Perceived organizational politics and undesirable work attitudes: do hostility and emotional intelligence matter?

Galit Meisler

Management Research Review, 2023, vol. 47, issue 5, 824-839

Abstract: Purpose - The purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships. Design/methodology/approach - The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves. Findings - The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships. Practical implications - Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications. Originality/value - Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.

Keywords: Perceived organizational politics; Hostility; Job tension; Turnover intentions; Emotional intelligence; Undesirable work attitudes (search for similar items in EconPapers)
Date: 2023
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Persistent link: https://EconPapers.repec.org/RePEc:eme:mrrpps:mrr-02-2023-0152

DOI: 10.1108/MRR-02-2023-0152

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