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Perception of Organizational Politics Scale
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About Scale Name
Scale Name
Perception of Organizational Politics Scale
Author Details
K. Michele Kacmar and Dawn S. Carlson
Translation Availability
Not Sure
Background/Description
Organizational politics is a ubiquitous phenomenon, but it can be difficult to define and measure. One of the most widely used and well-validated measures of organizational politics is the Perceptions of Organizational Politics Scale (POPS), developed by K. Michele Kacmar and Dawn S. Carlson in 1997.
The POPS was developed in response to the need for a reliable and valid measure of organizational politics that could be used in a variety of research settings. Kacmar and Carlson began by reviewing the existing literature on organizational politics and identifying the key dimensions of this construct. They then developed a pool of items that reflected these dimensions.
The POPS items were pilot tested on a sample of employees from a variety of organizations. Based on the results of the pilot test, the items were revised and refined. The final version of the POPS is a 15-item self-report scale that measures individuals’ perceptions of the degree to which their work setting is characterized by political behavior.
The POPS is divided into three subscales:
- General political behavior: This subscale assesses individuals’ perceptions of the overall level of political behavior in their organization, such as backstabbing, favoritism, and gossip.
- Going along to get ahead: This subscale assesses individuals’ perceptions of the extent to which they believe that they need to engage in political behavior in order to be successful in their organization.
- Pay and promotion policies: This subscale assesses individuals’ perceptions of the fairness and legitimacy of their organization’s pay and promotion policies.
The POPS is a widely used and well-validated measure of organizational politics. It has been shown to be reliable and valid in a variety of samples and settings. The POPS has also been shown to be correlated with a number of other important variables, such as job satisfaction, organizational commitment, and job stress.
The POPS has been used in a wide range of research studies to investigate the effects of organizational politics on individuals and organizations. For example, researchers have used the POPS to examine the relationship between organizational politics and job performance, job turnover, and organizational citizenship behavior.
The POPS can also be used by organizations to assess their employees’ perceptions of organizational politics and to identify areas where improvement is needed. For example, organizations can use the POPS to identify departments or workgroups where political behaviors are more prevalent. Once these areas have been identified, organizations can take steps to reduce political behaviors and create a more fair and equitable workplace.
Administration, Scoring and Interpretation
The Perceptions of Organizational Politics Scale (POPS) by Kacmar and Carlson (1997) is a self-report scale that can be administered in a variety of ways, including:
- Paper-and-pencil: This is the traditional method of administration, where participants are given a paper copy of the scale and asked to complete it individually.
- Online: The POPS can also be administered online using a variety of survey software platforms. This method is becoming increasingly popular, as it is convenient for both participants and researchers.
- Group setting: The POPS can also be administered in a group setting, such as a training session or workshop. In this case, participants are typically given a paper copy of the scale and asked to complete it individually. However, the researcher may also choose to read the items aloud and ask participants to record their responses on a separate answer sheet.
Reliability and Validity
The Perceptions of Organizational Politics Scale (POPS) by Kacmar and Carlson (1997) is a well-established and widely used measure of organizational politics. It has been shown to be reliable and valid in a variety of samples and settings.
Reliability is the degree to which a measure is consistent and stable over time. The POPS has been shown to have high internal consistency reliability, with Cronbach’s alpha coefficients typically exceeding 0.80. This indicates that the items on the POPS are highly correlated with each other, and that they are measuring the same underlying construct.
Validity refers to the degree to which a measure accurately measures what it is intended to measure. The POPS has been shown to have good construct validity, as it has been shown to correlate with other measures of organizational politics, such as Machiavellianism and cynicism. The POPS has also been shown to have good convergent validity, as it has been shown to correlate with other measures of related constructs, such as job stress and organizational commitment.
Available Versions
15-Items
Reference
Kacmar, K. M., & Carlson, D. S. (1997). Further validation of the perceptions of politics scale (POPS): A multiple sample investigation. Journal of management, 23(5), 627-658.
Important Link
Scale File:
Frequently Asked Questions
What is the POPS?
The POPS is a self-report scale that measures individuals’ perceptions of the degree to which their work setting is characterized by political behavior.
How is the POPS administered?
The POPS can be administered in a variety of ways, including paper-and-pencil, online, and in a group setting.
What are the subscales of the POPS?
The POPS has three subscales: general political behavior, going along to get ahead, and pay and promotion policies.
How is the POPS scored?
The total POPS score is calculated by summing the scores for all 15 items. Higher scores indicate higher perceptions of organizational politics.
What are the reliability and validity of the POPS?
The POPS has high internal consistency reliability and good construct and convergent validity.
How can the POPS be used?
The POPS can be used by researchers to study the effects of organizational politics on individuals and organizations, and by organizations to assess their employees’ perceptions of organizational politics and to identify areas where improvement is needed.
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