How Workplace Politics Lead to Employee Turnover: The Role of Adaptation and Emotional Control

What is it about?

This study explores how perceptions of organizational politics drive employees’ intentions to quit, emphasizing the psychological and behavioral mechanisms behind this process. Drawing on Conservation of Resources (COR) theory, the authors argue that political environments—where individuals act to advance personal interests at others’ expense—drain employees’ emotional and social resources. In response, employees may withdraw or disengage to protect themselves, leading to stronger turnover intentions. Using survey data from employees in Pakistan’s food industry, the study finds that social adaptive behavior—the willingness to adjust and cooperate—mediates the link between perceived politics and turnover intentions. Employees who sense high politics become less inclined to adapt, seeing it as draining and futile. However, those with strong emotional regulation—the ability to manage frustration—cope better with political dynamics, weakening this negative chain and reducing the chance of quitting. Practically, the findings highlight the importance of developing employees’ emotional regulation and interpersonal adaptability as protective resources. Organizations can reduce turnover by training managers to identify political behaviors early, promote fairness and transparency, and create climates that reward collaboration rather than self-interest.

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Photo by Redmind Studio on Unsplash

Photo by Redmind Studio on Unsplash

Why is it important?

This research is unique in revealing how social adaptive behavior and emotional regulation skills jointly explain when and why organizational politics lead to turnover. By integrating emotional and behavioral processes within the COR framework, it extends understanding of employee withdrawal beyond traditional job attitudes, highlighting how individuals conserve resources in stressful environments. The study is particularly timely as organizations worldwide face heightened competition and complex power dynamics that can breed internal politics. Conducted in Pakistan, it underscores the cross-cultural relevance of emotional self-management and adaptability in mitigating workplace stressors. The findings suggest that strengthening these personal resources not only improves retention but also fosters resilience and cooperation in politically charged workplaces.