WORKPLACE INCIVILITY AND EMPLOYEES’ INTENTION TO STAY IN SELECTED OIL AND GAS COMPANIES IN RIVERS STATE.
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WORKPLACE INCIVILITY AND EMPLOYEES’ INTENTION TO
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TABLE OF CONTENTS
CHAPTER
ONE
Context of the
Problem 1
Statement of the
problem 3
Conceptual framework 5
Purpose of the study 6
Research questions 6
Research hypotheses 7
Significance of the
study 7
Scope of the study 8
Limitation of the
study 8
Operational
definition of terms 9
CHAPTER
TWO
Introduction 12
Workplace incivility
defined 12
Intention to say
Defined 14
Dimensions of
workplace incivility 17
Measures of Employees
intention to stay 26
Relationship between
workplace Incivility and
intention to stay 27
Moderating role of corporate
culture on intention to stay 32
Conclusion
CHAPTER
THREE
Introduction 39
Research design 39
Population of the
study 40
Sampling
procedure/sample size determination 40
Data collection
methods 42
Operational measures
of the variables 42
Test of validity and
reliability 45
Data analysis
technique 46
Appendix
Letter of
Introduction
Research
questionnaire
CHAPTER ONE
1.1 CONTEXT OF THE PROBLEM
Employees
are the most valuable assets of every organization, without them, achieving
organizational goals would be impossible. They are the vehicle on which the
organization rests and one of the greatest challenges faced by the Human
Resources unit of most organizations is retaining these employees. The
contemporary organization would do all within its capacity to ensure that
employee turnover rate is kept as low as practicable because of the associated
negative impacts on the organization, which could range from cost involved in recruiting
and training of new employees to destabilization of the organization’s human
resources supply.
It
is the responsibility of the Human Resources unit to be conscious of the
organization’s employee retention capacity at every point in time in order to
be able to develop and maintain fit-for purpose strategies and policies. In
doing this, they must have an in-depth understanding of the real reasons why
employees would prefer to remain in the organization and not simply people’s
perception. This is because sometimes, the attractive salaries and pleasant
working condition offered cannot guarantee employees’ loyalty and commitment to
the organization as there are many other factors that influence employees’
intention to stay in the organization. It is also pertinent to state that just
as Frederick Henzberg posited in this Two-factor theory, the opposite factors
that result in employee turnover may not be responsible for employees’
intention to stay. For instance, low salaries could account for high employee
turnover, but high salaries on the other hand, may not positively influence
employee’s intention to stay.
Majority
of the organizational studies have had their focus on the very obvious elements
within and outside the organization that have the capacity to impact one aspect
of the organization or another. For instance, a lot of studies on improving
employee as well as organizational performance have been undertaken using
dependent variables. But not much has been said about incivility in the
workplace and its impact on the organization, especially in Nigeria. This could
partly be as result of the fact that not many managers have come to terms with
the fact that there are benefits in properly managing and curtailing workplace
incivility in their organizations, and that incivility, if not put under check,
could result in serious cost implication to the organization. Incivility or
employee lack of regard for one another is costly to organizations in subtle
and pervasive ways. Although uncivil behaviours occur commonly, many
organization fail to recognize them, few understand their harmful effects, and
most managers and executives are ill equipped to deal with them. (Pearson, C.M.
& Porath C.L., 2005).
Organization
today are much concerned with ensuring that the workplace is free of violence
and other conspicuous unethical behaviour which are easily identified as
detrimental to the growth and progress of the organization. But at the same
time, they neglect the seemingly lesser
forms of interpersonal mistreatment which unknown to them, could metamorphose
form a misdemeanor to an epidemic of bad and uncivil behaviours within the
organization.
Pearson
and Porath argued in their book titled “The cost of Bad Behaviour”, that petty
incidence of workplace rudeness exact a staggering economic toll that managers
would be foolish to ignore. According to their study, incivility unleashes a
set of complicated and destructive dynamics on individuals, teams, and
organizations that impede performance and create organizational dysfunction on
a number of levels leading to diminished financial results. From their research
on workplace incivility among American and Canadian employees, they discovered
that employees who experience incivility were deeply affected and most took
corresponding actions to get even either directly or indirectly, with the
perpetrators.
Most
of the employees that were targets of incivility internationally lowered their productivity,
cut back work hours, lost respect for their bosses, put in minimal acceptable
effort, and sometimes even left their jobs.
There
is a phenomenal amount of cost and types of cost that are attributable to
incivility, and it is against this background that this study seeks to assess
incivility in the Nigerian work context, using the oil and gas sector as a case
study. Therefore, this study seeks to ascertain the relationship between
workplace incivility and the intention of employees to stay in selected oil and
gas companies in Rivers State.
1.2 STATEMENT
OF THE PROBLEM
Several
studies have shown that intention to stay is the most important determinant of
turnover (Tett 7 Meyer, 1993; Igharia & Greenhaus, 1992) Dalessio, et al
(1986) were of the opinion that greater attention should be placed on intention
to stay rather than turnover, as whenever an employee leaves, an organization
has to incur the cost of recruiting and maintaining a new employee. There is no
gainsaying whether or not incivility exists in the Nigerian work environments,
as such the essence of this study is not determine if it exists within the
Nigeria Oil and Gas industry or not. A system made up of human and human
interactions where incivility or uncivil behaviours are never found is a
“perfect” system.
According
to Sigmund Freud’s parallel of humans and porcupines “like porcupines, people
prick and injure one another if they get too close; they feel cold if they get
too far apart”. Studies show that most American business has an incivility
problem and uncivil behaviours continue to be on the rise. This discovery is
made possible because American researches have dedicated time, efforts and
other resources ins studying that aspect of the American business with a view
of not only creating awareness, but also to proffer solutions on how to tackle
this workplace phenomenon. About on fourth of the workers studied by Pearson
and Porath in 1998, said they were treated rudely one or more per week and by
2005, the number had risen to nearly half. They reported that 95 percent of the
workers in 2005 confessed to have experienced incivility from their coworkers.
A study by Gallup, a research-based performance management consulting firm,
tiled “Feeling Good Mattes in the Workplace” found that 73 percent of workers
do not feel good. 14 percent of the respondent say that they are actively
disengaged as a result, and they admitted to doing what they can to undermine
their organizations and their coworkers.
Workplace
incivility has devastating impact on employees as well as the organization as a
whole. When it becomes widespread in the workplace, the stress level of
employees could rise, their performance could suffer, and they can become
de-motivated, apathetic and even angry. A review of existing literatures
revealed that efforts have been expended by researches in trying to provide a
theoretical framework in order to identify the antecedents and consequences of
workplace incivility (Anderson and Pearson, 1999; Porath, et al, 2000; Johnson
and Indvik, 2001, etc). The works of these and other researchers are significant
in terms of reporting the seriousness of incivility as well as creating the
necessary awareness in the public domain. However, there appears to be no
empirical study that simultaneously investigates the relationship between
workplace incivility and employees’ intention to stay. It also appears there is
dearth of studies on incivility in the Nigerian work context, especially in the
oil and gas industry. It is against this background that this study seeks to
investigate the relationship between workplace incivility and employees’
intention to stay in selected oil and gas companies Rivers State.
1.3 CONCEPTUAL
FRAMEWORK
Figure 1.1: Conceptual framework
of workplace incivility and employees intention to stay.
Source: Conceptualized by the
Researcher
The
conceptual framework for this study is a framework of analyzing the
relationship between workplace incivility and employees intention to stay. The
independent variable (workplace incivility) is on the left hand side of the
model while the dependent variable is on the right hand side of the model. The
moderating variable is located in the middle. The four dimensions of the
independent variable (workplace incivility) identified by Blau and Anderson
(2005), adopted Morteza M. et al (2012) are; (1) discrimination; (2) Sexual
Harassment; (3) Social Isolation; (4)
Sabotage. On the other hand, the dependent variable, employees intention to
stay, will be measured directly with intention to stay as used by several
researchers (Johanim et al, 2012; Vimala S., 2012; Shakeel M, and Safdar U.,
2012;Gary A., 2012; Noraani et al, 2011; Yasushi et al, 2006; Mattias R. and
Benjamin E., 2005; etc). also indicated in the framework, is the moderating
effect of corporate culture on the relationship between workplace civility and
employees intention to stay. We are assuming that the relationship between the
independent variable and the dependent variable may be directly moderated by
the culture of the organization.
1.4 PURPOSE
OF THE STUDY
The purpose of this study is to examine the
relationship between workplace incivility and employees intention to stay in
the oil and gas sector in Nigeria. Specially, this study seeks to;
i. Ascertain
the relationship between discrimination and intention to stay.
ii. Examine
the relationship between sexual harassment and intention to stay.
iii. Find
out the relationship between social isolation and intention to stay.
iv. Investigate
the relationship between sabotage and intention to stay.
v. Examine
if corporate culture will moderate the relationship between workplace
incivility on employees’ intention to stay.
1.5 RESEARCH
QUESTIONS
The
focus of research question to be addressed in this study is: what is the
relationship between workplace incivility and employees’ intention to stay?
This study seeks to address the following specific research questions.
i. What
is the relationship between discrimination and intention to stay?
ii. What is
the influence of sexual harassment on intention to stay?
iii. What is
the relationship between social isolation and intention to stay?
iv. What is
the influence of sabotage on intention to stay?
v. Will corporate
culture moderate the relationship between workplace incivility and employees’
intention to stay?
1.6 RESEARCH HYPOTHESES
The following hypotheses will be tested in this
study.
H01:
There is no significant relationship between Discrimination and Intention to
Stay.
H02:
There is no significant relationship between sexual harassment and intention to
stay.
H03:
There is no significant relationship between social isolation and intention to
stay.
H04:
There is no significant between sabotage and intention to stay.
H05:
Corporate Culture will not moderate the relationship between Workplace
Incivility and Employees’ Intention to stay.
1.7 SIGNIFICANCE
OF THE STUDY
What
incited this research investigation is that there appears to be a substantial
body of theory and research internationally on workplace incivility, but none
of these researchers have specifically linked workplace incivility to
employees’ intention to stay. This study will definitely contribute to existing
knowledge on the topic under study- workplace incivility and employees’
intention to stay. Apart from the aforementioned, management practitioners will
also benefit greatly from the study as it will reveal the relationship between
workplace incivility and employees’ intention to stay.
It
is believed that at the end of this study, much revelation would have been made
on workplace incivility and its relationship with employees’ intention to stay
in organizations in the Nigerian work context with a focus on employees in the
Oil and Gas industry.
The
significance of this study is embedded within the potential impact the findings
from the study may have on organizational management, researchers and
practitioners of management. An example of potential impact on organizational
management could be the development of management training and increased
awareness in the area of workplace incivility. Consideration could also be
given to the importance of formulating and implementing corporate policies to
control uncivil behaviorus within the workplace with a view to enhancing
employees’ intention to stay in the organization. The findings from this study
is also anticipated to be of immense benefits to researchers and practitioners
of management, in that it is expected to serve as a springboard for further
research on workplace incivility and employees’ intention to stay both within
and outside the oil and gas industry.
1.8 SCOPE
OF THE STUDY
Content Scope:
The review literature of this study will be restricted to literatures on
workplace incivility and employees’ intention to stay.
Geographical Scope:
In terms of the geographic scope, the target industry is the oil and gas sector
in Nigeria. The research will be conducted using selected oil and gas companies
in Rivers State.
Unit of Analysis:
The unit of analysis of this study will be at individual level; information on
workplace incivility and its impact on employees’ intention to stay will be
elicited from the employees of the selected companies using questionnaires.
1.9 LIMITATION
OF THE STUDY
It
is imperative to state that this research should not be assumed to be an
exhaustive study on the variables under consideration. This is as a result of
the existence of uncontrolled factors that have been envisaged to impact the
study findings. Firstly, the time and resources available to undertake this
study will, obviously, be constraints to the scope, such that the findings may
not fully represent the view of all the employees in the Nigerian oil and gas
industry as well as other sectors of the Nigerian economy. Secondly, the
sensitivity of the sample element (employees) is envisaged to have considerable
impact on their willingness to release vital information which will, in turn,
affect the validity of the findings of this study. Lastly, an employee in the
oil and gas industry appears to be highly conscious, hence, it is anticipated
that some difficulty in accessing respondent might be experienced.
1.10 OPERATIONAL
DEFINITION OF TERMS
In
order to achieve the purpose of this research and to eliminate any ambiguity as
regards some of the concepts considered pivotal in this work, the following are
some the concepts used as well as their meanings within the context of this
study.
Corporate Culture:
This refers to the shared values, attitudes, standards, and beliefs that
characterize members of an organization and define its nature. It is rooted in
an organization’s goals, strategies, structure, and approaches to labor,
customers, investors, and the greater community.
Discrimination:
This entails treating people differently because of certain characteristics,
such as race, colour, gender, or religion, which results in the impairment of
equality of opportunity and treatment. In other words, it is the act of
treating a particular group or person differently based on solely on his or her
protected classification.
Intention to Stay:
It is the tendency or the willingness of an employee to remain employed in an
organization.
Sabotage:
This is considered as deliberate action(s) taken by an employee (s) to hinder
or undermine or disrupt the operations of an organization. This can range from
deliberated nonperformance to acts of vandalism, to financial fraud.
Sexual Harassment:
An unwelcome sexual behaviour, which could make a person feel offended,
humiliated or intimidated. Sexual harassment can be physical, verbal or
written.
Social Isolation:
This is considered the absence of social interactions, contacts, and
relationship with colleagues in the workplace. It is also distancing of an
individual, physically or psychologically, or both, from his or her network of
desired or needed relationship with others within an organization.
Workplace Incivility:
This is a form of organizational deviance characterized by low intensity
behaviour that violate respectful workplace norms, appearing vague as to intent
to harm. Unethical behaviours are characteristically rude and discourteous,
displaying a lack of regard for others.
1.11 ORGANIZATION
OF THE STUDY
This
study is organized into five chapters. Chapter one introduces the topic of this
thesis with an overview of the two major concepts under consideration and
established the roadmap for this study. Chapter two focused on the review of
related literatures on workplace incivility and employees’ intention to stay
with an attempt to establish a relationship between the two concepts based on
existing body of knowledge. Chapter three outlines the methodology used for
testing the hypotheses generated based on conceptual framework and research
questions of the study, together with a discussion on the sample, design
procedure, instrumentation, and statistical analyses employed for this purpose.
Chapter four presents and interprets the results of statistical analyses and
findings from the test on the study hypotheses. Finally, chapter five further
discusses the results, its implications and provides the recommendations
emanating from the study.
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