Examining the Impact of Organizational Politics on Employee Commitment: The Moderating Role of Political Skills among Public Sector Employees in Sri Lanka.

Abstract

This study assesses the importance of organizational politics in shaping employee commitment, emphasizing the complex interactions between perceived politics and individual characteristics. Specifically, we examined the moderating role of political skills in the relationship between perceived politics and employee commitment. The specific impact of political skills on employee commitment related to organizational politics is an unexplored area, particularly in Sri Lanka. Therefore, this research aims to bridge this gap by not only examining the negative relationship between organizational politics and employee commitment but also clarifying the moderating effect of political skills. The present study focuses on public sector employees in Sri Lanka. Out of 400 questionnaires distributed, a total of 211 questionnaires were returned and usable. We used a convenience sampling method to capture the complexity of this relationship. The study revealed a significant negative relationship between perceived politics and employee commitment. Furthermore, our findings highlight the significant role of political abilities as a moderator, demonstrating how individuals' confidence in their abilities moderates the effects of perceived politics on commitment. Therefore, political skills positively moderate the relationship between organizational politics and employee commitment. Our study underscores the importance of organizations recognizing and mitigating the adverse effects of organizational politics on employee commitment. Additionally, it emphasizes the importance of considering individual characteristics such as political skills to effectively understand and manage workplace dynamics. This research contributes to both theoretical advances and practical implications for organizational management and human resource practices.