Locus of Control, Job Status, Gender and Perceived Job Insecurity among Bank Workers
Locus of Control, Job Status, Gender and Perceived Job Insecurity among Bank Workers.
ABSTRACT
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.
TABLE OF CONTENTS
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
CHAPTER TWO: LITERATURE REVIEW 11
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
INTRODUCTION
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Moses (1998) argues that once valued social contract that guaranteed job insecurity has been replaced by a reality that employees remain employed as long as they can make a contribution and skills and knowledge are needed by the organization.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.
REFERENCES
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.
