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Organizational Politics and its effect on workplace learning, hierarchal status and

role of social loafing

Nikita D. Narkar

Department of Psychology, Thakur Ramnarayan College

97250 Industrial and Organizational Psychology

Ms. Sanjana Pandey

March 1, 2024
 The past decade has seen a growing focus on office politics, yet its impact on learning

remains inadequately understood. While some researchers like Lawrence et al. (2005) suggest

that political savvy can aid learning, little empirical evidence exists to support this claim. Meriac

& Villanova (2006) advocate for a deeper examination of how individuals behave in subtle

political situations at work. Current studies often rely on self-reporting rather than observing

actual behaviors, leaving a gap in understanding the nuances of office politics and its effects on

learning.

Ethical leadership, as discussed by Brown et al. (2005), emphasizes fairness, effective

communication, and adherence to ethical norms. Such leaders foster trust, promote teamwork,

and discourage negative office politics. Conversely, neglecting ethics and communication can

breed underhanded tactics and erode trust among coworkers, leading to stress and decreased

productivity.

Victimization in the workplace, also known as bullying or petty tyranny, has garnered

increasing attention in organizational research (Hackney & Perrewé, 2018). It not only affects

individuals' well-being but also impacts organizational performance. Victims may experience

various health issues and even suicidal tendencies. Organizations must address emotional,

physical, and social wellness to ensure employee productivity and prevent the negative

consequences of workplace victimization. Identifying antecedents and conditions leading to

victimization is crucial for prevention (Einarsen & Mikkelsen, 2003).

The survey revealed prevalent political tactics in the workplace, such as creating rivalries

and blaming others, as outlined by Mintzberg (1985) and Allen et al. (1979). These behaviors

were observed across various departments, with some departments attempting to counter these
tactics. Interestingly, one department showed no overt signs of political behavior but still felt the

effects of politics from central administration.

Workplace politics, as highlighted by Vredenburgh & Shea-Van Fossen (2010), can arise

from blaming others or forming opposing groups, leading to annoyance or upset, especially in

environments with numerous rules (Vigoda-Gadot & Kapun, 2005). Rosen et al. (2006) note that

the impact of workplace politics on learning varies based on personality and culture, with some

actions, like collaboration (Mintzberg, 1985), enhancing learning while others, like conflicts

(Allen et al., 1979), hindering it.

Powerful behaviors, as discussed by Lawrence et al. and Mintzberg, can elicit varied

responses: some feel empowered working with friends, while others feel constrained. Conflicts,

as described by Allen et al. and Mintzberg, also affect learning differently, with some feeling

more knowledgeable and content, while others feel isolated.

Understanding and managing workplace politics are crucial for effective learning and

organizational functioning. Insights from Lawrence et al., Mintzberg, and Buchanan inform this

understanding. Buchanan (2008) suggests that office politics can both promote and inhibit

learning, depending on the behaviors exhibited. These behaviors can intensify competitiveness or

impede progress, affecting individuals differently.

Further research is needed to explore how organizational features, such as poor

communication, influence political behaviors and subsequent learning outcomes. Overall,

managing workplace politics is essential for fostering a conducive learning environment and

organizational success.

The literature review emphasizes the crucial role of ethical leadership in shaping
workplace dynamics and mitigating issues such as negative office politics and social loafing.

Researchers have highlighted that an equitable and transparent workplace, fostered by ethical

leaders, can deter the prevalence of negative office politics. Employees are more likely to

collaborate and perform at their best when they feel appreciated and respected, leading to a

reduction in office politics (Blader & Tyler, 2009).

Furthermore, the study underscores the impact of ethical leadership on employees'

perceptions of their workplace environment. Employees are more inclined to adhere to

regulations and cooperate with one another when they believe their opinions are valued and that

they have a voice in decision-making processes (Karau & Williams, 2001). This finding supports

the hypothesis that ethical leadership correlates with decreased instances of negative office

politics.

Social loafing, another prevalent issue in workplaces, is addressed in the literature

through various lenses. Factors such as job satisfaction, effective management, and leadership

style play crucial roles in mitigating social loafing tendencies among team members (Kidwell &

Valentine, 2009; Khan et al., 2020). Additionally, group size and employees' identification with

their team influence the likelihood of social loafing occurring (Martin et al., 2017). The literature

suggests that promoting ethical leadership and creating a supportive work environment are

effective strategies for combating social loafing and enhancing overall productivity.

Moreover, the review emphasizes the importance of ethical leadership in fostering a

positive organizational climate. Ethical leaders set the tone for fairness and integrity within the

organization, thereby reducing perceived levels of organizational politics and creating a culture

of openness and recognition (Blader & Tyler, 2009). Conversely, the absence of ethical
leadership can lead to heightened levels of organizational politics, resulting in frustration, stress,

and low morale among employees (Karau & Williams, 2001).

The study also highlights the mediating role of social loafing in the relationship between

ethical leadership and perception of organizational politics. Ethical leaders are expected to

promote transparency and empowerment, which, in turn, diminishes "free rider" tendencies and

cultivates team cohesion (Blader & Tyler, 2009).

In conclusion, the literature underscores the significance of ethical leadership in shaping

workplace dynamics and improving organizational outcomes. However, the review

acknowledges limitations such as the focus on a single country and the use of a cross-sectional

design, suggesting avenues for future research in these areas.

The literature review delves into the increasing attention workplace violence and related

issues have garnered in organizational research. Hackney & Perrewé (2018) note the global

promotion of laws prohibiting all forms of workplace violence, emphasizing the impact on both

individual health and organizational well-being. Einarsen and Mikkelsen (2003) highlight how

workplace violence can detrimentally affect psychological needs, leading to emotional and

physical health issues such as headaches, depression, and high blood pressure. The study

underscores the importance of addressing workplace violence due to its negative ramifications.

Victimization in the workplace encompasses various behaviors, including bullying

(Einarsen et al., 2011), petty tyranny (Ashforth, 1997), and incivility (Cortina et al., 1998).

Organizational politics, characterized by informal and unrestricted behavior, can create

environments conducive to victimization (Ferris et al., 1996). Factors such as work-related stress

and competitive environments contribute to the manifestation of workplace victimization (Salin,

2003).
 The hierarchical status within organizations plays a significant role in determining who

becomes victims of workplace violence (French et al., 1959). Low-status individuals may

respond with denial behavior, mediating the behavioral response model (Aquino, Galperin, &

Bennett, 2004). Additionally, senior employees' involvement in conflicts can exacerbate

victimization (Itzkovich, 2014).

The study emphasizes the detrimental effects of office politics on staff treatment,

particularly those in subordinate roles (Hourani et al., 2018). Researchers advocate for

discouraging office politics to create equitable work environments (Salin, 2005). Excessive

competition exacerbates political tactics and unfair treatment, necessitating vigilance from

managerial staff (John et al., 2007).

From a recruitment perspective, hiring and training individuals less prone to engaging in

office politics is crucial (Salin, 2005). Moreover, a supportive workplace environment is vital for

educators, as it influences the educational experience of students (Qaisar, Mariam, & Ahmad,

2018).

Overall, the literature review underscores the importance of addressing workplace

violence, understanding its various manifestations, and implementing strategies to mitigate its

impact on individuals and organizations.

The influence of office politics on workplace learning which has not been fully explored

before. It shows that conceptualizing political behavior within a work context is meaningful and

that investigating how it affects employee’s learning and subsequent performance holds much

promise.
 References

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Hyusein, A., & Eyupoglu, Ş. Z. (2023). Ethical leadership and perceived organisational politics: the

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