Effect of casualization on workers performance in organizations: A study of selected industries in Nigeria

Reuben Osagie; Christopher olubunmi Ojo; Macduff okorode Efetabore

doi:10.31686/ijier.vol7.iss7.1554

Authors

Reuben Osagie

Lagos State University, Nigeria
Christopher olubunmi Ojo

Lagos State University, Nigeria
Macduff okorode Efetabore

Lagos State University, Nigeria

DOI:

https://doi.org/10.31686/ijier.vol7.iss7.1554

Keywords:

Casualisation, Casual workers, Contract Staffs, Permanent Staff, Prohibition Bill, Unionizing

Abstract

Casualization of labour in the world and indeed Nigeria is against the tenets of labour and this has caused continuous conflict between workers, labour unions, and employers across organizations in Nigeria and the world over. It is even more appalling to note that casual workers are barred from unionizing (trade union), denying them access to certain benefits in the organization. This is the essence to which the paper undertakes to examine the “impact of casualization on workers’ performance”. The objective of this study is to examine if casualization of work affects the productivity and output of casual workers. Descriptive survey research design was adopted in this study, the population of the study was from Coca-cola Bottling company (food and beverages), and Lolitta Manufacturing company makers of X-pression Hair product (Cosmestics industry) selected using simple proportion and random sampling techniques. The sample size was 152 respondents. Data was collected using structured questionnaire. Correlation and Regression tools were used to analyze the data. Results shows that casualization policy (absence of leave and leave allowance, absence of injury compensations and other social benefits) affects performance and effectiveness of casual workers. The study recommends stringent measures to ensure compliance with the provisions of the Casualization Prohibition Bill, 2010 leading to equal rights to all workers. This study further suggest a maximum period of six (6) month probation upon which all casual workers are converted to permanent staffs across organizations in Nigeria. The study also suggest that defaulting organizations are made to face the penalty irrespective of the status of the organization or owners. This way, organizations in Nigeria will attain acceptable human resources practices status as stated by ILO.

References

Adewumi, F. (2008) Globalization, Labour standards and the challenges of decent work in Nigeria. A paper presented at a lecture organized by MIPRSA of sociology department, university of Ibadan, Nigeria.
Anugwom. B. (2007). An Address he delivered at the Seminar/Workshop on Casualization, Organised by OPTS held on 5th and 6th of November 2001 at the Nicon Hilton, Abuja, Nigeria.
Bamidele, R. (2010). Casualization and labour utilization in Nigeria. Department of Sociology and psychology, Fountain University Osogbo, Osun State.
Fapohunda, T.M. (2012). Employment Casualisation and Degradation of Work in Nigeria. International Journal of Business and Social Science Vol. 3 No. 9.
Ghasem, S., Masoud, A. and Maryam, T. Y. (2016). The relationship between organizational citizenship behavior and market orientation in organizations (case study: Agricultural Jihad Organization of Mazandaran Province). Problems and Perspectives in Management, 14(3-si), 372-379. doi:10.21511/ppm.14(3-si).2016.10
Hall, R. (2000). Outsourcing, Contracting-Out and Labour Hire: Implications for Human Resource Development in Australian Organizations. Asia Pacific Journal of Human Resource. 38, pp. 23-41.
International Labour Organization ILO (2006) Working Paper No. 237. Freedom of Association and Protection of the Right to Organise Convention (No. 87) International Labour Office Geneva.
International Labour Organization ILO (2007). Equality at Work: Tackling the Challenges. Report of the Director- General. Geneva.
International Labour Organization ILO (2008) World of Work Report. Geneva.
Kalejaiye, P.O. (2014). The rise of Casual work in Nigeria: Who Loses, Who benefits? African Research Review: An International Multidisciplinary Journal, Ethiopia. Vol. 8 (1), Serial No. 32, January, 2014:156-176.
Karakas, F. (2010). Spirituality and performance in organizations: A literature review. Journal of Business Ethics, 94(1), 89–106
May, R., Campbell, I. and Burgess, J. (2005). The rise and rise of casual work in Australia: Who benefits, who loses? Paper for seminar 20 June, Sydney University (RMIT University and Newcastle University).
National Bureau of Statistics (2010). Statistical News: Labour Force Statistics Abuja: The NBS Publication, p. 476.
Okafor, E. E. (2010). Sociological Investigation of the use of Casual Workers in Selected Asian Firms in Lagos, Nigeria, Ibadan Journal of the Social Sciences. Vol.8, No.1.
Okougbo, E. (2004). Strategic issue on the dynamic of industrial relations: theory and practice. Lagos: Wepoapo Enterprises.
Onyeonoru, I.P. (2008). Labour market in the context of economic sociology: bringing society back to the economy. Ibadan journal of the social science 6(1):55-68.
Rahnavard, F. (2008). Effective factors on the promote of public sector organizations performance in Iran. Journal of Modiriat. Eighth Years. No. 4. Pages of 76-100.
Rodriguez, R.M. (2009). The Global Forum on Migration and Development: Critical Overview through a Case Study of Philippines
Solaja, O.M. (2015). Labour Casualization and Trade Unionism in Nigeria International Journal of Information, Business and Management, Vol. 7, No.4, 2015. Available at SSRN: https://ssrn.com/abstract=2655695.
Udeozor, C.T. (2007). The Impact of Non-Monetary Rewards on Employees` Job Satisfaction and Performance. Unpublished Research Thesis.
Uvieghara, E. E. (2000) Labour Law in Nigeria (Malthouse Press Ltd, Ikeja-Lagos. Nigeria) p. 10
Watson, I., Buchanan, I.J and Cambell, C. B. (2003). Fragmented future: new challenges in working life. Federation Press, Sydney.
Yaqub, D., Owoseye, A. and Onwe, C. (2009). Recession: Temporary Employment the Toast for Employer. 234 NEXT, Lagos.