AN EXAMINATION OF EMPLOYEES PERCEPTION OF MISTREATMENT ON ORGANIZATIONAL PERFORMANCE IN COMMUNICATION INDUSTRY IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Workplace mistreatment, encompassing harassment, bullying, and discrimination, leads to the development of a hostile work environment. This environment is well recognised as a significant risk factor for employess, as it negatively impacts their mental health, self-esteem, and productivity. however, violence, whether it be verbal, physical, mental, or sexual, raises the likelihood of burnout and may even lead to thoughts of suicide. Furthermore, workplace mistreatment includes 'disruptive behaviour', which is defined by the American Medical Association Code of Medical Ethics (2019) as any abusive conduct, such as sexual or other forms of harassment, or any form of verbal or nonverbal behaviour that harms or intimidates others to the point where the quality of care or patient safety may be compromised. The mentioned actions include physically endangering individuals (within the communication sector), engaging in threatening or intimidating physical contact with others, hurling objects, making threats of violence or revenge, engaging in sexual and other forms of harassment, and persistently displaying inappropriate behaviour that reaches the level of harassment. Many service provider, especially communication officers, have encountered or witnessed disruptive behaviour and harassment in their work environment. Additionally, developing nations, such as Cameroon, continue to fall behind in implementing regulations for the workplace environment. While the issue of workplace mistreatment experienced by employees has gained significant recognition in Western countries. Multiple surveys have examined the issue of workplace maltreatment among professionals in general, but they have not explicitly addressed the mistreatment experienced by service providers. Similar to what has been observed in Western countries, it is anticipated that employees who choose to pursue  professions in low- and middle-income countries (LMICs), like Cameroon, may encounter challenges to their mental well-being due to mistreatment in the workplace (Bates, 2018). Therefore, a survey will be conducted in order to examine employees perception of mistreatment on organizational performance in communication industry in Cameroon.

1.2 Statement of the Problem

Organizations have attempted to investigate methods for reducing the occurrence of employee deviant behaviours. However, mistreatment, despite being a prevalent and costly issue, has received limited research attention due to its relatively less severe character (Henle et al., 2020). Moreover, employees who are subjected to mistreatment are more likely to engage in behaviours that are detrimental to organizations (Thau and Mitchell, 2020). Through engaging in acts of time theft, employees may express their grievances as they perceive themselves to be powerless against the organization. Organizations do not permit the utilization of their resources, but employees are encouraged to participate in activities that safeguard their resources and belongings (Krischer et al., 2020). As a result, individuals who sense tension within the organization may attempt to alleviate their frustrations by displaying this behaviour. According to the social exchange theory (Behavˆıor, 2021), employees view their relationship with the organization as a social exchange, in which both parties want to repay the costs and benefits they get in order to maintain a balanced contribution. The mistreatment of employees can lead to psychological expenses, which in turn can generate an imbalance in the trade between the employer and the employee. Thus, it is in the light of this, the study seeks to examine employees perception of mistreatment on organizational performance in communication industry in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to examine employees perception of mistreatment on organizational performance in communication industry in Cameroon. Specifically, the study will;

Investigate employees' perception of the factors influencing mistreatment in the communication industry in Cameroon.

Assess employees' perception on the impact of mistreatment on job satisfaction and morale in communication organizations in Cameroon.

Assess employees' perception on whether there is a  relationship between of mistreatment and turnover intentions in the communication industry in Cameroon.

Assess employees' perception on the impact of mistreatment on organizational performance in communication industry in Cameroon.

1.4 Research Questions 

The following questions have been prepared for the study:

What are the factors influencing mistreatment in the communication industry in Cameroon?

What is the impact of mistreatment on job satisfaction and morale within communication organizations in Cameroon?

Is there a relationship between mistreatment and turnover intentions in the communication industry in Cameroon?

What is the impact of mistreatment on organizational performance within the communication industry in Cameroon?

1.5 Research Hypothesis

H0: There is no significant relationship between employees' perception of mistreatment and organizational performance in the communication industry in Cameroon.

Ha: There is a significant relationship between employees' perception of mistreatment and organizational performance in the communication industry in Cameroon.

1.6 Significance of the Study

This research will reveal to organizations the underlying issues within the organizational culture that contribute to mistreatment and hinder organizational performance. Also, it will help them in implementing strategies to improve employee retention and reduce turnover rate. 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 regards to employees perception of mistreatment on organizational performance in communication industry in Cameroon.

1.7 Scope of the study

The scope of this study is boarded on employees perception of mistreatment on organizational performance in communication industry in Cameroon. Empirically, this study will investigate employees' perception of the factors influencing mistreatment in the communication industry in Cameroon, assess employees' perception on the impact of mistreatment on job satisfaction and morale in communication organizations in Cameroon, assess employees' perception on whether there is a  relationship between of mistreatment and turnover intentions in the communication industry in Cameroon and assess employees' perception on the impact of mistreatment on organizational performance in communication industry in Cameroon.

Geographically, the study will be delimited to employees in some selected communication industry in 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 mistreatment: any form of unjust or oppressive conduct targeted at an employee. This includes behaviours such as verbal mistreatment, coercion, bias, or deliberate obstruction, which frequently result in an unfriendly or poisonous work atmosphere (Pinkos, 2018).

Harassment: is the act of repeatedly and intentionally mistreating or abusing someone, resulting in their discomfort, humiliation, and offence (Einarsen & Raknes, 2018). 

Bullying: involves repeated aggressive behavior intended to harm, intimidate, or exert control over another person, especially when there is an imbalance of power.