ASSESSMENT ON THE IMPACT OF DIRTY WORKPLACE POLITICS ON EMPLOYEE WELLBEING:A CASE STUDY OF PRIVATE FIRM IN LAGOS STATE

Chapter One

Introduction

1.1 Background to the Study

Globally, workplace politics is an inevitable aspect of organizational life and has a significant impact on employee well-being. In many organizations, especially in private firms, Vigoda-Gadot, (2018) highlighted that workplace politics can manifest in various forms, from favoritism and nepotism to manipulation and backstabbing. These activities, often referred to as "dirty workplace politics," create a toxic environment that negatively affects the psychological and emotional well-being of employees. According to Ferris and Kacmar (2019), dirty workplace politics can lead to increased stress levels, reduced job satisfaction, and decreased productivity, ultimately harming both the individual and the organization. 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 (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 poor commitment to their job.

Contextually, the prevalence of dirty workplace politics in Nigeria, particularly in private firms, has raised concerns about its implications for employee well-being. Nigeria's corporate environment is often characterized by intense competition, which can exacerbate the occurrence of unethical political behaviors in the workplace (Akanbi & Ofoegbu, 2021). In Lagos State, the commercial hub of Nigeria, the pressure to succeed and the high stakes involved in business operations can further intensify workplace politics. This, in turn, can lead to a hostile work environment where employees feel undermined and unsupported, affecting their overall well-being and performance (Ogunyemi, 2020). According to Amanam (2021), the general political behavior in an organization may  involve influencing others  and  events to  meet personal  goals, advance organizational goals, or protect selfish  interests. Such political behaviors most likely cause a  clash  of interests, which affects how  employees relate and engage with each other and their employers. A perfect example is presented by Postma (2021), who relates to having been fired under the guise of budget cuts.  In reality, there was someone in authority who wanted this employee gone. Research by Harris and Gordon (2023) indicates that organizational politics can lead to a toxic work environment, resulting in decreased positive attitude, lower morale and engagement, and increased stress among employees. When employees perceive their workplace as politically charged, their engagement and commitment to the organization decline, making them more likely to reduce their commitment in their job (Vigoda, 2020). This creates a critical problem for organizations, as high turnover rates can disrupt operations and increase recruitment and training costs.

Consequently, the impact of dirty workplace politics on employee well-being is not just a matter of individual concern but also has broader implications for organizational effectiveness. In the opinion of Talmud ( 2017), when employees are subjected to negative political behaviors, their motivation and engagement levels tend to decline, leading to higher turnover rates and lower productivity. More so, the stress and anxiety caused by workplace politics can result in physical health issues, such as hypertension and insomnia, further compromising employees' ability to perform their duties effectively. Research by Nguyen (2019) has revealed that organizations with high levels of workplace politics often struggle with maintaining a positive organizational culture. Similarly, Poon (2018) made a striking observation pointing out that the presence of dirty politics can erode trust among employees, leading to a lack of collaboration and a breakdown in communication. In such environments, employees are more likely to engage in counterproductive work behaviors, such as absenteeism and sabotage, as a way to cope with the negative atmosphere. 

While some level of politics may be inevitable in any organization, the extent to which it becomes detrimental depends on various factors, including leadership style, organizational culture, and the presence of ethical guidelines. In private firms, where profit margins and competition are often prioritized, the challenge is to strike a balance between navigating workplace politics and safeguarding employee well-being. This study seeks to explore how dirty workplace politics affects employee well-being in a private firm in Lagos State, Nigeria, providing insights into the factors that contribute to this phenomenon and potential strategies for mitigation.

1.2 Statement of the Problem

In recent times, dirty workplace politics is a pervasive issue that has far-reaching consequences for employee well-being specially in Nigeria, where the corporate landscape is highly competitive, the problem is particularly pronounced in private firms. Despite the growing body of literature on workplace politics, there is still a significant gap in understanding how these dynamics specifically impact employee well-being in the Nigerian context. Most studies have focused on Western settings, leaving a void in research that addresses the unique cultural and organizational factors at play in Nigeria (Akanbi & Ofoegbu, 2021).

Existing studies by Francis (2019) have highlighted the detrimental effects of workplace politics on stress levels and job dissatisfaction in public enterprise. However, these studies often overlook the specific challenges faced by employees in private firms in Lagos State, where the pressure to perform and the stakes involved are particularly high. This contextual gap underscores the need for research that considers the unique economic and social environment of Lagos, which influences the prevalence and impact of dirty workplace politics. The study by Ogunyemi, (2020) shows there is a theoretical gap in the current literature regarding the mechanisms through which dirty workplace politics affects employee well-being. While some theories suggest that workplace politics leads to stress and burnout, others argue that it may also have a motivational aspect for certain employees who thrive in competitive environments (Vigoda-Gadot, 2018). This lack of consensus calls for more nuanced research that explores these dynamics in greater detail, particularly in the context of private firms in Nigeria. 

More so, the gap in existing research also extends to practical implications. While some studies have recommended strategies for managing workplace politics, these recommendations are often based on findings from different cultural and organizational settings (Kacmar & Baron, 2020). As a result, there is a lack of context-specific guidelines for addressing dirty workplace politics in Nigerian private firms. This study aims to fill these gaps by examining the impact of dirty workplace politics on employee well-being in a private firm in Lagos State.

1.3 Objectives of the Study

The broad objectives of the study is focused on examination on the impact of dirty workplace politics on employee well-being in a private firm in Lagos State. Specifically, the objectives of this study are:

To examine the prevalence of dirty workplace politics in a private firm in Lagos State, Nigeria.

To assess the impact of dirty workplace politics on the psychological well-being of employees in the firm.

To evaluate the effects of dirty workplace politics on employee productivity and job satisfaction.

To identify strategies that can mitigate the negative impact of dirty workplace politics on employee well-being in the firm.

1.4 Research Questions

What is the prevalence of dirty workplace politics in a private firm in Lagos State, Nigeria?

How does dirty workplace politics affect the psychological well-being of employees in the firm?

What are the effects of dirty workplace politics on employee productivity and job satisfaction?

What strategies can be implemented to mitigate the negative impact of dirty workplace politics on employee well-being in the firm?

1.5 Research Hypotheses

Ho: Dirty workplace politics has no significant impact on employee well-being in a private firm in Lagos State, Nigeria.

Hi: Dirty workplace politics has a significant impact on employee well-being in a private firm in Lagos State, Nigeria.

1.6 Significance of the Study

The study holds both practical and theoretical significance. Practically, it will provide insights for organizational leaders and HR managers on how to identify and address dirty workplace politics to enhance employee well-being. The findings can inform the development of policies and practices that foster a healthier work environment, leading to improved employee morale, productivity, and overall organizational performance.

Theoretically, this study will contribute to the existing body of knowledge on workplace politics by providing context-specific insights into how these dynamics play out in Nigerian private firms. By exploring the unique factors that influence the relationship between workplace politics and employee well-being in Lagos State, this research will help fill the gaps in the literature and offer a more comprehensive understanding of the phenomenon.

1.7 Scope of the Study

This study focuses on assessing the impact of dirty workplace politics on employee well-being in a private firm in Lagos State, Nigeria. The content scope includes the examination of the prevalence of workplace politics, its effects on psychological well-being, productivity, and job satisfaction, and the identification of mitigation strategies. Geographically, the study is confined to Lagos State, specifically within the context of a private firm operating in this region.

1.8 Limitations of the Study

Like every academic endeavor, one limitation of this study is the potential for response bias, as employees may be reluctant to disclose the extent of workplace politics due to fear of retaliation. To mitigate this, the study will ensure anonymity and confidentiality in data collection to encourage honest responses. Another limitation is the focus on private firm in Lagos State, which may limit the generalizability of the findings to other regions in the country or other industries. Future research could expand the scope to include multiple firms across different sectors and regions.

1.9 Definition of Terms

Dirty Workplace Politics: The use of unethical or manipulative behaviors by individuals within an organization to gain power, influence, or personal advantage at the expense of others.

Employee Well-being: The overall mental, emotional, and physical health of employees, influenced by factors such as job satisfaction, stress levels, and work-life balance.

Job Satisfaction: The level of contentment and fulfillment employees feel regarding their job roles, responsibilities, and work environment.

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