EMPLOYEE RELATIONS AND ORGANISATIONAL EFFECTIVENESS: EVIDENCE FROM AKWA IBOM STATE CIVIL SERVICE, NIGERIA

Abstract

This study investigated employee relations and organisational effectiveness: Evidence from Akwa Ibom State civil service, Nigeria. It became necessary due to persistent gaps in industrial harmony, communication breakdown, and declining staff morale within the public sector. These internal frictions frequently disrupt administrative processes and weaken the overall efficiency of public service delivery. The study had four objectives: to determine the influence of employee autonomy, employee recognition, effective communication, and employee involvement in decision-making on organisational effectiveness. Quantitative survey research design was adopted. Population of the study was 1228 employees from five ministries, departments and agencies (MDAs) in the state civil service. Sample size was 242 employees, determined via Taro Yamane formula. Stratified random sampling technique was used. The instrument used for data collection was Management-Employee Relationship and Organisational Effectiveness Questionnaire (MEROEQ), validated by Human Resource Management, and Measurement and Evaluation experts, and achieved a Cronbach’s alpha reliability coefficient of 0.80. Simple linear regression was used for data analysis. All null hypotheses were rejected and alternate accepted. The findings of the study revealed that there exists significant positive influence of employee autonomy, employee recognition, effective communication, and employee involvement in decision-making on organisational effectiveness in Akwa Ibom State civil service. The study concluded that the quality of employee relations in the state civil service plays a critical role in determining the effectiveness of government MDAs. It was recommended, among others, that Akwa Ibom State MDAs should adopt management practices that grant civil servants greater discretion on how tasks are performed.