Bangladesh e-Journal of Sociology. Volume 10 Number 1, January 2013. 51 Analysis of the Perception of Organizational Politics by Employees of Obafemi Awolowo University, Ile-Ife, Nigeria A. S. Adebusuyi * , M. O. Olasupo ** , and E. E. Idehen *** Abstract: The study examined the nature of perception of organizational politics by workers in a Nigerian university. Three hundred and seventy two (academic and non-academic) staff of Obafemi Awolowo University, Ile-Ife filled Perception of Organizational Politics Scale (POPS). Data were analysed to show the most commonly perceived organisational politics and the relationships among these dimensions of perceived organisational politics. The results identified seven dimensions of perception of organizational politics which were: General Political Behaviour (GPB), Go Along to get Ahead (GAA), Pay and Promotion Policies(PPP), General Political Behaviour and Go Along to get Ahead (GPB and GAA) General Political Behaviour and Pay and Promotion Policies (GPB and PPP) and all three (GPB, GAA and PPP). The results revealed that Go Along to Get Ahead (35.5%) was perceived most by workers of Obafemi Awolowo University. Furthermore, the study showed that non- academic staff significantly perceived organizational politics more than the academic staff. Introduction Researchers in the past decades have worked extensively in the area of politics in the organization. The reality of scarce resources and conflict of interest has made politics in the organization inevitable. While some researchers regard politics as being positive and necessary for managers (Buchanan, 1999;Butcher and Clarke 2002;Hartley and Branicki, 2006;Vigoda, 2000), others see it as being maladaptive and reflective of the presence of injustice, mistrust, threat and self-serving (Buchanan andHuczynski 2004; Cropanzano, Kacmarand Bozeman., 1995Pfeffer 1981). As ubiquitous as the concept is, defining it is not straight forward, several researchers have tried to define it (Cropanzanoet al.1995, Drory and Romm 1990, Ferris, Russ and Fandt, 1989). One reason for this according to Doldor (2007) is the increase in terminologies, such as: political climate, political behaviours, political tactics, political skills, influence tactics and political influence behaviour associated with workplace place that are used interchangeably. Thus, there is no generally acceptable definition. Careful examination of existing literature however has, according to Kacmar and Ferris (1991), generated three aspects of the concept that are common in the literature. These are: general political behaviour, which includes the behaviours of individuals who act in a self-serving manner to obtain valued outcomes; go along to get ahead, which consists of a lack of action by individuals (e.g., remain silent) in order to secure valued outcomes; and pay and promotion policies, which involves the organization behaving politically through the policies it enacts (Kacmarand Carlson 1997). * Department of Psychology, Obafemi Awolowo University, Ile-Ife ** Department of Psychology, Obafemi Awolowo University, Ile-Ife. Email: gbenga.olasupo@oauife.edu.ng ; gbenga.olasupo@yahoo.com *** Department of Psychology, Obafemi Awolowo University, Ile-Ife