Introduction
1.1 Background to the Study:
The changing nature of work has taken a new dimension with the adoption of flexible work arrangements by many firms globally (ILO, 2004). Casualization 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.
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. Casualization 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 casualization of workers thereby hurting workers interest and violating some fundamental labour laws (Okafor, 2007). Casualization 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.
1.2 Statement of the Problem:
Casualization of employment is seen as an appropriate strategy for cost reduction. Casualization may on the periphery seem to be justifiable since reduced cost means higher profit which is the ultimate goal of every organisation.
However casualization ultimately presents lots of challenges for the employees and organizations alike. Also behind this issue of casualization 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 casualization, 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 effect of Casualisation of Work and Employees’ Job Satisfaction in the Nigerian Manufacturing Industry with special reference to Nestle Nig.PLC.
1.3 Objectives of the Study:
The major objective of this study is to investigate the effect of casualisation of work and employees’ job satisfaction in the Nigerian manufacturing industry. While other specific objectives of study are:
- To investigate the relationship between casualisation and employees’ areer development.
- To examine the relationship between Casualization and employee’s job satisfaction.
- To examine the relationship between casualisation and employees’ wage.
- To establish the relationship between casualisation and employees fringe benefit.
1.4 Research Questions:
The undertaking of this research project will beam a searchlight on the following research questions;
- What is the relationship between casualisation and employees’ career development?
- Is there any significant relationship between Casualization and employee’s job satisfaction?
- Does casualisation has any relationship with employee wage?
- How does casualisation affect employee fringe benefits?
1.5 Research Hypotheses:
The researcher intends to test the following hypotheses at 0.05 level of significance:
Hypothesis One:
- Ho: There is no significant relationship between casualisation and employee career development.
- HI: There is a significant relationship between casualisation and employee career development.
Hypothesis Two:
- Ho: There is no relationship between Casualization and Employee’s job satisfaction
- HI: There is a relationship between Casualization and Employee’s job satisfaction
Hypothesis Three:
- Ho: There is no significant relationship between casualisation and employee wage.
- HI: There is a significant relationship between casualisation and employee wage.
Hypothesis Four:
- Ho: There is no significant relationship between casualisation and employee fringe benefit.
- HI: There is a significant relationship between casualisation and employee fringe benefit.
