Organizational politics is a common component in almost all work environments these days and its effects have been realized across various work environments (Kacmar and Baron, 1999).
Over the past decade, most research in the area of organizational politics has singled out perceptions of organizational politics as a central component in creating stress at work environment (Ferris, Russ and Fandt, 1989; Jex and Beehr, 1991).
A number of studies suggested that school organizational health factors affect the student's' academic achievement.
The manager must provide the instructional material and devices of school and those required by teachers in the best way they can so that teaching and learning is conducted more effectively, and its outcome is the creation of a healthier organizational environment.
Kahn (1990) assumed that people's perceptions of work contexts and organizational characteristics foster psychological conditions that affect their willingness to engage in work.
Employees are more likely to choose to work in organizations with positive, rather than negative, images (Turban & Greening, 1997), indicating that organizational image is a key predictor of employees' organizational identification.
Interactional justice mainly evolves when employees feel that their managers and supervisors treat them with respect, being fair with them in all organizational interactions, and that their effort and contribution in the organizational success is being valued and acknowledged (Polat, 2009).
The conceptualization of OCB dates back to the works of Organ (1988) who defined OCB as the individual behaviors the employee shows in the organizational environment; behaviors that exceed the formal roles and tasks defined in the job description found in the organizational structure.
The value of R is 0.283 which explains the cumulative relationship of organizational learning, innovation and management competency with organizational performance.
Table 4 presents the regression coefficients of the coefficient shows that the value of A=1.908 the average of the organizational performance and the value of the "beta" identifies that one unit increase in organizational learning will increase .085 unit in organizational performance and the value of "beta" is .291 which identifies that one unit increase in innovation will increase .291 unit in organizational performance.
The Mediating Effect of Organizational
Commitment on the Relationship between Organizational
Culture and Organizational
The most welcomed classification scheme among the researchers and theorists of perceived organizational
politics is the three factor classification scheme proposed researchers (Fedor, Ferris, Harrell-Cook, and Russ, 1998; Kacmar and Ferris, 1991).