1.1 Introduction
Casualisation is a term used in Nigeria to describe work arrangements that are characterized by bad work conditions like job insecurity, low wages, and lack of employment benefits that accrue to regular employees as well as the right to organize and collectively bargain. Also, it is a form of involuntary servitude for a period of time. Casualisation in the Nigerian labour market is a subject of great concern. Increase casual employees are filling positions that are permanent in nature; in line with employee vulnerability in Nigeria is the high level of unemployment and accompanying poverty (Anugwon, 2007). The world economic meltdown has bred a dangerous work environment where many desperate job seekers in the labour force are willing to take any job for survival purposes rather than dignity.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.
1.2 Background of Study
The changing nature of work has taken a new dimension with the adoption of flexible work arrangements by many firms globally (ILO, 2004). Casualisation in the Nigerian labour market is a subject of great concern. Increase casual employees are filling positions that are permanent in nature; in line with employee vulnerability in Nigeria is the high level of unemployment and accompanying poverty (Anugwon, 2007). The world economic meltdown has led to a dangerous work environment where many desperate job seekers in the labour force are willing to take any job for survival purposes rather than dignity. Casualisation is the work occupations in which the demand for employment is highly variable such as port work, farm migratory work and other jobs of unskilled intermittent nature.
The issue of labour exploitation is pervasive in many organizations in Nigeria (Kazeem, 2004). This manifests itself in one form or the other including poor salary, wages and salary arrears system, training, promotion, motivation, sense of belonging, job dissatisfaction and dehumanization of work and workers. Casualisation is the other name for a temporary employment, which is manifested in industries, whether in transnational, multinational, public or private and in the informal sector.
In an attempt to maximize profit and keep up with competition, some work organizations have resorted to unethical business practices like Casualisation of workers thereby hurting workers interest and violating some fundamental labour laws (Okafor, 2007). Casualisation is therefore, part of a new era of the management of labour. It is an era which fits many workers into the needs of production and service provision by offering only very limited choices to workers. Shorter hours are usually associated with lower pay and lower skilled work. It is primarily undertaken by those with other commitments or with no other choice (Buchanan, 2004).
The issue of casualisation of work in Nigeria has become so pervasive in recent times, that the government who ought to stand against this trend is now hiring casual workers for its enterprises (Animashaun, 2007). Hence, this study intends to empirically examine the Effect of Casualisation of Work on Employees’ Job Satisfaction in the Nigerian Manufacturing Industry.
According to Kazeem (2004) Casualisation is a contemporary and controversial issue in the modern Nigerian industrial relations system. Casualisation in some ways as a phenomenon in Nigeria, has not been well accepted, this is not unconnected with the way it is practiced in the country. Casualisation is therefore, part of a new era of the management of labour. It is an era which fits many workers into the needs of production and service provision by offering only very limited choices to workers (Buchanan, 2004).
Casualisation as a form of labour practice has been defined by most management writers as the process by which employment shifts from a preponderance of full time and permanent positions to higher levels of casual positions. It can also be viewed as an employment of an irregular or intermittent nature (Rodriguez, 2009). This is sometimes caused by some kinds of workplace politics which is the use of power within an organization for the pursuits of agendas and self-interest without regard to their effect on the organization’s efforts to achieve its goals. Some of the personal advantages may include access to tangible assets or intangible benefits such as status or pseudo-authority that influences the behavior of others.
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Casualisation and Employees' Job Satisfaction in the Nigerian Manufacturing Industry.
1.3 Statement of Problems
Investigation revealed that Casualisation of employment is seen as an appropriate strategy for cost reduction. Casualisation may on the periphery seem to be justifiable since reduced cost means higher profit which is the ultimate goal of every organisation. However Casualisation ultimately presents lots of challenges for the employees and organizations alike.
Also behind this issue of Casualisation in Nigeria is the high level of unemployment and accompanying poverty. These two issues have bred a dangerous work environment and have given much aid to the prevalence of employment Casualisation, as many desperate job seekers in the labour force are willing to take any job no matter how dirty or degrading it is. Casual workers occupy a precarious position in the workplace and society, and are effectively a new set of “slaves” and “underclass” in the modern capitalist economy.
The strategy to casualize work is growing at an alarming rate and now, more and more workers in permanent employment are losing their jobs and are being re-employed as or replaced by casual or contract workers. Casual work which is supposed to be a form of temporary employment has acquired the status of permanent employment in many organizations in Nigeria without the statutory benefits associated with permanent employment status. Casual workers are subject to lower pay, barred from their right to join a union, and thereby denied medical and other benefits. Hence, the undertaking of this research study will examine the casualisation and Employees' Job Satisfaction in the Nigerian Manufacturing Industry with special reference to Nestle Nig, PLC.
1.4 Aim and Objectives of Study
The aim of the study is to investigate the effect of casualisation and Employees' Job Satisfaction in the Nigerian Manufacturing Industry. In achieving this aim, the following specific objectives were laid out as follows:
- To examine the relationship between Casualisation and employee’s job satisfaction;
- To examine the relationship between casualisation and employees’ wage;
- To examine the effect of Casualisation on employee commitment in Nestle Nigeria PLC;
- To determine the different causes of employee Casualisation; and
- To examine the effect of Casualisation of organizational performance and productivity.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Does casualisation has any relationship with employee wage?
- Is there any significant relationship between Casualisation and employee’s job satisfaction?
- What is the relationship between casualisation and employees’ career development?
- How does casualisation affect employee fringe benefits?
- What is the effect of casualisation on employee commitment in Nestle Nigeria PLC?
- What are the different causes of employee casualisation?
- What is the effect of casualisation of organizational performance and productivity?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There is no relationship between Casualisation and Employee’s job satisfaction
- H1: There is a relationship between Casualisation and Employee’s job satisfaction
Hypothesis Two
- H0: Casualisation has no significant negative influence on employee job satisfaction in Nestle Nigeria
- H1: Casualisation has a significant negative influence on employee job satisfaction in Nestle Nigeria
Hypothesis Three
- H0: There is no significant relationship between casualisation and employee wage.
- H1: There is a significant relationship between casualisation and employee wage.
Hypothesis Four
- H0: There is no significant relationship between casualisation and organizational performance and productivity in Nestle Nigeria PLC
- HI: There is a significant relationship between casualisation and organizational performance and productivity in Nestle Nigeria PLC
1.7 Significance of Study
The outcome of this study would enable the researcher to understand better the casualisation and employee commitment in the telecommunication sector of Nigeria and also determined the extent to casualisation has affected organizational performance and productivity. At the social level, results from this study would enable the people express their views on casualisation and employee commitment and the effect of this precarious trend on the employees, employers and the society at large.
Academically, it would be a reference point for further research in this area of study, it will add to the body of existing knowledge in the field of Human Resource Practices as regards casualized employment tactics by organizations. Employees, employers and the society would benefit from the findings of this study.
This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of the research is focused on the Casualisation and Employees' Job Satisfaction in the Nigerian Manufacturing Industry using Nestle Nigeria PLC as a case study.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.10 Operational Definition of Terms
Casualisation: It is the corporate trend of hiring and keeping workers on temporary employment rather than permanent employment, even for years, as a cost reduction measure.
Casualisation Model: This is a process whereby employers ignore workplace standards and workers’ social needs and create a strong barrier against workplace organizing.
Formal workers: They are also called regular company employees; they are hired directly by the company. They receive contracts that explain work conditions, wages, hours and benefits.
Casual worker: these are employees often employed by third-party contractors, under various types of part time and (or) short-term work arrangements. They are not part of any union structure. They earn lower wages than the regular workers, receive fewer benefits and can be fired at will.
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