ANALYSIS ON THE EFFECT OF OFFICE ON EMPLOYEE WORK ENGAGEMENT IN THE PUBLIC SERVICE OF NIGERIA

CHAPTER ONE

INTRODUCTION

Background to the Study

Globally, employee work engagement in the public service sector of Nigeria is a critical area of research due to its implications for organizational efficiency and public service delivery. Work engagement, defined as the level of enthusiasm and dedication an employee has toward their job (Schaufeli & Bakker, 2020), is essential for enhancing productivity and job satisfaction. In Nigeria, the public service sector faces unique challenges, including resource constraints, bureaucratic inefficiencies, and political interference, which can impact employee engagement levels. A study by Olowookere (2019) highlights that despite these challenges, fostering a supportive work environment and implementing effective management practices can significantly enhance engagement and overall performance. The importance of employee engagement in the Nigerian public sector is underscored by its potential to improve service delivery and foster a more motivated workforce. According to Akintoye et al. (2021), employees who are highly engaged are more likely to demonstrate greater commitment to their roles, leading to higher productivity and better outcomes for public service delivery. 

Conversely, in the opinion of Ferdinand (2020) power and office politics  manifest in organizations public sector, from governing how decisions, are made to how employees interact with one another. Chaudhary (2022) observed that organizational politics is endemic to organizations because people come to work situations with many goals, not just one unified goal. These goals invoke conflict and competition among workers in the organization, thus he argued that organizational politics involves amassing organizational power for personal benefits, rather than organizational objectives which when these expectations are not met, triggered negative emotions and dissatisfaction. However, the impact of power and politics depends on whether employees use positive or negative power to influence others in the workplace. Office politics, defined as the use of power and social networking within an organization to achieve personal goals (Bacharach, 1989), can create a challenging work environment that affects employee morale and engagement.

Some studies have established that corporate politics cause damaging effects on such outcomesas burnout, stress, job   engagement, commitment, and turnover  intentions  (Landells  & Albrecht,  2019). According to Adams et al. (2021), the general political behavior in an organization may involve influencing others  and  events to  meet personal  goals, advance organizational goals, or protect selfish  interests. Such political behaviors most likely cause a clash of interests, which affects how  employees relate and engage with each other and their employers. A perfect example is presented by Postma (2021), who relates to having been fired under the guise of budget cuts.  In reality, there was someone in authority who wanted this employee gone. Research by Harris and Gordon (2023) indicates that organizational politics can lead to a toxic work environment, resulting in decreased positive attitude, lower morale and engagement, and increased stress among employees. When employees perceive their workplace as politically charged, their engagement and commitment to the organization decline, making them more likely to reduce their commitment in their job (Vigoda, 2020).

Statement of the problem

In recent times, politics on employee work engagement in the public service sector of Nigeria presents a critical problem that undermines both organizational effectiveness and public service delivery. According to Uzochi & Deborah (2023) office politics, characterized by power struggles, favoritism, and manipulation, creates a work environment where merit and performance often take a backseat to personal relationships and political affiliations. This environment can significantly diminish employee morale and engagement, leading to reduced productivity, lower job satisfaction, and increased turnover rates. In Nigeria’s public service, in a study by Adesua & Gideon (2018) in developing countries where bureaucratic inefficiencies and political patronage are prevalent, the adverse effects of office politics are exacerbated, affecting the overall quality of public service. Furthermore, the detrimental impact of office politics on employee work engagement is compounded by systemic issues within the Nigerian public service sector. 

In a study by Salisu & Ali (2021), he argued that  employees who perceive unfair treatment or experience the negative consequences of office politics may become disengaged, which affects their commitment and enthusiasm toward their roles. This disengagement can result in decreased performance, ineffective service delivery, and a general decline in organizational efficiency. The problem is particularly pressing given the crucial role of the public service sector in delivering essential services to the Nigerian population and the need for an engaged workforce to meet these demands effectively.

Bizarrely, existing studies on workplace conflicts usually focus on impact of office politics on employee engagement (Akanbi, 2020), and organizational behavior (Folajimi 2021). However little or no attention have been paid to public sector office politics and engagement. According to Ezeani (2022), creating an environment where employees feel valued and fairly treated is key to enhancing their engagement and overall job satisfaction. By focusing on these strategies, public service organizations in Nigeria can improve employee engagement, leading to better performance and more effective public service delivery. In the light of these challenges focused on analysis on the effect of office on employee work engagement in the public service of Nigeria.

Objectives of the Study

The broad objectives of this study on analysis on the effect of office on employee work engagement in the public service of Nigeria. Specifically, the study seeks to:

Evaluate the extent to which office politics is present within Nigerian public service.

Assess the causes of office politics within employees in Nigerian public service.

Ascertain whether office politics affects various aspect of employee work engagement Nigerian public sector.

To propose strategies for mitigating the negative effects of office politics and enhancing employee work engagement in Nigerian public sector.

Research Questions

What is the extent to which office politics is present within Nigerian public service?

What are the causes of office politics within employees in Nigerian public service?

What are the impact of office politics on employee work engagement Nigerian public service?

What are strategies for mitigating the negative effects of office politics and enhancing employee work engagement in Nigerian public sector?

Research Hypotheses

Ho: There is no significant impact of office politics on employee work engagement Nigerian public service.

Hi: There is a significant impact of office politics on employee work engagement Nigerian public service.

Significance of the Study

The practical significance of this study lies in its potential to enhance organizational practices and improve employee work engagement within the Nigerian public service sector. By examining the impact of office politics on employee engagement, the study provides actionable insights that can inform the development of more effective management strategies and HR policies. Addressing office politics through targeted interventions, such as promoting transparency and fair practices, can lead to a more motivated and productive workforce. This, in turn, improves public service delivery and organizational performance, ultimately benefiting both employees and the broader Nigerian population.

Theoretically, the study contributes to the existing body of knowledge on work engagement and organizational behavior by exploring the specific context of office politics in the Nigerian public sector. It extends theoretical frameworks on work engagement and office politics by applying them to a unique socio-political environment. This exploration helps refine and expand theoretical understanding of how office politics influences employee engagement, particularly in bureaucratic and politically charged settings. The study’s findings can provide a foundation for future research, offering a deeper understanding of the mechanisms through which office politics impacts engagement and suggesting theoretical implications for managing similar challenges in other public sector contexts.

Scope of the Study

The content scope of this study encompasses the analysis of how office politics affects employee work engagement specifically within the Nigerian public service sector, focusing on factors such as power dynamics, favoritism, and political influence. It explores the relationship between these office politics elements and various dimensions of employee engagement, including job satisfaction, productivity, and commitment. The geographical scope is limited to Federal Internal Revenue Service (FIRS) Abuja Nigeria, considering the distinct socio-political context and bureaucratic structures of the Nigerian public sector.

Limitations of the Study

One of the primary limitations of this study is the potential for response bias in the data collection process. Employees might be hesitant to provide honest feedback about the prevalence and impact of organizational politics due to fear of repercussions or concerns about confidentiality. This could result in underreporting or misrepresentation of the true extent of organizational politics and its effects on employee work engagement. Additionally, the study relies on self-reported data, which may be influenced by individual perceptions and subjective experiences, potentially affecting the reliability and validity of the findings.

Another limitation would be the generalizability of the study's results. The research focuses specifically on public service with reference to Federal Internal Revenue Service (FIRS) Abuja Nigeria,, which may have unique cultural, economic, and organizational characteristics that differ from those in other regions or sectors. Consequently, the findings may not be applicable to private sector organizations, non-profit entities, or other public services in the other states of the Nigeria.

Definitions of Terms

Employee Engagement: Employee involvement is defined as employees' direct interest in helping an organization accomplish its purpose and achieve its goals by contributing their own thoughts, skills, and efforts to solving problems and making decisions.

Office Politics: Office politics refers to the activities and behaviors that individuals or groups engage in within an organization to gain power, influence decisions, and achieve personal or group goals, often at the expense of others.

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