This study investigated the relationship between collective bargaining and workplace stability among tertiary institutions in Nigeria. This study used survey design and population of study is employees of two (2) tertiary institutions; hence resulting to a total size of one thousand and six (1,006) academic and non-academic staff. Taro-Yamane sample size formula was used in obtaining a sample of two hundred and eighty-six (286) respondents. Variables of interest include measures of collective bargaining (salaries scales; training, health and safety; and grievance procedures)and workplace stability. Data obtained in the survey were analyzed via descriptive and inferential statistics. The standardized coefficient of the regression model indicates a relatively weak insignificant relationship collective bargaining and workplace stability. Overall, the t-values revealed insignificant negative relationship between collective bargaining and workplace stability in Nigeria. On the basis of the research findings, the study recommends among others that there is need to continuously advocate for reform of current labour laws, industrial relations practices, and the national minimum wage. Also, there is the need to lessen absence of necessary skills for collective bargaining as well as identifying and developing solutions for industrial relations issues.
Keywords: Collective bargaining, Workplace stability; Strike; Lockdown; Tertiary institution
JEL Classifications: C78; J52; M12
