AN EXAMINATION OF THE RELATIONSHIP BETWEEN WORKPLACE INCIVILITY AND WORKER COMMITMENT IN THE CAMEROONIAN CULTURAL INDUSTRY

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Incivility is commonly seen as a type of psychological harassment and emotional aggression that goes against the workplace standards of mutual respect. It refers to the behaviour of coworkers and supervisors that causes employees to feel anxious or concerned in the workplace (Ismail, Zuryani, & Zakuon, 2022). Workplace incivility refers to impolite and unsociable behaviour exhibited in the workplace (Mcneice, 2018). It has significant financial implications for organizations. Experiencing it has detrimental implications on organizational integrity. Additionally, workplace incivility often leads to employee attrition or decreased performance and productivity. Consequently, job satisfaction and loyalty will decrease as well (Greenberg, Sikora, Grunberg, & Moore, 2020). Workplace incivility is a significant concern for organizations that promote interpersonal ties among their employees (Rubino & Reed, 2020). The impact of work environment on employees' attitude, productivity, health, and relationships is evident (Batlett, Bartlett, & Reio Jr, 2018).While there are other elements that impact an organization's performance and profit, incivility and rudeness play a significant role in this regard (Crampton & Hodge, 2021). The prevalence of these behaviours might hinder the organization's ability to fulfil its goals (Ismail, Zuryani, & Zakuon, 2022). When workplace incivility becomes a common occurrence, it increases the likelihood of employees wanting to leave the organization and withdraw from their job. This negatively impacts their job satisfaction, which refers to the level of contentment employees have with their job in the organization (Rubino & Reed, 2020). Similarly, when employees are subjected to uncivil behaviours from their coworkers within a group, it is evident that they will start to lose trust in the organization. This loss of trust will directly impact their job satisfaction, commitment and overall trust in the organization (Rubino & Reed, 2020). Furthermore, workplace incivility has a negative impact on the job satisfaction, turnover intention, and organizational commitment of workers (Trudel, 2019).Workers commitment refers to the employee's strong emotional connection and loyalty to the organization, including its aims and ideals, and their desire to remain a part of the organization for an extended period of time. However, studies suggest that incivility has a detrimental effect on the employment environment, hence organizations should develop measures to address this issue in the workplace (Crampton & Hodge, 2021). Fonni (2019) argued that engaging in ethical behaviour fosters favourable interpersonal connections and enhances the smooth functioning of work life. While it may be challenging for your employees to fully comprehend the cultural backgrounds of their co-workers, promoting civil behaviour among them is crucial for maintaining a harmonious work environment. Over time, the issue of employee commitment has become a noteworthy worry for management. Many organizations in different nations encounter difficulties such as a high rate of employee turnover, rising costs related to replacing workers, burden on remaining employees, and reduced social capital (Morell et al., 2018). In these circumstances, the absence of dedication is apparent through actions such as frequent absence from work, arriving late, feeling dissatisfied with one's employment, and displaying unfavourable attitudes towards work (Nwachukwu, 2019). Researchers such as Okaro(2020) have also emphasized the enduring discontent and absence of dedication among employees in Cameroon. Therefore, a survey will be conducted in order to to examine the relationship between workplace incivility and workers commitment in Cameroonian cultural industry.

1.2 Statement of the Problem

In today's fast-paced and competitive work environment, workers’ commitment is considered a key determinant of competitive advantage. It represents the emotional connection between an employee and their organization, influencing their behavior positively (Mowday, Steers, & Porter, 2019). However, organizational success relies heavily on the commitment of employees to the organization's objectives (Lumley, 2021; Suki, 2019). Committed employees are expected to consistently exceed expectations, drive intangible assets, pursue organizational goals, and prioritize the organization's interests. Furthermore, Rhodes & Eisenberger (2022) argue that employees who feel valued by their organizations not only demonstrate high levels of commitment but also exhibit greater awareness of their roles, leading to increased impact on organizational objectives and innovation in their duties. Similarly, Farndale et al. (2021) suggest that commitment is essential for achieving long-term organizational goals, while Zabid et al. (2023) assert that employee commitment enhances performance and organizational effectiveness. Additionally, research indicates a positive correlation between employee commitment, intention to stay, and performance improvement (Angler & Perry, 2018). Beyond that, Salami (2018) emphasizes that employee commitment fosters a healthy organizational climate, boosts morale, and enhances staff productivity. Given the significance attributed to employee commitment, numerous empirical studies have been conducted globally on this subject (Don-Baridam & Obulor, 2022; Ju Guo1 & Yanjun Qiu2 & Yongtao Gan, 2020). These studies aim to explore various variables to increase employee commitment. For instance, Don-Baridam & Obulor (2022) investigated the relationship between workplace civility and employee commitment in the Nigeria, with a focus on the moderating effect of employee work attitudes. Their findings revealed that workplace civility is a significant predictor of employee commitment as it enhances measures such as affective, continuance and normative commitment in the Nigeria. Ju Guo & Yanjun Qiu & Yongtao Gan (2020) examined the enhancement of organizational commitment through employee empowerment, highlighting a strong correlation between empowerment and organizational commitment. Similarly, Wageeh (2019) explored employee attitudes towards commitment and change in Cameroon, finding a significant relationship between employee commitment and workplace incivility. Thus, it is in the light of these that the study seeks to examine the relationship between workplace incivility and workers commitment in Cameroonian cultural industry.

1.3  Objectives of the Study

The main purpose of this study is to to examine the relationship between workplace incivility and workers commitment in Cameroonian cultural industry. Specifically, the study will;

To determine where there is a relationship between workplace incivility and worker commitment in Cameroonian cultural industry.

To determine the prevalence workplace incivility experienced by employees in Cameroonian cultural industry.

To find out the forms of workplace incivility experienced by employees in Cameroonian cultural industry.

To determine the impact of workplace incivility on employee commitment in Cameroonian cultural industry.

1.4  Research Questions

The following questions have been prepared for the study:

Is there a relationship between workplace incivility and worker commitment in Cameroonian cultural industry?

What is the prevalence workplace incivility experienced by employees in Cameroonian cultural industry?

What are the forms of workplace incivility experienced by employees in Cameroonian cultural industry?

What are the impact of workplace incivility on employee commitment in Cameroonian cultural industry?

1.5  Research Hypotheses

H0:  There is no significant relationship between workplace incivility and worker commitment.

Ha: There is a significant relationship between workplace incivility and worker commitment.

1.6  Significance of the Study

The adverse effects of workplace incivility on employees' commitment will serve as a catalyst for management of Cameroonian cultural industry to implement significant efforts to mitigate uncivil behaviour. This is because the satisfaction and commitment levels of employees directly influence the overall success of the organization. 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 to examine the relationship between workplace incivility and workers commitment in Cameroonian cultural industry.

1.7 Scope of the study

The scope of this study is boarded to examine the relationship between workplace incivility and workers commitment in Cameroonian cultural industry. Empirically, the study will to determine the prevalence and forms of workplace incivility experienced by employees, the impact of workplace incivility on employee commitment, the impact of workplace incivility on employee job satisfaction and determine whether there is a relationship between workplace incivility and worker commitment.

Geographically, the study will be delimited to employees in some selected financial institution in Douala, 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 Incivility: refers to the deliberate and consistent exhibition of rudeness and discourtesy, demonstrating a disregard for the well-being and feelings of others  (Cortina et al., 2021) .

Employee: an individual who works for an organization, business, or employer in exchange for wages or salary.

Employees’ commitment: the dedication, loyalty, and engagement that employees demonstrate towards their work, tasks, goals, and the overall mission and values of the organization they work for.