1.1 Introduction
Trade unionism refers to the collective organization of workers aimed at protecting their rights, negotiating for fair wages, and ensuring safe working conditions (Budd, 2017). Trade unions play a critical role in shaping employee perceptions of fairness, equity, and justice within the workplace. By providing a platform for collective bargaining, unions influence employees' satisfaction and their general attitude toward work. On the other hand, when trade unions are ineffective, mismanaged, or involved in persistent disputes with management, employee morale and work attitude is negatively affected, leading to industrial unrest and reduced productivity (Obi, 2017). Wages, as a monetary reward for labor, is one of the primary motivators that affect employee behavior and attitude. Fair and timely compensation is strongly associated with increased employee motivation, commitment, and overall work satisfaction (Owolabi & Adewale, 2019).
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, Limitation of the study and Definition of terms.
1.2 Background of Study
Labour relations has a long-standing history that traces back to the industrial revolution, when the rapid growth of industries created the need for structured employer-employee interactions. According to Armstrong (2016), the emergence of formal labour relations systems was driven by the necessity to manage conflicts, regulate working conditions, and ensure fair treatment of employees. Over the years, the concept of labour relations has evolved to include not only dispute resolution but also strategic engagement, employee participation, and the development of organizational policies that enhance productivity and work satisfaction (Armstrong, 2016).
Trade unionism has historically been central to the protection of workers' rights and the promotion of social justice within workplaces. Budd (2017) reported that the earliest trade unions emerged in Europe during the 19th century as workers organized to demand better wages, safer working conditions, and reasonable working hours. In Nigeria, trade unions became prominent in the post-colonial era, advocating for the welfare of employees and influencing labour legislation. Obi (2017) asserted that the role of trade unions in mediating conflicts between employees and employers has remained critical, particularly in sectors where industrial disputes have the potential to disrupt economic activities.
Wages is a key determinant of employee motivation and work attitude. Eze and Ugochukwu (2020) stated that fair and timely wages are positively correlated with increased commitment, engagement, and productivity. Owolabi and Adewale (2019) affirmed that inequitable or delayed payment of wages is a significant source of demotivation, leading to absenteeism, low morale, and poor organizational outcomes (Owolabi and Adewale, 2019). Employee work attitude is influenced by the perception of fairness, recognition, and the quality of interaction with management and trade unions. Robbins and Judge (2019) contended that employees' disposition towards their work reflects their engagement, dedication, and readiness to achieve organizational goals (Robbins and Judge, 2019).
Adeyemi and Adeoye (2018) reported that in many Nigerian organizations, challenges such as poor communication, irregular wage payments, and unresolved industrial disputes have significant implications for employee work attitude and overall productivity. Research has demonstrated that the interplay of labour relations, trade unionism, and wages significantly shapes employees' perception of their work environment and their behavioral response. According to Obi (2017), organizations that effectively manage these elements are better positioned to foster a positive work climate, reduce industrial conflicts, and enhance employee satisfaction. This study is set against the backdrop of understanding how labour relations, trade unionism, and wages influence employee work attitude.
1.3 Statement of Problems
Investigation revealed that trade unions exist primarily to safeguard the rights of employees, promote fair treatment, and negotiate for better wages and working conditions. However, ineffective union management or conflicts between management and union representatives is a frequent source of tension that negatively influences employee behavior and loyalty (Obi, 2017). On the other hand, harmonious labour relations and active trade union participation in organizational decision-making is linked with higher levels of job satisfaction and positive work attitude (Eze et al., 2020).
Furthermore, wages, as a tangible reward for effort and skill, is another significant factor affecting employee attitude. Inadequate, delayed, or inequitable wage structures is associated with frustration, demotivation, and diminished work ethic among employees (Owolabi & Adewale, 2019). On the other hand, fair and competitive wages aligned with employee expectations and industry standards is observed to enhance job satisfaction, motivation, and loyalty, contributing positively to the organizational climate. It is against this backdrop that this study seeks to examine the effect of labour relations, trade unionism, and wages on employee work attitude.
1.4 Aim and Objectives of Study
The aim of this study is to investigate the effect of labour relations, trade unionism, and wages on employee work attitude in selected organizations in Nigeria. The specific objectives of the study include:
- To assess the role of trade unionism in shaping employees' attitudes toward work.
- To examine the impact of labour relations on employee work attitude.
- To determine the effect of wages on employee motivation and work behavior.
- To explore the combined influence of labour relations, trade unionism, and wages on employee productivity and satisfaction.
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:
- How does labour relations affect employee work attitude in the organization?
- What is the role of trade unionism in shaping employees' attitudes toward their work?
- To what extent do wages influence employee motivation and work behavior?
- How do labour relations, trade unionism, and wages collectively impact employee productivity and satisfaction?
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.
- H0: Labour relations, trade unionism, and wages have no significant effect on employee work attitude in the selected organization.
- H1: Labour relations, trade unionism, and wages have a significant effect on employee work attitude in the selected organization.
1.7 Significance of Study
It is believed that at the completion of the study, the findings will provide organizations with information intuitions into effective labour relations management, trade union engagement, and fair wage practices to improve employee work attitude.
Furthermore, trade unions will learn strategies to advocate more effectively for employee welfare and workplace harmony.
Lastly, the study will serve as a reference for policymakers, human resource managers, and academic researchers interested in workplace behavior and industrial relations.
1.8 Scope of Study
The scope of this study is focused on the effect of labour relations, trade unionism and wages on employee work attitude. The study is limited to selected organizations in Lagos State and examines only three key factors labour relations, trade unionism, and wages on employee work attitude.
1.9 Limitations of the Study
During the course of this study, there were some problems encountered which stood as limitations to the research work. Some of the limitations include:
- 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.
- 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).
- Initial Cooperation Delay from Respondents: A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.10 Definition of Terms
Labour Relations:
Labour relations is defined as the interaction between employers and employees, encompassing policies, practices, and processes that regulate work conditions, resolve disputes, and ensure mutual understanding (Armstrong, 2016).
Trade Unionism:
Trade unionism refers to the organized collective of workers formed to protect employee rights, negotiate for fair wages, and improve working conditions (Budd, 2017).
Wages:
Wages are the monetary compensation given to employees in exchange for their labor, including basic salary, bonuses, and allowances, which influence motivation and work attitude (Owolabi & Adewale, 2019).
Employee Work Attitude:
Employee work attitude is the disposition or behavioral tendency of workers toward their job, colleagues, and organization, reflecting their level of commitment, engagement, and satisfaction (Robbins & Judge, 2019).
Organisation:
An organization is a structured group of people working together to achieve common goals, where labour relations, trade unionism, and wage policies shape employee behavior (Adeyemi & Adeoye, 2018).
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