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Casualization And Employee Commitment In Etisalat Nigeria
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1.6 SIGNIFICANCE OF THE STUDY
The following are the significance of this study:
The
outcome of this study would enable the researcher to understand better
the casualization and employee commitment in the telecommunication
sector of Nigeria and also determined the extent to casualization has
affected organizational performance and productivity in Etisalat
Nigeria.
At the social level, results from this study would enable
the people express their views on casualization 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. Both employees,
employers and the society would benefit from the findings of this study
1.7 SCOPE/LIMITATIONS OF THE STUDY
The study covered the influence of Casualization on employee commitment of some selected Etisalat Nigeria workers in Edo State.
Despite
the fact that Casualization cut across the length and breath of the
telecommunication sector of Nigeria, only Etisalat Nigeria, Benin Center
constituted the population of this study.
1.8 OPERATIONAL DEFINITION OF TERMS
Precarious
life: this is a phenomenon which describe people (workers) leaving a
life of social and economic uncertainty often coupled with extreme debt.
This anxious class of people living such uncertain life is referred to
as the "precariat".
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. Casualization
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.
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.
Direct Labour Contract: this is an employment arrangement whereby an individual is hired as an independent contractor.
Service
Contract: This is an employment arrangement which is not an individual
contract, but an arrangement between a bank and a smaller company that
provides specific technical expertise.
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Campbell, I.
(1996) ‘The Growth of Casual Employment in Australia: Towards an
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Dessler, G., Griffiths, J. & Lloyd-Walker, B. (2004)
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