THE IMPACT OF OFFICE POLITICS ON EMPLOYEE ENGAGEMENT IN THE IT SECTOR OF CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the Study

Politics is a fundamental component of human existence. It is well acknowledged that this feature of society is unavoidable and does not always have bad connotations (Aransyah & Hetami, 2021). Political dynamics in the workplace often give rise to disputes as individuals compete to establish their influence over their colleagues. The responses to such efforts are not consistently positive. At times, people choose to avoid involvement in office politics by taking a neutral position. However, individuals with direct experience of workplace politics argue that it is impossible to completely avoid participating in political activities (Postma, 2021). Although office politics have the potential to greatly harm one's career path, they nonetheless hold a strong sway in the workplace. Office politics encompasses the intentional actions taken by individuals to acquire social influence over others who possess the authority to provide rewards that will advance their personal objectives. This phenomenon is pervasive in the workplace. Employees often participate in politicking, employing strategic manoeuvres to improve their own standing at the expense of others, including their colleagues and supervisors within the same work unit. According to McShane and Von-Glinow (2020), office politics can be defined as the intentional use of discretionary actions to exert influence over others with the aim of advancing personal objectives. Therefore, some persons propose that it is wiser to exploit office politics for personal advantage (Postma, 2021). 

The dynamics of workplace politics can exert both detrimental and advantageous impacts on employees, as they can be deleterious yet also advantageous to their own interests. While some people may argue that one can exploit office politics for personal advantage, the prevailing opinion is that workplace politics greatly affect employee productivity, job satisfaction, engagement, dedication, and other factors that impact performance levels. Research on human resource management and organisational behaviour places major emphasis on employee engagement. Multiple studies have shown that corporate politics have adverse effects on various outcomes, including burnout, stress, work satisfaction, commitment, and turnover intentions (Landells & Albrecht, 2019). The rationale behind this is that organisational politics include interpersonal relationships and the exercise of authority. According to the research conducted by Adams et al. (2021), political behaviour within an organisation refers to the actions used to influence others and events in order to attain personal goals, promote organisational goals, or protect self-centred interests. These political practices are likely to lead to a clash of interests, which affects the relationships and exchanges between employees and their bosses. An illustrative case is presented by Postma (2021), who describes being fired under the pretext of financial limitations. Undoubtedly, there was a somebody in a position of authority who wished to dismiss this employee. The aforementioned scenario exemplifies the inescapability of office politics, even for individuals who opt out of engagement. Self-centred leaders possess the capacity to prioritise their own interests, disregarding the welfare of their personnel, even those who are not immediately involved in political affairs. As a result, many employees are obligated to participate in political activities in order to safeguard their interests. According to Aransyah and Hetami (2021), employees who excessively participate in workplace politics spend less time on productive work tasks. As a result, the organisation also suffers from the detrimental consequences of poisonous corporate politics. Employee engagement and commitment are crucial elements that have a substantial influence on employee performance. Employee engagement is the measure of how actively employees participate in organisational activities, including the decision-making process. Commitment is evidenced by the length of time one serves. Aziez (2022) found that engaged employees exhibit elevated degrees of dedication and loyalty towards their business. Therefore, firms that desire highly efficient individuals will take deliberate steps to actively engage them and implement necessary procedures to increase their commitment. Therefore, this study seeks to examine the impact of office politics on employee engagement in the IT Sector of Cameroon.

Statement of the Problem

Office politics, defined as the calculated manoeuvres and conflicts for dominance within a corporation, can significantly impact the productivity of employees. This pervasive phenomenon remains a contentious issue that poses numerous challenges to the efficiency of businesses and the motivation of personnel. First and foremost, the detrimental effects of office politics on employee productivity are intricate and diverse. A crucial element is the progressive decrease in trust inside the workplace. When employees perceive that decisions are influenced by prejudice or concealed intentions, their trust in leadership and colleagues diminishes. The absence of trust can lead to reduced motivation and engagement, as employees may think that their efforts are not adequately recognised or rewarded in accordance with their skills and achievements (Alapo, 2018). The subsequent disillusionment could lead to higher levels of employee turnover, as they seek employment opportunities that offer fairer acknowledgement of their contributions. 

Furthermore, it is important to recognise the importance of the psychological effects of office politics. Employees who are exposed to political manipulation often experience heightened levels of stress and anxiety. This tension emerges due to the constant need to handle complex interpersonal interactions and protect one's own interests. The existence of such a setting has the potential to redirect employees' focus away from their main responsibilities, hence reducing their level of concentration and overall productivity (Aziez, 2022). Furthermore, the existence of office politics might generate a competitive atmosphere that impedes the growth of creativity and innovation. Employees may exhibit a heightened reluctance to engage in risky endeavours due to the apprehension that any potential failure could be exploited by adversaries in the political arena, thereby hindering the organization's capacity to grow and adjust. Moreover, the divisive nature of office politics can undermine team cohesion. Efficient collaboration and teamwork are important in an ideal work setting to achieve organisational objectives. Hence, it is in the light of these, the study seeks to examine the impact of office politics on employee engagement in the IT Sector of Cameroon.

 1.3  Objectives of the Study

The main purpose of this study is to examine the impact of office politics on employee engagement in the IT Sector of Cameroon. Specifically, the study will;

Examine the factors contributing to office politics in IT sector.

Examine the extent office politics influences job satisfaction and commitment among IT professionals in Cameroon.

Examine the relationship between office politics and employee engagement  in the IT sector of Cameroon.

Investigate the strategies for mitigating the negative impacts of office politics to enhance employee engagement in IT companies.

1.4  Research Questions

The following questions have been prepared for the study:

What are the factors contributing to office politics in the IT sector?

To what extent does office politics influence job satisfaction and commitment among IT professionals in Cameroon?

What is the relationship between office politics and employee engagement in the IT sector of Cameroon?

What strategies can be implemented to mitigate the negative impacts of office politics and enhance employee engagement in IT companies?

1.5 Research Hypotheses

H0: Office politics does not have a significant impact on employee engagement in the IT sector of Cameroon.

Ha: Office politics has a significant impact on employee engagement in the IT sector of Cameroon.

1.6 Significance of the Study

This research will elucidate the ways in which employee engagement in Cameroon's IT sector is impacted by office politics. Nevertheless, the results will be utilised by organisations to implement policies that mitigate the negative effects of office politics. These policies may include encouraging a more open and inclusive work atmosphere, improving communication channels, and developing equitable conflict resolution procedures. These measures will lead to increased worker productivity, decreased staff attrition, and a more positive work environment. Moreover, the study may offer coping mechanisms or strategies to mitigate the negative effects of workplace politics on employee engagement.

Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the consequential effect of office politics on employee productivity in the manufacturing sector of Cameroon.

1.7 Scope of the study   

The scope of this study is boarded on the consequential effect of office politics on employee productivity in the manufacturing sector of Cameroon. Empirically, the study will examine the factors contributing to office politics in IT sector, examine the extent office politics influences job satisfaction and commitment among IT professionals, the relationship between office politics and employee engagement  in the IT sector and investigate the strategies for mitigating the negative impacts of office politics to enhance employee engagement in IT companies.

Geographically, the study will be delimited to IT firms in Yaounde, Cameroon.

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Office Politics: refers to the strategies and behaviors that individuals use within an organization to gain advantage, power, or influence.

Employee engagement: refers to the emotional commitment and involvement that an employee has towards their organization and its goals.

Productivity: measured by the quantity and quality of work produced within a specific time frame and can be influenced by factors such as motivation, work environment, and organizational support.

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