ORGANISATIONAL POLITICS AND EMPLOYEE PERFORMANCE: A STUDY OF SELECTED TERTIARY INSTITUTIONS IN ANAMBRA STATE, NIGERIA

Goodfaith Nnenna Okeke, Ass. Prof. Stella Ifeyinwa Mbah

Abstract


The study aimed at investigating the effect of cultural animosity, pay and promotion, religious diversity and power tussle on employee performance. Relevant literature on organizational politics and employee performance was reviewed under conceptual framework, theoretical framework, and empirical review. The research work was anchored on Just World Theory. Survey research design was implemented. The population of the study was 5403. The statistical formula devised by Fawett (1997) and Nwana’s (1992), was employed to arrive at a sample size of 540. Multiple Regression Analysis (MRA) method was used in testing the hypotheses. The study discovered that there is a positive relationship between Cultural animosity and organizational performance in tertiary institutions under study. Pay and promotion has a positive relationship on employee performance in tertiary institutions under study. Religious diversity has a positive relationship on employee performance in tertiary institutions under study. The study concluded that organizational politics has a positive relationship on employee performance in tertiary institutions particularly in Anambra State. The study recommended that organizations should understand the disparities in the culture of employees, and how the culture replicates the reactions and behavior of the employees. They should ensure equal promotional opportunities and appropriate pay structure including pay performance and other bonuses and when in place reduces the negative effects of political behaviour. Employees should be given a chance to practice their religion by management.


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