AN EXAMINATION OF ORGANISATIONAL CULTURE AND ITS IMPACT ON WORKPLACE PSYCHOLOGICAL STRESS (CASE STUDY OF NESTLE CAMEROON)

CHAPTER ONE

INTRODUCTION

Background of the Study

Hofstede et al. (2018) noted that the term "organizational culture" first appeared in US academic literature in 1979, with Pettigrew's article in the Administrative Science Quarterly introducing the concept. Pettigrew defined culture as a "system of publicly and collectively accepted meanings operating for a given group at a given time" and introduced the anthropological concept of culture in his article. He also demonstrated how organizational analysis can benefit from the related concepts of symbolism, myth, and ritual, among others. Pettigrew posits that organizational culture comprises a family of concepts, namely ideology, belief, ritual, symbol, and myth. In the study of culture, he emphasizes the significance of symbols and language. Pettigrew (1979, as cited in Hofstede et al. 2018) posits that culture exerts its influence over human behavior by means of its utilization of symbols and language. In contrast to rituals, which establish uniqueness and exclusivity, myths uphold the boundaries of what is considered acceptable and unacceptable. 

Numerous scholars investigate and provide definitions for cultural concepts that exist at multiple levels, such as organizational culture and national culture (Catanzaro, Moore, & Marshall, 2020). The progression of an organization's organizational culture as described by Schein (2022). According to him, organizations are intentional beings created through the endeavors of their founders, who hold firm convictions regarding the proper course of action and methodology. Their firm convictions regarding the world, humanity, truth, relationships, time, and space, among other things, undoubtedly impact the manner in which organizational cultures are established and disseminated. Gregory (2019) defines culture as an acquired method of managing experience and contends that managing experience necessitates the construction of meanings and the execution of actions based on those meanings. He defines culture as a system of meanings that are both overtly manifested through behaviors and covertly suggested through the motivations of those behaviors. Cultural concepts are perceived on an individual level, despite their shared implications. The actions of the other culture are considered alien to the natives because they accept their own culture as given in light of the actions of the other culture. 

The level of psychological tension in the workplace is regarded as the most important factor in employee retention. In order to project a positive work environment, organizations manage tense situations in a professional manner in accordance with their culture and customs. Workplace psychological tension has a detrimental impact on the development of organizational culture. Psychological tension in the workplace, which can be attributed to a variety of job-related factors, undermines employees' positive perceptions of their jobs and supervisors, motivates them to violate policies and procedures, and ultimately results in a negative attitude toward management and the job. Suboptimal engagement can also lead to employee and management discontentment. Conflict and tension have become everyday occurrences. While the degree of influence from these distorting elements may differ among individuals, they are all present. Tension and conflict are influenced by both personal and environmental factors, including intelligence, physical ability, age, gender, and work environment, as well as family, culture, and social status. A close relationship exists between conflict and tension. An individual may experience significant tension as a result of such a conflict (Usha Rani Verma, 2021). 

The issue of psychological stress in the workplace is becoming an increasing concern due to its substantial economic ramifications for the organization and the health risks it poses to the employee. Organizational and non-organizational factors can contribute to psychological strain in the workplace (Dua, 2019). Stressors that are frequently encountered encompass a range of elements, including but not limited to role excess, role ambiguity, low status, arduous working conditions, and unprofitability (Srivastava and Singh, 2021). Role-based stress, encompassing role ambiguity and role conflict, arises when personnel lack precise understanding of their duties, expectations, and professional goals (Tosi et al., 2020). When an organization provides employees with information regarding their duties and responsibilities that contradicts the realities of their daily professional lives, a role conflict ensues (Motseke, 2018). Role ambiguity arises when the obligations and responsibilities are indistinct and ambiguous, and it may encompass an insufficiency of information required to execute a specific role. Therefore, it is not inconceivable that stress could have a culturally reducing effect.

 Hence, this study therefore examines on Organisational culture and its impact on workplace psychological stress (case study of Nestle Cameroon).

1.2 Statement Of The Problem

Presently, workplace tension has evolved to the point where it is deemed inevitable. Anxieties caused by detrimental elements of the work environment, content, and structure contribute to employee tension. An excessive degree of stress induces lethargy, anxiety, melancholy, social isolation, and employee disengagement. 

There is a correlation between psychological tension in the workplace and employee discontentment, excessive workload, and personal factors; these can all result in decreased productivity and the development of a variety of illnesses. Promoting employees to confront challenges may safeguard their health by reducing the impact of such experiences on their psychological and physical well-being; consequently, this can lead to increased levels of personal and professional satisfaction. Mental illness among workers can be a consequence of occupational stress. Psychological symptoms such as discontentment with one's job, disengagement from work-related thoughts and emotions, depression, anxiety, and frustration can exacerbate the stress experienced by employees. On an individual level, excessive levels of stress can lead to a range of difficulties, including headaches and muscular-skeletal pain. Thus, organizations may incur significant costs due to decreased employee commitment, increased disease rates, and intention to leave, all of which result from elevated stress levels (Michie & Williams). In general, the literature indicates that job tension and employee engagement are negatively correlated; for instance, Velnampy and Aravinthan (2018) found this to be the case. Elevated levels of stress have been found to diminish the cognitive and emotional resources of employees (Ongori & Agolla, 2018; Velnampy & Aravinthan, 2020), which is likely to lead to decreased employee engagement (Khan, 2022). One of the challenges that organizations encounter, according to Pritchard (2018), is the need to fully immerse and engage their employees. Determining which conditions motivate and which discourage employees constitutes the crux of the issue (Wildermuth & Pauken, 2018). A correlation has been established by scholars between organizational culture and employee engagement (Williams, Dobson, & Walters, 2022). Organizations are curious as to why employees exhibit varying degrees of engagement under various conditions (Corace, 2019).

1.3 Objectives Of The Study

The major objective of this research is an examination of organizational culture and its impact on workplace psychological stress (case study of Nestle Cameroon). The study will specifically seek to;

Determine the prevalence of workplace psychological stress in  Nestle Cameroon.

Find out whether there is a significant relationship between organizational culture and  workplace psychological stress.

Evaluate the aspects of organizational culture which influences the psychological stress of staffs in an organization.

Determine the strategies and interventions organizations can implement to promote a positive organizational culture that fosters employee well-being.

1.4 Research Questions

The following research questions will be answered in this study:

What is the prevalence of workplace psychological stress in  Nestle Cameroon?

Is there a significant relationship between organisational culture and  workplace psychological stress?

What are the aspects of organizational culture which influences the psychological stress of staffs in an organization?

What are the strategies and interventions organizations can implement to promote a positive organizational culture that fosters employee well-being?

1.5 Research Hypothesis

Ho: There is no significant relationship between organisational culture and  workplace psychological stress.

Ha: There is a significant relationship between organisational culture and  workplace psychological stress.

1.6 Significance Of The Study

The subject matter concerning organizational culture and its influence on psychological duress in the workplace holds considerable importance for a wide range of individuals and groups, such as business entities, staff members, academics, policymakers, and the broader community. 

By comprehending the relationship between psychological tension in the workplace and organizational culture, businesses will be able to establish conducive environments that enhance the health and productivity of their personnel. While increasing productivity and engagement, organizations can decrease absenteeism, turnover, and healthcare expenses by nurturing a positive culture that promotes mental health. 

The importance of maintaining a work environment that places a high value on the mental health and well-being of employees cannot be overstated. A favorable organizational culture that mitigates tension in the workplace cultivates feelings of inclusion, independence, and assistance, resulting in increased job contentment and an enhanced quality of life as a whole. A supportive culture that fosters personal and professional growth is advantageous for employees. An decrease in tension levels empowers personnel to concentrate on opportunities for skill development and professional progression, resulting in increased satisfaction and sustained achievement. An organizational culture that places importance on work-life balance enhances the capacity of its members to effectively handle tension and uphold a state of good health. By providing wellness programs, flexible work arrangements, and supportive policies, employers enable their staff to attain a more harmonious equilibrium between their work and personal lives. 

For researchers and scholars. The contribution of organizational culture and stress in the workplace to the development of empirical evidence and theoretical comprehension in disciplines including management, psychology, and organizational behavior. Academics acquire a deeper understanding of the intricate dynamics that underlie workplace tension and ascertain efficacious interventions that foster the well-being of employees. Furthermore, this study will function as a valuable reference for scholars who are inclined to undertake analogous investigations. 

Finally, the economic ramifications of this subject provide a broader understanding of its significance to society. Optimal work environments have been found to positively impact productivity, innovation, and economic expansion, thereby providing advantages to organizations, employees, and the wider economy.

1.7 Scope Of The Study

The study covers on organisational culture and its impact on workplace psychological stress. Hence, the study will be delimited to Nestle Cameroon.

1.8 Limitation Of The Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher 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. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.9 Definition of Terms 

Organizational Culture: refers to the shared values, beliefs, norms, customs, behaviors, and symbols that characterize the way an organization operates and interacts both internally and externally. It encompasses the collective mindset, attitudes, and patterns of behavior that guide how individuals within the organization perceive, interpret, and respond to various situations and challenges.

Stress: Stress is the wear and tear of our body experienced as are adjust to continually changed environment.