CASUALIZATION AND EMPLOYEE COMMITMENT IN ETISALAT NIGERIA

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CASUALIZATION AND EMPLOYEE COMMITMENT IN ETISALAT NIGERIA

 

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND TO THE STUDY

This study is examining the relationship between casualization and employee commitment in Etisalat Nigeria. Allen and Meyer (1996) defined employee commitment as “a psychological status of an employee towards the organization that makes it less likely that the employee will voluntarily leave the organization” Lower levels of employee commitment amongst casual employees may arise because of the precarious nature of their employment (Campbell, 1996). Dessler et al, 2004) posited that “people have a psychological reference point to their place of employment. Once you put them in the temporary category, you are saying they are expendable and therefore they are less likely to exhibit loyalty and commitment to their organizations”.

Employee commitment has benefits for employers and employees (Mowday, 1998). For employees, commitment to work and in an organization represents a positive relationship that could ‘potentially add meaning to life’, whereas, for employers, having committed employees has the potentials for increased performance and reduced turnover and absenteeism. Employee commitment has also been linked tentatively to an organization’s efficiency, productivity, creativity and innovation (Mir, Mir & Mosca, 2002) as well as its profitability (Raab & McCain, 2002).

 

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CASUALIZATION AND EMPLOYEE COMMITMENT IN ETISALAT NIGERIA

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