The Influence of Perceived Organizational Politics on Workplace Incivility Among Private and Public Employees in Ogun State, Nigeria

Odunayo T. Arogundade, Ayodeji B. Arogundade, Oluwatimilehin Gbabijo


This study examined the influence of perceived organizational politics on workplace incivility. A total of four hundred (400) participants (M = 200: F= 200) were randomly selected from private and public organizations in Ogun State, Nigeria. A battery of psychological instruments was used in the collection of data for this study which include: Workplace Incivility Scale and Perception of Organizational Politics Scale. Descriptive statistical methods, Pearson’s product moment correlation and Independent Sample t-tests were used to analyse data in order to test the five hypotheses formulated. The findings show that perceived organizational politics had a significant influence on workplace incivility. This implies that, the lower the level of perception of organizational politics, the lower the report of incivility and vice versa (t= 5.26, p <0.05). Furthermore, a significant positive relationship existed between perceived organizational politics and workplace incivility (r= .331, p <0.05). It also revealed that there was a significant difference in the report of incivility among private and public employees. Employees from public organizations reported significantly higher workplace incivility. However, the result indicated that age and gender had no significant influence on workplace incivility. Based on these findings, management should put measures in place to minimize perceived organizational politics in order to reduce uncivil behaviour in workplace.



Perceived organizational politics and workplace incivility; Employees; Organizational Politics

Full Text:



Abbas, M., & Raja, U. (2014). Impact of perceived organizational politics on supervisory-rated innovative performance and job stress: Evidence from Pakistan. Journal of Advanced Management Science, 2(2), 158-162

Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiralling effect of incivility in the work place. Academy Management Review, 24, 452-471.

Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22, 161-173.

Carter, S. L. (1998). Civility: Manners, morals, and the etiquette of democracy. New York: Basic Books.

Cortina, L. M., & Magley, V. J. (2009). Patterns and profiles of response to incivility in the workplace. Journal of Occupational Health Psychology, 14, 272-288. doi: 10.1037/a0014934

Cortina, L. M., Magley, V. J., Williams, J. H., & Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6(1), 64-80. doi: 10.1037//1076-

Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of organizational politics and support to work behaviors, attitudes and stress. Journal of Organizational Behaviour, 18, 15-180.

Donald, K. (2009). Engaging with workplace incivility through valuable actions: A conflict transformation and care-focused perspective.

Ferris, G. R., & Kacmar, K. M. (1992). Perceptions of organizational politics. Journal of Management, 18, 93-116

Kacmar, K. M., & Ferris, G. R. (1991). Perception of Organizational Politics Scale (POPS): Development and construct validation. Educational and Psychological Measurement, 51,193-205.

Ogungbamila, B. (2013). Perception of organizational politics and job-related negative emotions as predictors of workplace incivility among employees of distressed banks. European Scientific Journal, 9(5), 125-


Pearson, C. M., & Porath, C. L. (2005). On the nature, consequences and remedies of workplace incivility: No time for “nice”? Think again. Academy of ManagementExecutive, 19(1), 7-18

Pearson, C. M., Andersson, L. M., & Porath C. L. (2000). Assessing and attacking workplace incivility. Organizational Dynamics, 29, 123-137. doi:10.1016/S0090-2616(00)00019- X

Pearson, C. M., Andersson, L. M., & Porath, C. L. (2005). Workplace Incivility. Counterproductive Work Behavior, 177-200

Pfeffer, J. (1981). Power in organizations. Pittman, Marshfield, Massachusetts.

Tarraf, R. C. (2012). Taking a closer look at workplace incivility: Dimensionality and source effects. Electronic Thesis and Dissertation Repository, 642.

Vigoda, E., & Cohen, A. (2002). Influence tactics and perceptions of organizational politics: A longitudinal study. Journal of Business Research, 55, 311-324.

Wilson, J. Q. (1993). The moral sense. New York: Free Press.

Yilmaz, O. D. (2014). Perception of organizational politics and impression management behaviors: A tourism industry perspective. International Journal of Business and Social Science, 8(5), 98-109.



  • There are currently no refbacks.

Copyright (c) 2016 Canadian Social Science

Share us to:   


  • How to do online submission to another Journal?
  • If you have already registered in Journal A, then how can you submit another article to Journal B? It takes two steps to make it happen:

1. Register yourself in Journal B as an Author

  • Find the journal you want to submit to in CATEGORIES, click on “VIEW JOURNAL”, “Online Submissions”, “GO TO LOGIN” and “Edit My Profile”. Check “Author” on the “Edit Profile” page, then “Save”.

2. Submission

  • Go to “User Home”, and click on “Author” under the name of Journal B. You may start a New Submission by clicking on “CLICK HERE”.
  • We only use three mailboxes as follows to deal with issues about paper acceptance, payment and submission of electronic versions of our journals to databases:;;

 Articles published in Canadian Social Science are licensed under Creative Commons Attribution 4.0 (CC-BY).


Address1020 Bouvier Street, Suite 400, Quebec City, Quebec, G2K 0K9, Canada.

Website: Http:// Http://,

Copyright © Canadian Academy of Oriental and Occidental Culture