Organized Employees’ Disillusion on Collective-Bargaining Process: Threat to Validity on Building Workplace Relationships in Organizational Economy in Nigeria
Keywords:
Organized employee, Disillusion, Collective-bargaining process, Threat to validity, Workplace relationships, Organizational economy.Abstract
The paper examined the contentious issues that generate when organized employees become disillusioned because of ineffective collective-bargaining process, focus on organizational economy. The paper objective was to ascertain if disillusionment because of distrust on collective-bargaining process poses a threat on validity to build workplace relationship. Employees disillusion created by collective-bargaining process implies that collective-bargaining has been relegated, not considered as a labour right and disregards quality of work-life. The methodology employed was exploratory and analytical that investigated the malignant effects on employees’ disillusion because of collective-bargaining process and its impact on building workplace relationship success. The finding was that ineffective collective-bargaining process creates employees’ disillusionment as a threat to validity to build workplace relationships. In conclusion, threat to validity on building workplace relationships adversely affects organization’s growth. Human resource management recommendations were stated as a way forward.
References
1. Armstrong, P. (2025). 4 strategise to combat employee disillusionment. *AHRI, Australian HR Institute*. [https://www.ahri.com.au/articles/4-strategies-to-combat-employee-disillusionment](https://www.ahri.com.au/articles/4-strategies-to-combat-employee-disillusionment) Accessed 5th September, 2026.
2. Chander, C. (2023). ‘You employees are disillusioned’. [www.un/ash.ai>youremployees](http://www.un/ash.ai>youremployees). Accessed 21st August, 2023.
3. Copper, D. & Mishel, L. (2015). ‘The erosion of collective bargaining has widened the gap between productivity and pay’. *Economic Policy Institute*, (pp. 41-53).
4. Chete, L. N., Adeoti, J. O., Adeyinka, F. M. & Ogundele, O. (2016). ‘Industrial development and growth in Nigeria: Lessons and challenges’. *Africa Growth Initiatives - At Brookings*. Working Paper No. 8. brookings.edu/up-content/uploads/2016/07/12_wp8_chete-et-al-1.pdf
5. Daft, R. L. & Bowerman, K. D. (1998). ‘Organizational theory and design (6th ed). Cincinnati, Ohio: South-Western Collage Publishing.
6. Gunthner, J. (2023). ‘7 strategies to improve human relations workplace of the future’. [https://www.paltron.com/insights-en/7-strategies-to-improve-human-relations-at-workplace-of-the-future](https://www.paltron.com/insights-en/7-strategies-to-improve-human-relations-at-workplace-of-the-future) Accessed 12th November, 2023.
7. Gupta, C. B. (1992). *Contemporary management*. New Delhi: Ashish Publishing House.
8. Haralambos, M. & Holborn, M. (2013). *Sociology: Themes and perspectives* (8th ed.). HarperCollins Publishers Ltd.
9. Hannan, M. T. (2020). ‘Wage and salary’. [https://www.britannical.com/topic/wage](https://www.britannical.com/topic/wage). Accessed 7th October 2023.
10. Herrity, J. (2023). ‘Organizational skills: 10 types and how to improve career development’. [www.indeed.com](http://www.indeed.com). Accessed 31st September 2023.
11. Henderson, R. L. (2019). ‘Work evaluation’. *World at Work Journal*, Third Quarter, (pp. 65-70).
12. Kenton, W. (2022). ‘Collective bargaining’. [www.investopedia.com](http://www.investopedia.com). Accessed 17th September 2023.
13. Mishel, L., Gould, E. & Bivens, J. (2015). “Wage stagnation in nine charts”. *Economic Policy Institute*, (pp. 69-83).
14. Mc-Connel, R. (2020). ‘Wage and economy’. [https://www.economicsdiscussions.net/wage/wages-definition-types-and-otherdetail/5/7456#google](https://www.economicsdiscussions.net/wage/wages-definition-types-and-otherdetail/5/7456#google). Accessed 6th March, 2022.
15. Newman, B. M. & Newman, P. R. (2020). ‘Psychosocial theory’. *ScienceDirect Journals*. [https://www.sciencedirect.com/topics/psychology/psychosocial-theory](https://www.sciencedirect.com/topics/psychology/psychosocial-theory). Accessed 11th November, 2023.
16. Opara, O. U., Austin-Egole, I. S. & Iheanacho, J. I. (2023). ‘The aspect of human character: Human resource management concern’. *Kepes, A Multidisciplinary Journal*, Vol. 21, Issue 3. Kepes University Scopus Publishing Services, (pp. 412-419).
17. Opara, O. U. (2023). ‘Wage administration policy and welfare of civil servants: A study of Imo State civil service’. A Ph.D. Thesis, Department of Sociology, Imo State University, Owerri, Imo State, Nigeria. Unpublished.
18. Ouster’s Employee Disillusionment Report (2023, March). ‘Your employees are disillusioned’. *Unleash World*. [www.unleash.ai](http://www.unleash.ai)
19. Rao, N. P. (2010). *Human resource development and production techniques*. New Delhi: APH Publishing Corporation.
20. Roller, A. (2023). ‘What’s driving employees’ disillusionment and how can human resources help?’ [www.hrmorning.com](http://www.hrmorning.com). Accessed 11th October 2023.
21. Stohank, R. M. (2018). ‘Wage definition and concept in an organization’. *Handbook of Industrial and Organizational Psychology* (2ed). Palo Alto, CA: Consulting Psychology Press.
22. Scott, J. & Marshall, G. (2005). *Oxford dictionary of sociology*. Oxford: Oxford University Press.
23. Sumathi, V. & Velmurugan, R. (2017). ‘Quality of work-life’. *International Journal of Multidisciplinary Research and Development*, Vol. 4, Issue 5, (pp. 128-131).
24. Tiwari, A. K. (2020). *Human resource management (Unit 4)*. Institute of Tourism Studies, University of Lucknow.
25. Uwaoma, N. C. (2023). ‘Quality of work-life and productivity among Nigerians: Psycho-social issues’. In *Society for Psycho-social Research of Nigeria. Programme of Events and Book of Abstracts; 11th Annual National Conference*, Owerri, Imo State University, Nigeria, 13th November – 17th November, 2023, (pp. 29-36).
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Author(s)
This work is licensed under a Creative Commons Attribution 4.0 International License.
Articles published in the Journal of Advanced Multidisciplinary Studies (JAMS) are licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0), unless otherwise stated. Authors retain copyright of their work and grant JAMS the right of first publication.
