AN ASSESSMENT ON THE ON THE IMPACT OF OFFICE POLITICS ON EMPLOYEE TURNOVERS IN PRIVATE FIRMS IN CAMEROON

CHAPTER ONE

INTRODUCTION

Background to the Study

Generally, employee is the lifeline of organizations hence retaining valuable staff has become a worldwide issue and there is ample evidence that in the face of an ever-increasing high rate of employee turnover, retention of qualified staff has been a major worry for managers throughout the world (Chipunza, 2019). According to Rains (2018) employee turnover is described as an employee's movement towards and away from the organization and is one of the challenging issues many organizations both public and private in developed and developing countries face. Apparently, employee turnover may be divided into two categories like voluntary and involuntary employee turnover.  Whereas Ume and Chima (2020) highlighted that voluntary employee turnover refers to turnover that is done voluntarily by an employee, whereas involuntary employee turnover refers to turnover that is done involuntarily by workers and either of  this could be factored by organizational climate infiltrated with political activities such as networking, coalition-building, favoritism, gossip, and manipulation.

Chaudhary (2022) observed that organizational politics involves amassing organizational power for personal benefits, rather than organizational objectives. Organizational politics, often termed office politics, is a pervasive element in many workplaces. It involves various strategies and behaviors used by individuals to gain advantage, power, or influence within an organization. These behaviors can range from building alliances and lobbying for resources to undermining colleagues and manipulating decision-making processes. Office politics refers to the activities that individuals engage in to enhance their status or further their personal interests within the organization. Ferris (20199) define organizational politics as the actions taken to acquire, develop, and use power and other resources to obtain desired outcomes when there is uncertainty or disagreement. Andrew mentioned that organizational politics is described as an activity that assists employees within an organization in achieving their goals without going through the appropriate channels. Political activity is reflected via the essence of employee understanding of what politics is hence taken into the workplace (Andrews & Kacmar, 2021).

In private firms in Cameroon, where profit maximization and competitive advantage are paramount, the presence and intensity of office politics can be particularly pronounced. These activities often occur outside of formal organizational structures and can significantly impact the work environment and employee morale and force them to leave their jobs. These behaviors are typically aimed at advancing personal interests, securing resources, or gaining influence over decisions and promotions. 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.

Conversely, Ukeje (1990) believes that organizational climates are related to job satisfaction which is determinant of turnover intentions in terms of interpersonal relations, group cohesiveness and task involvement. Thus A healthy organizational climate is desirable for greater commitment and productivity and as one which facilitates job satisfaction, high productivity, low tension and high morale. On the other hand, Denga (2021) highlighted that if stressed out due to unhealthy politicized office climate, some employees would make the audacious decision to quit his or her job. 

1.2 Statement of Problem

In recent times office politics, characterized by behaviors aimed at gaining personal advantage at the expense of others, has become a pervasive issue in many organizations. In the context of private firms in Cameroon, the impact of office politics on employee turnover is particularly concerning. Research indicates that organizational politics can lead to a toxic work environment, resulting in decreased job satisfaction, lower morale, and increased stress among employees (Harris and Gordon,2023). When employees perceive their workplace as politically charged, their engagement and commitment to the organization decline, making them more likely to seek employment elsewhere (Vigoda, 2020). This creates a critical problem for organizations, as high turnover rates can disrupt operations and increase recruitment and training costs.

In a study by Njowa (2021) the prevalence of office politics in private firms can also exacerbate existing challenges within the Cameroonian business environment. Issues such as favoritism, power struggles, and lack of transparency can undermine trust and cooperation among employees, leading to a decline in overall organizational performance. Kacmar & Baron, (1999) revealed that employees who feel that their contributions are not recognized or valued due to political maneuvering are more likely to experience job dissatisfaction and disengagement. This not only affects their productivity but high turnover. Similarly, Bormann, & Birjulin. (2020) averred employees who perceived office politics as negative toxic occurrences were also found not to be loyal to their organization hence they believe that their organization does not value higher work standards, challenging work, and integrity; that their organization does not support innovation. To buttress further, Podsakoff, LePine and LePine (2018) reported that office politics can be workplace stressors for employee with low resilience which can have negative effect on employees’ outcomes and discourage them from maintaining their appointment with the organization especially when they can no longer keep up with the  performance of “favored band” or when they are often sidelined and unrecognized.

Despite the recognized negative impact of office politics on employee turnover, there is a significant gap in the literature regarding this issue in the context of private firms in Cameroon. Previous studies have predominantly focused on public sector organizations or contexts in Western countries, which may not fully capture the unique cultural and economic dynamics at play in Cameroon (Drory & Romm, 2020). Understanding how office politics specifically affects employee turnover in Cameroonian private firms is crucial for developing effective strategies to mitigate these adverse effects. The lack of region-specific research leaves managers and policymakers with limited guidance on how to address this issue in a way that is culturally and contextually relevant. Agianst this backdrop, the study is conducted on the impact of office politics on employee turnovers in private firms in Cameroon.

1.3 Objectives of the study

The broad objcetives of the study is focused on  athe impact of office politics on employee turnovers in private firms in Cameroon. Specifically, the study seeks to:

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

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

Examine how office politics affects employee turnover intention in private firms in Cameroon.

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

1.4 Research Questions

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

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

How does office politics affect employee turnover intention in private firms in Cameroon?

What are strategies for which private firms can adopt to reduce the adverse effects of office politics and enhance overall employee retention?

1.5 Resarch 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 office politics on employee turnover in private firms in Cameroon. Specifically, the study seeks to: (i) analyze the prevalence of office politics within private sector companies in Cameroon, (ii) find out the causes of office politics within these companies, (iii) examine how office politics affects employee turnover intentions in private firms, and (iv) explore strategies that private firms can adopt to reduce the adverse effects of organizational politics and enhance overall employee retention. The geographical scope of the study is confined to private sector companies operating within Bamenda 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 Bamenda 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 regions of the countries. Furthermore, the study's cross-sectional design limits the ability to establish causal relationships between organizational politics and employee retention. 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 Turnover: Employee turnover is described as an employee's movement towards and away from the organization and is one of the challenging issues Employee turnover is triggered by 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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