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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.
TABLE OF
CONTENTS
Title page
Abstract
Table of
Contents
List of
Tables
List of Appendices
CHAPTER ONE:
INTRODUCTION
State of the
Problem
Purpose of
the Study
Operational
Definition
CHAPTER TWO:
LITERATURE REVIEW
Theoretical
Review
Empirical
Review
Summary of
Literature Review
Hypotheses
CHAPTER
THREE: METHOD
Participants
Instrument
Procedure
Design and
Statistics
CHAPTER
FOUR: RESULT
CHAPTER
FIVE: DISCUSSION
Implications
of the Study
Limitations
of the Study
Suggestions
for Further Studies
Summary and
Conclusion
REFERENCES
APPENDIXES
CHAPTER ONE
INTRODUCTION
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insecurity has been replaced by a reality that employees remain employed as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.....
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