Nature of Employment and Work behaviour of Bank Employees
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Date
2015-06
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Department of Pure and Applied Psychology, Adekunle Ajasin University, Akungba-Akoko, Nigeria
Abstract
This paper examines if significant difference exists in the work behaviour of employees based on nature of employment (permanent or temporary). Survey method was used to conduct the study and the study respondents were employees of Guaranty Trust Bank in Ilorin metropolis, a judgmental sampling technique was used to select 107 employees; questionnaire was used to elicit information from the respondents. 98 copies of questionnaire were returned and only 90 copies were found to be useful for analysis. Mann-Whitney U test was used to analyse the data after it was found that the distribution of the sample data was deviating from normal based on the Shapiro-Wick result. Two hypotheses were tested to achieve the study objectives. The two hypotheses show that significant differences existed in the work commitment level and labour turnover intentions of employees due to the differences in their nature of employment. The results showed that, comparatively, job commitment level of individuals on temporary nature of appointment was lower than those on permanent appointment. Employees on temporary nature of appointment had a higher tendency of leaving the organization compared with those on permanent nature of appointment. Based on the above, the study concluded that temporary nature of appointment had negative effects on work behaviours of bank employees. The study thus recommended that utilization of temporary nature of appointment should be discouraged in order to reduce labour turnover prospect and improve the commitment level of all and sundry in the organisation.
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Keywords
Employment relations, casualisation, nature of employment, work behaviour, commitment, labour turnover