Search results

The main aim of this paper is to explore the influence mechanisms of perceived organizational politics (POP) on employee performance (EP). Drawing on the job demands-resources theory (JD-R), this paper investigates opportunistic silence (OS) as a mediating factor and job level as a moderating effect in the POP-OS-performance relationship.

This study’s data were collected from 203 employees working in Indian high-power distance organizations (HPDOs), such as the military, police and security forces. Mediation and moderation analysis were conducted using PLS-SEM, and the moderated mediation index was calculated using Hayes PROCESS Macro.

The results indicate that OS fully mediates the POP-performance relationship – specifically, POP as a job demand activates OS, which acts as an energy/resource depleting mechanism and further deteriorates task performance. Interestingly, the overall negative influence of POP and OS on EP was stronger for employees at lower job levels than those at senior job levels.

This paper offers a unique set of findings that enrich the understanding of factors responsible for employees’ performance in the highly political environments of HPDOs. By using the lens of JD-R theory, this paper draws attention towards the tendency of employees to indulge in self-serving behaviours like OS in politically charged contexts which is detrimental to their performance and may also undermine overall organization’s productivity. Furthermore, this paper also highlights the conditional effects exerted by job level in the unique nexus of POP, OS and EP.

This study investigates the relationship between self-leadership and the work performance of gig workers as moderated by perceived organizational support and mediated by work engagement.

Linear regression and the Process macro by Hayes were used to examine the hypothesized model, on a data set of 384 gig workers.

The outcomes indicated a positive relationship between the self-leadership strategies of the freelancers and their work performance. The association of self-leadership and work performance was moderated by perceived organizational support and partially mediated by work engagement.

This study responds to the need for exploration of the moderation and mediating mechanisms through which self-leadership influences how gig workers perform at work.

In this conceptual paper, anchoring on the Hindu philosophical doctrine of karma, this study models the impact of salesperson’s karma orientation (KO) (a relatively new construct), in alleviating his/her job burnout. This study also explores the moderating impact of thought self-leadership (TSL).

This study theorizes the impact of KO on salesperson’s burnout by integrating the job demand–resource model with spirituality and TSL literatures.

Using multi-dimensional construct of KO, this study proposes several research propositions to theorize the impact of each of the four dimensions (i.e. work as selfless action, work as duty towards others, detachment from work-related rewards and equanimity under environmental influences) on three aspects of job burnout (i.e. emotional exhaustion, depersonalization and reduced personal accomplishment). Additionally, this study also theorizes the moderating impact of TSL on the above-mentioned relationships.

Organizations can adopt the karma doctrine for designing new sales jobs that provide higher meaningfulness and a greater sense of purpose to their salespeople, going beyond extrinsic rewards such as money. Higher KO among the business to business salespersons would lead them to derive higher intrinsic motivation to make karmic investments with their customers knowing that their good deeds with customers would eventually lead to good rewards for themselves, reducing their burnout, while also enhancing their well-being.

The paper makes an original theoretical contribution by theorizing the impact of Hindu philosophy of karma on salesperson’s job burnout, and hence well-being and eventual impact on organizational effectiveness.