WORKPLACE BULLYING AND EMPLOYEE PERFORMANCE (A CASE STUDY OF KOSSO FARMS)

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Positive work ethics and behaviors exhibited by coworkers and supervisors leads to satisfaction and good performance (Holm et al., 2023). In contrast to this premise, such actions as swearing, name-calling, bluster, bullying, and low to high forms of deviant actions and behaviors can lead to a negative experience of the workers and a reduction in their performance (Belrhiti et al., 2021; Mehmood et al., 2024). The issue of workplace bullying has seen the growing interest of many scholars as it has been found to affect employee performance and even the overall culture of workplaces.

Visible as bouting or hounding an individual, workplace bullying is characterized as a frequent aggression that targets dignity among individuals. Roots of bullying include verbal attacks, harassment, exclusion from social settings and disruption of work efforts aimed at achieving specific objectives (Einarsen et al., 2011). Research has shown negative attitudes towards the targeted employees and such negative behaviors not only have an impact on individuals but also on the organization as morale is hindered, employee turnover increases and the effectiveness of the organization decreases (Rayner et al., 2002).

Workplace bullying affects not only the psychological state of the victims in forms of anxiety and depression but also extends its influence to job performance and productivity level (Hollis, 2015). Bullied employees are likely to be mentally demotivated and unavailable to perform their roles which discourage and inhibit their versatility towards organizational development (Nielsen et al., 2014). Also, it has been noted that employees working in hostile work environment portray increased occupational stress which affects absenteeism and work quality thereby costing the organization in terms of resources and performance results (Tehrani, 2004).

Therefore, it is imperative to deal with workplace bullying in organizations if the employees’ welfare and the existence of the organizations is paramount. Bullying is a critical problem at the work place and that has serious adverse effects on the emotional climate of a workplace, so more effective anti-bullying policies and interventions would make a better working environment and encourage greater levels of staff involvement and co-operation (Hoel & Giga, 2006). Employees in organizations where such respect and support culture is nurtured are found to be more satisfied and this is likely to evolve enhanced performance and productivity parameters (Spector et al., 2006). Therefore, the context of workplace bullying as well as employee performance presents a critical area for research and intervention.

Given the increasing recognition of the relevance of mental health at work, it is important for organizations to implement preventive measures against bullying. These include educational campaigns, mechanisms for lodging complaints, and assistance to the employees in question (Cowie & Naylor, 2000). It can therefore be logical that through comprehending the elements of workplace bullying as well as its effects on the work performance, steps can be taken by organizations to alter the situation for the better for all the concerned parties. Thus, this study seeks to assess what relationship exists between workplace bullying and employee performance at Kosso farms. Top of Form

1.2   Statement of the Problem

Workplace bullying poses a critical challenge to employee performance and organizational health, with significant implications for both individuals and businesses. Research indicates that approximately 30% of employees experience bullying in the workplace, leading to detrimental effects on their mental health, including anxiety, depression, and decreased job satisfaction (Nielsen et al., 2014). These psychological impacts often result in diminished productivity, increased absenteeism, and higher turnover rates, thereby affecting overall organizational performance (Hollis, 2015). As organizations increasingly recognize the importance of employee well-being, the prevalence of workplace bullying remains a pervasive issue that can undermine efforts to cultivate a positive and productive work environment.

Moreover, the effects of workplace bullying extend beyond the immediate targets to influence team dynamics and organizational culture. When bullying is prevalent, it can foster an atmosphere of fear and distrust, leading to reduced collaboration and communication among employees (Einarsen et al., 2011). This toxic environment not only stifles innovation and creativity but also hinders effective conflict resolution and problem-solving, essential components of a high-performing workplace (Rayner et al., 2002). Addressing workplace bullying is therefore imperative for organizations aiming to enhance employee performance and maintain a healthy workplace culture, necessitating the development of comprehensive strategies to mitigate and prevent such harmful behaviors.Top of Form

1.3   Objectives of the Study

The main objective of the study is to examine workplace bullying and employee performance. Specific objectives of the study are:

1. Investigate the prevalence and nature of workplace bullying in Nigerian organizations.
2. Examine the impact of workplace bullying on employee performance.
3. Explore the organizational factors that contribute to workplace bullying.

1.4   Research Questions

To guide the study and achieve the objectives of the study, the following research questions were formulated:

1. What are the most common forms of workplace bullying experienced by employees in Nigerian organizations?
2. How does workplace bullying affect employee job satisfaction, job commitment, and organizational citizenship behaviors?
3. What are the organizational culture and climate factors that facilitate or discourage workplace bullying?

1.5   Research Hypothesis

The following research hypothesis was developed and tested for the study:

Ho: There is no significant relationship between workplace bullying and employee performance.

1.6   Significance of the Study

The study is important for many reasons. The following are the major stakeholders this paper through its practical and theoretical implications and findings will be of great significance:

Firstly, the paper will benefit major stakeholders and policy makers in the Human Resource Management sector. The various analysis, findings and discussions outlined in this paper will serve as a guide in enabling major positive changes in the industry and sub-sectors.

Secondly, the paper is also beneficial to the organizations used for the research. Since first hand data was gotten and analysed from the organization, they stand a chance to benefit directly from the findings of the study in respect to their various organizations. These findings will fast track growth and enable productivity in the organisations used as a case study.

Finally, the paper will serve as a guide to other researchers willing to research further into the subject matter. Through the conclusions, limitations and gaps identified in the subject matter, other student and independent researchers can have a well laid foundation to conduct further studies.

1.7   Scope of the Study

The study is delimited to Kosso Farms. Findings and recommendations from the study reflects the views and opinions of respondents sampled in the area. It may not reflect the entire picture in the population.

1.8   Limitations of the Study

The major limitations of the research study are time, financial constraints and delays from respondents. The researcher had difficulties combining lectures with field work. Financial constraints in form of getting adequate funds and sponsors to print questionnaires, hold Focus group discussions and logistics was recorded. Finally, respondents wer