INVESTIGATING THE EFFECT OF WORKPLACE VIOLENCE ON EMPLOYEES TURNOVER INTENTIONS(A CASE STUDY OF LIMBE PROVINCIAL HOSPITAL)

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Workplace violence is a significant issue in terms of occupational health and safety in the context of working life. However, multiple definitions of workplace violence can be found in the literature. According to Richards (2018), workplace violence refer to situations where employees are subjected to abuse, threats, or physical assault in connection to their job, particularly while travelling to and from work. These incidents involve a direct or indirect threat to their safety, well-being, or health. In addition, workplace violence encompasses both physical and non-physical forms of aggression. Beyond that, it involves a range of behaviours such as physical assault, homicide, robbery, verbal abuse, bullying/mobbing, yelling, shouting, sexual and racial harassment, name calling, threats, and sabotage of work items and equipment . Furthermore, Fletcher, Cavanaugh, & Brakel (2020) provided a definition of a "work or workplace-related problem that has a negative impact on the productivity and safety of employees". Studies have demonstrated that the presence of aggressive behaviour in the workplace leads to employees experiencing elevated levels of stress, anxiety, burnout, and depression. Furthermore, workplace violence has been identified as a contributing factor to decreased job satisfaction, as well as diminished levels of job involvement and employees turnover intention. Turnover intention refers to the intensity of an individual’s desire to leave the current job and look for other job opportunities (Chao, 2019). It is also, define as an employee’s desire to resign and find another job. Workplace violence has a detrimental impact not just on the individuals directly targeted by such behaviour, but also on those who observe such acts of violence. Observing any form of violence in the workplace might instill apprehension among workers, since they may fear experiencing such violence themselves in the future. Research has indicated that the presence of dread regarding violence leads to an adverse effect on employees turnover intentions. Therefore, a survey will be conducted in order to investigate the effect of workplace violence on employees’ turnover intentions (a case study of  Limbe Provincial Hospital).

1.2 Statement of the Problem

Workplace violence found to be negatively correlated with psychological aggression at work, while turnover intention was positively correlated with it. However, social support acts as a mediator in the connection between workplace violence and turnover intentions (Courcy, 2019). Furthermore, Brough's research revealed that the assistance provided by supervisors helped to reduce the psychological stress experienced by medical assistants who were subjected to verbal violence. Prior empirical research has shown that social support acts as a buffer or mediator in the effects of workplace violence on work-related outcomes. In addition, social support theory frequently centres its attention on marginalised populations, such as women who have experienced domestic violence (Noor, 2019). Healthcare workers, being part of vulnerable groups, were the focus of our research done within the context of social support. The classical mediation test employed the causal stepwise regression method, whilst the bootstrap test was utilized to reassess the impact of social support on workplace violence and turnover intention (Hill et al, 2019). Thus, it is in the light of these that the study seeks to investigate the effect of workplace violence on employees’ turnover intentions (a case study of  Limbe Provincial Hospital).

1.3  Objectives of the Study

The main purpose of this study is to investigate the effect of workplace violence on employees’ turnover intentions (a case study of  Limbe Provincial Hospital). Specifically, the study will;

Find out the extent workplace violence experienced by employees at Limbe Provincial Hospital.

Find out the underlying factors contributing to workplace violence in the Limbe Provincial Hospital.

Find out the impact of workplace violence  on employees' turnover intentions in Limbe Provincial Hospital.

1.4 Research Questions

The following questions have been prepared for the study:

What is the extent of workplace violence experienced by employees at Limbe Provincial Hospital?

What are the underlying factors contributing to workplace violence in Limbe Provincial Hospital?

How does workplace violence impact employees' turnover intentions in Limbe Provincial Hospital?

1.5  Research Hypotheses

H0: There is no significant relationship between workplace violence and employees' turnover intentions.

Ha: There is a significant relationship between workplace violence and employees' turnover intentions.

1.6  Significance of the Study

This research will help the Cameroonian government introduce a policy for both physical and psychosocial work environments, which in return will reduce workplace violence and promote well-being among workers in the health sector. Furthermore, the findings will help protect health workers from experiencing unjust treatment, therefore reducing the adverse consequences of workplace violence. Additionally, 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 effect of workplace violence on employees’ turnover intentions.

1.7 Scope of the study

The scope of this study is boarded on the effect of workplace violence on employees’ turnover intentions. Empirically, the study will find out the extent workplace violence experienced by employees at Limbe Provincial Hospital, find out the impact of workplace violence  on employees' turnover intentions in Limbe Provincial Hospital and find out the underlying factors contributing to workplace violence in the Limbe Provincial Hospital.

Geographically, the study will be delimited to employees of Limbe Provincial Hospital.

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 violence: any act or threat of physical violence, harassment, intimidation, or other aggressive behavior that occurs in or is related to the workplace (Al-Shiyab & Ababneh, 2018)

Turnover intention: refers to an employee's inclination or desire to leave their current job or organization within a certain period.