WORKPLACE INJUSTICE AND THE PLACE OF THE VICTIM; THE ANTECEDENTS OF TALK ABOUT WORKPLACE INJUSTICE IN THE UNIVERSITY OF BAMENDA, CAMEROON

Autores/as

  • Mbayong Napoloen Arrey Senior Lecturer, Dr., Human Resource Management, Department of Management and Marketing, Faculty of Economics and Management Sciences, University of Bamenda, Cameroon
  • Emmanuel Mbebeb Fomba Associate Professor of Educational Psychology, Vice Dean in charge of Research and Cooperation, Faculty of Education, University of Bamenda, Cameroon
  • Nicodemus Tiendem Senior Lecturer, Dr. in Management, Department of Management Sciences, Faculty of Social and Management Sciences, University of Buea, Cameroon

DOI:

https://doi.org/10.46827/ejhrms.v6i1.1334

Palabras clave:

workplace injustice, place of the victim, antecedents of talk, University of Bamenda

Resumen

Purpose: This study examines the role of a victim of workplace injustice in their own recovery process. It asks: can victims recover from the negative effects of a fairness violation, and more specifically, can talk, that is, conversation with others, aid such a recovery process? This study argues that such victims of workplace injustice will be motivated to reduce this distressing condition, to repair their relational selves, via talk. It is argued that this state of threatened relational need will lead to both emotional and cognition talk via anger. Methodology/Design/Approaches: A repeated cross-sectional survey was carried out at two time points separated by six weeks. The data and analyses for this study came from the first survey, with a replication of the results conducted with the second time point of data to examine the validity of the findings. The sample for this study used 166 employees of the University of Bamenda. The average age of participants was 43 years (SD = 15.66), and their tenure with the company was on average 7.94 years (SD = 7.33). Sixty percent (60%) of the participants were Female. Findings: The study uncovered antecedents and consequences of talk; anger and thwarted justice needs were found to trigger talk, with an interaction between emotion and cognition talk driving victim-centred outcomes of rumination, self-affirmation and active solutions. Research Limitations: It should be noted, that the present study is perhaps best assessed by cross-sectional design rather than separating predictor and criterion variables over separate time periods. The issue lies with the nature of talk – conversations unfold soon after an event. Too much temporal separation leaves a researcher open to missing the fundamental intricacies of conversation that occurs and perhaps artificially inflating the links between injustice, needs and talk. Originality: This empirical research is the first of its kind to be carried out within the context of the victims of injustice at the University of Bamenda. The study area is unique as no related research has been carried out within the University of Bamenda. As such, if the findings of this study are implemented within the study area, the present study will be one step towards a greater appreciation of workplace injustice as experienced through the eyes of a victim, providing impetus to the integration of both organisational justice and talk as fields of enquiry.

Biografía del autor/a

  • Mbayong Napoloen Arrey, Senior Lecturer, Dr., Human Resource Management, Department of Management and Marketing, Faculty of Economics and Management Sciences, University of Bamenda, Cameroon

    Dr. Arrey Mbayong Napoleon is a graduate from the University of Buea, Cameroon, University of Hertfordshire, UK, INTI International University Nilai-Malaysia and University of Hertfordshire, UK where he earned a BA in History, an MA in Management, an MBA and PhD in Human Resource Management and Employment Relations respectively. He is a Senior Lecturer of Human Resource Management and Organisational Behaviour in the University of Buea with the following research interest: workplace fairness, work life balance, emotions at work, work place deviances, dysfunctional work behavior, emerging trends and technological changes and technology and social impacts. Link to Academia.edu: https://www.independent.academia.edu/NapoleonArreyMbayong

  • Emmanuel Mbebeb Fomba, Associate Professor of Educational Psychology, Vice Dean in charge of Research and Cooperation, Faculty of Education, University of Bamenda, Cameroon

    Dr. Fomba Emmanuel Mbebeb is a graduate from the University of Douala, Lagos and Yaounde, where he earned his doctorate, master and BSc respectively. He is an Associate Professor of Organisational Psychology and Human Resource Management in the University of Bamenda, with the current research foci: workplace health and safety, risk perception, risk taking motivation, workplace fairness, people management in time of crisis, personality of business operators, psychological risk factors. Link to research gate: https://www.researchgate.net/profile/Fomba-Emmanuel-Mbebeb

  • Nicodemus Tiendem, Senior Lecturer, Dr. in Management, Department of Management Sciences, Faculty of Social and Management Sciences, University of Buea, Cameroon

    Dr. Tiendem Nicodemus has earned a PhD, MSc and BSc in Management from the University of Buea in Cameroon. He is a Senior Lecturer in Management at the University of Buea with the following Research interest: supply chain management, marketing and business management. 

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Publicado

2022-10-03

Número

Vol. 6 Núm. 1 (2022)

Sección

Articles