The study is on the Antecedents of Perceived Organisational Politics and Psychological Withdrawal. The objectives of the study are to examine the antecedents of perceived organisational politics as well as to assess the relationship between POP and psychological withdrawal. Although many studies on the antecedents and consequences of POP have been reported, the antecedents and Psychological withdrawal mentioned herein was not examined previously by any study in the North East of Nigeria. To collect primary data questionnaires were developed and distributed. The collected data were analyzed using SEM-AMOS. The Findings from this study indicates that workforce diversity have positive impacts and significant relationship with POP while the need for power have negative influence on POP. Further findings show that employees who perceive politics in their work place, develop psychological withdrawal in terms of job anxiety and low organisational commitment. Conclusively understanding POP and it consequence will go a long way in reducing its negative effects on employee’s performance. This study recommended that, to control the unfavorable consequences of POP, organizations must design effective policies to manage workforce diversities and relationship conflicts.