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In this chapter, the general introduction of this research is provided. It includes the background of the study, the problem statement, the purposes of the study, the questions of the study, the significance of the study, and the definition of terms that will be used in the study.

Background of the Study

In the world of organization, the word “politics” is perceived as an unacceptable action along with a strongly negative attitude. It is, certainly, hard to bring up as a talking topic comparing to other issues like fashion or gossip. Many employees regard organizational politics such as pursuing self-interests at the expense of others as something negative and to be minimized (Cohen & Vigoda, 1999; Vigoda, 2000). That is, employees who have power are proud of exercising theirs publicly. While employees who seek for power tends to hide their actions because they do not want others to know the actual intention. Politics can influence and encourage employees to be enthusiastic and pursue success for their job advancement as it encourages employees to achieve their goals (Aryee, Chen, & Budhwar, 2004). However, politics can also make them becoming selfish and arrogant, which directly increases the tension in working atmosphere.

It is known, in general, that politics are used primarily to achieve power, either directly or indirectly by being promoted, receiving a larger budget or other resources, and gaining desirable assignments. Consequently, although most employees know that organizational politics are common, they avoid saying so when it concerns about one's own behavior (Farrell & Peterson, 1982). It is more common to talk about politics when complaining about peers or subordinates than it is in the context of one's own political maneuvering (Gandz & Murray, 1980). Most employees will not be likely to admit that they personally would consciously and willingly engage in political behavior. However, it is

possible to infer that those who are seen as causing dissatisfaction are likely to be seen as an engaging in political behavior (Gandz & Murray, 1980).

Organizational politics is thought to be an essential action in many associations as it is nearly identified with force, power, and impact. It has also been characterized in various ways. A typical topic going through is one of practices aiming for practicing impact (Kumar

& Ghadially, 1989). Organizational politics, according to Dubrin (1978), has been classified into three overlapping groups; a method of gaining power, a strategy for impressing supervisor, and a strategy of career advancement. Organizational politics is a generally new territory of exploration. Most studies endeavored to recognize different political practices.

Some of these practices are advancing restricted correspondence, controlling access to data and persons, killing potential restriction, vital substitutions, partnership arrangement, structure change, and ingratiation.

Organizational politics is for the most part thought to be the darker side of organization. Nonetheless, studies have demonstrated that organizational politics is both useful and destructive for parts of the association (Kumar & Ghadially, 1989). The positive conclusions of organizational politics are professional success, acknowledgement and status, increased power and position, achievement of individual objectives, and job execution. The negative conclusions to the people are loss of vital force, position integrity, and hampered performance attainment. While it prompts to better coordination, correspondence, and group advancement, it additionally prompts to diversion for organizational objectives, abuse of assets, and clashes (Allen & Porter, 1983; Kumar & Ghadially, 1989). In organizations, a political issue is, for the majority part, thought to be unsafe, which accommodates supervisor’s perception of the fact that organizations are harmed by an overabundance of hierarchical political issues.

Besides, one subject that has gotten expanded consideration and is accepted to be critical to employee viability is that of job satisfaction. The accomplishment of reasonable working environment applications including job satisfaction and the consequences of experimental exploration show the relationship between job satisfaction and organizational politics proposed that job satisfaction of employees is a vital part of organization (Allen &

Porter, 1983; Zivnuska, Kacmar, Witt, Carlson, & Bratton, 2004). As such, the importance on organization applying of job satisfaction has been in various ranges, for example, pay, advancement, and different goals.

Additionally, job satisfaction is a key variable in many studies regarding to organizational politics. It has been discovered to be significant to methodologies as various as organizational commitment, organizational citizenship behavior, employee turnover, and non-attendance (Witt, Andrews, & Kacmar, 2000). Given the key part job satisfaction plays regarding significant hierarchical elements, the comprehension of the factors and essence of job satisfaction are huge. This is especially valid for service provider organizations such as the aviation industry (Witt et al., 2000).

The Aviation Industry

The aviation industry employment is very demanding and includes troubles with substantial workload and it additionally includes fulfilling distinctive customers with diverse needs, which may influence the emotions of dissatisfaction and abnormal state of anxiety of the employees (Douglas et al., 2008). Job satisfaction can empower employees to control this anxiety and keep the negative impacts of one's disposition towards the work. In accordance with this, minimal amount of studies has demonstrated that job satisfaction is positively identified with organizational politics issues (Cropanzano, Howes, Grandey, & Toth, 1997;

Ferris & Kacmar, 1992; Ferris et al., 1996; Kacmar, Bozeman, Carlson, & Anthony, 1999).

In addition, since the aviation business is primarily concerned with the affection of service

delivery and service fulfillment given to the customers through their employees, having employment fulfilled workers may serve as a favorable element in that these employees may have the capacity to place themselves in a positive perspective and these may help them know how to maintain a strategic distance from negative feelings and use feelings in versatile approaches to mitigate sentiments of dissatisfaction thus upgrade customer satisfaction (Randall, Cropanzano, Bormann, & Birjulin, 1999; Valle & Perrewe, 2000; Witt et al., 2000).

In the organization, the supervisors assume critical parts to give formal criticism about workers' job execution and to focus employees' measure of job satisfaction. The encouragement from supervisors is more compelling than other social backings to employees according to the fact that supervisors take action as representatives in the organization to profoundly cooperate with employees, helping employees managing issues, and furthermore assess their execution straightforwardly (Perdue, Reardon, & Peterson, 2007). It is proposed that perceived supervisor support (PSS) is a paramount determinant of organizational viability and the level of job satisfaction. Most importantly, natural attributes, for example, supervisor support, do assume an analytical role that influences employees’ level of adjustment and also mental status when employees experience difficult situations (Pescosolido, 2002; Rhodes & Eisenberger, 2002).

Despite the succeeding of the aviation industry in encouraging financial development, there is an imperative need to amplify the understanding of the elements that anticipate employee's perceptions towards organizational politics (Cho, Choi, & Lee, 2014). Also, there is likewise generally minimal thought about the strengthen relationship between organizational politics issues and job satisfaction if involving with perceived supervisor support as a moderator (Kimura, 2013; Mintzberg, 1983).

Problem Statement

Politics is also a taboo subject, which makes it difficult for employees to deal with this crucially important aspect of organizational reality (Drory & Romm, 1990). Therefore, it would be a mistake to pretend that politics does not exist or to fantasize that employees can be effective without appropriate use of politics.

In the recent decades, various researchers have endeavored to give a suitable meaning of what constitutes political behavior in the organization (Kacmar et al., 1999). While certain likenesses may be said to exist among the definitions proposed as such, at present there is no generally imparted meaning of organizational politics (Drory & Romm, 1990). Despite the absence of agreement to a meaning of organizational politics, a few hypothetical works have helped to an applied establishment for this field of request (Farell & Peterson, 1982).

Nonetheless, hypothetical work in this field has surpassed the observational, alongside the absence of definitional agreement, has not permitted the commitment of organizational politics to the management literature to achieve its maximum capacity. Maybe one purpose behind the constrained observational endeavors lies in the way that observationally inspecting the wonder of organizational politics presents analysts with very much a challenge (Kacmar et al., 1999).

Organizational politics is considered as one of the major causes of an inclination of job satisfaction amongst employees. Any political related actions of employees will influence their practices and mindset to work despite the fact that workplace political environment impacts progression of desired goals and approach in the organization (Cohen & Vigoda, 1999). Employees who have a lower confidence in the organizational justice have a tendency to be less included in the workplace political process and are less content with their errands contrasting with employees who have a confidence in the hierarchical structure (Vigoda, 2000; Vigoda-Gadot & Meisler, 2010). That’s why political behavior in organizations is very

covert, and subject to contrasts in perception (Drory & Romm, 1990; Gandz & Murray, 1980;

Kacmar et al., 1999). Hence, the same behavior may be translated as contingent upon each employee’s related previous experience (Drory & Romm, 1990; Kacmar et a., 1999).

But if employees have a positive perceived view towards actions of their supervisors, it will be easier for supervisors to address the need of employees even though their performance includes political related issues (Bass & Bass, 2008). Consistently with the study of Hochwarter et al. (2003), it shows that the measures of perceived supervisor support are joined with positive work result, which covers the general job satisfaction among employees and also the reduction of non-participation and the intention of leaving the job (Hochwarter et al., 2003).

Purpose of the Study

It is commonly known that politics in the organizations is an important feature that leads to the declination of job satisfaction among employees (Witt et al., 2000). As mentioned earlier, the organizational politics seems to have a larger negative impact on the amount of pleasing feelings employees have towards their job than a positive one (Kumar &

Ghadially, 1989). In line with this, there are several investigations in the literature showing significant negative relationship results between organizational politics and job satisfaction (Cropanzano et al., 1997; Ferris & Kacmar, 1992; Ferris et al., 1996; Kacmar et al., 1999;

Randall et al., 1999; Valle & Perrewe, 2000; Witt et al., 2000). Nonetheless, there is a little known if there are any other factors, specially the perceived supervisor support, that help improving the negative relationship between organizational politics and job satisfaction to an opposite direction. And it is even less known of the relationship as it applies to the aviation industry. Therefore, this study will examine organizational politics as a negative effect on the level of job satisfaction among employees particularly in the aviation industry as well as examine if the perceived supervisor support helps improving the relationship condition of

those two variables.

Research Questions

According to the study purposes, these questions are originated in this study as following:

1. Does organizational politics have a negative impact on the level of job satisfaction?

2. Does perceived supervisor support help weakening the negative relationship between organizational politics and job satisfaction?

Significance of the Study

Organizations are progressively getting to be mindful that the employees are the most important assets. There are examples in the aviation industry where a whole gathering of employees has suspended their service administrations as a protest to the organization. These people not only cause incalculable casualties to the organization as a whole in terms of customer dissatisfaction and additional cost, but also damage the level of employee’s contribution to the organization (Mintzberg, 1985). It is presumed that employees who are unambiguously dedicated to the organization are less inclined to abandon it and so the greater part of studies propose that organizational politics will stay as a standout management issue amongst the most prevalent management trend in years to come (Mintzberg, 1985; Randall et al., 1999).

Presently, it is a time in which organizations periodically encounter with the need of enormous change. Pledged employees can be greatly profitable assets of the organizations in terms of encouraging a quick adjustment to evolving conditions (Hochwarter, Kacmar, Perrewé, & Johnson, 2003). Along with this, because of the expanding concerns inside the aviation industry, it is paramount for supervisors to understand how to effectively hold their employees (Humphrey, 2002). An understanding of the organizational politics issues that anticipates or identifies with job satisfaction accordingly gets to be more critical. It is additionally extremely valuable and intriguing to consider how perceived supervisor support

helps the expand job satisfaction at work (Hochwarter et al., 2003).

As an intention of this study, it is hoped that the results will provide useful information for supervisors particularly in the aviation industry regarding to the organizational politics as a relatively negative impact on the level of employment fulfillment among employees. It is also hoped that the results will provide an additional scope of how applying the perceived supervisor support enhancing the level of job satisfaction.

Definitions of Terms Organizational Politics

Organizational politics is an action that members of an organization pursue either directly or indirectly to influence others by means not sanctioned by formal standard operating procedures in a purpose to achieve personal or group objectives (Witt et al., 2000).

Job Satisfaction

Job satisfaction is an individual’s total feeling about their job and the attitudes they have towards various factors related to their job and perceive an influence of the relationship between the individual and the organization (Deconinck, 2010).

Perceived Supervisor Support

Perceived supervisor support is defined as employees’ general beliefs concerning the extent to which supervisors value their contributions and care about their wellbeing (Kottke

& Sharafinski, 1988).

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