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BY
AZHAR UDDIN
I certify that I have read the relationship between workplace politics and turnover intention of
employees in the education sector Peshawar, Pakistan by Azhar Uddin, and that in my
opinion this work meets the criteria for approving a thesis submitted in partial fulfillment of
the requirement for the BBA (Hons) at the Institute of Management Sciences, Peshawar.
Supervisor
Name: ..
Designation: .
Signature:
Development Department
Name: ....
Signature:
Declaration
work. I am aware of the fact that in case my work is found to be plagiarized or not
genuine, R&DD has the full authority to cancel my research work and I am liable to
penal action.
Student Name: .
Date: ...
i
Dedication
ii
Abstract
Educational institutions are those institutions which brings color and brightness in the
can also call them ever green institutions because they bring harmony as compare to
the other institutions irrespective of states and different countries. As we knows that
the phenomena of turnover is there in every organization but there is a vast difference
between actual turnover and turnover intention where employee think of leaving the
organization. This leads a condition in which the productivity of the organization falls
to the extreme level due to the low morale of the workers. The symptoms of
negligent, absenteeism, tension and job anxiety can be seen clearly in any employees.
In some cases the employee intention to leave the organization can result due to
organizational politics so, this thesis will try to explore the association among
used to investigate the relationship between the two variables whereas linear
technique was implemented to acquire the responses from the lecturer, assistant
universities in Peshawar. The findings and recommendations which are inferred from
iii
Acknowledgement
All praise for almighty ALLAH. The most merciful and Beneficial, who gives
me the courage to do the sight to observe and the mind to think and judge. Thanks are
Supervisor Madam Afia Saleem, who guided me during the course of this research
friends and all the respondents who helped me getting all the relevant information
during my research.
Azhar Uddin
iv
List of Acronyms and Abbreviations
OP Organizational politics
v
Table of Content
DECLARATION.......................................................................................................... I
DEDICATION............................................................................................................. II
ABSTRACT ............................................................................................................... III
ACKNOWLEDGEMENT ........................................................................................ IV
LIST OF ACRONYMS AND ABBREVIATIONS .................................................. V
TABLE OF CONTENT............................................................................................ VI
CHAPTER 1: INTRODUCTION ............................................................................... 1
1.1 SCOPE OF THE STUDY: .................................................................................... 5
1.2 SIGNIFICANCE OF THE STUDY: ........................................................................ 6
1.3 OBJECTIVES OF THE STUDY:............................................................................ 6
1.4 RESEARCH SUB OBJECTIVES: .......................................................................... 6
1.5 PURPOSE OF RESEARCH: ................................................................................. 6
1.6 RESEARCH QUESTION: .................................................................................... 7
1.6.1 Research Primary Question:...................................................................... 7
CHAPTER-2: LITERATURE REVIEW .................................................................. 8
2.1 ORGANIZATIONAL POLITICS: .......................................................................... 8
2.2 TURNOVER INTENTION:................................................................................. 11
2.3 RELATIONSHIP BETWEEN ORGANIZATIONAL POLITICS AND TURNOVER
INTENTION: ................................................................................................... 14
2.4 CONCEPTUAL FRAMEWORK: ......................................................................... 17
2.5 HYPOTHESIS: ................................................................................................ 18
2.6 OPERATIONAL DEFINITION: .......................................................................... 18
2.6.1 Organizational Politics:........................................................................... 18
2.6.2 Turnover Intention: .................................................................................. 18
CHAPTER-3: METHODOLOGY ........................................................................... 19
3.1 RESEARCH DESIGN: ...................................................................................... 19
3.2 CROSS SECTIONAL STUDY: ........................................................................... 19
3.3 POPULATION: ................................................................................................ 20
3.4 SAMPLE SIZE:................................................................................................ 20
3.5 SAMPLING DESIGN: ....................................................................................... 20
vi
3.6 ANALYSIS TECHNIQUES: ............................................................................... 21
3.7 MEASURES: ................................................................................................... 21
3.7.1 Organizational Politics:........................................................................... 21
3.7.2 Turnover Intention: .................................................................................. 21
3.8 RELIABILITY: ................................................................................................ 21
Table 3.1 .............................................................................................................. 21
3.9 RESPONSE RATE: .......................................................................................... 22
CHAPTER-4: DATA ANALYSIS ............................................................................ 23
4.1 DESCRIPTIVE STATISTICS: ............................................................................. 23
4.2 HYPOTHESIS TESTING: .................................................................................. 24
4.2.1 Linear Regression .................................................................................... 24
4.2.2 Annova: .................................................................................................... 25
4.2.3 Coefficient: ............................................................................................... 26
4.3 FINDING: ....................................................................................................... 27
CHAPTER-5: CONCLUSION & RECOMMENDATION ................................... 28
5.1 CONCLUSION: ............................................................................................... 28
5.2 RECOMMENDATION: ..................................................................................... 29
REFERENCES ........................................................................................................... 30
RESEARCH QUESTIONNAIRE ............................................................................ 34
(RELATIONSHIP BETWEEN WORKPLACE POLITICS AND TURNOVER INTENTION) ......... 34
vii
Chapter-1
Introduction
which arises inside the organization. It can be defined as the use of power and the
social networking inside the organization to gain personal benefits. Both individuals
and groups may engage in the workplace politics for some of the personal advantages
such as access to the tangible assets of the organization, intangible assets/benefits and
authority. Here it is necessary to know that it may result in increasing the efficiency of
the workers as well as form good interpersonal relations among employees who result
which arise on an informal basis inside the organization which are involved in the
premeditated acts of effect that are designed to safeguard or improve the individual
professional careers when contradictory courses of actions are possible. John Kotter
(1985) who is one of the prominent scientist, researcher and the professor of
leadership at the Harvard business school describe the concept of workplace politics
in a very concise manner. According to Kotter, (1985) without the political affiliation
and skills we cope with the unavoidable notion of getting submerged in the
performance.
1
Peoples as well as teams within the organization might oppose on how exactly those
resources need to be distributed so that they might easily endeavor to acquire those
resources on their own or even for their focus units which provides increase to
became friends with likeminded peoples so that they can gain the rare resources. They
will involve them in behavior patterns usually observed in the govt institutions like
usually stirs up images of back room deal, manipulation and covert activities for their
own benefit.an individual taking part in these kind of political practices is assumed
doing self-serving conduct which is not endorsed by the isititution.For example some
obtain acceptance for a particular project , going through inappropriate means to get
extra favors or even lobbying high level supervision until they make a promotion
few peoples gets involved in the politicking to fulfill their own goals.Indivuduals that
pursue correct methods generally feel envious and also irritated as they believe that
times of organizational change or where there are difficult decisions to be made and
2
information, model collaborative behavior as well as make it obvious that political
motivate managers all over the organization to give high level of feedback to
perception of workplace politics and will help to increase worker self-esteem and their
approach to get things accomplished inside the organization. But if we look on its
other side or its negative image it might be damaging because personnels who
involve themselves in such things choose their individual achievements at the expense
think of leaving their job and they will try to find out their career in any other
intending, a volition that you intent to carry out. Hence turnover intention is a
positions or whether that organization plans to remove the employees from their
actual turnover but when an existing employee who works within the organization
thinks to quit and want to leave the job than it is called turnover intention. Though the
employee did not leave the organization but he might leave in future. According to
Asif, (2012) intention to leave the job is a psychological decision prevailing between
a distinct approach with reference to a job to endure or leave the career.in context to
3
the above author it seems that the turnover intention is a mental decision which an
It has been studied by many researchers and observed that when employees
become dissatisfied from their organization but still they work there so they will
stiff which give rise to the high level of turnover intention and finally actual turnover
recruitment, orientation and training of fresh personnel are direct cost. The
when those personnel leave the organization they have to endure the extra cost of
among remaining staff, work overload and loss of social capital. Employee turnover
Voluntary turnover is a turnover when employee by his own will and wish
make the decision to leave the organization.in this type of turnover employee leave
the organization because he might get a better opportunity as compare to the current
position in other organization. Due to his career growth and other monetary benefits
the individual decide to move.it can also called voluntary turnover when an employee
do not have sound health and due to that the individual might not be able to pursue his
measurement that whether the organization has plan to remove the existing staff from
their positions. The organization can fire the employee due to a number of reasons
4
which are poor job performance, absenteeism, low job involvement and not following
the organization rules and regulations.it can also occur due to poor economic
overcome this problem the organization goes for downsizing because they cannot bear
too most cost. It generates monetary and operational anxiety on the organization.
Keeping all these factors in mind many researchers studied workplace politics and its
different forms like perception of politics , organizational politics and its other forms
in various sectors since 1900s.various of factors have been identified by now and the
work is still on. Workplace politics has also been studied with the turnover intention
of the employees by many researchers and they revealed their positive importance.
Among all of these studies no studies was done on the educational sector from
Pakistan. For this reason the researcher has find out the gap and has tried to study the
relationship between organizational politics and turnover intention among the faculty
Pakhtoonkhwa.
organizational politics and turnover intention between the faculty members of the
and the result of the study will also be applicable in the stated educational institutions
in Peshawar.
5
1.2 Significance of the Study:
This study contribute a lot for the determination of different kind of politics in
which employees are involve to gain personal gains. Education sector is one of the
core sectors which prepare our future leaders and if the faculty members of the
institutions are not satisfied with their job how can they build an educated nation. It
would be significant value to those authorities who knows that organizational politics
and turnover intention are the interrelated terms. It would be also helpful for the head
of these educational institutions to develop such a culture where employees can only
rewarded and get deeds solely on merit. The policies which this study will
turnover.
between these two variables this study has focuses different educational institutions
6
from the public and private sector of KPK in order to identify and understand their
intention?
7
Chapter-2
Literature Review
preoccupied with issues related to power, influence and politics in the organization
accomplish changes that benefit the organization or an individual employee within the
the management of influence to obtain the end not sanctioned by the organization or
organizational politics plays a major role inside the organization where each
Atinc.G, (2010) hierarchy level, span of control, age , gender, education, minority
managerial perspective some means are being suggested to reduce POP and its
harmful effect and human resource management practices can also be used to reduce
authors good human resources can be more useful in moderating the effect of
organizational politics. For this purpose multinational companies are required to bring
such policies which are mutually beneficial for both the parties. Keeping this in mind
Kuruvilla.S, (2005) studied that how multinational companies can balance the
8
pressures to develop globally standardized policies and concluded that three important
internal organizational policies and absence of focus on the internal division of labor
with in the MNCs. These are some of the issues which give birth to negative politics
in result drag their attention from workplace and low productivity. To avoid this
policies which are helpful for developing positive political behavior at work place.
important for the proper management of negative political behavior, whereas a virtue
rules regardless of the outcomes and it endures deep in our culture. We emotionally
more attract to any phenomena without take into consideration its physical and
intelligence and the organizational politics on public sector employees and concluded
absenteeism from the workplace as well as the emotional commitment of the worker.
Beside emotional commitment the concept of trust can also plays important role while
considering organizational politics. Talmud.I,( 2010) Studied the effect of trust and
social support on organizational politics and job outcomes. On the bases of their
9
findings they sum up that trust and social support can act as good moderators when
we talk about the relationship between perceived organizational politics (POP) and
job outcomes. A Wiseman rightly said that if you dont have trust inside your
company than u cannot transfer it to your customers. Lack of trust among the
employees can create a situation in which each and every one will not believe the
words of other which decrease their social interaction within the company. Due to
such condition their job becomes very boring with low satisfaction which results in
their intention to leave the organization. Chhetri. P,(2014) Therefore Study the effect
and turnover intention and the role of leader member exchange on perceived
organizational policies and workplace attitude .from their evidences they find out that
commitment and job satisfaction while has a positive relation on the turnover
intention. Satisfied employees will be more loyal to the organization and will not
politics (POP), perceived organizational support (POS) and individual outcomes and
concluded that POL and POS were related to each others. It is also concluded that
political behavior influence POS which in result leads to the organizationally relevant
outcomes. Some of the pervious researchers suggested that POS mediate the
relationship between POP while others shown than these two are related. They focus
on the concept of perceived organizational support and think that their organization
values their contribution and also cares about their well-being and all their social as
well as emotional needs. Hence these needs are to be fulfilled at every level of the
organization from top to the bottom whereas the organizational levels may leads to
the politics inside the organization. According to Yen.W,(2009) if the POP is strong
10
workplace level is irrelevant. It is widely known that power and politics can deliver
social energy which changes the perceptions of individuals and groups into
assume that workplace politics has both the phases. If it is done in a good way to
benefit the organization. But on the other side if employees do this in order to obtain
their self-interests and do polities in the organization then their productivity will
decrease.
organization Price.J,(2001), where the term individual refers to the subordinates who
separation of the company. This is one of the most important issues faced by many
organization are entirely different from each other. Actual turnover occurs when any
employee leaves the organization physically and starts working with other
in the organization physically but absent mentally. The individual show carelessness
in his behavior and shows uninformed absenteeism from the work.as a result of
turnover intention the working atmosphere will destroy which cause the fall of
11
of employees can also be described as Necessary Casualties.as organization has
invested their time and money on their employees and they cannot effort to lose them
in any cost. The skills which they have acquired from the parent organization may use
in against of them if they are hired by other organization. Secondly hiring a new
employee requires a lot of time and resources which can be save if they keep their
employees loyal to them and lower the ratio of turnout. Turnover intention can leads
intention and absenteeism are indirectly related to perceived inequity. The result also
demonstrates that the relationship between the inequality and the turnover intentions
resentment. When employees are not motivated from their work and lack commitment
then the chances of their turnout will be greater and eventually they will quit the job.
Sok Foon,(2010) Find out a negative relationship between turnout intentions and
turnover intention. They also figure out a negative relationship between job
job stress and turnover intention. Hence it is not necessary that when the employees
are committed to the organization they will not think of leaving the job because they
may find the job boring. Besides these factors there may be many other factors which
may leads to leave the job therefore Chang Lee,(2010) Conducted a study on the
factors which are affecting the turnover intentions and the empirical result showed
that a suitable relationship between the hotel employees and the higher level of the
satisfaction regarding their work environment have a positive effect on the job
12
negative effect on the turnover intention. Its also concluded that the effect of job
satisfaction and the salary level on the turnover intention do not reached to a
significant level.it is a fact that money act as a great motivator but not always. You
cannot buy everything from money. Employees having good salary but poor working
environment will result in poor productivity and leads to situation when they will
eventually leave the job. According to Lee.S, June (2013) Demographics, workplace
satisfaction and organizational factors are some of the factors which effect on the
agency. By doing this they can be able to set some appropriate management strategies
carefully we will realize that employee turnover can be beneficial for an organization.
replacement of unproductive employees with the productive one. Hence this type of
turnover can bring opportunity to the organization and they can replace him with
everyone has different outcomes. But majority of them came to the conclusion that
turnout intention has a negative impact on the organization and its productivity. When
the employees within the organization are not satisfied with their current job or they
may find it boring so they decide to leave the organization and as a result the rate of
13
2.3 Relationship between Organizational Politics and Turnover
Intention:
Organizational politics and turnover intention are the two the two sides of the
same coin. Politics with in the organization may increases the chances of employees
to leave the organization or it may result in their long term retention. To keep a closer
and the turnover intention and concluded that female employees are less intended to
leave as compare to male because that felt that womens are dominating the banking
sector and most of them are not compatible to work women employees. Moreover
male employees perceived more politics as compare to the female employees and
there is the influence of the gender on the perception of politics. Hence we can
within the organization enables employees to leave their jobs. Sometimes employers
used their powers illegally against their subordinates and try to humiliate them.
employees just for the sake of their punishment and on the basis of personal liking
and disliking then their job satisfaction will reduced. Gradually their dissatisfaction
turns into boredom and intention to leave the job. Sometimes manipulation can also
be done just for the sake of rewarding employees and to create a positive work
environment. Hence in this case their job satisfaction as well as intention to leave the
job will not be effected. Scarcity of resources and favoritism are also some of the
Tezer.M, (2012) favoritism and scarce resources are the significant determinant of
14
organizational politics.it has also been found that frontline supervisors politics
employees will not trust the other employees and a sense of distrustful environment
will came into being. Those employees who are the top performers are also getting
involved in this blame game and as a result their individual performance will drop
down. These kinds of policies also ruin the justice system of an organization as
employees having link with the top management will get benefits but the ordinary
employee who do not know such kind of tactics will always sacrifice. A person may
also leave the job because he or she might not fit into the organization culture or
maybe they find their job too much boring.as a result they try to find out a suitable job
where they can adjust themselves easily and involve themselves into the job deeply.
But according to Wheeler. A,(2007) person organization misfit and job dissatisfaction
do not necessarily lead to intent to turnover. Therefore in order to reduce the chances
well as try to maintain good relations with their colleague. The concept of
organizational socialization plays a very important role in the early days of newcomer
adapt to the new environment of workplace more easily and is has also been found
that it also minimizes the unmet expectations of the employees. Keeping this in mind
beliefs of the employees about their job satisfaction and individual commitment. He
concluded that find that socialization enables organizations to gain commitment, job
15
organizational citizenship needs to be encouraged within the company. For this
behavior, job satisfaction and turnover intention and concluded that turnover intention
Subordinate political skills can play a vital role in envisaging employee job
satisfaction and his turnover intention.it is the ability to understand the workplace
interaction and successfully able to use that knowledge to influence his surrounding
between LMX and outcome of job satisfaction and turnover intention and LMX
behavioral process in organizational setting. Beside this the existence of politics can
also create tension within the organization like policy and decision making, goal
setting and resource allocation as well. Due to its importance it has been studied
broadly over the few decades in other industry bur was rarely studied. According to
Mahat.F, (25-26 June 2013) organizational politics is unavoidable and can exist in
every organization.it is also concluded that organizational politics can affect the
organization image not may not be strongly influence managers or employees to quit
the organization. As it is a matter of fact that organizational politics plays a major role
in the organization. Informal networking can play a major role in diluting the effect of
organization and as a result their intention to leave the organization become low.
16
In the past a number of researches have been done on the perception of
organizational politics as well as its harmful effect at workplace but hardly anyone
work on the methods to reduce its harmful effect at the workplace. Now days
researchers are paying their attention toward this phenomenon to eradicate the
increase the chance of an individual to leave the organization and individuals having
high core self-evaluation are more focused that whatever the situation is they will not
leave the organization. They also said that when core self-evaluation and
organizational politics act at the same times then intention to leave the organization of
ORGANIZATIONAL TURNOVER
POLITICS INTENTION
17
2.5 Hypothesis:
Ho: There is no as such relationship between organizational politics and turnover
networking inside the organization in order to accomplish changes that benefit the
well as on the group basis. Both of these types can be very harmful for the survival of
the organization because workers tend to focus on their self-benefits and as a result it
suffer losses.
Turnover can be defined as the process in which either employee leave the
organization or organization decides to lay them off. On the other hand turnover
intention is a situation in which a feeling arise with in the mind of the employee to
leave the job. The employee may not be satisfied with the organization, its policies or
due to some personal problems. Here the actual turnover does not happen yet.
18
Chapter-3
Methodology
answer, how a research can be conduct. Actually this study aim is to find out the
relation between organizational politics and turnover intention of the faculty members
in the educational sector. So in this way I am going to develop a theory for that the
nature of this study need to collect data by collecting the views of the social actor.
Quantitative research method used in this survey is based on the primary data.
questionnaires were distributed among the different public and private sector
universities in Peshawar KPK, Pakistan. The data was collected from the lecturer,
assistant professors, associate professors and professors who are working under these
universities. Based on the responses the association between the workplace politics
Questionnaires were from the respondents from different faculties in private and
19
According to the definition the research is of cross sectional type because data
has been collected in a single period of time with the help of structured
questionnaires.
3.3 Population:
The population of this study is all of those lecturers, assistant professors,
associate professors and professors who are teaching in different public and private
60% of the total faculty members from those institutions so that the sample size would
responses from the lecturers, assistant professors, associate professors and professors
20
3.6 Analysis Techniques:
After collecting data from the different universities in Peshawar the data
which will be collect with the help of the proposed questionnaires will be put into the
SPSS, which is computer software. The data will be analyzed with the help of Linear
Regression method to get the desired result. After getting the desired result we will
3.7 Measures:
were used which was proposed by (Kacmar.M, 1991) and Ferris. The respondents
Measures the intention to leave the organization was measured by three items
following Mobleys (1982) definition. The respondents were asked to indicate their
3.8 Reliability:
Table 3.1
Cronbachs Alpha
0.6
21
According to the reliability rule the values of Cronbachs Alpha of all the
the rule.in this case the two variables are Organizational Politics and Turnover
Intention and the above figure shows that their Cronrachs alpha are greater than .6 so
Institute of Management Sciences and Benazir Bhutto Women University and three
private sector universities which are Cecos University, Qurtaba University and Sarhad
University. Among the 120 questionnaires which were distributed only 90 of the
faculty members responded and the rest of them didnt. Beside this many of the
22
Chapter-4
Data Analysis
23
The methodology which we use to analyze the relationship between the
between option one and two. 35.6 % of the respondents are between the ages of 25 to
35 years whereas 37.8% of the respondents are ranked between the ages of 36 to 45
years.
respondents have PhD degree whereas 35.6% of the respondents possess MS degree.
The data indicates that about 44.4% of the respondents are Lecturers whereas
a. Predictors: (Constant), OP
The table which is shown in figure 1 explains how much of the variation in the
24
which is .156, which indicates that 15% of the total variations in the turnover
4.2.2 Annova:
Squares
1 16.298 .000a
a. Predictors: (Constant), OP
the model. By looking at the value of F statistics which is 16.298 we can say that our
model is fit. Sig .000a means that the model is 100% significant and reliable.
25
4.2.3 Coefficient:
Standardized
Unstandardized Coefficient
Model Coefficient t Sig.
(Constant)
-.659 .163 -.395 -4.037 .000
OP
The table given below shows the relationship between Organizational Politics
Those variables which are not included in the model are presented by the Constant
and its coefficient is 5.079 which shows that if there is 1 unit change in the constant
P-Value. There is slightly difference in the value of Beta. The value of Beta is 0.659
which is negative .Hence we can say that if there is One unit change in the
Organizational Politics (Independent Variable) then there will be 0.659 times negative
change in the Turnover Intention (Dependent Variable).We can also inferred that if
there is 1 unit increase in the organizational politics than there will be 0.659 times
26
4.3 Finding:
Hence it can be concluded that there might be some other factors besides
organizational politics which drag them to switch the job. Those factors might be
environment and much more. It is not always necessary that only organizational
politics result in the turnover intention of employees. Some of the studies also
revealed that there are some other factors which lead the employees to switch their job
and move to another one. Similarly such type of research has been done by the faculty
employee think of leaving the job. Therefore the concept of organizational justice is a
key issue and the human resource managers have to come up with such strategies in
27
Chapter-5
Conclusion & Recommendation
5.1 Conclusion:
A vast variety of research has been carried out on job satisfaction,
commitment and turnover intention but hardly anyone has done research on the
focused on both variables, it can be seen that both are negative symptoms in an
organization and therefore it cannot be overlooked. The findings which are concluded
from this study have shown the value of inspecting organizational politics in relation
to turnover intention. In relation to the other professions, faculty members which are
teachings in different private and public universities are also captured by the feelings
exists between employees regardless of gender, age, income and other demographic
factors. Politics is such a factor which cannot be eliminated in any work place and
therefore it is better that employee should dealt with it accordingly. The faculty
members of the educational institutions should also attempt to resolve the problems
arising among themselves within their levels like friends, peers and supervisors etc.
According to the pioneer researchers such as Ferris, Poon, Kardial etc its the
insufficient availability of the resources which give birth the concept of politics inside
the organization. These limited resources will create an unstable working environment
and in order to get maximum utility from the resources each and every employee will
try their best in expense of the other. Charles Darwin famous theory Survival of the
Fittest will best fir over here because only those employees will survive which are
28
sharp and quickly mingle with the culture of the organization and are well aware of
the politics. Whereas those individuals who dont understand the inside politics will
gradually become demotivate and the intentions to leave the organization will
increase.
Hence in order to explore the reason of the faculty members turnover and to
figure out whether this turnover is due to the organization inside politics this research
University and Institute of Management Sciences were selected among the public
questionnaires were distributed among the faculty members of these universities out
of which only 90 faculty members have responded. Data was analyzed and it has been
intention but it has also been found that there are some other factors besides
5.2 Recommendation:
As organizational politics and turnover intention are the two important factors
which rest in every organization in one way or other. Therefore it is mandatory to find
out the root cause which gave birth to situations. As the relationship between the
that further research can be conducted by finding out the relation between the other
29
References
paper.
194202.
30
Kacmar.M. (1991). Perceptions of Organizationa; Politics Scale (POPS). Educational
Lee.T, H. (2012). Distinct turnover paths and differential effect of job satisfaction.
Review(72), 1-15.
31
Sok Foon, C.-L. a. (2010, August). An Exploratory Study on Turnover Intention
Management, 5(8).
(11), 28292861.
548-554.
Harris.K, H. a. (2009). LMX and subordinate political skill : Direct and interactive
commitment, job satisfaction, and turnover intention in the hotel industry. The
Business, Economics and Social Sciences 2013 (pp. 978-967). Kuala Lumpur:
WorldResearchConference.com.
32
Panchanatham, S. a. (2012, january). INFLUENCE OF ORGANIZATIONAL
Wu, T. a.-W. (2010, April 9). the relationship between organizational citizenship
35643574.
33
Research Questionnaire
questionnaire is designed to get data only for my research project. Your response will
be having value for completion of this survey. The data will only be used for research
Demographics Information:
Please select the information reverent to your demographics.
Gender:
1 - Male
2 - Female
Age:
1- 25 35
2- 36 45
3- 46 55
4- 56 and above
Qualification:
1 - Bachelor
2 - Masters
3 - MS
4 - Ph.D.
Job Status:
1 - Permanent
2 Contract
34
Rank:
1 - Lecturer
2 - Assistant Professor
3 - Associate Professor
4 - Professor
Please select the correct option by placing a to the choices given below. Each
item is rated on a five point likert Scale, where 1= Strongly Disagree, 2= Disagree, 3=
who get Deed around here. Strongly Disagree Neutral Agree Strongly
Disagree Agree
around here; good ideas are desired Strongly Disagree Neutral Agree Strongly
Disagree Agree
even it means discouraging with
supervisor
frankly even when they are critical of Strongly Disagree Neutral Agree Strongly
Disagree Agree
well-established ideas
group in this department that no one Strongly Disagree Neutral Agree Strongly
Disagree Agree
ever crosses
35
I have seen changes made in politics 1 2 3 4 5
have that only serve the purpose of a Strongly Disagree Neutral Agree Strongly
Disagree Agree
few individuals not the work unit or
organization.
department who always get things their Strongly Disagree Neutral Agree Strongly
Disagree Agree
way because no one wants to challenge
them
politics.
I have never seen the pay and Strongly Disagree Neutral Agree Strongly
Disagree Agree
promotion applied politically.
36
Turnitin Originality Report
Politics and turnover by Azhar Uddin
From testing (BBA Reports)
Processed on 28-Dec-2015 12:37 PKT
ID: 617833887
Word Count: 6744
Similarity Index
17%
Similarity by Source
Internet Sources:
11%
Publications:
7%
Student Papers:
11%
sources:
1
3% match (Internet from 14-Nov-2012)
http://www.pinnaclejournals.com/setup/business/paper2.pdf
2
1% match (Internet from 08-Apr-2009)
http://www.flatworldknowledge.com/pub/1.0/organizational-behavior/power-and-
politics/organizational-politics
3
1% match (student papers from 26-Apr-2014)
Submitted to Taylors Education Group on 2014-04-26
4
1% match (Internet from 26-Nov-2014)
http://infinitypress.info/index.php/jbae/article/download/406/211
5
< 1% match (Internet from 10-Nov-2014)
http://pu.edu.pk/images/journal/iqtm/PDF-FILES/01-
Is%20Employees_%20Turnover%20Intention%20driven-
Dr%20Tajammal_V_VIII_IssueII_Decem2012.pdf
6
< 1% match (Internet from 17-Aug-2010)
http://philpapers.org/rec/GOTECI
7
< 1% match (Internet from 30-May-2013)
http://www.econstor.eu/bitstream/10419/57095/1/690123558.pdf
8
Jen-Te Yang. "Effect of newcomer socialisation on organisational commitment, job
satisfaction, and turnover intention in the hotel industry", The Service Industries Journal,
2008
9
< 1% match (student papers from 20-Feb-2014)
Submitted to The University of Manchester on 2014-02-20
10
< 1% match (Internet from 16-Sep-2015)
http://www.freepatentsonline.com/article/Journal-Managerial-Issues/253626925.html
11
< 1% match (Internet from 05-May-2011)
http://www.flatworldknowledge.com/pub/1.0/organizational-behavior/37305
12
37