Negative Relationship Between Organizational Politics And Job Satisfaction

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Earlier studies have disclosed the negative relationship between job satisfaction and organizational politics in lower level workers while workers which had a lower level of politics have a higher level of satisfaction with approval, pay policies and payment scheme. Earlier researchers have revealed the negative relationship between perception of organizational politics and job satisfaction (Vigoda & Talmud, 2010).
Recent literature has supported negative relationship to the perception of organizational politics, job satisfaction and organizational commitment (Miller, M.A, & Kolodinsky, 2008). The studies have further divulged the negative relationship to job satisfaction, organizational commitment and job participation (Bodla & Danish, 2009).
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He concluded that there is an inverse relationship between organizational politics and job satisfaction. While studying on some workers, it was disclosed that there is an insignificant pressure by absence and employees’ job unease of political affairs on work atmosphere (Kodisinghe, 2010).
Organizational politics is the basic variable in the formation of job attitudes. It consists of a contribution to appreciation for the association and it is significantly influenced by work satisfaction and overall environment. Researchers have explained that managerial political affairs are directly linked with job dissatisfaction (Valle & Witt, 2001). Organizational politics had a negative association with work feelings of employment and managerial loyalty (Vigoda, 2000).
Organizational politics, job satisfaction, and organizational commitment have a negative relationship. It is the organizational politics have a destructive effect on lower status worker rather than higher status workers.
Organizational politics has a negative relationship to work attitude while the positive relationship between perception of organizational politics and unwanted results such as work burnout and stress (Vigoda,
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Employee satisfaction can be divided into intrinsic and extrinsic dimensions. Intrinsic satisfaction is related to the internal rewards such as satisfaction with work itself and with opportunities for personal growth and accomplishment. Extrinsic satisfaction refers to rewards bestowed on an employee such as pay, organization support, and opportunities for promotion, among others. The importance that the employee's role job plays in society is also another source of personal satisfaction (Walker et al., 1977). Herzberg in his theory indicated that managers must focus more on motivational aspects, which lead to job satisfaction, employee productivity, and customer satisfaction. Job satisfaction can be perceived as a motive for people who work for a company (Herzberg, 1966). Experimental studies conducted have found that it is important to satisfy the needs of the employee, as job satisfaction is a predictive factor for job performance, counterproductive work behavior, and turnover intentions (Hwang et al., 2017 & Qazi et al. 2017). Satisfied employees are an invaluable asset to a company that works like a team to fulfill the goals (Soodan et al., 2017). The studies conducted have revealed that potential employees make their decisions based on their perception of their values that the organization will place on them (Rynes, 1993 and Rousseau, 1995). It was found that factors such as pay, the

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