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Table of Contents

Chapter 1: Introduction
1.1 Overview of Organizational Politics
1.2 Importance of Studying Employee Attitudes
1.3 Objective of Study
1.4 Limitation of Study
1.5 Scope of Study

Chapter 2: Literature Review
2.1 Definition of Organizational Politics
2.2 Types and Forms of Organizational Politics
2.3 Impact of Organizational Politics on Employee Attitudes
2.4 Relationship between Organizational Politics and Employee Performance

Chapter 3: Research Methodology
3.1 Research Design
3.2 Data Collection Methods
3.3 Sampling Techniques
3.4 Data Analysis Techniques

Chapter 4: Discussion of Findings
4.1 Overview of Research Findings
4.2 Analysis of Results
4.3 Implications of Findings
4.4 Recommendations for Future Research

Chapter 5: Conclusion and Summary
5.1 Summary of Key Findings
5.2 Conclusion
5.3 Practical Implications
5.4 Recommendations for Organizations

Brief Overview:

The impact of organizational politics on employee attitudes is a significant area of concern for organizations worldwide. Organizational politics refers to the use of power and influence tactics within an organization to achieve personal goals, often at the expense of others. This behavior can have detrimental effects on employee attitudes, such as job satisfaction, organizational commitment, and job performance.

Research has shown that employees who perceive high levels of organizational politics are more likely to experience negative emotions, such as stress, anxiety, and job dissatisfaction. This can lead to decreased productivity, increased turnover rates, and overall negative organizational outcomes.

Understanding the impact of organizational politics on employee attitudes is crucial for organizations to create a positive work environment and foster employee engagement and satisfaction. By addressing the root causes of organizational politics and promoting transparency, fairness, and accountability, organizations can improve employee attitudes and ultimately enhance organizational performance.

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