Tug-of-war symbolizing the impact of organizational politics

Is Your Workplace Toxic? How Organizational Politics Affect Your Job and What You Can Do About It

Mira Elwood in Business & Economy August 2025 • 4 min read.

"Uncover the hidden impacts of workplace politics on employee turnover, equity, and commitment, and learn strategies to foster a healthier, more productive work environment."

We've all heard the term 'office politics', and most of us have experienced it firsthand. It's that often unspoken, sometimes subtle, sometimes blatant game of power, influence, and self-interest that plays out in workplaces everywhere. But organizational politics is more than just water-cooler gossip or vying for the boss's favor. It's a pervasive force that can significantly impact employee morale, job satisfaction, and ultimately, the rate at which people leave a company.

While the negative effects of organizational politics are increasingly recognized, less attention has been paid to its impact on small and medium enterprises (SMEs), particularly in regions like Africa. These businesses, vital engines of economic growth and employment, are just as susceptible to the damaging consequences of unchecked political maneuvering.

This article delves into a study conducted in Zimbabwe, examining how employees' perceptions of organizational politics influence their decisions to stay or leave their jobs. It also explores the mediating roles of perceived equity and organizational commitment, shedding light on how these factors interact to shape the employee experience. By understanding these dynamics, businesses can take proactive steps to cultivate a fairer, more supportive environment, ultimately reducing turnover and boosting productivity.

The Domino Effect: How Politics Leads to Turnover

Tug-of-war symbolizing the impact of organizational politics

The Zimbabwean study, involving 250 SMEs, revealed a clear connection between perceived organizational politics and increased turnover intentions. When employees feel that decisions are made unfairly, that favoritism prevails, or that their voices aren't heard, their commitment to the organization dwindles. This, in turn, fuels their desire to seek employment elsewhere.

But the path from politics to turnover isn't always direct. The study highlighted two key mediators in this relationship:

Perceived Equity: This refers to employees' sense of fairness in the workplace. Do they believe they are being treated equitably in terms of compensation, opportunities, and recognition? Organizational politics often breeds a sense of inequity, as decisions are seen to be based on personal agendas rather than merit.
Organizational Commitment: This reflects the emotional attachment and loyalty employees feel towards their organization. When politics dominate, employees feel less connected to the company's goals and values, diminishing their commitment.

These two factors work in tandem. When employees perceive high levels of organizational politics, they are more likely to feel unfairly treated and less committed to the company. This combination significantly increases their intention to leave.

Creating a Fairer Workplace: Practical Steps for SMEs

The findings of this study offer valuable insights for SMEs looking to reduce employee turnover and foster a more positive work environment. By actively addressing the root causes of perceived organizational politics, businesses can create a virtuous cycle of increased equity, stronger commitment, and greater employee retention.

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Everything You Need To Know

What exactly is meant by "organizational politics" in a workplace setting?

"Organizational politics" refers to the often unspoken and sometimes subtle dynamics of power, influence, and self-interest that play out in workplaces. It goes beyond simple office gossip and encompasses how decisions are made, resources are allocated, and opportunities are distributed, often based on personal agendas rather than objective criteria. Understanding organizational politics is crucial for recognizing how these dynamics can affect employee morale, job satisfaction, and retention. For example, Zimbabwe SMEs are impacted by organizational politics. However, this is not the only geographical region where organizational politics takes place.

How does the perception of organizational politics directly impact employee turnover?

The perception of "organizational politics" has a significant influence on turnover intentions. When employees believe that decisions are made unfairly, that favoritism is present, or that their voices are ignored, their commitment to the organization diminishes. This decline in commitment then increases their desire to seek employment opportunities elsewhere. This is further compounded by a decrease in perceived equity, where employees feel unfairly treated concerning compensation, opportunities, and recognition.

What are "perceived equity" and "organizational commitment," and how do they mediate the relationship between workplace politics and employee turnover?

"Perceived equity" refers to an employee's sense of fairness in the workplace, specifically whether they believe they are treated fairly in terms of compensation, opportunities, and recognition. "Organizational commitment" reflects the emotional attachment and loyalty employees feel toward their organization. These two factors mediate the relationship between "organizational politics" and turnover. High levels of perceived politics lead to feelings of inequity and decreased commitment, which, in turn, significantly increase an employee's intention to leave the company. Without perceived equity and organizational commitment, the study in Zimbabwe would likely not have highlighted the same connections.

What practical steps can small and medium enterprises (SMEs) take to reduce employee turnover by addressing organizational politics?

SMEs can take several practical steps to reduce employee turnover by actively addressing the root causes of perceived "organizational politics." This includes promoting transparency in decision-making processes, implementing fair and consistent performance evaluations, providing equal opportunities for growth and advancement, and fostering open communication channels where employees feel safe expressing their concerns. By creating a fairer and more supportive environment, businesses can cultivate increased equity, stronger commitment, and greater employee retention. Another method is ensuring employees opinions are heard and addressed.

In what specific ways does a lack of perceived equity, stemming from organizational politics, damage an employee's commitment to their company?

A lack of "perceived equity," driven by "organizational politics," can severely damage an employee's commitment to their company in several ways. When employees feel unfairly treated—whether due to biased promotions, unequal compensation, or lack of recognition—they lose trust in the organization's leadership and values. This erodes their sense of belonging and alignment with the company's goals, leading to decreased motivation, engagement, and loyalty. Employees may feel like their hard work and contributions are not valued, causing them to disengage emotionally and seek opportunities where they feel more appreciated and fairly treated. If commitment and equity are missing, employees will be much more likely to seek other opportunities.