INVESTIGATION INTO ORGANIZATIONAL POLITICS AND EFFECT ON EMPLOYEE JOB DISSATISFACTION IN CAMEROON

CHAPTER ONE

INTRODUCTION

Background to the Study

It is no doubt that organizations are social entities that involve a struggle for resources, personal conflicts, and a variety of influence tactics are executed by individuals and groups to obtain benefits and goals in different ways. In the opinion of Ferdinand (2020) power and politics  manifest in organizations whether private or public, from governing how decisions are made to how employees interact with one another. However, the impact of power and politics depends on whether employees use positive or negative power to influence others in the workplace. Apparently, Chaudhary et al. (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 Chaudhary et al. (2022) 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.

Notably, as widely supported in organizational psychology and empirical studies, job satisfaction represents an important variable in predicting employees’ work outcomes, behaviors or attitudes. Job satisfaction can be described as a positive attitude of a worker towards his job and a pleasurable emotional state resulting from the perception of one’s job as fulfilling. Igbokwe (2016) viewed job satisfaction as a worker’s perception of contentment which depends on the extent to which the individual finds adequate outlets for his abilities, interests, personality and values as well as the establishment in a type of work situation in which he can play the kind of role that he considers appropriate and congenial. Tella, Ayeni and Popoola (2023) citing Locke and Luthan gave a comprehensive definition of job satisfaction - as pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. Here, job satisfaction is a result of employee’s perception of how well their job provides those things that are viewed as important. The satisfaction of workers should be of paramount importance to the organization because it goes a long way in the achievement of its goals and objectives.

Put together, George & Jones (2021) accepted that organizational politics can be dysfunctional for the organization, but when organizational interests integrate with employee interests and when used for the benefit of the organization, it can be functional and advantageous for the organization. Some of the personal advantages may include access to either tangible or intangible benefits such as status or pseudo-authority that influences the behavior of others. Both individuals and groups may engage in office politics, which can be highly destructive, as people focus on personal gains at the expense of the organization. " Self-serving political actions can negatively influence our social groupings, cooperation, information sharing, and many other organizational functions. According to Udoka & Chegili (2022) office politics can in no doubt affect an employee's work attitude, because if an employee feels that no matter how hard he works, he will never receive recognition for his hard work just because he is not in the good graces of his line manager. So he comes to work and does not put in the extra effort to ensure that the organization grows.

Bormann, & Birjulin. (2020) averred employees who perceived politics were also found not to be loyal to their organization; to believe that their organization does not value higher work standards, challenging work, and integrity; that their organization does not support innovation. Office politics is seen as a work stressor that can threaten employees’ resources or expected gain (Kacmar & Carlson, 2019) and negatively affect employees work outcomes and attitudes. WP can be considered a challenge-stressor. Podsakoff, LePine and LePine (2018) reported that challenge stressors have positive effect on job satisfaction and employees’ outcomes and attitudes.

Bormann, & Birjulin., 1999). Employees who perceived politics were also found not to be loyal to 

their organization; to believe that their organization does not value higher work standards, challenging work, and

Statement of the problem

Organizational politics, characterized by behaviors aimed at achieving personal gains often at the expense of others, has been identified as a significant factor influencing employee job dissatisfaction. Studies have shown that organizational politics can lead to a toxic work environment, resulting in decreased morale, productivity, and job satisfaction among employees (Ferris et al., 2018). For instance, research by Kacmar and Baron (2019) highlighted that employees who perceive high levels of organizational politics are more likely to experience job stress and burnout, ultimately leading to job dissatisfaction. These findings are consistent across various organizational settings, suggesting a widespread issue that requires further examination.

Despite the recognition of the negative impact of organizational politics on employee satisfaction, there is a notable gap in the literature concerning its specific effects within the context of private firms in Cameroon. Previous studies, such as those by Vigoda (2020) and Drory and Romm (2020), have predominantly focused on public sector organizations or Western contexts, leaving a critical gap in understanding how these dynamics play out in the Cameroonian private sector. The unique cultural and economic environment of Cameroon necessitates a targeted investigation to uncover the specific ways in which organizational politics affects employee job dissatisfaction in this region. This study aims to address this gap by investigating the extent and nature of the impact of organizational politics on employee job dissatisfaction in private firms in Cameroon.

1.3 Objectives of the study

The broad objectives of this study is focused on the impact of organizational politics on employee job dissatisfaction in private firms in Cameroon. Specifically, the study seeks to:

Analyze the prevalence of organizational politics within private sector companies in Cameroon.

Find out the causes of organizational politics within private sector companies in Cameroon.

Examine how organizational politics affects employee job dissatisfaction in private firms in Cameroon.

Explore strategies for which private firms can adopt to reduce the adverse effects of organizational politics and enhance overall employee satisfaction.

1.4 Research Questions

what is the prevalence of organizational politics within private sector companies in Cameroon?

what are the causes of organizational politics within private sector companies in Cameroon?

How does organizational politics affect employee job dissatisfaction in private firms in Cameroon?

What are strategies for which private firms can adopt to reduce the adverse effects of organizational politics and enhance overall employee satisfaction.

1.5 Research Hypotheses

Ho: There is no significant effect of organizational politics on employee job dissatisfaction in private firms in Cameroon.

Hi: There is a significant effect of organizational politics on employee job dissatisfaction in private firms in Cameroon.

1.6 Significance of the Study

The practical significance of this study lies in its potential to enhance employee satisfaction and retention within private firms in Cameroon. By identifying the specific political behaviors that contribute to job dissatisfaction, organizational leaders can develop targeted interventions to improve employee morale and satisfaction. This, in turn, can lead to a more stable and productive workforce, reducing turnover rates and fostering a positive organizational climate. Additionally, the insights gained from this study can inform policy formulation, enabling business leaders and policymakers to create fair and transparent work environments that minimize the negative effects of organizational politics. Ultimately, by addressing these issues, private firms can enhance their competitive advantage, as satisfied and engaged employees are more likely to contribute to the organization’s success.

Theoretically, this study contributes to the broader literature on organizational behavior by providing empirical evidence from the context of private firms in Cameroon, a region that has been underexplored in this field. It extends existing theories and models of organizational politics by incorporating findings from a different cultural and economic environment, thereby enhancing their generalizability. Furthermore, this research highlights the role of cultural factors in shaping organizational politics and their impact on job satisfaction, prompting the development of more culturally nuanced theories. The study also has the potential to identify new variables and relationships within the dynamics of organizational politics, inspiring future research and refinement of theoretical frameworks. By serving as a framework for subsequent studies in diverse contexts, this research contributes to a more comprehensive understanding of organizational behavior on a global scale.

1.7 Scope of the Study

The broad objectives of this study focus on the impact of organizational politics on employee job dissatisfaction in private firms in Cameroon. Specifically, the study seeks to: (i) analyze the prevalence of organizational politics within private sector companies in Cameroon, (ii) find out the causes of organizational politics within these companies, (iii) examine how organizational politics affects employee job dissatisfaction in private firms, and (iv) explore strategies that private firms can adopt to reduce the adverse effects of organizational politics and enhance overall employee satisfaction. The geographical scope of the study is confined to private sector companies operating within Cameroon, providing a comprehensive understanding of the issue in the unique cultural and economic context of this country.

1.8 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 job dissatisfaction. 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 is the generalizability of the study's results. The research focuses specifically on private firms in Cameroon, 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 public sector organizations, non-profit entities, or private firms in different countries. Furthermore, the study's cross-sectional design limits the ability to establish causal relationships between organizational politics and job dissatisfaction. Longitudinal studies would be more effective in capturing the dynamic nature of these relationships over time. Despite these limitations, the study provides valuable insights into the impact of organizational politics on employee satisfaction within the context of Cameroonian private firms, highlighting areas for further research and practical intervention.

1.9 Definition of Term

Organizational Politics: Organizational 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

Employee Job Dissatisfaction: Employee job dissatisfaction is a negative emotional response that employees experience when their job fails to meet their expectations or needs. 

Private Firms: Private firms refer to businesses or companies that are owned by individuals, families, or groups of private investors rather than by the government or the public through stock ownership.

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