1.1 BACKGROUND OF THE STUDY
All over the world, employee’s right has
always been protected through effective labour relations and the
activities of the trade unions which have in turns proven to the
effective in shaping employee work attitude (Trevor, 2006). However,
labour relations involve the practice of managing unionized employment
situations (Heery, 2011). Proper management of such relations should
contribute positively to the morale of the employee.
Trade union is an organization of
workers who have come together to achieve common goals such as
protecting the integrity of its trade, improving safety standards,
achieving higher pay and benefits such as health care and retirement,
increasing the number of employees an employer assigns to complete the
work, and better working conditions. This can be seen from the outcomes
of strikes by trade unions in Nigeria that always leads to salary and
wages increment for the workers. These wages has in turn been the major
factor that has continue to motivate the workers to better performance.
The trade union, through its leadership,
bargains with the employer on behalf of union members (rank and file
members) and negotiates labour contracts (collective bargaining) with
employers (Trevor, 2006). The most common purpose of these associations
or unions is "maintaining or improving the conditions of their
employment". This may include the negotiation of wages, work rules,
complaint procedures, rules governing hiring, firing and promotion of
workers, benefits, workplace safety and policies. Trade unions
traditionally have a constitution which details the governance of their
bargaining unit and also have governance at various levels of government
depending on the industry that binds them legally to their negotiations
and functioning (Gall, 2003). Labour relations is the norm in situation
where trade union does not exists. It is important that professional
rendering the same services should come together and make collective
demand from the employee when the need arises. Labour relations should
invariably lead to adequate and timely wages if properly managed.
A trade unions leadership bargains with
the employer on behalf of its members on terms and conditions of
employment. This may include negotiation of wages, work rules, complaint
procedures, rules governing hiring, firing and promotion of workers,
benefits, workplace safety and policies. The agreements negotiated by
the union leaders are binding on the entire membership and the employer
and, in some cases, on other non-member workers (Thomas and Daryl,
An ingenious alternative approach
compares productivity according to the governance of the firm (Hsu, M.K
2003). The researcher is also of the opinion that the importance of
good wages on workers attitude should be a good one.
Salary and wages are the money paid to
an employee by the employer with respect to the services rendered by the
employee for a period of time that was agreed upon by both parties.
Wage, when it is paid daily and salary, when it is paid weekly,
fortnightly or monthly.
Esien (2002) went further in drawing
distinction between wage and salary. He opined that “in the past,
important distinctions existed between wages and salary, but today, the
words are used interchangeably, reflecting the convergence of method of
paying skilled and unskilled employees that has happened over 40 years. A
salary was defined as a fixed annual amount, paid monthly. Wages in
contrast were variable weekly payments (usually made in cash) that
fluctuated in value through overtime, bonuses, and piecework rates.
Salaries were determined individually; wages through management/union
collective bargaining” (LRD, 2009). Today, however, many salaried
workers are unionized and paid according to union negotiated salary
scales, with annual increment; while large numbers of wage earners now
receive relatively stable time based earnings. Based on all these, the
research is examining the effect of labour relations, trade unionism and
wages on employee work attitude.
1.2 PROBLEM STATEMENT
The major role of Labour relations and
trade unionism in Nigeria is that they organizes for protection and
promotion of interests of their members in particular and workers in
general. It generally pursues the broad purpose of steady employment,
which is something the employer by himself may not be able to guarantee
to the workers. Achievement of this aspiration may, therefore, involve
workers in political action, through their unions, for maintenance of
full employment. The concern of the researcher is the fact that many of
the activities of the trade unions has led to salary increments and many
other good things in Nigeria while other times, it has led to
discrimination and intimidation of the active union members with various
forms of threat to their lives. This study examining therefore
examining the effect of labour relation, trade unionism and wages on the
employee work attitude.
1.3 RESEARCH QUESTIONS
The following research questions were raised in this study:
- What is the effect of labour relations on employee work attitude in Nigeria?
- What is the effect of trade unionism on employee work attitude in Nigeria?
- What is the effect of wages on employee work attitude?
1.4 OBJECTIVES OF THE STUDY
The following are the objectives of this study:
- To examine the effect of labour relations on employee work attitude in Nigeria.
- To examine the effect of trade unionism on employee work attitude in Nigeria.
- To examine the effect of wages on employee work attitude.
HO1: There is no significant relationship between labour relation and employee work attitude in Nigeria.
HA1: There is significant relationship between labour relation and employee work attitude in Nigeria.
HO2: There is no significant relationship between trade unionism and employee work attitude in Nigeria.
HA2: There is significant relationship between trade unionism and employee work attitude in Nigeria.
HO3: There is no significant relationship between wages and employee work attitude in Nigeria.
HA3: There is significant relationship between wages and employee work attitude in Nigeria.
The following are the significance of this study:
- The results from this study will be useful for government and
private business administrators as it will form a guide for them in
handling trade union and labour relation issues. This will also educate
on how to use labour relations and trade unionism as a tool to enhance
employee attitude. This study will also reveal the effect of wages of
employee work attitude.
- This research will be a contribution to the body of literature in
the area of the effect of labour relations, trade unionism and wages on
employee work attitude, thereby constituting the empirical literature
for future research in the subject area
This study is limited to the academic
staff union of universities, ASUU. It will cover the trade union and
labour relations activities and its effect on the attitude of the
employee towards the work.
LIMITATION OF STUDY
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).
Time constraint- The researcher will
simultaneously engage in this study with other academic work. This
consequently will cut down on the time devoted for the research work