TABLE
OF CONTENT
Title ii
Certification iii
Approval iv
Dedication v
Acknowledgement vi
Table of Content vii
List of Tables xi
List of Appendices xii
CHAPTER
ONE: INTRODUCTION
Background to the study 1
Statement of the problem 7
Purpose of the study 7
Objectives of the study 8
Research Question 8
Hypothesis 8
Significance of the study 9
Scope of the study 9
Operational definition 10
CHAPTER
TWO: LITERATURE REVIEW
Concept of Industrial Harmony 11
Factors influencing industrial harmony 16
Workplace communication 16
Interdisciplinary collaboration 23
Equitable remuneration 27
Theoretical review 34
Empirical Review 36
Summary of Literature Review 40
CHAPTER
THREE: RESEARCH METHOD
Research design 42
Area of study 42
Population of study 43
Sample 43
Inclusion criteria 44
Sampling procedure 44
Instrument for data collection 44
Validity of instrument 45
Reliability of instrument 45
Ethical consideration 45
Procedure for data collection 46
Method of data analysis 46
CHAPTER
FOUR: PRESENTATION OF RESULTS
Distribution of respondents by gender, discipline
and years in service 47
Perceived influence of interdisciplinary collaboration 49
Scores on perceived influence of interdisciplinary collaboration 51
Perceived influence
of workplace communication on industrial harmony 53
Discipline specific scores on perceived influence of
workplace communication 55
Perceived influence
of equitable remuneration on industrial harmony 57
Discipline specific scores on perceived influence of
equitable remuneration 59
Perceived influence of interdisciplinary collaboration 61
Summary of ANOVA on influence of interdisciplinary
collaboration 62
Perceived
influence of workplace communication on industrial harmony 64
Summary of ANOVA on influence of workplace communication 65
Perceived influence of equitable remuneration on industrial harmony 67
Summary of ANOVA on influence of equitable remuneration 68
Summary of major findings 69
CHAPTER
FIVE: DISCUSSION OF FINDINGS
Determination of perceived influence of
interdisciplinary collaboration 71
Assessment of perceived influence of workplace
communication 73
Determination of influence of equitable remuneration – – 75
Determination of difference in interdisciplinary
collaboration 76
Determination of difference in workplace communication 77
Determination of difference in equitable remuneration 78
Implication for Nursing 80
Limitation of the study 81
Summary 81
Suggestion for further studies 83
Recommendations 84
References
Appendices
LIST
OF TABLES
Table 1: Distribution of respondents by gender, discipline
and years in service .……… . . . 47
Table 2: Influence of interdisciplinary
collaboration on industrial harmony ……………..49
Table 3: Discipline specific scores on influence of
interdisciplinary collaboration …………51
Table 4: Influence of workplace collaboration on
industrial harmony ………………………53
Table 5: Discipline specific scores on influence of
workplace communication …………….55
Table 6: Influence of equitable remuneration on
industrial harmony ……………………….56
Table 7: Discipline specific scores on influence of
equitable remuneration …………………58
Table 8: There is no significant difference on
influence of interdisciplinary collaboration ….59
Table 9: Summary of ANOVA on influence of
interdisciplinary collaboration ………………60
Table 10: There is no significant difference on
influence of workplace communication …….61
Table 11: Summary of ANOVA on influence of workplace
communication …………………62
Table 12: There is no significant difference on
influence of equitable remuneration …………63
Table 13: Summary of ANOVA on influence of equitable
remuneration ……………………..64
LIST
OF APPENDICES
Appendix 1: Proportionate Selection of Respondents
Appendix 2: Questionnaire
Appendix 3: Letter of Introduction
Appendix 4: Ethical Clearance Certificate
ABSTRACT
This study was
conceived to determine the factors influencing industrial harmony among health
care professionals in UNTH, Ituku-Ozalla, Enugu State. The study was specifically
aimed at assessing the influence of interdisciplinary collaboration, workplace
communication and equitable remuneration among health care professionals on
industrial harmony. The study used a descriptive survey design. Non probability
purposive sampling was used to select medicine, nursing, pharmacy and medical
laboratory science disciplines. The population of study was 1371, with a sample
size of 300 health care professionals,consisting of eighty doctors, one hundred
and ten nurses, twenty pharmacists and fourteen Medical Laboratory Scientists.A
researcher-developed questionnaire was employed to collect data from the
respondents. Analysis of Variance was used to test the hypotheses at a 0.05
level of significance. Results showed that theperceived influence of
interdisciplinary collaboration among health care professionals on industrial
harmony was statistically significant with the health care professionals
reporting a favourable interdisciplinary collaboration (2.86 ±0.76, p= 0.0000).
Theperceived influence of workplace communication among health care
professionals on industrial harmony was statistically significant with the
respondents reporting poor workplace communication among the health care
professionals and with the management (2.31 ±0.79, p= 0.0160). The result for
influence of equitable remuneration of health care professionals on industrial
harmony was notstatistically significant, with the health care professionals
reporting dissatisfaction with their remunerations (2.49 ±1.00, p=0.821). The
result showed that there existed good interdisciplinary collaboration among health
care professionals but also a need for improvement and a more inclusive
approach. Workplace communication among health care professionals in UNTH needs
improvement to promote healthy working environment. Health care professionals’
remuneration was not very satisfactory and a more equitable remuneration is neededto
boost industrial harmony and help forestall industrial disharmony.
CHAPTER ONE
INTRODUCTION
Background
to the Study
Workplaces are complex systems.
Within the typical healthcare organization there are many interactions between
so many different types of people – colleagues, board members, patients,
clients, and the general public. In a typical hospital setting, no single
discipline or specialty can meet all of a patient’s needs.
Industrial harmony refers to a
friendly and cooperative agreement on working relationships between employers
and employees for their mutual benefit (Laden, 2012). Industrial harmony is a
situation where the employees and management cooperate willingly for the
company’s commercial objectives and the employees’ benefits. This creates a
high level of satisfaction. Industrial harmony is an abstract concept. It is
necessary but its existence is not felt in most organizations’ management,
resulting in tense working environment. This is largely because most
organizations believe that they are the only ones that can be wronged. They
fail to acknowledge that many of their practices could compromise relations
with their employees. Industrial harmony therefore, according to Puttapalli and
Vuram (2012), involves the relationship between employers and employees with
respect to the terms and conditions of employment in the workplace.
Industrial harmony could be achieved
when workers and management of an organization work hand in hand without any
friction. Even when there are differences in opinion, if agreement is achieved
in an atmosphere of mutual trust and confidence, industrial harmony is assured.
According to Mukoro (2013), industrial harmony requires that people in
management understand their responsibilities and possess the requisite training
and authority to discharge them. Also, employees must understand their duties
and responsibilities and be abreast with the organizational objectives and make
progress towards achieving them. There must be effective interchange of
information between management and employees. The author stated that employees
should cooperate with trade unions in establishing effective procedures for
negotiations on terms and conditions of service, and conflict resolution.
Employers should ensure that they honour agreements with employees. Management
maintains a communication system which secures the interchange of information
and views which must be factual and objective between different levels of
employees. Many organizations in Nigeria are
bedeviled by many problems c
