AN EVALUATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL POLITICS AND ORGANIZATIONAL COMMITMENT IN THE PUBLIC SECTOR IN CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the study 

Government employees are now valuable assets and advocates for communication with all stakeholders, including citizens, legislators, grass-roots organizations, business associations, lobbyists, and, eventually, those within the governmental hierarchy. In other words, the government will be pushed in the future to become a centre where actual knowledge workers will perform more non-trivial tasks in order to assist residents. The most valuable skill set in the future will not necessarily be knowledge, experience, or training (though these are important attributes), but rather the degree to which the new knowledge worker will look for and expect, as well as prepare himself, to successfully handle the unexpected (Moore, 2020). A government employee receives numerous benefits, but he must also follow the government's rules, even if they are against his wishes. He must be dedicated and dutiful to his work. Some of them love this commitment, while others either ignore it or make it under pressure. It has been observed that the majority of people work for the government in order to profit from the government's monitoring perks, relaxation, and job security. Commitment to a job appears to be lagging behind in the race to obtain one.

According to Vigna (2018), the attributes required by employees for organizational effectiveness are 1) entrance and stability in the organization 2) fulfilling the task allocated to them, and 3) engaging in new and spontaneous activity that goes beyond the scope of their role. Choosing talented personnel is consequently tough, as is developing a trained workforce. As a result, the authorities must understand commitment--what it is, how it works, and what behaviours employees exhibit that demonstrate their devotion. Some experts define commitment as both a willingness to stick with a plan and a reluctance to modify it, which is typically motivated by a sense of obligation to remain the course. People are committed to a variety of institutions, including economic, educational, familial, political, and religious. They also make commitments to specific people, such as their spouses, children, parents, and siblings, as well as their employers, coworkers, bosses, and clients. Commitment includes an emotional component. People frequently feel and exhibit favourable emotions towards an entity or person to whom they have made a commitment. Finally, commitment includes a rational component. Most people intentionally decide to make commitments, and then they carefully plan and carry out the necessary measures to keep them (Bulls, 2019).

In the public sector, organizational politics have a considerable impact on several elements of employee behaviour and organizational outcomes. Recent study has focused heavily on the relationship between organizational politics and organizational commitment, particularly in Cameroon. organizational politics refers to the acts and behaviours that employees participate in to acquire an edge or power within an organization, which frequently involve persuasion, manipulation, or self-promotion. This phenomena can have a significant impact on organizational commitment, which is the degree to which employees feel attached and loyal to their organization.

In Cameroon, where public sector organizations face specific obstacles such as bureaucratic inefficiency, political influence, and resource limits, understanding this relationship is critical. According to studies, high levels of organizational politics can undermine trust, lower job satisfaction, and have a detrimental influence on employee engagement. As individuals navigate the complexities of internal power systems, their loyalty to the organization may shift, undermining overall performance and organizational stability.

Ngwa and Nchong's (2023) recent study investigates how organizational politics in Cameroon's public sector effects employee commitment levels, with a focus on the relationship between political behaviour and job satisfaction. The findings imply that political manoeuvring might erode organizational commitment by creating an environment of distrust and perceived unfairness. Understanding and efficiently managing organizational politics, on the other hand, can boost commitment by fostering a more transparent and supportive work environment. Hence the need for this study.

 Statement of the problem

In recent years, the relationship between organizational politics and organizational commitment has emerged as a major source of worry in Cameroon's public sector. organizational politics, defined as the use of power and influence to achieve personal or departmental objectives, has been identified as a significant influence on employee attitudes and behaviours. organizational politics can have a significant impact on organizational commitment in the public sector, which is characterised by bureaucratic systems and hierarchical management.

 organizational commitment refers to employees' psychological attachment to their organization, which includes their motivation to work on behalf of the organization and their desire to stay with it. There is emerging evidence in Cameroon's public sector that organizational politics may affect this commitment. According to Ndongko (2022), widespread political manoeuvring and favouritism inside public institutions can reduce employees' motivation and loyalty, impacting their total commitment to their organizations.

Despite the importance of this issue, there is a significant gap in empirical research examining how organizational politics influences organizational commitment in the Cameroonian public sector. While Fonkeng and Muna's (2021) research reveals a widespread phenomenon of organizational politics, its precise implications for organizational commitment in Cameroon remain unclear. This absence of thorough research inhibits public sector managers' capacity to develop effective measures for mitigating the negative effects of organizational politics and increasing staff commitment.

Furthermore, Cameroon's distinct sociopolitical climate, with its intricate interplay of local and national political factors, may amplify the impact of organizational politics on employee engagement. The interaction of political affiliations and professional obligations in Cameroonian public institutions frequently creates a work climate in which employees' commitment is tested by political pressures and favouritism. Nguiffo and Tabe (2023) emphasise the importance of understanding these processes in devising targeted interventions to promote organizational commitment in such circumstances.

The review and findings from the current literature have revealed certain gaps in organizational politics and organizational commitment linkages. Some researchers (e.g., Saxena & Puri, 2015) argue that organizational politics and its impact on commitment have gotten insufficient attention. This study aims to contribute to scholarship by addressing this gap.

1.3 Objectives of the Study 

The primary objective of this study is to evaluate the relationship between Organizational Politics and Organizational Commitment in the public sector in Cameroon. Specifically the study seeks to:

Assess whether organizational politics has an influence on employee organizational commitment in the public sector in Cameroon.

Identify the factors of organizational politics that affect organizational commitment.

Evaluate the impact of organizational politics on employee organizational commitment.

Identify strategies for mitigating negative impacts of organizational politics on commitment in the public sector in Cameroon.

1.4 Research Questions

The following research questions will be answered in this study:

Does organizational politics have an influence on employee organizational commitment in the public sector in Cameroon?

What are the factors of organizational politics that affect organizational commitment?

What are the impact of organizational politics on employee organizational commitment?

What are the strategies for mitigating negative impacts of organizational politics on commitment in the public sector in Cameroon?

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: There is no significant relationship between organizational politics and organizational commitment in the public sector in Cameroon.

Ha1: There is a significant relationship between organizational politics and organizational commitment in the public sector in Cameroon.

1.6 Significance of the study

This study is critical for understanding how organizational politics affects employee views and the overall work environment in business organizations. The study contributes to a better understanding of the underlying dynamics that influence employee morale, work satisfaction, and productivity by analysing the kind and extent of political behaviour within organizations.

Recognising the impact of organizational politics on employee morale is essential for developing successful job satisfaction initiatives. The findings can help managers deal with grievances, reduce stress, and build a more supportive work atmosphere, resulting in increased employee retention and motivation.

Furthermore, the findings of this study can be used to develop policies and practices aimed at reducing the negative repercussions of organizational politics. This includes setting clear norms for ethical behaviour, fostering merit-based decision-making, and providing routes for employee feedback and conflict resolution..

Finally, this study contributes to the scholarly literature on organizational politics, notably in the public sector organizations in Cameroon. It provides empirical data for comparative research and leads to a more comprehensive knowledge of organizational behaviour in various cultural and institutional contexts.

1.7 Scope of the study

The study aims to evaluation of the relationship between organizational politics and organizational commitment in the public sector in Cameroon. Empirically, this study will assess whether organizational politics has an influence on employee organizational commitment in the public sector in Cameroon, the factors of organizational politics that affect organizational commitment, the impact of organizational politics on employee organizational commitment and the strategies for mitigating negative impacts of organizational politics on commitment.

This study will be carried out in Cameroon.

1.8 Limitation of the study

The researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that the relationship between organizational politics and organizational commitment in the public sector in Cameroon discourse is vast thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size covering only staff of the public sector. Thus findings of this study cannot be used for generalization for other business organizations or educational institutions within Cameroon. Additionally, the researcher will simultaneously engage in this study with other academic work will impede maximum devotion to the research. Howbeit, despite the constraint encountered during the research, all factors were downplayed in other to give the best and make the research successful.

1.9 Definition of terms

Organizational Politics: Organizational politics is the use of power and influence within an organization to achieve personal or group goals that do not necessarily correspond with the organization's objectives. It frequently entails strategic manoeuvring, persuasion, and networking to acquire an edge, control resources, or influence decisions. While it can occasionally result in beneficial outcomes, such as increased innovation and decision-making, it can also cause conflicts, undermine trust, and have a detrimental impact on overall performance.

Organizational commitment: Organizational commitment refers to the psychological attachment and loyalty an employee feels towards their organization. It encompasses the employee's willingness to continue working for the organization, align with its goals and values, and exert effort on its behalf. High organizational commitment typically results in reduced turnover, increased job satisfaction, and better performance.

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