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Title: Impact of Unionisation and Non-Unionisation of Workers on Organisational Efficiency in Southwestern Nigeria
Authors: Abolade, Dupe A.
Keywords: Unionisation
Organisational efficiency
Issue Date: 2012
Publisher: Economic Insights-Trends and Challenges
Citation: Abolade, D. A. (2012). Impact of Unionisation and Non-Unionisation of Workers on Organisational Efficiency in Work Organisations in Southwestern Nigeria. Economic Insights-Trends & Challenges, 64(3).
Abstract: This study investigates the influence of unionisation and non-unionisation of workers on the efficiency of workplaces in Southwestern Nigeria. A descriptive survey research design method was adopted for the study. Two hundred and ten (210) respondents from seven different organisations were selected using the 1978 World Health Organisations (WHO) 30 by 70 cluster survey technique. Questionnaire was used as the instrument of data collection. The questionnaire was titled: Impact of Unionisation and Nonunionisation of Workers on Organisational Efficiency Scale (IUNWOES). Collected data were analysed, summarised, and interpreted accordingly with the aid of descriptive statistical techniques such as total score and simple percentage. Analysis of variance, linear regression and t-test statistical methods were used to test all the hypotheses at 0.05 alpha levels. Findings revealed that there was a significant relationship between organisational efficiency and non-unionisation in both public and private sectors. There was no significant relationship between organisational efficiency and unionisation in public and private sectors. Organisational efficiency was less significantly linked to workers’ unionisation. The finding also showed that workers performed their tasks not because they were union members but because of their interests in their jobs and other factors like leadership style and reward systems. As a result of these findings, it is recommended that appropriate leadership styles should be used at all times and that workers should be beautifully rewarded to spur them to perform optimally for overall organisational efficiency. Howbeit, where the national labour policy allows unionisation, workers should be allowed to join unions. In organisations where unionisation is prohibited, workers should be well treated to enhance their welfare and promote organisational efficiency.
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