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We invoke and extend the need satisfaction paradigm to explain a neglected phenomenon in organizational politics literature - the cross-level effects of organizational politics as a group-level phenomenon. The underlying rationale is that perception of team politics interferes with the satisfaction of the three basic needs proposed by the need satisfaction paradigm (i.e., need for relatedness, need for competence, and need for autonomy) and supervisor abusive supervision irritates this negative effect because it magnifies the dissatisfaction of these three needs. This represents the first attempt to delve into the effect of team politics on both team- and individual-level outcomes and processes, though prior research suggests that such research is necessary to fully comprehend the effects of workplace politics on employee and organizational outcomes. Findings from a multisource and multi-wave study of 92 work teams provided support for the theses that at the team level, (a) perception of team politics hinders team performance through deterring team behavioral integration and (b) supervisor abusive supervision strengthens the negative effects of perception of team politics on team behavioral integration; at the individual level, (a) perception of team politics triggers individual team member's counterproductive work behavior through diminishing his/her organizational identification and (b) supervisor abusive supervision serves as a stimulus to reinforce the adverse effects of perception of team politics on member organizational identification. We discuss the theoretical and practical implications derived from our research. [ABSTRACT FROM AUTHOR]

Stress and self-consistency paradigms have developed in isolation from each other to explain the adverse effects of perceived negative workplace gossip. We outline how these different paradigms share a common basis'a focus on self-concept'and develop an identity paradigm to account for the effects of negative workplace gossip. Moreover, we argue that organizational identification acts as an unmeasured third variable, which, once accounted for, should limit the utility of stress and self-consistency paradigms. Using multi-wave field sample of employees and their supervisors, we found full support for the identity paradigm as a mediator of the effect of negative workplace gossip on organizational citizenship behavior (OCB), whereas neither emotional exhaustion nor organization-based self-esteem acted as a mediator between negative gossip and OCB once organizational identification was considered. In addition, we found that collectivism moderates the indirect effect of negative workplace gossip on OCB through organizational identification. Theoretical implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]