AN EVALUATION OF THE IMPACT OF ORGANIZATIONAL POLITICS ON EMPLOYEE COMMITMENT IN EDUCATIONAL INSTITUTIONS

CHAPTER ONE

INTRODUCTION

Background of the study 

In an era of competitiveness, organisations endeavour diligently to maintain a competitive edge over their rivals, and so do the employees. At times, competition can become so intense that individuals resort to employing both fair and unfair methods to gain an advantage. They have a tendency to form small groups and employ various tactics to disrupt the efforts of their colleagues. When such actions prevail in an organisation, they are considered political. According to Labrague et al., (2019), politics prevail in an organisation due to the scarcity of resources. It typically occurs when the circumstances within an organisation become competitive and each individual strives to obtain resources for personal gain. Politics in an organisation is an inevitable occurrence that has become a prevalent reality.

Although politics can indeed have constructive aspects (Varela-Neira et al., 2018), it is often associated with negative consequences (Ejaz et al., 2017). It is advantageous for individuals, as it aids in accomplishing tasks, acknowledging the efforts of individuals, fostering career advancement, and fostering the development of innovative ideas. On the contrary, it cultivates an atmosphere of competition among employees. Organisational politics is commonly regarded as a detrimental utilisation of one's authority within an organisation to pursue personal interests. In the presence of politics in an organisation, individuals may become less concerned with organisational goals and interests. Individuals may exhibit self-centred behaviour and employ destructive power in order to pursue their personal goals, resulting in unfavourable consequences (Elbanna et al., 2018). According to the literature, it has been demonstrated that politics within an organisation can have a negative impact on its overall performance (Albrecht, 2019). Similarly, organisational politics is negatively associated with individual and organisational performance.

In recent years, several studies have been conducted on how organisational politics impact various aspects of employee behaviour (Raja, 2018). Many scholars believe that perceived organisational politics have a direct or indirect impact on the job attitude of workers. In educational institutions, where the primary focus is on teaching and learning, the presence and impact of organisational politics can indeed have a significant effect on employee commitment. This commitment is of utmost importance for the effective functioning and overall success of these institutions. Employee commitment, which can be defined as the psychological attachment and dedication that employees possess towards their organisation, plays a crucial role in ensuring that educational institutions successfully achieve their educational objectives and uphold a favourable working environment.

Recent studies have highlighted that organisational politics can undermine employee commitment by creating a work environment characterised by distrust, competition, and unfairness (Chang et al., 2019). According to Kacmar and Ferris (2023), these negative dynamics have the potential to result in reduced job satisfaction, diminished levels of motivation, and increased turnover rates among staff members. For instance, a study conducted by D'Errico (2022) revealed that individuals working in educational institutions, who perceived elevated levels of organisational politics, experienced a notable decrease in their levels of commitment and job satisfaction.

Moreover, it has been found through extensive research that organisational politics have the potential to impact multiple aspects of employee commitment, such as affective, continuance, and normative commitment. Affective commitment, which reflects the emotional attachment to the organisation, is particularly susceptible to the impacts of political behaviours. According to Liu & Wang (2018), employees who encounter political manoeuvring may develop a sense of alienation and reduced emotional attachment towards their organisation. Continuance commitment, which is predicated upon the perceived costs associated with departing from the organisation, may potentially be influenced by the political landscape in the event that employees harbour the perception that political dynamics engender an unstable work environment. Lastly, normative commitment, which involves the obligation to stay with the organisation, may be influenced if employees perceive that the political behaviours of their peers undermine the values and norms they hold dear (Kacmar & Ferris, 2023).

Educational institutions are indeed unique in their structure and function, often characterised by hierarchical relationships, complex roles, and varying degrees of autonomy among staff members. The intricate nature of this situation might intensify the effects of organisational politics, as several groups may aggressively compete for power and influence, therefore influencing the general morale and dedication of employees (Nair & Vohra, 2018). Effectively tackling these issues is crucial for sustaining a productive and supportive work atmosphere in educational environments.

 Statement of the problem

The impact of organisational politics on employee commitment in educational institutions is a critical area of concern in the management of human resources within these settings. Organisational politics, a phenomenon frequently characterised by the strategic utilisation of power, influence, and interpersonal connections to attain individual or collective objectives, has the potential to exert a substantial impact on employee conduct and attitudes (Ferris et al., 2023). In educational institutions, it is important to cultivate a conducive and supportive environment for both students and staff. However, the existence of political manoeuvring can have a detrimental impact on employee commitment and morale, as highlighted by Riaz et al. (2023).

Recent studies have highlighted that organisational politics can erode trust between employees and management, leading to decreased job satisfaction and lower levels of organisational commitment (Bashir & Shahzad, 2024). According to Hassan et al. (2024), it has been observed that employees who perceive high levels of political behaviour may experience a sense of disengagement and reduced motivation to actively contribute towards the goals of the institution. Consequently, this can have a negative impact on their performance as well as the overall effectiveness of the institution. This issue is especially relevant in educational institutions, where dedication and involvement are essential for attaining educational outcomes and upholding a positive learning environment (Memon et al., 2023).

Given the increasing complexity of educational institutions and the pressures to maintain high standards of performance, it is essential for us to understand the relationship between organisational politics and employee commitment. Addressing this problem necessitates a thorough analysis of how political behaviour influences employees' psychological and emotional engagement with their work. It also involves identifying strategies to alleviate these effects in order to improve overall organisational performance and enhance employee satisfaction (Amin et al., 2024).

1.3 Objectives of the Study 

The primary objective of this study is to evaluate the impact of organizational politics on employee commitment in educational institutions. Specifically the study seeks:

To investigate whether there is a relationship between organizational politics and employee retention rates in educational institutions.

To explore the impact of organizational politics on the professional development and career progression of employees in educational institutions.

To examine how organizational politics influences the quality of interpersonal relationships and teamwork among staff in educational institutions.

To propose recommendations for improving organizational culture and policies to enhance employee commitment in educational institutions.

1.4 Research Questions

The following research questions will be answered in this study:

Is there a relationship between organizational politics and employee retention rates in educational institutions?

What are the impact of organizational politics on the professional development and career progression of employees in educational institutions?

How does organizational politics influence the quality of interpersonal relationships and teamwork among staff in educational institutions?

What are the recommendations for improving organizational culture and policies to enhance employee commitment in educational institutions?

1.5 Research Hypothesis

The stated hypothesis will validate this study:

Ho1: There are no significant impact of organizational politics on employee commitment in educational institutions.

Ha1: There are significant impact of organizational politics on employee commitment in educational institutions.

1.6 Significance of the study

First and foremost, understanding how organizational politics influences employee commitment provides valuable insights into the dynamics of workplace behavior within educational settings. Educational institutions rely heavily on the commitment and motivation of their staff to achieve educational goals and enhance student outcomes. Such insights are essential for institutional leaders who seek to foster a positive work environment and promote staff engagement.

In addition, this study holds significant implications for human resource management and policy-making within educational institutions. Organizational politics can lead to a range of negative outcomes, including reduced job satisfaction, increased turnover rates, and diminished productivity. By evaluating these impacts, the study will offer evidence-based recommendations for developing effective HR strategies and policies that mitigate the adverse effects of politics. 

Furthermore, the study contributes to the broader academic literature on organizational behavior, particularly within the context of educational institutions. Despite the extensive research on organizational politics and employee commitment in various sectors, there is limited research specifically focusing on educational settings. By filling this gap, the study will add to the body of knowledge on how political behavior influences employee commitment in schools and universities.

1.7 Scope of the study

The study aims to evaluate the impact of organizational politics on employee commitment in educational institutions. Empirically, this study assesses whether there is a relationship between organizational politics and employee retention rates in educational institutions, the impact of organizational politics on the professional development and career progression of employees in educational institutions, how organizational politics influences the quality of interpersonal relationships and teamwork among staff in educational institutions and recommendations for improving organizational culture and policies to enhance employee commitment in educational institutions.

This study will be carried out in the University of Uyo, Uyo.

1.8 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that it is a new discourse thus the researcher incurred more financial expenses and much time was required 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. Additionally, the researcher will simultaneously engage in this study with other academic work. However in spite of the constraint all these constraint were downplayed to give the best.

1.9 Definition of terms

Politics: Politics is the activity or process of making decisions and governing within a group, organization, or country. It involves managing public affairs, creating laws, and addressing issues related to power and authority.

Organizational politics: Organizational politics refers to the use of power, influence, and maneuvering within a workplace to achieve personal or group goals, often at the expense of others or the organization's overall objectives.

Employee: An employee is a person who works for a company or organization in exchange for wages or a salary. Employees perform specific tasks or duties as part of their job responsibilities.

Employee commitment: Employee commitment refers to the level of dedication and loyalty an employee has towards their organization. It reflects how much an employee identifies with and supports the goals, values, and mission of the company, often leading to increased motivation and performance.

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