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THE EFFECT OF JOB INSECURITY ON EMPLOYEES’ TURNOVER INTENTION IN COMMERCIAL BANKS IN NIGERIA (A CASE STUDY OF ACCESS BANK PLC)

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 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 56 ::   Attributes: Questionnaire, Data Analysis, Abstract ::   1,149 people found this useful

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CHAPTER ONE

INTRODUCTION

  1. BACKGROUND OF THE STUDY

Uncertainty may cause the members of an organization reluctant to make changes. Change is considered a 'big scourge' in organizations that can threaten the survival of their work lives. This type of situation can generate both of the employees’ anxiety for their sustainable work and the disruption during its process (T.E.C. Santosa, 2005). Likewise, changes in a company's business environment, both internal and external environment, require companies to take appropriate strategies as an effort to survive, to sustain growth, and to continually develop in the business world. Work-life has dramatically changed as a result of economic recession, the emergence of new technologies, industrial restructuring, and global competition all of which affect organizations and jobs (Hellgren, 2009). Changes in organization such as mergers, downsizing, reorganization, new technology and hazards are seen as a source of threat to workers (Ashford, 1989). In other words, this threat makes employees uncomfortable at work. Kurniasari, (2004) states that the associated feature of work based insecurity is divided into three parts which are job insecurity, employer insecurity, and employment insecurity. Job insecurity as the first part is a feeling of insecurity at work resulted from a threat that there is a possibility to no longer be a permanent employee at the same company. The second feature is employer insecurity which defined as a feeling of insecurity to be an employee of different types of jobs. The last feature is employment insecurity which defined as a sense of insecurity that there will be no opportunity to change companies. Job insecurity is the lost feeling of a person who has little power in maintaining the wished progression in a situation with pressurizing work (Greenhalgh, 2004). The multidimensional definition, where job insecurity is brought up, occurs because of the presence of intimidating remark of job loss and also the mislaying of job dimensions. Job insecurity represents the number of anxious feelings of the employees who feel the pressure on their work and at the same time they feel powerless and thus they feel that they could not do anything to fix it. Kinnunen, (2000) states that job insecurity is defined as a contradiction between the levels of perceived and expected security by an employee. The disparity between the expectation of the absence of anxiety and the actual level of the anxiety about the work will create a further apprehension. Kurniasari, (2004) defined job insecurity is a psychological condition of the employee which is marked with emotional state of confusion and anxiety because of the circumstance change. In this definition, the main cause of the anxiety triggering the job insecurity is the perceived impermanence concerning the continuity of the employment. The occurrence of this situation is generated by temporary or contract work. The numbers of employees who encounter job insecurity are determined by the amount of work type with a temporary duration of time.

1.2 STATEMENT OF THE PROBLEM

The growth in the number of the Bank offices in Nigeria showed opportunities for new recruitment and promotion. At the same time, such condition will bring change that can lead to job securities. An impending mutation to a new office can cause anxiety as change will be inevitable. The establishing of the new office itself would include a series of preparation that are constantly under supervision. Another source of anxiety is the change in atmosphere brought by the possibility of adapting to new superintendant or new supervisors, new workmates, new employees, new office space and new environment. Bank employees may respond to these changes differently. Some of them may see this a good opportunity, but some may feel these changes as depressing, leading to a feeling that they need to take decision to end the anxiety

1.3 AIM AND OBJECTIVES OF THE STUDY

The aim of the study is to determine the effect of job insecurity on employees’ turnover intention. The objectives of the study are:

  1. To determine the relationship between job insecurity and employees’ turnover intention in access bank Plc
  2. To determine the causes of job insecurity and employees’ turnover intention in access bank Plc
  3. To determine the effect of job insecurity on employees’ turnover intention in access bank Plc
  4. To identify other factors influencing employees’ turnover intention in access bank Plc

1.4 RESEARCH QUESTION

The following research questions guide the objectives of the study:

  1. What is the relationship between job insecurity and employees’ turnover intention in access bank Plc?
  2. What are the causes of job insecurity and employees’ turnover intention in access bank Plc?
  3. What is the effect of job insecurity on employees’ turnover intention in access bank Plc?
  4. What are other factors that are influencing employees’ turnover intention in access bank Plc?

1.5 STATEMENT OF THE HYPOTHESIS

H0: there is no significant relationship between job insecurity and employees’ turnover intention in access bank Plc

H1: there is significant relationship between job insecurity and employees’ turnover intention in access bank Plc

1.6 SIGNIFICANCE OF THE STUDY

The study will be of immense benefit to entire commercial banks in Nigeria. The study will establish a correlation between job insecurity and employees’ turnover intention in access bank Plc.

To the employees’ commercial banks, the study will show the need for employees’ involvement in decision making processes in the commercial banks in Nigeria.

To other researchers and students, the study will serve of as a source of materials and information on job insecurity and employees’ turnover intention in commercial banks.

Finally the study will contribute to the body of the existing literature on the effect of job insecurity on employees’ turnover intention

1.7 SCOPE OF THE STUDY

The study covers on the effect of job insecurity on employees’ turnover intention in commercial banks in Nigeria with focus on access banks Nigeria plc.

1.8 LIMITATION OF THE STUDY

FINANCIAL CONSTRAINT- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

TIME CONSTRAINT- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.

1.9 DEFINTION OF TERMS

JOB INSECURITY: Job insecurity is a social phenomenon, meaning that it is experienced as a subjective perception about employment and unemployment, and reflects the insecurity, uncertainty, powerlessness and helplessness that occur when an individual’s lacks the assurances that their job will remain stable

TURNOVER INTENTION: Turnover intention is a measurement of whether a business' or organization's employees plan to leave their positions or whether that organization plans to remove employees from positions. Turnover intention, like turnover itself, can be either voluntary or involuntary.

 

 

 

 


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Paper Information

Format:ms word
Chapter:1-5
Pages:56
Attribute:Questionnaire, Data Analysis, Abstract
Price:₦3,000
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