Due to the growing employment rate, employees' voices may not be heard but they speak in salient ways especially regarding their organizational climate as regards work load and uneven distribution of organizational rewards and punishments. Considering that these circumstances elicit employees' reaction, this study explored the roles of work overload and organizational justice dimensions on counterproductive work behaviour (CWB). The design was correlation design while regression statistics was used to analyze the predictive effects of work overload and organizational justice dimensions on CWB. Sample for the study was 85 employees, 44 males (51.8%) and 41 females (48.2%) drawn with the aid of purposive and cluster sampling. Participants' ages range from 20 to 57 at an average age of 34.02 years. CWB scale, Distributive justice index, and Work overload scale were instruments for data collection. The result revealed that employees were high on counterproductive work behaviour and that the predictive effects of work overload on CWB was positive and significant at β(3, 385) = .57*, p < .05 implying that with greater work overload on employees CWB increased proportionally. However, predictive effects of distributive justice (DJ) and procedural justice (PJ) were negative and significant at β(3, 385) = .52 and .40, p < .05 respectively implying that as the justice dimensions (distributive and procedural) improved, CWB reduced proportionally. The study recommends that management of organizations should shun exploitation and enthrone fair treatment of employees across board irrespective of ethnic background, age, religion, and gender to reduce CWB and improve organizational efficiency.

Education is the greatest stimulant for human development and the requisite for socio-economic advancement; the utility of libraries in education especially in tertiary institutions are as important as education itself. In third world countries like Nigeria, there is a great disparity in library utility. This study has therefore envisaged that unless librarians are creative given supportive climate, they may not actualize the potentials of libraries given funding inadequacies.  Thus, a survey study was carried out utilizing correlation design Pearson correlation statistics to establish the perception of librarians about their organizational climate and whether this perception correlates their creativity.  The participants of the study were 89 librarians sampled purposively from University librarians in Anambra State. The questionnaires used for data collection were simplified adaptation of Coveney (2008) and Organizational Climate Questionnaire (OCQ) by Litwin and Stringer (1968). The result indicated that the perception of organizational climate is low among University librarians in Anambra State although the librarians were moderately high on creativity and innovation. Responsibility, reward and support were dimensions of organizational climate which predicted employee creativity whereas organizational identity though impact employees’ creativity but the impact were not of significance proportion. The finding implies that favorable climate to employees helps to stimulate their creative potentials. It is recommended that stakeholder should improve the working climate in University libraries in order to motivate to employees to perform at the highest level bringing their creativity into the organizational dynamics.