AN EXAMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL POLITICS AND EMPLOYEE JOB SATISFACTION IN THE NIGERIAN PUBLIC SECTOR

CHAPTER ONE

INTRODUCTION

Background of the study 

Organisations are social entities that individuals and groups utilise a variety of strategies, including personal conflict, to achieve their benefits, goals, and to promote and protect their self-interest within the organisation. Organisational politics (OP) is a prevalent phenomenon in the realm of organisational life, arising from the exertion of power by those in positions of authority or top management. It also pertains to how individuals employ their power and influence to shape the operations of the systems. According to Murray (2018), organisational politics refers to the management of power by employing methods that are not officially sanctioned by the organisation, or by utilising unsanctioned influence to achieve personal objectives or goals. The importance of organisational politics lies in its potential consequences and effect on work outcomes. Many scholars have argued that politics frequently disrupts normal organisational processes, such as decision making, promotion, and rewards, and has an impact on productivity and performance at both individual and organisational levels. Many studies related to OP have been conducted in the academic sector, primarily at universities. However, some studies have also utilised mixed samples from private and semi-public agencies such as hospitals and government-owned industries.

In the Nigerian public sector, it is crucial to understand the interplay between organisational politics and employee job satisfaction, as bureaucratic structures and political patronage often intertwine. Professors in public institutions often find themselves navigating intricate political landscapes that have a significant impact on their roles, responsibilities, and the overall work environment. This dynamic can have an impact on their levels of job satisfaction, which is crucial for the effectiveness of the organisation and the retention of employees.

Recent studies have highlighted that organisational politics can have both positive and negative effects on job satisfaction, my dear student. For instance, when employees perceive that political manoeuvres are integral to career advancement and rewards, they might experience increased job dissatisfaction due to perceived unfairness and lack of meritocracy (Agarwal, 2023). On the other hand, according to certain research conducted by Ahmed et al. (2023), it has been suggested that when employees perceive political behaviour as an essential means for the survival and success of the organisation, it can potentially result in increased job satisfaction. The dual nature of organisational politics necessitates a nuanced understanding, especially within the Nigerian public sector, which is characterised by its unique political and administrative challenges.

In Nigeria, where public sector employment is frequently influenced by political affiliations and nepotism, the correlation between organisational politics and job satisfaction becomes particularly pronounced. Political patronage has the potential to influence job roles, promotional opportunities, and even job security, thereby impacting employees' perception of fairness and their overall job satisfaction (Ezeani & Olukayode, 2022). According to recent research conducted by Johnson and Ugwu (2023), it has been found that employees who perceive higher levels of organisational politics are more prone to reporting lower job satisfaction and experiencing higher levels of stress. This dissatisfaction can manifest in various ways, including decreased productivity, increased turnover, and lower morale, which are detrimental to organisational performance hence the need for this study.

 Statement of the problem

Organisational politics, defined as the exploitation of authority and influence to pursue personal interests under the detriment of organisational goals, has been a longstanding problem in many industries, including the public sector. Within the Nigerian public sector, characterised by bureaucratic structures and hierarchical systems, the impact of organisational politics on employee work satisfaction has emerged as a significant issue. The complex interplay of power relationships, bias, and manipulation frequently eclipses merit-based procedures, therefore significantly affecting employee morale and job satisfaction. Although job satisfaction is crucial for employee performance and productivity, there is a lack of empirical exploration on the precise impact of organisational politics on job satisfaction in this particular setting.

According to recent studies, it has been found that organisational politics can have a negative impact on job satisfaction. This is because employees may experience feelings of being undervalued, insecure, or treated unfairly as a result of the political tactics employed by their colleagues and superiors (Akinbode, 2023; Ojo, 2024). For instance, it has been found by Akinbode (2023) that the prevalence of political favouritism in Nigerian public institutions is significantly correlated with lower job satisfaction among employees. Similarly, it has been highlighted by Ojo (2024) that employees' perceptions of organisational politics are directly linked to their levels of job satisfaction. This suggests that when there is an increase in political behaviour within an organisation, it tends to diminish the contentment and commitment of employees.

These findings underscore the need for a comprehensive examination of how organisational politics affects job satisfaction in the Nigerian public sector. Understanding this relationship is crucial for developing effective management strategies and interventions aimed at enhancing employee satisfaction and, consequently, overall organisational performance. Therefore, this study aims to investigate the relationship between organizational politics and employee job satisfaction in Nigerian public sector organizations, contributing to the broader discourse on effective human resource management and organizational behavior.

1.3 Objectives of the Study 

The primary objective of this study is to examine the relationship between organizational politics and employee job satisfaction in the Nigerian public sector. Specifically the study seeks:

To analyze the correlation between employee perceptions of organizational politics and their overall job satisfaction in the Nigerian public sector.

To assess the long-term effects of organizational politics on employee retention and performance in Nigerian public sector organizations.

To identify strategies for improving job satisfaction in the presence of organizational politics within the Nigerian public sector.

1.4 Research Questions

The following research questions will be answered in this study:

What is the correlation between employee perceptions of organizational politics and their overall job satisfaction in the Nigerian public sector?

What are the long-term effects of organizational politics on employee retention and performance in Nigerian public sector organizations?

What are the strategies for improving job satisfaction in the presence of organizational politics within the Nigerian public sector?

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: There is no significant relationship between organizational politics and employee job satisfaction in the Nigerian public sector.

Ha1: There is a significant relationship between organizational politics and employee job satisfaction in the Nigerian public sector.

1.6 Significance of the study

Firstly, exploring this relationship offers a deeper understanding of how organizational politics affects job satisfaction in the Nigerian public sector. Organizational politics, characterized by actions and behaviors aimed at influencing decisions and gaining personal advantages, can have a profound impact on employees' emotional and psychological states. By examining this relationship, the study can reveal how political dynamics, such as favoritism, nepotism, and manipulation, influence employees' perceptions of fairness, equity, and trust within their organizations. This understanding is crucial for developing strategies to mitigate the negative effects of politics on job satisfaction and, consequently, on overall employee morale and productivity.

Secondly, this study holds significance for policy-makers and public sector managers by highlighting the need for effective policies and practices to address the challenges posed by organizational politics.

Furthermore, the findings of this study can contribute to the broader discourse on human resource management and organizational behavior in the Nigerian public sector. By providing empirical evidence on the link between organizational politics and job satisfaction, the research can contribute to the development of best practices and management strategies that address the unique challenges faced by public sector organizations in Nigeria. This knowledge can also be valuable for scholars and practitioners in other sectors and regions, offering insights that may be applicable in similar contexts.

1.7 Scope of the study

The study aims to examine the relationship between organizational politics and employee job satisfaction in the Nigerian public sector. Empirically, this study assesses the correlation between employee perceptions of organizational politics and their overall job satisfaction in the Nigerian public sector, the long-term effects of organizational politics on employee retention and performance in Nigerian public sector organizations and the strategies for improving job satisfaction in the presence of organizational politics within the Nigerian public sector.

This study will be carried out in Nigeria.

1.8 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that it is a new discourse 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. Additionally, the researcher will simultaneously engage in this study with other academic work. However in spite of the constraint all these constraint were downplayed to give the best.

1.9 Definition of terms

Politics: Politics is the activity or process of making decisions and governing within a group, organization, or country. It involves managing public affairs, creating laws, and addressing issues related to power and authority.

Organizational politics: Organizational politics refers to the use of power, influence, and maneuvering within a workplace to achieve personal or group goals, often at the expense of others or the organization's overall objectives.

Employee: An employee is a person who works for a company or organization in exchange for wages or a salary. Employees perform specific tasks or duties as part of their job responsibilities.

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