Relationship between Performance Appraisal Politics, Organizational Commitment and Turnover Intention.

Abstract

Most of the studies define organizational commitment as commitment specifically targeted towards the organization as an administrative entity. Organizational commitment has been found both as an antecedent and consequence of number of work related variables. Numerous research articles show that organizational commitment is the consequence of personal variables, work environment variable and as predictor of absenteeism, performance and turnover. Going through the literature on organizational commitment consequences, scholar strongly believes that the strongest and most predictable behavioral outcome of the employee commitment is reduced turnover. The focus of this research was to study and examine the effects of performance appraisal politics . organizational commitment and turnover intentions. The population for this research was defined as pharmaceutical marketing firms (private sector) of Pakistan,  including  national  and  multinational  firms.  Data  was  collected  from 10 pharmaceutical firms (both national and multinational). A total of 300 questionnaires were distributed and out of those, 270 complete questionnaires were gathered, hence depicting a response rate of 90 %. This  study  examined  the  effects  of  performance  appraisal  politics  on  organizational commitment,  and turnover intention. Initially the perceptions of appraisal politics was viewed as single general variable, but after factor analysis of the items used to assess the variables, resulted in two independent factors.i.e one linked to political motives that benefit employees and other is linked to personal bias and punishment motive.

KEY WORDS; Organizational commitment, Turnover intentions, Performance appraisal politics