Employee Relations and Organisational Productivity in Akwa Ibom State University

Abstract This study examines the relationship between employee relations and organisational productivity at Akwa Ibom State University (AKSU), Nigeria, with a focus on communication, reward systems, and participatory management. The objectives were to (1) assess employee relations practices, (2) evaluate their impact on performance, (3) determine their influence on productivity, and (4) identify implementation challenges. Grounded in social exchange theory (Blau, 1964), the study employed a quantitative survey design, collecting data from 367 staff via a structured questionnaire. Findings revealed moderate effectiveness in employee relations practices, with work-life balance initiatives scoring highest (mean=2.78) and participatory management lowest (mean=2.43). Reward systems and communication were perceived as inequitable, aligning with Equity Theory (Adams, 1965), while limited staff involvement in decision-making underscored gaps in Psychological Ownership Theory (Pierce et al., 2001). The study concludes that AKSU’s productivity is hindered by bureaucratic inefficiencies and inconsistent policy implementation. Recommendations include strengthening communication channels, ensuring equitable rewards, and institutionalising participatory governance. These measures could enhance staff motivation and institutional performance in similar academic settings.