolitical organizations, because in the long run the organization will meet

their needs. Thus, the high level of organizational politics in the organization that is felt

by employees, it will have an impact on their commitment to the organization.

The results of this study support previous research conducted by Mujiatun et al.,

(2019) research which concluded that organizational politics felt by employees will relate

to and have an impact on employee commitment to the organization.

The results of a simple linear regression analysis showed that organizational politics

were negatively related to performance but not significantly. On the other hand,

organizational politics have an influence on performance and prove significant. The

results of this study are the same as the results of research conducted by Wulani, (2004)

that organizational politics is negatively related to performance but not significant. The

results of this study found that organizational politics had a significant effect on

performance. This study does not support the research conducted by Cropanzano et al.,

(1997) which found that organizational politics has a significant relationship and

influence with performance, and research conducted by Siswanti, (2006) in that

organizational politics is related to performance.

The results of this study state that there is really a relationship between

organizational politics and employee performance, because the politics applied by

organizations to achieve their goals require employees to utilize knowledge, expertise,

opportunities and motivation to increase efficiency, effectiveness and productivity at

work. In addition, organizational politics also affect employee performance, because

organizations use and implement regulations, policies and their power as politics to

identify, measure, encourage, evaluate and reward employee performance. In this

situation, employees do not feel motivated at work, but feel depressed, disturbed,

unproductive in working at the organization, so that employees do not have good

performance or performance. This indicates that the perception of organizational politics

felt by employees in the organization will affect employee performance or will reduce the

level of employee performance.

Organizational citizenship behavior (OCB) is individual behavior that is free, not

directly or explicitly related to the reward system and can improve the effective

functioning of the organization (Organ & Konovsky, 1989). This definition is not

overshadowed by the terms voluntary, reward or intention of the actor but rather behavior

should support the organizational, social and psychological environment more than just

the technical core. OCB is able to increase organizational success through the

organization's ability to allocate resources effectively. Organizational experts as well as

practitioners are well aware of the importance of the determinants that can give rise to

OCB in organizations. OCB is able to increase organizational success through the ability

of the organization to allocate its resources effectively.

American Journal of Economic and Management Business

Vol. 2 No. 3 March 2023

The results of regression analysis showed that organizational politics had a positive

relationship and did not significantly affect OCB. The results of this study are contrary to

research conducted by Wulani, (2004), that organizational politics is not related and does

not have a significant effect on OCB. However, the results of this study are contrary to

the research of Cropanzano et al., (1997) which states that organizational politics has a

negative relationship and has a significant effect on OCB.

On the other hand, this study is the same as the research conducted by Vigoda-

Gadot, (2016) that organizational politics is positively related and significantly affects

OCB. This research shows that organizational politics is positively but not significantly

associated with OCB. This may be because politics implemented and carried out by the

company is not considered important and mandatory to be carried out by employees.

There is no sanction from the organization if it is not implemented and followed properly

by the politics so that organizational politics does not affect OCB. OCB is not influenced

by organizational politics felt by employees, maybe employees will have a good OCB

even though it is influenced by organizational politics. In short, the presence or absence

of politics in the organization does not affect the OCB of employees to the organization.

CONCLUSION

The results of this study show that organizational politics felt by employees in the

organization will have an impact on low employee commitment. These results support

previous studies. Other results found that organizational politics has no relationship with

performance, but still affects employee performance. In other words, although not to

relationships, if employees feel that politics in the organization will have an impact on

their performance. This research is in line with the research of Cropanzano (1997) and

Wulani (2004), that organizational politics is positively related and has no effect on OCB.

In line with the results of Vigoda's research (2002; in Siswanti, 2006), that the OCB of

Manokwari District Social Service employees is influenced by politics in the organization

or not.

In this study, the variable of job satisfaction did not pass the reliabiliats test, in future

studies it is highly recommended to be able to use items from other researchers or increase

the number of items, considering that in this study only used 3 items. Research on

organizational politics is indeed very interesting to study. Therefore, similar research

needs to be carried out by subsequent researchers. For this reason, further research needs

to be carried out by the next researcher by reviewing other variables that are relevant to

the demands of the organization.

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Denny Rudy, Manuel Lambi (2024)

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