ORGANIZATIONAL POLITICS AS PREDICTOR OF EMPLOYEE JOB ENGAGEMENT IN THE NIGERIAN PUBLIC SECTOR: THE CASE OF LOCAL GOVERNMENT COUNCILS IN DELTA STATE

This study examined the impact of organizational politics on employee engagement in local government councils in Delta State, Nigeria, focusing on three primary factors: lack of transparent policies, high levels of perceived organizational politics, and favoritism in promotion practices. Using a quantitative research approach, the study made use of the questionnaire to collect data from a population of 254 employees. Simple linear regression was used to test the hypotheses formulated to determine the effect of the independent variable on the dependent variable. The findings reveal that lack of transparency in policies related to promotion, performance appraisals, and resource allocation fosters a sense of distrust and unfairness among employees, reducing their engagement and motivation to perform optimally. The study also highlighted that employees who perceive high levels of organizational politics tend to prioritize self-preservation over organizational commitment, leading to decreased productivity and service quality. Moreover, favoritism in promotion processes not only diminishes employee morale but also weakens their organizational commitment, as they feel that advancement is based on personal biases rather than merit. Accordingly, the study recommended that local government councils should implement fair, transparent, and meritbased policies to mitigate the adverse effects of organizational politics. By fostering a more equitable and transparent workplace, local government councils can enhance employee engagement, improve commitment, and promote a higher standard of service delivery.