WORKPLACE DISCIPLINE AND INDUSTRIAL RELATIONS ATMOSPHERE OF ELECTRICAL ENGINEERING SERVICE COMPANIES IN SOUTH-SOUTH, NIGERIA

Abstract

This thesis explored the moderating variable applied was work rule, operationalized as substantive work rules and procedural work rule.  Using a cross-sectional survey research design, the study employed a positivist approach where the questionnaire was utilized as the major instrument. The hypotheses were stated in the null form. The theoretical framework was drawn from Skinner’s reinforcement theory, interactional justice theory and employment relations theory. The primary data were collected using two hundred and twenty five (225) employees drawn from the sample size of one hundred and fourty four (144) was generated using the taro Yamane formula while Bowley’s proportional allocation technique was used for the individual company sample size. For data collection 144 copies of the questionnaire were distributed depicting 100%. The sample subjects were obtained using the simple random sampling technique. The unit of analysis for the study are individual organizational members. Data were collected from a sample of 139 employees from 10 electrical engineering companies operating in South South Region, Nigeria.  A total of 139 copies of the questionnaire were retrieved, depicting 96% response rate. A total of 131 copies were used, depicting 90%. For primary data analysis, the study applied mean, mode and standard deviation to test the variables. The Spearman rank correlation coefficient was used to test the hypothesized associations, using SPSS version 25. The study found that in electrical engineering companies there is a strong but negative relationship between substantive work rules do not moderate the relationship that exists between workplace discipline and industrial relations atmosphere and procedural work rules do not moderate the relationship that exists between workplace. Based on the findings, it was recommended that: managers should enact statements as work rules in the organization’s handbook, while employees should be counseled on customs and practices of the organization.