AN ASSESSMENT OF THE IMPACT OF OFFICE POLITICS ON ORGANIZATIONAL COMMITMENT IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

The organisational political landscape refers to the interconnected structures that unite the many political actors inside an organisation. Put simply, the political landscape refers to the dynamics and power structures that shape the interactions among colleagues at a specific period. The process of designing this landscape commences with the organization's leaders exerting their influence on the formal hierarchy, which establishes the reporting structure and reveals the planned political arrangement of the organisation (Zani, 2019). Organisational hierarchies, characterised by distinct political problems faced by each member, are influenced by several elements inside the organisation. The elements that influence this include the organization's objectives, its size, the quantity of resources at its disposal, and the sort of leadership present inside the organisation. The introduction of individuals into the organisational mix will lead to changes in the political landscape (Solomon, 2021). 

An informal hierarchy is developed during the collaborative process. The primary connection among individuals in a political context is the ability to obtain and exchange information. The hierarchy can be determined by assigning numerical values to connections based on the extent to which two individuals assess and appreciate each other (Pan et al., 2021). The cumulative value of these factors pertaining to an individual determines their position in the hierarchy. Collaborative estimation and result merging by multiple individuals can yield more reliable outcomes. Individuals swiftly discern the authoritative figure, upon whom they rely for significant information, and who possesses comprehensive knowledge of the workplace rumours (Rio, 2022). It is crucial to acknowledge one's position and level of authority within the organisation in order to understand one's role and impact in the overall structure. It is crucial to utilise that authority not only to achieve the objectives of the organisation, but also to prevent others from misusing it. "Every individual within the organisation plays a part in the political dynamics that facilitate the smooth execution of tasks and objectives" (Ferdinand, 2022).  

Workplace politics encompasses the dynamics and acts that occur throughout human interactions, specifically relating to power and authority (Musa, 2018). It functions as a means to evaluate the ability to operate effectively and reconcile differing perspectives of stakeholders (Sam, 2019). Termed as office politics or organisational politics, it encompasses the utilisation of authority and social connections within a company to bring about advantageous changes for persons involved. Aamodt (2017) defines organisational politics as manipulative actions employed by employees to enhance their chances of achieving favourable results within an organisation. Individuals may exert influence in a way that prioritises their own interests, without considering the impact on the organisation (Aamodt, 2017). Individual benefits may encompass the ability to utilise physical resources or intangible advantages such as social standing and perceived authority that exert influence on others (Jotham, 2017).

Office politics refers to the utilisation of authority and influence in the workplace with the intention of personal gain or the accomplishment of personal objectives, as stated by Elton (2022). These actions encompass communication, propaganda, information retrieval, alliance building, and strategic information withholding to gain an advantage over others. Workplace politics can manifest in both positive and negative ways, depending on the management and motivation of individuals involved (Ladi et al., 2021). Positive office politics can foster constructive rivalry, enhance communication and collaboration, and enhance decision-making. Unfavourable workplace politics, conversely, can result in distrust, discord, and a noxious work atmosphere (Elton, 2022). Mastering workplace politics and fostering a harmonious working environment are crucial for promoting mutual comprehension among employees and organisations (Ferris et al., 2019). The workplace can provide difficulties, particularly in organisations that consist of individuals from diverse cultural backgrounds. When individuals from diverse origins and cultures collaborate, it can lead to divergent viewpoints, values, and beliefs. This can present a complex scenario and greatly influence employees' work-life balance and overall job satisfaction.

Office politics refers to the unofficial power dynamics that involve employees engaging in direct or indirect power battles within the workplace. The primary objective of these efforts is to cultivate personal interests or prevent adverse outcomes for all organisations (Xiang, 2022). Existing research indicates that all organisations possess a certain degree of political dynamics (e.g., Yang, 2009; Wisdom et al., 2019). According to the research conducted by Parker et al. (2018), organisational commitment is characterised as the degree to which an individual identifies with and actively participates in a specific organisation. An organization's success is contingent upon having a supportive work environment that fosters employee dedication (Nwachukwu et al., 2020). The relationship between perceived organisational politics and organisational commitment has been extensively researched, as it is recognised as crucial for achieving organisational success (Jam et al., 2021; Yilmaz, Ozer, & Gunluk, 2017).

The dynamics of office politics can significantly impact the level of employees' dedication to the organisation. Engaging in positive office politics, characterised by honest acts that prioritise the improvement of the organisation, can boost commitment by fostering a fair and encouraging work environment. Nevertheless, the presence of detrimental office politics, which entails the practice of favouritism, manipulation, and exclusion, might result in a decline in commitment. Employees may have feelings of being underappreciated, having a lack of trust, and being less involved with the organisation, which can ultimately impact their level of commitment.Employee engagement and dedication are vital factors that significantly impact employee performance.  Employee engagement refers to the level of involvement of workers in company activities, including decision-making.  Commitment is demonstrated by the duration of one's service.  According to Aziez (2022), workers that are engaged demonstrate increased diligence and loyalty towards their organisation. Thus, companies who seek to have exceptionally efficient staff will make sure to actively involve them and adopt all essential procedures to enhance their level of dedication. Turnover results in significant expenses related to recruitment and the departure of skilled employees. Based on Hall's (2019) findings, a 2017 estimate suggested that employee turnover might result in a financial loss of up to 33% of an employee's yearly compensation for firms. From a managerial standpoint, staff dedication is very desirable due to the associated costs.

The aforementioned case demonstrates the inevitability of office politics, even for individuals who choose not to participate in them. Self-serving leaders have the ability to prioritise their own interests, disregarding the well-being of personnel, including those who are not directly engaged in political matters. Consequently, numerous employees are compelled to engage in politics in order to protect their interests. Employees that excessively engage in office politics allocate less time to productive work activities (Aransyah & Hetami, 2021). Consequently, the organisation also experiences the negative consequences of unfavourable business politics. Office politics, which is commonly defined by conflicts for power, biassed treatment, and the impact of personal connections on professional choices, is a widespread problem in numerous global organisations. Within Cameroonian organisations, the study of office politics' influence on staff morale and productivity is of utmost importance, as it has the potential to alter organisational efficiency, employee happiness, and overall business performance.

Cameroon's socio-cultural and economic environment has distinct characteristics that influence how organisations behave. Office politics can be influenced by traditional hierarchical systems, ethnic diversity, and economic inequities in different countries. It is essential to comprehend the influence of these factors on organisational commitment in Cameroonian organisations in order to cultivate a productive and harmonious work atmosphere. The objective of this study is to gain a thorough comprehension of the impact of office politics on organisational commitment in Cameroonian organisations. The study aims to help to the advancement of fair and dedicated workplaces in Cameroon by addressing these concerns.

1.2 Statement of the problem

Office politics refers to the deliberate manipulation and strategic manoeuvring that takes place within an organisation in order to acquire advantage or power. These activities can have a substantial impact on numerous elements of organisational life. The intersection of traditional social institutions and modern business processes in Cameroon creates a unique difficulty in studying the impact of office politics on organisational commitment, which has not been fully researched.

Although a bureaucratic and politicised structure is commonly linked to larger firms, startups and small enterprises are also susceptible to this issue. Political dynamics can permeate an organisation when the founders, investors, and staff are not in alignment with the organization's vision (Jack et al., 2023). The presence of unfavourable office politics in the workplace can have detrimental effects on the organisation. It has the potential to generate divisions among colleagues, supervisors, and subordinates, leading to a tense and disruptive work environment (Lukman, 2019). Moreover, office politics have the potential to diminish employee performance, engagement, productivity, and overall organisational morale. Failure to address workplace politics is likely to result in more employee turnover and harm the organization's reputation. The severity of political behaviour might lead to legal and financial repercussions (Sanchez, 2022). 

According to Adenekan (2020), office politics might result in a decline in organisational commitment. Additionally, he asserts that the existence of office politics might erode employees' emotional connection to their organisation. According to Sanchez (2022), the presence of favouritism, manipulation, and power conflicts can result in a decrease in affective commitment. This means that employees may become less emotionally engaged in their roles and less committed to the aims of the organisation. Employees' normative commitment to an organisation can be diminished by the perception of unfair treatment or manipulation, leading to a decreased sense of obligation to remain with the organisation (Kushner, 2021). Furthermore, according to Abayomi (2020), a significant presence of office politics can result in a higher likelihood of people wanting to leave their jobs. When internal power dynamics and conflicts in the workplace produce a harmful and unhealthy work atmosphere, employees may be less motivated to stay with the organisation, resulting in increased rates of employee turnover and the subsequent financial burdens that come with it.

Although office politics is widely recognised as a phenomenon worldwide, there is a lack of empirical study specifically examining its influence on organisational commitment in the context of Cameroon. The absence of data impedes the capacity of organisations and policymakers to formulate efficient strategies for handling office politics and cultivating dedication. Strategies for managing and overseeing operations: Organisations may face difficulties in implementing successful management techniques if they lack a comprehensive understanding of how office politics impacts organisational commitment. To effectively address this issue, it is necessary to have a deep understanding of the connection between office politics and commitment, taking into account the specific circumstances of the local environment. Therefore, the investigation is necessary.

Objectives of the study

The primary objective of this study is to critically assess the impact of office politics on organizational commitment in Cameroon. Specific objectives of this study are to:

To find out whether there is a relationship between office politics and organizational commitment in Cameroon.

To evaluate the Impact of Office Politics on Job Satisfaction in Cameroon

To assess the impact of office politics on job retention in Cameroonian organizations

To recommend strategies for mitigating the negative effects of office politics on organizational commitment

1.4 Research Questions

The following research questions which are in line with the objectives of this study will be answered in this study:

Is there a significant relationship between office politics and organizational commitment in Cameroon?

What is the impact of office politics on Job Satisfaction in Cameroon?

What is the impact of office politics on job retention in Cameroonian organizations?

What are the strategies for mitigating the negative effects of office politics on organizational commitment?

1.5 Research Hypotheses

To determine the effectiveness of this study, the following research null hypotheses will be formulated to guide the study and it will be tested at 0.05% levels of significance.:

Ho: There is no significant relationship between office politics and organizational commitment in Cameroon.

Ha: There is significant relationship between office politics and organizational commitment in Cameroon.

1.6 Significance of the study

The study's significance rests in its capacity to develop organisational practices, bolster employee satisfaction and retention, and add to practical and theoretical understanding in the field of organisational behaviour. 

The study offers useful insights into the impact of office politics on employees' levels of commitment. It is imperative for organisational leaders in Cameroon to acknowledge and tackle challenges that could potentially impair employee engagement and productivity. Gaining insight into and effectively managing the influence of office politics can result in enhanced organisational efficiency. Organisations that have a greater degree of employee commitment are more likely to achieve improved performance, increased productivity, and enhanced team collaboration.

Moreover, by the identification of the adverse impacts of office politics on organisational commitment, this study can assist organisations in formulating measures to enhance job satisfaction and mitigate turnover. This can result in a workforce that is more steady and motivated.

Moreover, the study's findings might provide valuable guidance for organisational policy-making and strategic planning. Organisations can utilise the acquired knowledge to enact strategies that reduce workplace politics, foster equity, and strengthen employee dedication.

In essence, this study can provide a basis for future investigations on office politics and organisational commitment in Cameroon and comparable environments. It has the ability to identify deficiencies in existing knowledge and propose potential subjects for future research.

1.7 Scope of the study

Broadly, this study focus is to critically assess the impact of office politics on organizational commitment in Cameroon. Specifically, this study seeks to find out whether there is a relationship between office politics and organizational commitment in Cameroon and evaluate the Impact of Office Politics on Job Satisfaction in Cameroon. 

Further, this study will focus on assessing the impact of office politics on job retention in Cameroonian organizations and it also seeks to recommend strategies for mitigating the negative effects of office politics on organizational commitment.

 The study is carried out in Cameroon. 

1.8 Limitations of the study

As with any human endeavour, the researchers faced many minor constraints during the investigation. The main limitation was the lack of extensive literature on the subject, due to the limited availability of data about the evaluation of the influence of office politics on organisational commitment in Cameroon. Hence, a significant allocation of time and exertion was necessary to ascertain the appropriate materials, books, or information and amass data. 

Furthermore, this study is constrained by its small sample size and narrow geographic scope, focussing just on Cameroon. Therefore, the conclusions of this study cannot be extended to other situations, thus requiring further investigation. 

Moreover, the researcher's restrictions were primarily due to financial constraints, as they are a student without any source of income to sustain themselves. The exorbitant transportation charges at the research location posed a challenge in covering the expenses for transportation fees.

Furthermore, the researcher faced a time constraint due to the need to do this research while still fulfilling the obligations of attending lectures and participating in other educational activities.

1.9 Definition of terms

Politics: Politics is activities aimed at improving someone's status or increasing power within an organization.

Office politics: Also known as office politics and organizational politics, it involves the use of power and social networking within a workplace to achieve changes that benefit individuals within it.

Organizational commitment: Organizational commitment refers to the level of engagement and dedication team members feel toward their individual jobs and the organization. It also describes the different reasons professionals remain with an employer rather than seek opportunities elsewhere.

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