Abstract:rganization usually sees an average worker as the source of quality and productivity gains. Any organization that does not put the welfare of its employee first such organization is endangering its performance and productivity. The study examines the relationship between job satisfaction and employees' performance and the relationship between job satisfaction and employees' commitment. The sample size used for the study was drawn from the staff of MTN Nigeria. A structured questionnaires were then used to elicit data from these staff.The chisquare was used to analyse the elicited data and the study findings revealed that job satisfaction has significance influence on both employee performance andemployees' commitment. Thus, the study recommends that organisations should intensify efforts in the area of non-financial rewards as a mean of influencing greater performance from the employees as well as getting the employees to be committed the organisation.

This study investigated the predictive impact of cultural values and ideology on employer-employees relations in contemporary Nigeria. Using a descriptive survey research design, simple random sampling technique was used to select four hundred employer-employees from ten manufacturing organisations in Ibadan, Nigeria. A self-constructed questionnaire (0.84) was used to collect relevant data for the study. Two research questions were answered and two hypotheses tested at 0.05 level of significance. Data were analysed using Multiple Regression and Pearson Product Moment Correlation statistical tool. There was significant relationship between the independent variables and the dependent variable. Also, the independent variables accounted for 45.5% of the total variance on the predictive impact of cultural values and ideology on employer-employees relations in contemporary Nigeria. In order of magnitude, of the contribution: ideology has more influence on employer-employees relations (β =0.373, t = 2.246, P < 0.05) followed by cultural values (β = 0. 156, t = 1.668, P < 0.05). Therefore, Management should ensure appropriate work orientation is given to workers so that they will be conscious of their organizations cultural values and ideological philosophy as to support the growth of the organization.Key Words: Cultural values, Ideology, Employer-Employee Relations, Organisation, Ibadan. INTRODUCTIONThe condition of service, terms of engagement, quality of life and work relationship pattern that exists in an organisations environment is paramount to the realisation of high productivity, sustainability and harmony. This influences the performance of any organisation in all ramifications. However, attaining harmonious employer-employee relationship that is conflict free is often a challenge to organisation(s). This makes possible factors such as cultural values and ideology that can affect employer-employee relationship an important issue of discuss in this contemporary time considering the fact that employer-employees synergy is central to attaining an effective operational process and actualisation of organisational goals and objectives.