Ibadan Journal of the Social Sciences
Volume 20, No. 1, 2022
DOI: 10.36108/ijss/2202.02.0150

Interplay of Standard and Non-Standard Employment with Employees’ Demographic Profiles, Experiences and Dimensions of Job Satisfaction in Selected Banks in Ibadan, Nigeria
Qamar Olamide Adeosun 

Department of Sociology, University of Ibadan, Nigeria


The nature of employment and its effects on employee welfare has often been of scholarly interest in the sociology of work and industry. This interest has been revived recently with the discourse on non-standard employment, with notions of precarious work, contract staffing and human resource outsourcing. The debates which are ongoing relate to the effects of standard or nonstandard employment on aspects of employee well-being. The subject matter raises curiosity with regard to the relationships that exist between the nature of employment and dimensions of job satisfaction. This is particularly so in the banking sector where non-standard employment is very prevalent. The paper, therefore, investigated the relationship between the nature of work and facets of job satisfaction, and how employment status influences experiences with specific workplace HR policies among bank employees in Ibadan, Nigeria. The study was anchored on Ulrich Beck’s theory of Modernity (Risk Society). The research design was a descriptive survey conducted on 384 bank employees in Ibadan. A structured questionnaire elicited information on their socio-demographic attributes, level of satisfaction with different dimensions of their job, experiences within their work and in the labour market. Quantitative data were analysed using descriptive statistics, Chi-Square tests and correlation analysis. Findings revealed job satisfaction facets that have relationship with the nature of employment. They include job security, prospects for promotion and advancement, rewards, training opportunities, and opportunities to participate in decision-making. Also revealed is that advancement opportunities in the work role, career-oriented training from employers and career information from supervisors have a relationship with the nature of employment. Job satisfaction facets that have no relationship with the nature of employment, included satisfaction as to whether the job contributed to future career paths, satisfaction as to the level of control over work activities, satisfaction with work/life balance and satisfaction with the length of work hours required. There is also no relationship between the nature of employment and training. High unemployment was found to play a role in employees’ decision to accept non-standard employment in the bank, while employees’ level of education, age, length of experience and the banks’ distribution of work respectively were found to have a relationship with employees’ nature of employment.

Keywords: Non-standard employment, job satisfaction, precarious work


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