AN INVESTIGATION OF THE FACTORS INFLUENCING WORKPLACE INCIVILITY IN CAMEROONIAN ORGANIZATION

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Uncivil refers to the condition of demonstrating discourteous attitude, treatment, or engaging in uncivil acts. Incivility is the behaviour of showing rudeness or disrespect. According to Shernoff, (2019),incivility refers to a manner or behaviour that is rude or disrespectful, demonstrating a deficiency in civility. While workplace incivility, which refers to mild but harmful behaviour with unclear intention to injure the target, has gained more attention in organizational research because of its harmful impact on employees and organizations as a whole. Conceptually, workplace incivility, as defined by Cortina et al. (2021), is the intentional and continuous display of rudeness and discourtesy, indicating a lack of concern for the welfare and emotions of others. Furthermore, it pertains to actions that demonstrate a dearth of regard for colleagues in the professional setting, frequently characterized as unfriendly or discourteous. Moreover, workplace incivility, as delineated by Pearson, Andersson, and Porath (2018), comprises disruptive actions such as sudden bursts of anger, explosive rage, cutting or caustic remarks, and severe criticism. In Cameroonian organizations, cultural diversity, although a cause for national pride, also adds to the intricacy of workplace dynamics (Hina, 2019). Additionally, workplace incivility in Cameroonian organizations is evident through subtle behaviours like as disrespect, rudeness, gossip, and exclusion. These behaviours contribute to a poisonous work environment that negatively impacts employee well-being and organizational performance. Furthermore, according to Arasli (2018), various factors have impact the frequency and characteristics of workplace incivility in organizations in Cameroon. The cultural diversity in Cameroon offers potential for collaboration and also poses difficulties for intergroup interactions. Disparities in cultural norms, communication methods, and expectations can result in misinterpretations and interpersonal clashes, creating a setting that promotes workplace rudeness. However, leadership methodology employed in Cameroonian organizations can have a substantial influence on the dynamics of the workplace.  Beyond that, lack of explicit policies regarding workplace conduct and methods for resolving conflicts might worsen problems related to rudeness and disrespect. Insufficient mechanisms for addressing complaints or a dearth of assistance for individuals affected may sustain a climate of silence, enabling disrespectful behaviours to continue without intervention. Al-Zyoud and Mert (2019) asserts that workplace stressors, such as excessive workloads, job uncertainty, and insufficient resources, can intensify tensions and interpersonal disputes, leading to a higher probability of incivility among employees. Similarly, social norms and gender dynamics impact how workplace incivility is expressed and perceived, as traditional gender roles and society expectations play a part un shaping these dynamics (McCord et al., 2018). Nevertheless, gender-based prejudices and power imbalances can lead to unequal treatment and unjust treatment of employees, which in turn exacerbates incivility. Therefore, a survey will be conducted in order to investigate the factors influencing workplace incivility in Cameroonian organization.

1.2 Statement of the Problem

As incivility in the workplace creates a noxious environment, it is an increasing concern for many organization. According to Ghosh (2019), incivility in the workplace is influenced by organizational structure, demographics, prior experiences, personality type, sociocultural perspectives, and the origin of the incivility. Each of these elements would significantly influence the welfare of both the organization and the individual (Chandak, Sao, & Bhadade, 2018). However, a detrimental impact is observed on the psychological well-being of employees when incivility is present in the workplace. Furthermore, empirical evidence supporting the notion that workplace incivility has a direct correlation with employees' intention to leave was presented in the research carried out by Lim, Cortina, and Magley (2018). As a result of workplace incivility exhibited by customers and colleagues, sales performance are declined and absenteeism increased. (Jex, Sliter, & Sliter, 2022). Over time, there has been a decline in disparities regarding workplace maltreatment based on race and gender (McCord, Joseph, Dhanani, & Beus, 2019). However, a distinction was made between the experience and the exposure to mobbing, indicating that abuse is a significant concern. Nevertheless, the cost of workplace incivility will have to be paid by the organization in terms of loss of good employees. Incivility at work is directly related to the quality of performance of the employees. Thus, it is in the light of these that the study seeks to investigate the factors influencing workplace incivility in Cameroonian organization.

1.3  Objectives of the Study

The main purpose of this study is to investigate the factors influencing workplace incivility in Cameroonian organization. Specifically, the study will;

Find out whether workplace incivility have a significant influence on the productivity of Cameroonian organization.

Find out the factors influencing workplace incivility in Cameroonian organization.

Find out the impact of workplace incivility on employee performance in Cameroonian organization.

1.4 Research Questions

The following questions have been prepared for the study:

Does workplace incivility have a significant influence on the productivity of Cameroonian organization?

What are the factors influencing workplace incivility in Cameroonian organization?

What are the impact of workplace incivility on employee performance in Cameroonian organization?

1.5  Research Hypotheses

H0:  There is no significant impact of factors influencing workplace incivility in Cameroonian organization.

Ha: There is a significant impact of factors influencing workplace incivility in Cameroonian organization.

1.6  Significance of the Study

The study findings will help management of the organization be able to evaluate the extent of workplace civility and inform the public about the significance of corporate image and workplace civility in Cameroon. Also, the findings will offer suggestions regarding methods to augment and advocate for civility, while also implementing measures to prevent or eliminate incivility within the professional environment. Such recommendations will contribute to a positive perception of the financial institution and its operations. Also, the study will provide valuable insights and discernible patterns concerning employee interactions, thereby facilitating the recognition of potential areas for growth. Furthermore, the research would furnish financial institutions and organizations operating in different industries, with a comprehensive understanding of the significance of corporate image in relation to enhancing employee commitment, profitability, sustainability, and job satisfaction.  Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the role of workplace incivility on employees job satisfaction in financial institution in Cameroon.

1.7 Scope of the study

The scope of this study is boarded on the role of workplace incivility on employees job satisfaction in financial institution in Cameroon. Empirically, the study will find out the impact of workplace incivility on employee performance in Cameroonian organization, find out whether workplace incivility have a significant influence on the productivity of Cameroonian organization, find out the factors influencing workplace incivility in Cameroonian organization and the impact of workplace incivility on  employees’ job satisfaction in Cameroonian organization.

Geographically, the study will be delimited to employees in some selected private organizations in Ndu, 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 Incivility: refers to the deliberate and consistent exhibition of rudeness and discourtesy, demonstrating a disregard for the well-being and feelings of others  (Cortina et al., 2021) .

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