Locus of Control, Job Status, Gender and Perceived Job Insecurity among Bank Workers

Filed in Articles by on July 17, 2022

Locus of Control, Job Status, Gender and Perceived Job Insecurity among Bank Workers.


This study investigated locus of control, job status and gender as predictors of perceived job insecurity among bank workers.

Two hundred (200) bank workers (122 males and 78 females) drawn from first bank Plc, fidelity bank Plc, zenith bank Plc, Union bank Plc and Access bank Plc all in Nsukka, Enugu state participated in the study.

Locus of control scale (LCS) and Job  insecurity  inventory (JII) were used for data collection. It was hypothesized that locus of control, job status and gender as predictors of perceived job insecurity.

Results of correlation matrix showed that Locus of controls, Job status and gender are not significant predictors of cognitive and affective job insecurity. Implications and Limitations of the study were discussed and suggestions made for further studies.


Certification                                                                    ii

Dedication                                                                       iii

Acknowledgement                                                           iv

Abstract                                                                            v

Table of Contents                                                            vi

List of Tables                                                                  vii

List of Appendices                                                          ix

CHAPTER ONE: INTRODUCTION                    1

State of the Problem                                               9

Purpose of the Study                                              9

Operational Definition                                            10


Theoretical Review                                                 11

Empirical Review                                                   33

Summary of Literature Review                              47

Hypotheses                                                             48

CHAPTER THREE: METHOD                       49

Participants                                                            49

Instrument                                                              49

Procedure                                                               52

Design and Statistics                                             52

CHAPTER FOUR: RESULT                             53

CHAPTER FIVE: DISCUSSION                         55

Implications of the Study                                     58

Limitations of the Study                                    59

Suggestions for Further Studies                     59

Summary and Conclusion                                60

REFERENCES                                             61


It is widely believed that the changing world of work and its implications as well as the demand on organizations for better performance and competitiveness  are taking their tolls on the emotional well-being of employees (De Witte, 1999). The effect is large-scale work force reduction, job insecurity, and unemployment.

Moses (1998) argues that once valued social contract that guaranteed  job  insecurity has been replaced by a reality that employees remain employed as long as they can make a contribution and skills and knowledge are needed by the organization. According to Moses (1998), the work roles have changed so much that workers have lost their sense of protection.

In  the past, organization provided  a sense of security, allowing employees to belong to something bigger than themselves as well as identification with people that are like-minded and working for a common purpose that instills pride and meaningfulness (Moses, 1998).

Investment in medium and large scale manufacturing enterprise by Nigerian entrepreneurs has continued to grow but little is known about their organization  and its management in general and the nature of working conditions and employee commitment in particular.

A study by Dieker (1997), which examined the relationship between working conditions and employee commitments in twenty indigenous owned private manufacturing firms in South east Nigeria shows that these firms have the potentials to contribute to the industrial future of the country.


Acker, J. (1990). Hierarchies, Jobs and Gender: A theory of gender organization; Gender and Society Journal, 39, 139-158.
Allen, N.K; Stoney, C.J; Owens, R.G. & Matthew L.P.(1993). Gender and Psychological stress. New York: Guilpond press.
Armstrong, A.W. (1994). Stress and Job  Loss. In  M.D. Dunnette (Eds.), Handbook  of industrial and organizational Psychology. Chicago: Rand McNally.
Bamberger, I.C; Admati-Dvir, B.C & Havel P.G. (1995). Job and sex behaviuor.Unpublished M.Sc Thesis, Lulea University Sweden.
Bandura, A. (1977). Self efficacy: Towards a unifying theory of behavioral of  Change. Psychological Review, 8, 1-39.
Barnard, J.B. (1978). Psychological contract theory of satisfaction and Result. In C.D Spielberger (Eds.), Satisfaction and behaviuor. New York: Academy  Press.

CSN Team.

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