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中文摘要：
本研究基于个人-组织契合理论的视角,通过对286份员工与直接主管的配对数据,揭示了组织政治知觉对员工绩效（任务绩效和组织公民行为）的影响,马基雅维利主义人格对这两者之间关系的调节作用,组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响,马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系,而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介,具体表现为被中介的调节作用。
英文摘要：
Organizational politics is defined as a social influence process in which organizational members engage in opportunistic behavior for purposes of self-interest maximization. It is typically not recognized by the formal rules and regulations in organizations, but is prevalent in the workplace. Previous studies have argued that employees＇ perceptions of organizational politics lead to a variety of negative outcomes for organizations, including low levels of job satisfaction, organizational commitment, task performance, and organizational citizenship behaviors, yet recent studies have suggested that there could be a positive relationship between perceived politics and individual outcomes. Bozeman et al. （2001） have shown that individual reactions to perceptions of organizational politics are largely dependent on how the phenomenon is construed by individuals. However, there has been limited theoretical work that identifies the boundary conditions of the relationship between employees＇ perceptions of organizational politics and individual outcomes. In this study, we develop a theoretical model based on the theory of person-organization fit. In this model, we identify the possible boundary conditions of the relationship between employees＇ perceptions of organizational politics and their job performance, as well as the psychological process linking these two constructs. First, Machiavellianism is examined as a moderator. We predict that when Machiavellianism is high, the negative relationship between perceived organizational politics and job performance tends to be attenuated because high Machiavellianism seems to fit the high level of perceived organizational politics. In contrast, the negative relationship between perceived organizational politics and job performance tends to be stronger when Maehiavellianism is low because of a lower fit. Second, organizational identification--a psychological process--is examined as a mediator. We propose that organizational identification not only mediates the relations
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