Abstract
The objective of the study is to examine trade unions’ reactions to the non-implementation of collective agreements in the Lagos State public sector. The non-implementation of collective agreements between employers and trade unions has been the source of strikes and all forms of industrial conflict in the work place. The study employed cross sectional design and adopted survey method as research strategy. The reliability of the research instrument was determined using the Cronbach’s Alpha and the outcome was 0.796. It was hypothesised that non-implementation of collective bargaining agreement does not affect trade unions’ reactions in the Lagos State public sector. A regression analysis of the data was carried out using SPSS version 20, considering the trade unions reactions as the criterion variable and non-implementation of collective bargaining agreement as the predictor variable. The result of the regression indicated the predictor explained 4.8% of the variance in the criterion variable. (R2=0.48; F (1,328) =16.435, p<0.05). It was found that non-implementation of collective bargaining agreement significantly affect trade unions’ reactions in the Lagos State public sector at (β=0.219, p<0.05).The outcome of the this study revealed that the non-implementation of collective bargaining agreements has implications for trade unions’ reactions. Arising from the findings of the study, it is hereby recommended that to foster cordial labour- management relationship and to promote industrial harmony, governments at all levels should honor collective agreements.
Highlights
Collective bargaining performs a lot of functions in the employment relationship
Regression Analysis Results It was hypothesised that non-implementation of collective bargaining agreement does not affect trade unions’ reactions in the Lagos State public sector
A regression analysis of the data was carried out using SPSS version 20, considering the trade unions reactions as the criterion variable and nonimplementation of collective bargaining agreement as the predictor variable
Summary
Collective bargaining performs a lot of functions in the employment relationship. It is a means for determining employment terms and conditions as well as a means for resolving conflict between labour and management inter alia. Collective bargaining refers to dispute in progress because conflict is usually inevitable at any stage of the collective bargaining process (Fajana, 2002). Within the principles of neo-classical economics, collective bargaining process is perceived as a distortion to the competitive and perfect market system (Kaufman, 2013). There are considerable distortions caused by non-competitive institutional elements such as trade unions, and collective bargaining (Fajana., 2000). An alternative approach which involves both the unions and firms is what is referred to as collective bargaining (Fajana., 2000). The success of collective bargaining depends on the strength of collectivity of workers, and the aggregation of several individuals’ interests into a single programme of demands
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