The notions of changing work patterns and employment relations have become an emerging subject of study by social scientists in recent times. New work situations have brought with them new risks and challenges for workers and employers alike. This paper examines the changing work pattern and its consequent implications on employment relations in Power Holding Company of Nigeria (PHCN). Strategic choice theory was adopted in the explanation of the necessity for change in work patterns as well as an insight on the forms of employment relations. The study was exploratory and both qualitative and quantitative methods of data collection were utilized. Purposive and random sampling techniques were used in gathering information from 300 respondents selected from the workforce. A detailed analysis is made based on the responses from the questionnaires as well as from the in-depth interviews conducted with selected workers. The findings revealed that customers’ complaints about service delivery accounted for the need for change in work patterns while poor quality of service is the main factor necessitating change in work patterns. However, 64.1% of respondents emphasized that jobs that were re-designed led to new job descriptions and new work patterns. Furthermore, 76.2% of the respondents reported changes in the organization which include the introduction of new organizational structure which invariably culminated into effective employment relations. Finally, in the analysis of the employment relations, the study concludes that the changing nature of work cannot be neglected; the influence of technological innovation, work re-structuring and job re-design were seeing to have helped to reshape attitudes among managers and workers. More importantly, the research evidence suggests that there is a clear change taking place in management attitudes with a greater readiness to at least accept the prospect of having to deal with their staff.
Keywords: Work, employment relationship, organizational commitment, job satisfaction