Limitations and Future Research

Some researchers have questioned the appropri- ateness of using correlation matrixes derived from meta-analysis for SEM. For instance, it has been argued that these analyses bias model fit indexes and path estimates (Cheung & Chan, 2005). In addition, the quality of the primary studies, as well as the procedures and corrections adopted in different meta-analyses, may influence model fit and path estimates (e.g., Arthur et al., 2001). However, model testing in the current study was grounded in theory and represented an initial effort to examine

a complex, integrated model of psychological processes that relate perceptions of organizational politics to outcomes. Nonetheless, we recommend that others view our findings as a first step toward building a model that explains how perceptions of organizational politics are related to employee outcomes.

One possible way to extend the current findings is to examine explanations of the effects of perceptions of organizational politics based on stress and social exchange using more diverse and, when ap- propriate, more direct measures of these constructs. For example, other strain responses (e.g., physical symptoms) could be used to evaluate the strain- based pathway through which organizational politics perceptions relate to employee outcomes. Also, the current study used morale as a proxy measure of employee perceptions of the exchange relationship. Measures of psychological contract breach represent more direct assessment of exchange quality. Thus, future studies should employ these alternative measures to replicate and extend the model tested in the current study.

In addition, future research should identify moderators of the effects of perceptions of organizational politics and role stressors. Some moderators may

be universal and attenuate the effects of both political perceptions and role stressors. For example, situational factors such as support (Bliese & Castro, 2000) and control (Ferris et al., 1989) and individual differences such as psychological hardiness (Kobasa, 1979) may help alleviate the negative impact of perceptions of organizational politics and role stressors on strain. Other variables may show more selective moderation effects. For example, self-monitoring (Rosen, Chang, & Levy, 2006) may buffer the effects of perceptions of organizational politics, although the moderating influences of role salience (Noor, 2004) may be more specific to role stressor– outcome relationships. Identifying and testing these specific moderators will help further distinguish between perceptions of organizational politics and role stressors.

Finally, a potential threat to the validity of our Bliese, P. D., & Castro, C. A. 2000. Role clarity, work findings is common method bias (Podsakoff, MacK-

overload and organizational support: Multilevel ev- enzie, Lee, & Podsakoff, 2003). In the current study,

idence of the importance of support. Work & Stress, relationships between predictors, mediators, and

one of the outcome variables (turnover intentions) Boswell, W. R., Olson-Buchanan, J. B., & LePine, M. A. were based on measures collected from the same

2004. The relationship between work-related stress source. Thus, we were unable to provide a defini-

and work outcomes: The role of felt-challenge and tive answer regarding the causal ordering of these

psychological strain. Journal of Vocational Behav- variables. Thus, additional empirical studies are

ior, 64: 165–181.

needed to examine the pathways through which *Bozeman, D. P., Perrewe, P. L., Hochwarter, W. A., & perceptions of organizational politics influence

Brymer, R. A. 2001. Organizational politics, per- employee outcomes, and researchers should mea-

ceived control, and work outcomes: Boundary con- sure the political perceptions construct and its out-

ditions on the effects of politics. Journal of Applied comes at different time points to establish temporal

Social Psychology, 31: 486 –503. separateness. Alternatively, other types of mea-

*Byrne, Z. S. 2005. Fairness reduces the negative effects sures (e.g., physiological strain reactions and actual

of organizational politics on turnover intentions, cit- turnover) could be used to establish the separate-

izenship behaviors, and performance. Journal of ness of these constructs.

Business and Psychology, 20: 175–200. In conclusion, this study extends knowledge of

Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & linkages between perceptions of organizational pol-

Boudreau, J. W. 2000. An empirical examination of itics and employee attitudes and behaviors by af-

self-reported work stress among U.S. managers. Jour- firming the bivariate relationships between politics

nal of Applied Psychology, 85: 65–74. and outcomes and supporting a theoretical frame-

*Chan, Y.-F. 2003. Consequences of supervisors’ use of

work of the outcomes of perceptions of organiza- forcing and non-forcing influence tactics. Unpub- tional politics that is based on both stress and so-

lished master’s thesis, The Chinese University of cial exchange perspectives. Moreover, our research

Hong Kong.

provides initial evidence that perceptions of organ- Cheung, M. W.-L., & Chan, W. 2005. Meta-analytic struc- izational politics are distinct from other role stres-

tural equation modeling: A two-stage approach. Psy- sors. Given the relevance of this specific hindrance

chological Methods, 10: 40 – 64. stressor to critical individual-level outcomes, an

important task for management is to design organ- *Christiansen, N., Villanova, P., & Mikulay, S. 1997. Po- litical influence compatibility: Fitting the person to

izational structures that minimize incentives for the climate. Journal of Organizational Behavior, engaging in self-serving political activities.

18: 709 –730. Cooper-Hakin, A., & Viswasvaran, C. 2005. The construct

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tional surveys/attitudes.

ganization Management, 26: 230 –247. *Witt, L. A., Kacmar, K. M., Carlson, D. S., & Zivnuska, S.

Limitations and Future Research