INVESTIGATING THE MEDITATING IMPACT OF WORKPLACE BULLYING AMONG EMPLOYEES IN ZIN INDUSTRIES, CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

The term "workplace bullying" describes the ongoing abuse or harassment of a person or group at work. It can take many different forms, such as physical hostility, intimidation, exclusion, and verbal abuse. Bullying at work creates a toxic environment that can lead to psychological distress and a decrease in job satisfaction, which jeopardises employees' productivity and well-being.Similarly, bullying in the workplace is a social issue that negatively affects the employees as well as the companies they work for (Agotnes et al., 2018). Beyond that, Berger et al. (2018) discovered that "status characteristics organize social interaction" and noted that people have a tendency to base their assessments on various statuses. Two main perspectives, the evaluation-expectation perspective and the status characteristics perspective are based on the expectation states theory (EST) put forth by Berger et al. (2018) and can be useful in understanding how employee voice affects others' perceptions of social status within an organization.Persistent, malevolent, and intense pressure at work, as well as insults, violence, derogatory remarks, improper guidance, power imbalances, discontent, and frustration, are all considered forms of workplace bullying. These behaviours can be intentional or inadvertent, and they can denigrate and exclude coworkers to the point where they quit (Parzefall & Salin, 2020; Salin, 2021). Samnani and Singh (2019) propose that employees who engage in bullying behaviours do so for three reasons: personal distaste, rage, and self-interest. One way to characterize anger is as a "interpersonal emotion" that is focused on other people. Bullying behaviour can arise when an employee harbours animosity against a fellow colleague. Supervisors may also use intimidating and coercive tactics to intimidate staff members in an effort to further their own agendas, including boosting output (Hakanen, Peeters & Schaufeli, 2018). According to Einarsen et al. (2016), bullying affects not just the stress and health of the target individual but also the productivity, performance, and absence rate of the entire organisation. Hoel and Vartia (2021) claim that bullying at work has a number of detrimental consequences on workers' productivity, efficiency, and performance. These consequences include lower productivity, absenteeism, a decline in creativity, physical ailments, and a reduction in interest in tasks and responsibilities at work. According to Nwobia and Aljohani's (2019) research indicates that workplace bullying leads to elevated stress levels and fosters an atmosphere of abuse, public humiliation, rumor-mongering, gossip, and social exclusion. Employee turnover is a result of these causes (Chen, Quine & Mathesien, 2003; Hakanen, Peeters & Schaufeli, 2018). In a study published in 2018, Paais looked at the relationship between workplace stress and employee bullying. According to the research, bullying negatively impacts worker performance, which can lead to lost revenue and productivity for the company as well as the potential closure of entire organisations. Buchanan & McCalman (2018), Huang et al. (2018), Huang & Lin (2019), Mone & London (2018), Tsai (2018), and Weber, Sadri, & Gentry (2018) are among the works that are referenced. Conversely, Laschinger and Fida (2019) looked into the connection between unfavourable workplace behaviour and tense manager-employee relationships. Furthermore, bullying hinders invention and originality, which has a negative effect on the organisation (Laschinger, Finegan, & Wilk, 2019). Likewise, workers who experienced bullying on a regular basis consistently reported a greater frequency of mental health symptoms compared to coworkers who did not experience bullying. Bullying survivors usually display low self-esteem and high levels of stress (including posttraumatic stress disorder and high blood pressure), which makes them more dependent on sleep aids and other drugs. Salin (2018) defined bullying as when harmful actions happen once a month, however Mikkelsen and Einarsen (2021) claimed that people are only victims of bullying if they engage in bad behaviours once a week. Furthermore, bullying at work is a developing problem that has been highlighted in earlier studies. Similarly, it is regarded by the ILO as a global occupational health and safety concern. The ILO predicts that in the new millennium, workplace violence both psychological and physical will be a significant problem. Beyond that, bullying in the workplace is now regarded seriously worldwide. According to Babel (2019), workplace bullying reduces employee commitment and performance, which leads to subpar outcomes and missed deadlines. Workers displayed tenseness, anxiety, and unruly behaviour. The majority of businesses employ various strategies to recognize and deal with workplace bullying. Employees are more driven, devoted to the organization, and love their work when there is a minimal power distance between them and their superiors. The primary inquiry is the impact of bullying behaviours on organizational commitment in the workplace. Therefore, a survey will be conducted in order to investigate the meditating impact of workplace bullying among employees in Zin industries, Cameroon.

1.2 Statement of the Problem

Recent years have seen a rise in the study of workplace bullying, with an emphasis on examining the effects of bullying on workers' job satisfaction (Kadilak, 2018). HR strategies that can develop a long-term workforce are necessary for today's worldwide business needs. According to research, workplace bullying manifests as an excessive workload, disrespect for other people's thoughts and perspectives, and sexual assault (Bentley, 2018). These behaviours can lead to psychological distress and stress at work (Rai & Agarwal, 2018). According to Hendricks et al. (2018), employees that establish social exchange links between organisations seem to perform well and exhibit good work attitudes and behaviours with integrity as a balance (Morand, Merriman, & Deckop, 2020). Theoretical research has looked at victimisation, emotional abuse, harassment, and hostility in the workplace (Akella & Seay, 2022). 

These elements harm the business and reduce employee commitment and performance, which leads to subpar work. Workplace bullying amplifies feelings of rage, anxiety, and overanalyzing, all of which can result in heart attacks and strokes, low self-esteem and confidence, absenteeism, subpar work, and difficulty keeping a job (Akbolat, Amarat, Yildirim, Yildirim, & Taş, 2022; Vranjes, Elst, Griep, De Witte, & Baillien, 2022). A recent study carried out Akella, D., et al.(2022) looks at the ways that indirect aggressive methods—which are viewed as typical deviant behaviors have a significant impact on bullying in a number of different forms.Thus, it is in the light of this, the study seeks to investigate the meditating impact of workplace bullying among employees in Zin industries, Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to investigate the meditating impact of workplace bullying among employees in Zin industries, Cameroon. Specifically, the study will;

Examine the relationship between workplace bullying and meditation levels among employees in Zin Industries, Cameroon.

Examine the psychological effects of workplace bullying on employees in Zin Industries, Cameroon.

Investigate the factors contributing to workplace bullying within Zin Industries, Cameroon.

Examine the potential coping mechanisms utilized by employees to deal with workplace bullying in Zin Industries, Cameroon.

1.4 Research Questions 

The following questions have been prepared for the study:

How does workplace bullying correlate with the meditation levels of employees at Zin Industries in Cameroon?

What psychological impacts do employees at Zin Industries in Cameroon experience as a result of workplace bullying?

What are the underlying factors that contribute to workplace bullying within Zin Industries in Cameroon?

What coping mechanisms do employees at Zin Industries in Cameroon employ to manage workplace bullying?

1.5 Research Hypotheses

H0: There is no significant impact of workplace bullying on the meditation levels of employees in Zin Industries, Cameroon.

Ha: There is a significant impact of workplace bullying on the meditation levels of employees in Zin Industries, Cameroon.

1.6 Significance of the Study

The study will shed light on the larger cultural ramifications within the organization and assist in guiding efforts to foster a positive and welcoming work environment. Moreover, it is going to be used as a literature review by other scholars. As a result, this work will be available as literature that can be critically reviewed for use by other students who may choose to perform research in this field. Invariably, the result of the study contributes immensely to the body of academic knowledge with regards to the meditating impact of workplace bullying among employees in Zin industries, Cameroon.

1.7 Scope of the study

The scope of this study is boarded on the meditating impact of workplace bullying among employees in Zin industries, Cameroon. Empirically, this study will examine the relationship between workplace bullying and meditation levels among employees in n organization, the psychological effects of workplace bullying on employees, Cameroon, investigate the factors contributing to workplace bullying in an organization, Cameroon and examine the potential coping mechanisms utilized by employees to deal with workplace bullying in an organization.

Geographically, the study will be delimited to employees of Zin industries, 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 bullying: refers to the persistent mistreatment or harassment of an individual or group within a work environment. 

Employees: are people who are employed by a company to carry out particular duties or responsibilities in exchange for pay

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