INVESTIGATING THE EFFECT OF WORKPLACE VIOLENCE ON JOB PERFORMANCE AMONG EMPLOYEES OF CIVIL SERVICE IN CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the Study

Workplace violence is an intricate and diverse occurrence that has gained more attention in recent years because of its harmful impact on workers and organisations. Workplace violence is defined as any act or threat of physical violence, harassment, intimidation, or disruptive behaviour that happens in the work context. It presents substantial obstacles in maintaining a secure and productive work environment (International Labour Organisation, 2016). Workplace violence encompasses a range of behaviours such as verbal abuse, bullying, physical assault, and even killing. Its effect on workers' job performance is significant and extensive (Schneider et al., 2017). Studies have shown that workplace violence is widespread across several businesses and geographic areas, impacting workers of all ranks and professions (Fletcher, Cavanaugh, & Brakel, 2020). According to a report from the National Institute for Occupational Safety and Health (NIOSH), around 2 million American workers annually report being subjected to workplace violence. Sectors such as healthcare, social services, retail, and hospitality have notably high rates of incidents (NIOSH, 2015). Furthermore, workplace violence may manifest in several ways, including explicit acts of physical aggression as well as more nuanced forms of psychological harassment and emotional abuse(Jade, 2020). The effect of workplace violence on workers' job performance is substantial and complex. Multiple studies have extensively established the negative consequences of workplace violence on productivity, absenteeism, turnover intentions, and job satisfaction (Di Martino et al., 2023). Employees who are subjected to workplace violence may have less focus, poorer cognitive ability for making decisions, and lower drive to properly carry out their professional responsibilities. Additionally, the apprehension of repeated acts of violence or revenge might result in higher rates of employee absences and staff turnover, so intensifying the financial burdens linked to workplace violence (Taylor & Taylor, 2017). Workplace violence not only has concrete impacts on job performance, but also has significant psychological affects on workers' mental health and well-being. Studies indicate that persons who are subjected to workplace violence may encounter increased levels of stress, anxiety, sadness, and symptoms related to post-traumatic stress disorder (PTSD) (Richards , 2018). The psychological consequences not only hinder workers' capacity to perform efficiently in the job but also have enduring consequences for their general well-being and quality of life. Organisational culture, leadership styles, and workplace rules are all contributing variables to the incidence and management of workplace violence (Stephen, 2023). Organisations that put a high importance on safety, respect, and open communication are less prone to instances of workplace violence in comparison to those with toxic or hostile work environments (Dossa et al., 2019). Effective leadership and management techniques are essential in avoiding and treating workplace violence. They create an environment of trust, responsibility, and support (Uzun, 2019). Moreover, organizations may adopt a range of proactive measures and interventions, including employee training initiatives, security procedures, and conflict resolution processes, to reduce the likelihood of workplace violence and safeguard the well-being of their workers (Cunningham et al., 2017). Workplace violence is a substantial obstacle for organizations striving to sustain a secure and efficient work environment.the researcher therefore, sought to investigate the effect of workplace violence on job performance among employees of civil service in Cameroon.

Statement of the Problem

Workplace violence is a significant problem that endangers the safety, welfare, and efficiency of workers in many sectors and organisational environments. Workplace violence refers to any act or threat of physical violence, harassment, intimidation, or disruptive behaviour that takes place in the work setting. This poses considerable difficulties for organizations aiming to uphold a safe and supportive work environment (International Labour Organisation, 2016). Although there is growing awareness about this problem, the effect of workplace violence on workers' job performance continues to be a significant concern and subject of academic investigation. Employees who are subjected to workplace violence may encounter reduced productivity, poorer decision-making capabilities, and increased levels of absenteeism and intents to leave the company (Kennedy, 2018). Furthermore, workplace violence may have a detrimental impact on workers' psychological well-being, leading to increased levels of stress, anxiety, and symptoms associated with post-traumatic stress disorder (PTSD). These psychological effects can also hinder employees' capacity to carry out their job responsibilities efficiently(Kennedy, 2018). Although there is an increasing amount of research on workplace violence, there are still areas where our knowledge is lacking, particularly in regards to the precise impact it has on workers' job performance and the underlying processes that lead to these impacts.Thus in  light of these problems the study seeks to investigate the effect of workplace violence on job performance among employees of civil service in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to investigate the effect of workplace violence on job performance among employees of civil service in Cameroon. Specifically, the study will;

To investigate the prevalence of workplace violence among  employees.

To ascertain the causes of workplace violence among  employees.

To examine the impact of workplace violence on employee  job performance

To proffer recommendations aimed at preventing workplace violence among employees

1.4 Research Questions

The following questions have been prepared for the study:

What is  the prevalence of workplace violence among  employees.

What are  the causes of workplace violence among  employees?

What is  the impact of workplace violence on employee  job performance?

What are the strategies aimed at preventing workplace violence among employees?

1.5  Research Hypotheses

H0: Workplace violence does not have an impact on job performance of employees in Cameroon, civil service.

Ha: Workplace violence have an impact on job performance of employees in Cameroon, civil service.

1.6  Significance of the Study

This study findings will help government and policymakers in developing interventions to safeguard the well-being of workers. Also, organizations will have better understand the financial implications and justify investments in prevention and intervention programs in the case of a 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 job performance among employees of civil service in Cameroon.

1.7 Scope of the study

The scope of this study is boarded on the effect of workplace violence on job performance among employees of civil service in Cameroon. Empirically, the study will investigate the prevalence of workplace violence among  employees,  ascertain the causes of workplace violence among  employees, examine the impact of workplace violence on employee  job performance and proffer recommendations aimed at preventing workplace violence among employees.

Geographically, the study will be delimited to civil servants in Yaounde, 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 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)

Employee performance: is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities (Heath, 2018).

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