AN EXAMINATION ON THE INFLUENCE OF WORKPLACE MISTREATMENT ON ORGANIZATIONAL PERFORMANCE IN THE MANUFACTURING INDUSTRY IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Workplace mistreatment refers to a type of inappropriate behavior that is relatively mild and lacks clear intentions to harm the target. This conduct violates established workplace norms centered around mutual respect (Cortina et al., 2021). Workplace mistreatment, as described by Pearson, Andersson, and Porath (2018), involves intentional and consistent displays of rudeness and discourtesy, demonstrating a disregard for others' well-being and feelings. It encompasses behaviors showing a lack of respect, often manifesting as impoliteness or discourtesy. However, Pearson et al. (2018) define the workplace as a physical or virtual setting where individuals engage in employment. It's a space characterized by trust in superiors, job satisfaction, and camaraderie among colleagues. Furthermore, the workplace is a physical location like an office or factory where productive activities occur. Mistreatment, on the other hand, signifies the absence of civility, decency, or politeness, involving discourteous behavior or treatment (Shernoff, 2019). Workplace mistreatment, as outlined by Pearson et al. (2018), includes disruptive behaviors such as outbursts, sarcastic comments, and harsh criticism. These instances of mistreatment have significant detrimental effects, impacting productivity and overall work quality. Furthermore, workplace mistreatment arises from interpersonal encounters perceived as unjust, breaching the standard of respect (Arasli et al., 2018). It often leads to more overtly hostile behaviors as emotional responses intensify over time (Wilson & Holmuall, 2020). Disagreements can damage interpersonal relationships, leading to animosity and avoidance (Abubakar, 2018). This, in turn, affects organizational productivity and work quality. Incidents of mistreatment can extend beyond verbal communication to encompass disrespectful nonverbal behaviors like ignoring or excluding (Estes & Wang, 2018). However, the intention behind such behavior may not always be clear. Despite its prevalence and negative effects on employee health and organizational performance, workplace mistreatment is not always fully understood or addressed within organizations (Shernoff, 2018). Researchers have identified a wide range of behaviors under the umbrella of mistreatment, from subtle actions to intentional emotional harm (Al-Zyoud & Mert, 2019). Overall, workplace mistreatment sets a negative tone in the organizational environment and can escalate into more aggressive behaviors over time. Therefore, a survey will be conducted to examine the influence of workplace mistreatment on organizational performance in the manufacturing industry in Cameroon.

1.2 Statement of the Problem

The increase in workplace mistreatment has led to considerable financial losses for organizations, impacting both human resources and overall profitability and productivity. However, the most significant expenses that can be curtailed by an organization are those stemming from unresolved workplace disagreements. In addition, mistreatment in the workplace not only hinders performance and new practices, but it also tends to target the organization's most skilled employees, who are often perceived as the most scary by those who harass them (McCord & Richardson, 2023). Such attitude in the workplace frequently hampers the creativity and productivity of the organization's key personnel. Instances of workplace mistreatment, such as harassment, bullying, and incivility, have the potential to result in the removal of skilled employees from the organization in severe cases. Nevertheless, studies suggest that the organizational climate and workplace environment are pivotal factors in predicting the probability of mistreatment and its effect on employees (Felstiner and Sarat, 2021). However, there is a lack of research on the particular policy, procedure, awareness, and prevention methods. Furthermore, the gender relations inside the workplace also have a significant role in increasing the probability of experiencing mistreatment in the form of harassment. For example, if there are few women in a close-knit professional environment or if they are working in a field that is not usually chosen by women, the chances of suffering harassment may increase. Lester (2019) argues that the most effective approach to prevent workplace abuse, bullying, harassment, and influence public opinion is for businesses to have a clearly defined policy that specifically forbids harassment and successfully conveys this to their staff. The author additionally proposes that many women choose to lodge a complaint and pursue a settlement within the workplace in order to avoid criticism, social exclusion from coworkers, and maltreatment by management.Thus, this study seeks to examine the influence of workplace mistreatment on organizational performance in the manufacturing industry in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to examine the influence of workplace mistreatment on organizational performance in the manufacturing industry in Cameroon. Specifically, the study will;

Assess the level of mistreatment among workers in the manufacturing industry in Cameroon.

Assess the causes of workplace mistreatment among workers in the manufacturing industry in Cameroon.

Assess the relationship between workplace mistreatment and organizational performance.

Assess the influence of workplace mistreatment on organizational performance in the manufacturing industry 

1.4 Research Questions

The following questions have been prepared for the study:

What is the extent of mistreatment experienced by workers in the manufacturing industry in Cameroon?

What are the factors contributing to workplace mistreatment among workers in the manufacturing industry in Cameroon?

How does workplace mistreatment correlate with organizational performance?

How does workplace mistreatment impact organizational performance in the manufacturing industry?

1.5 Research Hypothesis

H0: There is no significant relationship between workplace mistreatment and organizational performance.

Ha: There is a significant relationship between workplace mistreatment and organizational performance.

1.6 Significance of the Study

This study will greatly boost the capacity of staff members to confront and deal with workplace mistreatment practices and policies, resulting in enhanced organizational performance and a decrease in occurrences of workplace harassment, bullying, or incivility. Moreover, since policy-makers are continually required to assess the effectiveness of regulations, this study will assist organisations in developing their own policies about abuse in the workplace. The study will serve as a preliminary investigation into workplace mistreatment and its influence on organization' performance in the manufacturing industry in Cameroon, paving the way for further research. Invariably, the result of the study contributes immensely to the body of academic knowledge with regards to the influence of workplace mistreatment on organizational performance .

1.7 Scope of the study

The scope of this study is boarded on the influence of workplace mistreatment on organizational performance in the manufacturing industry in Cameroon. Empirically, this study will assess the level of mistreatment among workers, the causes of workplace mistreatment among workers in the manufacturing industry in Cameroon, the relationship between workplace mistreatment and organizational performance and the influence of workplace mistreatment on organizational performance in the manufacturing industry.

Geographically, the study will be delimited to employees of some selected manufacturing industry, Limbe,  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

Workplace mistreatment: any form of unjust or oppressive conduct targeted at an employee. This includes behaviours such as verbal mistreatment, coercion, bias, or deliberate obstruction, which frequently result in an unfriendly or poisonous work atmosphere (Pinkos, 2018).

Harassment: is the act of repeatedly and intentionally mistreating or abusing someone, resulting in their discomfort, humiliation, and offence (Einarsen & Raknes, 2018). 

Bullying: involves repeated aggressive behavior intended to harm, intimidate, or exert control over another person, especially when there is an imbalance of power.