AN EXAMINATION OF THE CONSEQUENCES OF WORKPLACE INCIVILITY ON EMPLOYEES WELL-BEING IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Workplace incivility is the intentional and continuous display of rudeness and discourtesy, showing a lack of concern for the welfare and emotions of others. Furthermore, it pertains to actions that demonstrate a disregard for others in the professional environment, typically marked by rudeness or lack of courtesy. Pearson, Andersson, and Porath (2018) provide a definition of the workplace as a tangible or digital environment where individuals participate in employment, either as employees or self-employed persons. Likewise, a workplace is distinguished by employees who possess trust in their superiors, derive enjoyment from their work, and experience contentment with their colleagues. Moreover, the term "workplace" denotes a tangible setting, such as an office, store, or manufacturing facility, where workers participate in productive endeavours. A workplace, or place of employment, is a tangible environment where workers perform a range of tasks, occupations, and assignments on behalf of their employer. Incivility refers to the lack of civility, decency, or politeness. Furthermore, it includes the condition of being uncivil, which entails exhibiting impolite conduct, treatment, or participating in uncivilised actions. Incivility is the behaviour of showing rudeness or disrespect. Incivility refers to a manner or behaviour that is rude or disrespectful, demonstrating a deficiency in civility (Shernoff, 2019). Moreover, workplace incivility, as delineated by Pearson, Andersson, and Porath (2018), comprises disruptive behaviours such as sudden outbursts, intense anger, sharp or caustic remarks, and severe criticism. These instances of workplace incivility have a highly damaging effect. Generally, individuals are cognizant that they cannot partake in such activity without encountering repercussions in the job. Workplace incivility arises from an interpersonal interaction that some employees regard as unfair or unjust, thereby violating the internationally recognized standard of respect in the workplace (Arasli et al., 2018). Workplace incivility acts as a precursor to more openly aggressive behaviours in the workplace, as the emotional reactions to repeated episodes intensify (Wilson & Holmuall, 2020). In a study conducted by Abubakar (2018), it was discovered that conflicts had negative consequences on interpersonal relationships. These consequences included sentiments of hatred, avoidance, and an unfavourable perception of others. As a result, the negative social atmosphere at the workplace continues, resulting in a decrease in the overall quality of work-life. Incivility refers to subtle negative interactions between employees that are often ignored by organizational executives. Acts of incivility can go beyond using harsh language, such as demeaning or insulting, and also include rude nonverbal behaviours such glaring, ignoring, or excluding. Nevertheless, it remains unclear whether there is an intention to inflict injury. Estes and Wang (2018) conducted a literature analysis that revealed workplace incivility as a prevalent issue with detrimental impacts on employee health and organizational effectiveness. Based on their investigation, the authors concluded that organizations have a limited understanding of workplace incivility and do not recognize it as a significant issue (Shernoff, 2018). Moreover, scholars have shown that incivility spans a wide range of behaviours, spanning from little actions such as failing to reciprocate a smile to deliberately inflicting emotional injury (Al-Zyoud and Mert, 2019). Furthermore, workplace incivility has been recognised as a precursor to more aggressive and violent behaviours. Therefore, a survey will be conducted in order to examine the consequences of workplace incivility on employees well-being in in Cameroon.

1.2 Statement of the Problem

Unresolved workplace disagreements are a major cost that organizations may minimise. Workplace incivility is a type of deviant behaviour that is characterised by its mild severity and unclear desire to harm an employee (Helmes, 2020). Furthermore, as stated by Ahmed (2019), this behaviour can be classified as uncivil, as it is fundamentally unpleasant and disrespectful, indicating a lack of consideration for others. Nevertheless, the ability to keep and develop highly skilled employees is often essential for an organization's human resource management. Furthermore, the concept of workplace incivility, which is not well understood, is frequently overlooked as a matter that necessitates attention. Empirical study has provided evidence of the existence of incivility within organizations, accompanied by a notable rise in uncivil behaviours. However, certain managers have failed to confront these uncivil behaviours and recognize the benefits of mitigating workplace incivility in their organizations if left unattended. In addition, employees have experienced incidents of uncivil discrimination based on variables such as their race, religious beliefs, gender, and political opinions. Numerous individuals have been deprived of chances for progress, instruction, or rewards based on their rejection to participate in sexual propositions from employers or superiors. In addition, certain individuals have experienced impoliteness from customers as a result of the compelling concept of client supremacy. This concept advocates for the idea that consumers hold a higher social status and power in service interactions due to their financial impact. The consistent manifestation of this phenomena leads to heightened levels of stress among employees, increased rates of employee turnover, reduced employee retention, poor performance, lower motivation, and indifference (Al-Zyoud and Mert, 2019). In the end, these detrimental repercussions have a detrimental effect on both the organization and the wider economy. The examination and control of workplace incivility is essential because of its potentially harmful effects on both organizations and individuals. Due to the growing prevalence of workplace incivility and its negative impact on organizations, it is crucial to perform additional study on many facets of incivility. Hence, it is in the light of these that the study seeks to examine the consequences of workplace incivility on employees well-being in in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to examine the consequences of workplace incivility on employees well-being in Cameroon. Specifically, the study will;

Assess the prevalence nature of workplace incivility among employees in Cameroon

Identify the factors responsible for workplace incivility among employees in Cameroon

Investigate the consequences of workplace incivility on employees well-being in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

What is the prevalence and nature of workplace incivility among employees in Cameroon?

What factors contribute to workplace incivility among employees in Cameroon?

What are the consequences of workplace incivility on the well-being of employees in Cameroon?

1.5  Research Hypotheses

H0:  There is no significant relationship between workplace incivility and employee well-being in Cameroon.

Ha: There is a significant relationship between workplace incivility and employee well-being in Cameroon.

1.6  Significance of the Study

The results of this study will empower individuals to recognize and address disrespectful behaviour in their workplace, perhaps reducing the occurrence of harassment and improving overall psychological well-being. Moreover, it will assist human resource experts in formulating efficient tactics to avoid and handle workplace incivility within organizations. 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 regard to the consequences of workplace incivility on employees well-being in  Cameroon.

1.7 Scope of the study

The scope of this study is boarded on the consequences of workplace incivility on employees well-being in in Cameroon. Empirically, the study will assess the prevalence nature of workplace incivility among employees, identify the factors responsible for workplace incivility among employees and investigate the consequences of workplace incivility on employees well-being in Cameroon.

Geographically, the study will be delimited to employees in some selected financial institution in Ndu, 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) .

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