AN INVESTIGATION ON THE EFFECT OF WORKPLACE VIOLENCE ON EMPLOYEE TURNOVER INTENTION AMONG CIVIL SERVANTS IN BAFOUSSAM, CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Workplace violence is a major concern when it comes to the health and safety of employees in the workplace. Richards (2018), assert that workplace violence include instances where employees experience mistreatment, intimidation, or physical aggression related to their employment, especially on their commute to and from work. These situations include a direct or indirect peril to their safety, welfare, or physical condition. Furthermore, workplace violence includes both tangible and intangible manifestations of hostility. In addition, it encompasses a variety of actions including physical aggression, murder, theft, verbal mistreatment, harassment, intimidation, shouting, sexual and racial discrimination, derogatory language, intimidation, and deliberate damage to work materials and equipment. In addition, Fletcher, Cavanaugh, & Brakel (2020) offered a precise description of a "work or workplace-related issue that adversely affects the efficiency and well-being of employees". Similarly, research has shown that the existence of aggressive behaviour in the workplace results in employees suffering heightened levels of stress, anxiety, burnout, and depression. Moreover, workplace violence has been recognized as a factor that contributes to reduced job satisfaction, as well as lower levels of job involvement and employees' intention to leave their jobs. Turnover intention is the level of an individual's inclination to leave their current work and seek new employment possibilities (Chao, 2019). It can also be defined as an employee's inclination to quit their current work and seek employment elsewhere. Workplace violence has a harmful effect not just on the individuals directly targeted by such behaviour, but also on those who witness such acts of violence. Witnessing any type of violence in the workplace might cause workers to feel apprehensive, as they may worry about perhaps experiencing violence themselves at a later time. Studies have shown that when employees have a strong feeling of fear or anxiety about violence, it has a negative impact on their intentions to leave their job.Therefore, a survey will be conducted in order to investigate the effect of workplace violence on employee turnover intention among civil servants in Bafoussam, Cameroon.

1.2 Statement of the Problem

When determining employee turnover costs, three primary components are considered: expenses related to recruiting new employees, costs associated with replacing departing employees, and expenditures for training new hires (Butt & Yazdani, 2021). Multiple studies have found that workplace rudeness is a precursor to the display of impolite and violent behaviour (Tricahyadinata et al., 2020). Similarly, Tricahyadinata et al. (2020), contend that rudeness can elicit comparable responses from others or escalate into more severe conduct. This can result in a type of reprisal and provoke the other party to engage in more severe measures. Under such conditions, highly detrimental forms of counterproductive work behaviour, such as hostility or violence, will arise. Additionally, studies have found that being courteous in the workplace is negatively correlated with productivity and job satisfaction, but positively correlated with absenteeism, delays, and the intention to switch employment (Lewis, P. S., & Malecha, 2018) (Zia-ud-din et al., 2017) (Chen et al., 2021) (Rahim & Cosby, 2016).According to Muhammad, employee turnover is a significant problem that has a profound impact on the overall functioning of an organization (Ubagu and Gbuushi, 2020). Many experts recommend that organizations implement clear Standard Operating Procedures (SOPs) to bridge the gap between top management and middle management. This will help detect and address the issue of staff turnover in the organization (Muhammad et al., 2019). Thus, it is in the light of these that the study seeks to investigate the effect of workplace violence on employee turnover intention among civil servants in Bafoussam, Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to investigate the effect of workplace violence on employee turnover intention among civil servants in Bafoussam, Cameroon. Specifically, the study will;

1.Investigate the prevalence of workplace violence among civil servants in Bafoussam, Cameroon

2.Find out the impact of workplace violence on employees' turnover intentions among civil servants in Bafoussam, Cameroon

3.Examine the relationship between workplace violence and employee turnover intention among civil servants in Bafoussam, Cameroon

1.4 Research Questions

The following questions have been prepared for the study:

What is the prevalence of workplace violence among civil servants in Bafoussam, Cameroon?

What is the impact of workplace violence on employees' turnover intentions among civil servants in Bafoussam, Cameroon?

Is there a relationship between workplace violence and employee turnover intention among civil servants in Bafoussam, Cameroon?

1.5  Research Hypotheses

H0: There is no significant relationship between workplace violence and employees' turnover intentions.

Ha: There is a significant relationship between workplace violence and employees' turnover intentions.

1.6  Significance of the Study

This research will assist the Cameroonian government and policy makers in implementing a comprehensive policy that addresses both the physical and psychosocial aspects of work settings. By doing so, it will effectively decrease instances of workplace violence and enhance the overall well-being of civil servants. Moreover, the discoveries will aid in safeguarding civil personnel from unjust treatment, thereby mitigating the detrimental effects of workplace violence. 

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 civil servants.

1.7 Scope of the study

The scope of this study is boarded on the effect of workplace violence on employees’ turnover intentions. Empirically, the study will investigate the prevalence of workplace violence among civil servants, find out the impact of workplace violence on employees' turnover intentions among civil servants and examine the relationship between workplace violence and employee turnover intention among civil servants in Bafoussam, Cameroon

Geographically, the study will be delimited to civil servants in Bafoussam, 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

Employee turnover: the rate at which employees leave an organization and need to be replaced. 

Workplace violence: any act or threat of physical violence, harassment, intimidation, or other aggressive behavior that occurs in or is related to the workplace (Al-Shiyab & Ababneh, 2018)

Turnover intention: refers to an employee's inclination or desire to leave their current job or organization within a certain period.

---

---