When Politics Hurt Performance: Career Plateaus and Unfair Leaders Explain the Decline

What is it about?

This study investigates how employees’ perceptions of organizational politics undermine job performance, using social exchange theory and attribution theory as conceptual lenses. The authors argue that when decision processes appear self-serving or biased, employees begin to doubt the fairness of organizational exchanges and to reinterpret the motives behind managerial actions—leading to reduced motivation and performance. Using survey data collected in Pakistan, the study finds that perceptions of organizational politics lower performance by strengthening employees’ career plateau beliefs—the feeling that opportunities for career advancement are limited. This indirect relationship is especially strong under leaders who treat employees unfairly, displaying disrespect or dismissiveness that further erodes trust. Together, these effects illustrate how politicized climates drain psychological resources and foster disengagement. The findings highlight how transparent processes and respectful leadership can protect performance in politicized settings. Encouraging fair communication, offering developmental opportunities, and training managers to model interpersonal respect can help employees maintain confidence and motivation even in resource-constrained or politically charged environments.

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Photo by Kristina spremo on Unsplash

Photo by Kristina spremo on Unsplash

Why is it important?

This research is unique in unpacking how career plateau beliefs act as a psychological bridge between politics and performance, and how leader interpersonal unfairness determines the strength of that connection. By integrating social exchange and attribution frameworks, it shows that employees’ interpretations of fairness and career prospects—not just observable politics—explain why performance suffers. Conducted in Pakistan, the study is particularly timely given the growing prevalence of hierarchical and relationship-driven workplaces in emerging economies. It underscores the importance of fair treatment and transparent advancement systems in sustaining performance. The insights encourage organizations to manage politics proactively and to equip leaders with interpersonal skills that preserve employee dignity and drive in uncertain or politically sensitive contexts.