The Impact of Organizational Politics on Employee Performance: Analysis of Nepotism, Favoritism, and Power Dynamics on National Commission for Social Action (NaCSA) in Sierra Leone
The study explores the impact of organizational politics on employee performance within the National Commission for Social Action (NaCSA) in Sierra Leone, with a specific focus on nepotism, favoritism, and power dynamics. Employing a quantitative research approach, data were collected from full-time employees across various hierarchical levels using a purposive sampling technique. The findings reveal a significant positive relationship between nepotism and employee performance, indicating that personal relationships within the organization can enhance job satisfaction and performance. Equally, favoritism and power did not show significant influences on employee performance, highlighting the complex nature of organizational dynamics. Mediation analysis further suggests that nepotism indirectly affects power through employee performance, while favoritism shows a weak positive relationship with power but remains statistically insignificant. The study underscores the importance of considering cultural and social contexts, such as family ties and political affiliations, in understanding organizational behavior in Sierra Leone. Future research should delve deeper into the mechanisms of these relationships and explore strategies to balance nepotism with meritocracy to foster a fair and productive work environment.
