Below is a brief overview of this Project Work.
Format: MS WORD
| Chapters: 1-5
| Pages: 73
LOCUS OF CONTROL, JOB STATUS, GENDER AND PERCEIVED JOB INSECURITY AMONG BANK WORKERS
ABSTRACT
This study investigated locus of control, job status and gender as predictors of perceived job insecurity among bank workers. Two hundred (200) bank workers (122 males and 78 females) drawn from first bank Plc, fidelity bank Plc, zenith bank Plc, Union bank Plc and Access bank Plc all in Nsukka, Enugu state participated in the study. Locus of control scale (LCS) and Job insecurity inventory (JII) were used for data collection. It was hypothesized that locus of control, job status and gender as predictors of perceived job insecurity. Results of correlation matrix showed that Locus of controls, Job status and gender are not significant predictors of cognitive and affective job insecurity. Implications and Limitations of the study were discussed and suggestions made for further studies.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It is widely believed that the changing world of work and its implications as well as the demand on organizations for better performance and competitiveness are taking their tolls on the emotional well-being of employees (De Witte, 1999). The effect is large-scale work force reduction, job insecurity, and unemployment. Moses (1998) argues that once valued social contract that guaranteed job insecurity has been replaced by a reality that employees remain employed as long as they can make a contribution and skills and knowledge are needed by the organization. According to Moses (1998), the work roles have changed so much that workers have lost their sense of protection. In the past, organization provided a sense of security, allowing employees to belong to something bigger than themselves as well as identification with people that are like-minded and working for a common purpose that instills pride and meaningfulness (Moses, 1998).
Investment in medium and large scale manufacturing enterprise by Nigerian entrepreneurs has continued to grow but little is known about their organization and its management in general and the nature of working conditions and employee commitment in particular. A study by Dieker (1997), which examined the relationship between working conditions and employee commitments in twenty indigenous owned private manufacturing firms in South east Nigeria shows that these firms have the potentials to contribute to the industrial future of the country.
However, a substantial number of their workers are dissatisfied with the extrinsic and equity factors of their work which are stronger predictors of employee commitment than the intrinsic responsibility component. To build a viable workforce for enterprise success and industrial development, entrepreneur should invest in the long- term goals of their workers and learn to balance their own interests with those of their employees.
In Nigeria, May Day is celebrated like any other countries in the world but, her citizens have been confronted with massive unemployment especially among youths. Thousands of university graduates are roaming the streets without jobs while thousands of Nigerian bankers have lost their jobs. Even those at work face inequality and this has become a major challenge. All these are issues which successive governments in Nigeria have failed to address on May Day. The consolidation reforms under Professor Charles Soludo in 2005, streamlined banks in the country to just twenty five with strong capital base with high expectations that the industry would take its driver’s seat in growing the economy. This dream was shattered by poor corporate governance, credit indiscipline and financial recklessness. Major sectors of Nigerian organization, manufacturing industries, energy and basic infrastructures continue to suffer.
More importantly, despite the effort of competent hands in some institutions and industries, virtually all the banks, insurance and financial empires have entrenched policies that are definitely antithetical to security of jobs, its creation...
ABSTRACT
This study investigated locus of control, job status and gender as predictors of perceived job insecurity among bank workers. Two hundred (200) bank workers (122 males and 78 females) drawn from first bank Plc, fidelity bank Plc, zenith bank Plc, Union bank Plc and Access bank Plc all in Nsukka, Enugu state participated in the study. Locus of control scale (LCS) and Job insecurity inventory (JII) were used for data collection. It was hypothesized that locus of control, job status and gender as predictors of perceived job insecurity. Results of correlation matrix showed that Locus of controls, Job status and gender are not significant predictors of cognitive and affective job insecurity. Implications and Limitations of the study were discussed and suggestions made for further studies.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It is widely believed that the changing world of work and its implications as well as the demand on organizations for better performance and competitiveness are taking their tolls on the emotional well-being of employees (De Witte, 1999). The effect is large-scale work force reduction, job insecurity, and unemployment. Moses (1998) argues that once valued social contract that guaranteed job insecurity has been replaced by a reality that employees remain employed as long as they can make a contribution and skills and knowledge are needed by the organization. According to Moses (1998), the work roles have changed so much that workers have lost their sense of protection. In the past, organization provided a sense of security, allowing employees to belong to something bigger than themselves as well as identification with people that are like-minded and working for a common purpose that instills pride and meaningfulness (Moses, 1998).
Investment in medium and large scale manufacturing enterprise by Nigerian entrepreneurs has continued to grow but little is known about their organization and its management in general and the nature of working conditions and employee commitment in particular. A study by Dieker (1997), which examined the relationship between working conditions and employee commitments in twenty indigenous owned private manufacturing firms in South east Nigeria shows that these firms have the potentials to contribute to the industrial future of the country.
However, a substantial number of their workers are dissatisfied with the extrinsic and equity factors of their work which are stronger predictors of employee commitment than the intrinsic responsibility component. To build a viable workforce for enterprise success and industrial development, entrepreneur should invest in the long- term goals of their workers and learn to balance their own interests with those of their employees.
In Nigeria, May Day is celebrated like any other countries in the world but, her citizens have been confronted with massive unemployment especially among youths. Thousands of university graduates are roaming the streets without jobs while thousands of Nigerian bankers have lost their jobs. Even those at work face inequality and this has become a major challenge. All these are issues which successive governments in Nigeria have failed to address on May Day. The consolidation reforms under Professor Charles Soludo in 2005, streamlined banks in the country to just twenty five with strong capital base with high expectations that the industry would take its driver’s seat in growing the economy. This dream was shattered by poor corporate governance, credit indiscipline and financial recklessness. Major sectors of Nigerian organization, manufacturing industries, energy and basic infrastructures continue to suffer.
More importantly, despite the effort of competent hands in some institutions and industries, virtually all the banks, insurance and financial empires have entrenched policies that are definitely antithetical to security of jobs, its creation...
How to Download the Full Project Work for FREE
- You can download the Full Project Work for FREE by Clicking Here.
- On the other hand, you can make a payment of ₦5,000 and we will send the Full Project Work directly to your email address or to your Whatsapp. Clicking Here to Make Payment.