Workers are considered as strategic assets in any organization because the accomplishment of an organization's objectives largely depends on the employees, so employers always strive to ensure that they retain their best employees. However, such employees can only become strategic assets if they are motivated to deliver on their tasks and specific assignments. Therefore, it is important to identify factors which motivate employees for the achievement of set organisational goals. The objective of this study is to investigate the extent to which organisational reward systems impact on employee retention in the banking industry in Port Harcourt, Nigeria. To achieve this objective, this study has examined the relationship between remuneration, promotion and recognition as the dimensions of reward systems and employee retention. In terms of methodology, the survey research design was utilized, with the structured questionnaire used as the primary data collection method. The generated data was analyzed using descriptive and inferential statistics as well as the spearman's test statistics. The results revealed that there is a positive relationship between remuneration, promotion, and recognition as dimensions of reward systems and employee retention. The conclusion reached is that for banks in Port Harcourt to retain their best employees, they would need to improve their reward systems, specifically the remuneration, promotion and recognition that they offer their employees. It is recommended that there should be further empirical research to test the applicability of the findings of this study in other sectors of the Nigerian economy as well as the relationship between other dimensions of reward systems and employee retention.

Social networking is rapidly changing the way employees interact with customers and the organization as a whole; and one form of social networking is LinkedIn networking. This study examined the relationship between LinkedIn networking and employee productivity measured in terms of service quality and employee task accomplishment of banks operating in Rivers State University, Port Harcourt, Nigeria. A survey design was adopted for the study using questionnaire as the research instrument. The population of this research work was made up of 77 employees of the money deposit banks in focus; all of who were administered copies of the questionnaire. With a response rate of about 84%, the returned and useable copies came from 65 employees. Frequencies and mean scores were used for the presentation of data; and the Spearman's rank correlation coefficient and regression analysis were used to test the relationship between the LinkedIn networking with each of the two measures of employee productivity used in this study and strength of explanation (co-efficient of determination). The Statistical Package for Social Sciences (SPSS) Windows version 22 with a criterion significance level of 0.05 was employed. The findings revealed that LinkedIn networking has significant influence on service quality and employee task accomplishment. It was, therefore, recommended that employees of the banks should use LinkedIn as a constructive and effective means for enhancing their productivity in terms of service quality and task accomplishment.

This study investigated the relationship between work socialization and workplace conflict in major oil companies in Nigeria. The study adopted a cross-sectional survey in its investigation of the variables. Primary data was generated through the self-administered questionnaire. The population for the study was two hundred and fifty-three (253) employees of seven (7) selected manufacturing companies in Port Harcourt. A total of 7 major multinational oil companies were investigated. 35 administrative management staff were sampled using the stratified sampling technique. The spearman correlation statistic was used in testing the hypotheses formulated. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient with the aid of Statistical Package for Social Sciences version 23.0. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Results from analysis of data revealed that socialization had both significant and negative influence on interpersonal, intrapersonal, inter-group and intra-group conflicts. The study recommends that socialization should be part and parcel of organizational fabric to attain great heights in terms of workforce cooperation which eliminates workplace conflict; and multinational oil companies should develop means to have a well-defined employee-oriented culture as this will boost socio-cultural diversity management within the employees and as such lead to constructive workplace conflict and harmony.