































Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023


Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 
 

50 
 

 

Workplace Harmony and Organizational Productivity of 

Selected Deposit Money Banks in Anambra State 

By 

Ifeoma Evangeline Odunukwe, Maureen Obiozo Anah & Mary 

Ukamaka Ezeh 

 

ABSTRACT 

This study examined the relationship between workplace harmony and 

organizational productivity of selected deposit money banks in Anambra 

State. Four hundred and thirty-five (435) employees comprised of senior 

and junior staff of selected deposit banks were sampled in the study. The 

study adopted a correlation research design using a structured 

questionnaire to elicit data. Pearson’s Product Moment Correlation was 

used to test the hypotheses. The result revealed that there is a positive 

and significant relationship between mutual trust and organizational 

productivity. It was also found that there is a positive and significant 

relationship between communication and organizational productivity in 

selected deposit money banks in Anambra State. The study concludes 

that workplace harmony adopted by banks significantly influences their 

productivity in various dimensions. Based on findings, the following 

recommendations were highlighted: banks need to adopt a harmonious 

work environment that enhances the employees’ skills and makes them 

have a sense of belonging; constant training and development of 

employees should be encouraged to enhance their knowledge in tune 

with the need of the environment. 

Keywords: workplace harmony, mutual trust, communication, 

organizational productivity 

 

INTRODUCTION 

In the fast-changing organizational environment, organizations are 

turning their focus to the human intellectual management and 

information system resources as a driving force behind their success and 

the sustainability of their competitive advantage; they are also 

encouraging innovation practices (Altamony et al., 2012). To some 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

51 
 

extent, these factors may contribute to the progress of the organization as 

well as determine whether they achieve their goals irrespective of the 

constituted workforce. Indeed, building a productive working 

environment is an quintessential part of every organization to survive and 

sustain in any business world. This is because the primary objectives of 

most organizations are to maximize productivity and provide a flexible 

work arrangement that benefit both the employer and employees’ who 

are committed and hence reduce labour turnover (Adim & David, 2020). 

Thus, every organization strives to develop a committed and conducive 

workforce that would facilitate effective and significant productivity by 

adopting the optimal methods to ensure employee retention (Yew; 

Riveros & Tsai, 2013).  

Given the competitive nature of banking sectors in Nigeria, there is a 

continuous struggle to stand out among others by inventing new service 

delivery strategies, good customers’ relationship and minimising the cost 

of change implementation. Despite the good number of efforts situated 

by the management of the banks, the poor survival rate of the workforce 

shows lack of a fundamentally valid framework of how to employ and 

manage organisational productivity (Igudia, 2021). Unfortunately, there 

is dearth of literature that examine the impact of organizational climate 

and work productivity among finanicial institution in Nigeria to the best 

of the researchers knowledge. Consequently, this study wants to bridge 

the lacuna in the literature within the Nigeria context. 

Organizational productivity defines the magnitude of output that results 

from performance behaviours as well as external contextual and 

opportunity factors of an organization (Zhang, Liao, Li & Colbert, 2020). 

It is an organizational asset that can be equated to progress and success 

(Asio, 2021). Specifically, this productivity significantly facilitates 

satisfaction to the employees, the organization, and other stakeholders. 

Thus, it is considered an essential component of any successful 

organization. Although organizational productivity may be viewed from 

different perspectives, it depends largely on its human factor and the 

physical work environment or arrangement. Research has opined that 

work-related productivity is measured in two ways such as subjective and 

objective measures (Farooq & Vij, 2018; Vij & Bedi, 2016). Subjective 

measures of productivity are capable of making cross-industry 

comparisons but can have problems with common method bias, social 

desirability, and supervisor biases (Vij & Bedi, 2016). The use of 

subjective measures of productivity is preferred over objective measures 

because managers can use the relative measures of performance. 

Improving work productivity is one of the important objectives of the 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

52 
 

organization because higher levels of employee productivity can be 

beneficial to both its employees and organizations (Hanaysha, 2016).  

Given these reasons, workplace harmony is an essential component of 

organizational turnout which facilitates positive growth and job 

involvement (Irawan & Sari, 2021). Although this may not be absolute in 

all organizations, other factors may play a subtle role in influencing the 

outcome of an organization depending on its goals. For example, 

literature has demonstrated that having a motivated, involved, and 

committed workforce is an important asset to an organization’s success 

that helps in maintaining employee motivation, commitment, and job 

involvement which is likely to improve productivity and lower turnover 

rates (Fossey, Harvey & Srivastava, 2013). Given the unstable global 

business workforce precipitated by the global pandemic which has 

continued to ravage Nigerian’s economy and its workingenvironment 

(Asio, 2021), there is a considerable need to explore factors that could 

improve work productivity to attract investors.  

Interestingly, building and maintaining a harmonious work environment 

has been underlined as a high priority in achieving a productive outcome 

in the organization (Leung & Brew, 2009). A harmonious workplace that 

guarantees the satisfaction of workers’ and employers’ aspirations is 

essential for enhanced organizational productivity and growth 

(Elangovan & Xie, 2000). It is critical to the success of an organization, 

especially the bank sector, managers of both the private andpublic sectors 

are faced with the challenge of ensuring workers’ satisfaction, 

commitment, and loyalty, increasing productivity level, and most 

importantly, sustaining harmony and mutual trust in the workplace 

(Adim et al., 2020). Organizations that rely on the material of 

remunerative control tend to use monetary rewards and fringe benefits in 

harnessing and controlling workers’ behaviour, while organizations that 

normative rely on the use and manipulation of symbolic representations 

and rewards in the control of workplace behaviour usually adopt a mix of 

the remunerative and symbolic control. 

In other words, a disharmonious work environment presents itself in the 

form of disagreement or opposition to particular ideas, interests, persons, 

or state of things and indicates a level of incompatibility in the society, 

organization, or group (Adim et al., 2020). However, workplace disputes 

are now becoming commonplace in most organizations today. Although 

not planned, but it has led to the collapse of several once viable 

organizations in the world today particularly in Nigeria. Securing 

effective organizational productivity is not one of those easiest things to 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

53 
 

do, but witha harmonious work environment,there is the possibility of 

attaining it. Given the above submission, this present study wantsto bring 

to the fore the possibility of securing efficient and effective 

productivitythroughworkplace harmony. 

Statement of the Problem 

The current competitive workforce in Nigeria has provided an advantage 

for employers and employees to establish a positive relationship in order 

to achieve their organizational goals. Consequently, this has empowered 

the employees to become more conscious of their rights and privileges in 

the collective contribution to the organizational productivity 

(Nwinyokpugi, 2015). This recent awareness in the organizational 

workforce has become a spotlight in increasingmanagerial process and 

the environmental condition of both the employers and the employees. 

The trend appears to be affecting workplace harmony since the frequency 

of management-workforce confrontations is rapidly increasing in many 

areas of the global economy.It is noteworthy that the workplace 

environment plays a crucial role in the lives of  employees. Hence, 

organizations need to reconfigure their workplace in  a manner that will 

allow employees to feel as an  integral part of the organization (Amah 

and Ahiauzu (2013). Unfortunately, the inability to offer a pleasant and 

harmonious work environment has resulted in several issues and losses 

for both the company and its employees. Disrespect, continuous abuse, 

theft, gossiping, sexual harassment, absenteeism, lack of dedication, 

organizational sabotage, low worker morale, and frequent or excessive 

breaks are examples of such issues. As a result of these, the damages 

tothe workplace environment have become immersed to the extent that 

the workplace is experiencing low productivity, poor level of goal 

attainments, lack of cohesiveness, poor communications, and poor 

growth level.Essentially, these has led to disharmonious workplaces that 

sometime inhibit the effective of organisation. This is perhaps due to 

unprofessional behaviour of managers of such unions that are responsible 

for workers' rights and privileges at work who do not play to the rules 

that guide workplace affairs. As such, it is our focus in this paper to find 

out how organizational productivity can be developedeffectively through 

workplace harmony. 

Objectives of the Study 

The broad objective of this study is to determine the nature of the 

relationship between workplace harmony and organizational productivity 

of selected deposit money banks in Anambra State. However, the specific 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

54 
 

objectives are to; 

 Ascertain the nature of the relationship betweenmutual trust and 

organizational productivity of selected deposit money banks in 

Anambra State. 

 Determine the nature of the relationship betweencommunication 

andorganizational productivity of selected deposit money banks in 

Anambra State. 

Research Questions 

In the context of the above objectives, the following research questions 

are raised for the study; 

 What is the nature of the relationship betweenmutual trust 

organizational productivity of selected deposit money banks in 

Anambra State? 

 What is the nature of the relationship between communication 

andorganizational productivity of selected deposit money banks in 

Anambra State? 

Research Hypotheses 

In the context of the research questions above, the following null 

hypotheses are formulated to give direction to this study: 

H0
1: mutual trust has no significant positive relationship with 

organizational productivity of selected deposit money banks in Anambra 

State. 

H0
2: Communication has no significant positive relationship with 

organizational productivity of selected deposit money banks in Anambra 

State. 

REVIEW OF RELATED LITERATURE  

Concept of Workplace Harmony 

Workplace harmonyrefers to a friendly and cooperative agreement on 

workingrelationships between employers and employees for their mutual 

benefit (Osad & Osas, 2013). According to Puttapalli and Vuram (2012), 

workplace harmony is concerned with the relationship between 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

55 
 

management and employees with respect to the terms and conditions of 

employment and the workplace. In effect, it is a situation where 

employees and management cooperate willingly in pursuit of the 

organization’s aims and objectives. A positive work atmosphere is 

essential to a company's success (Nkiinebari et al., 2014). Managers in 

both the commercial and governmental sectors confront the task of 

guaranteeing worker happiness, dedication, and loyalty while also 

boosting productivity. Workplace harmony in its ideal form presupposes 

an industry in a condition of relative equilibrium where the relationship 

between individuals and or groups is cordial and productive. Workplace 

Harmony can only come out of what is known as “organizational 

Democracy” a situation in an organization where to a larger extent, the 

participation of workers is adequately sought in the process of making 

decisions that will determine the conditions of their working lives. 

Workplace harmony enhances labour productivity and in turn improves 

performance inorganizations, achieving economic growth, and enhancing 

living standards and quality of life. Itcreates a peaceful working 

environment conducive to tolerance, dialogue and other alternatives (to 

strike) means of resolving workplace or labour disputes (such as 

negotiation, mediation, arbitration, conciliation, and litigation or court 

adjudication). This creates a high level of employee satisfaction. 

Concept of Trust 

Trust is the “willingness of an individual or group to be vulnerable to the 

actions of others based on the expectation that they will perform a 

particular important action, irrespective of the ability to monitor or 

control performance” (Mayer, Davis, & Schoorman, 2007, p.712). Trust 

helps you to develop effective individual, intergroup, and cross-group 

relationships and provides the foundation for a minded set that can lead 

to greater levels of performance, as well as collaboration, within your 

organisation (Jones & George, 1998; Poon, 2006). This mindset therefore 

includes a sense of obligation to corporate with others, a high degree of 

self confidence and confidence in one’s colleagues, a willingness to 

support one’s colleagues, willingness to subjugate one’s personal needs 

for the greater good. Trust can therefore be demonstrated in two levels 

namely trust in self which focus on task oriented that is competencies and 

the other level is trust in others which refer to the relationship. To have a 

greater performance requires an everyday feeling or level of trust in an 

organisation. Failure to these, lead to a low trust climate and low 

performance in an organisation. This therefore end up with employees 

feeling angry and betrayed because their expectations of the 

organisation’s toward them are not met. Trust is being vulnerable to 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

56 
 

someone even when they are trustworthy; trustworthiness is the 

characteristics or behaviours of one person that inspire positive 

expectations in another person, and trust propensity being able to rely on 

people. Once trust is lost, by obvious violation of one of these three 

determinants, it is very hard to regain. Trust should exist among all the 

people in the organisation especially the hierarchical relationship. There 

should be a relationship between the supervisor and the peer, also 

between co-workers and the entire stakeholders of the organisation. To 

create trust and gain trust is quiet challenging but not impossible. Since 

organisation exist to successfully satisfy stakeholders there must be a pro 

relationship between all the levels in the organisation and also quality 

human resource practices, leadership style, human resource policies in 

managing to be able to work effectively and achieve greater performance. 

Concept of Effective Communication  

It is often said that employee relations refer to how the human resources 

department communication with its employee. If there is effective 

interaction between the employer and employees, it will become a huge 

impact on the organisation’s performance, enhancing its productivity. 

Normally, the department of human resources assists in handling 

employee relations by identifying and solving problems at work. Besides 

that, the human resource department should measure and increase the 

employee’s morale, and the conflict in the organisation can also be 

reduced when the employee relations are positive. Based on Schroth 

(2019), communication skills involve the content and expression of 

social interaction. This involves the use of proper words and phrases, as 

well as the appropriate tone of voice, facial expressions, body language, 

and direct eye contact with the audience (Schroth, 2019). 

In a similar, Kumar and Manjula, (2017) stressed that transparency in 

communication is crucial for a healthy employee-employer relationship 

as it initiates group activities in the workplace, it helps an employees to 

develop a friendly approach with his/hercolleagues. Communication in 

an organization deals with the extent of exchanging information among 

employees to aware of the important aspects of the organization which 

includes institutional policy, strategy, procedures, and manuals that help 

them to understand what is expected of them and how they are going to 

accomplish their duties.  

In line with this assertion, Sequeira and Shriti (2015) in a study 

confirmed that well-informed employees are much higher in performance 

than those ill-informed employees. Furthermore, research carried out by 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

57 
 

Hasen and Salman (2016) asserted that there is a positive and significant 

influence of effective communication on employee performance as 

effective communication is an essential tactic that has been performed 

which can extract the ultimate of the employee to help both organizations 

and the employees to achieve their ultimate goal. 

Organizational Productivity 

Organizational productivity remains a primary element for success in 

most organizations (Haenisch, 2012). Organizational productivity can be 

defined as a measure of the quantity and quality of work done, 

considering the cost of the resources used (Mathis & Jackson, 2010). It 

shows whether the activity of an organization is efficient and effective 

(Saxena, 2014). In some cases, the terms productivity, efficiency, and 

effectiveness are used interchangeably by researchers who sometimes 

alternate their meanings. For example, Igudia (2021) stressed that work 

productivity measures the efficiency and effectiveness of production 

within an organization. 

Similarly, Igudia (2021) argued that work productivity encompasses the 

capacity or aptitude to maximise the use of physical resources, human 

resources, and other factors at lower production costs, increase market 

expansion, increase employment and, a rise in living standards. In this 

context, the human resource appears to be the must driving force of 

productivity needed to achieve the desired goals and objectives of any 

organisation as it is the only factor that gives effect to organisational 

change and guarantees the survival of the organisation using other 

resources (Igudia, 2021). Although other factors may play a significant 

role is determining productivity, human resource coordinates all other 

factors for the accomplishment of organisational goals. As opined by 

Tavakolia (2010) motivation, creativity, innovation, competitiveness, 

activity cost reduction, the improvement in the quality of activities, work 

time reduction, job satisfaction, and the spirit to achieve goals positively 

affect the level of productivity. Regardless of the workforce situation, 

every activities of an organization are design to achieve the set objectives 

(Ho, 2008). Employees’ inputs may contribute best output for the 

organisation with great impact on the total production, sales, profit, 

progress and market position of the company in the market (Igudia, 

2021). 

In the same vein, economists define productivity as the relation between 

output which consists of a given product, service, and the amount of 

both, and input which consists of resources used in the product creation 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

58 
 

process, such as labor, materials, energy. Productivity could be seen as a 

the efficiency of a person, system, machine, factory, etc., in converting 

inputs into outputs. There are many different ways of measuring 

productivity. For example, factory productivity might be measured based 

on the number of hours it takes to produce a good, while in the service 

sector productivity might be measured based on the revenue generated by 

an employee divided by his/her salary (Ibid). In general, productivity is a 

measure of production efficiency; how much output is obtained from a 

given set of inputs (Al-Abri, 2017). 

In the context of service delivery firms like the financial institution 

sector, the firms invest more on their working force to sustain long term 

relationship with customer to provide service satisfaction (Khosa et al, 

2016). Thus, lack of adequate workplace harmony may affect workers 

productivity which inturn affect their attitude to the job and customer’s 

relationship.  

Theoretical Framework 

This study is anchored on the theoretical framework of systems 

management theory developed by Jacqueline and Francesco (2010). The 

theory asserted that businesses consist of multiple components that must 

work in harmony for the larger system to function optimally. The 

organization’s success, therefore, depends on synergy, interdependence, 

and interrelations between subsystems. According to the theory, 

employees are the most important components of a company, and 

departments, workgroups, and business units are all additional crucial 

elements for success. According to this theory, managers should evaluate 

patterns and events within the organization to determine the best 

management approach. They need to collaborate and work together on 

programs to ensure success. Organizational success depends upon 

interaction and interdependence between the subsystems, synergy 

between the sub-systems, and interaction between internal components 

(closed system) and external components (internal system).  

The systems approach implies that decisions and actions in one 

organizational area will affect other areas. For example, if the purchasing 

department does not acquire the right quantity and quality of inputs, the 

production department would not be able to do its job. This approach 

recognizes that an organization relies on the environment for essential 

inputs. Further, the environment serves as an outlet for its outputs. 

Empirical Review  



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

59 
 

Opara and Mbani (2022) examined the relationship between avoidance 

management strategies and workplaceharmony in oil servicing firms in 

Rivers State. The study adopted cross sectional and ex-post facto design. 

Data were generated by quantitative and qualitative method. The study 

used purposive sampling techniques. A total population of 330, sample 

size of 321 was determined using Yaro Yamane’s formula at 0.05 level 

of significance. Also, 321 copies of questionnaire were distributed to the 

respondents, while 317 copies were completed and retrieved. The 

instruments were validated with reliability above 0.7 co-efficient, using 

Cronbach Alpha technique. The reliability coefficient analysis was 

avoidance (α =.882), accommodating (α=878), mediation (α=866), 

infrequent strike (α=884), mutual trust (α=870), management workers 

cooperation (α=882) and organisation culture (α=887). Three hypotheses 

were raised which was tested with Pearson Product Moment Correlation. 

From the findings, the concept of avoidance conflict management 

strategies creates positive impact on infrequent strike, mutual trust and 

management workers cooperation. In conclusion, avoidance strategies 

have significant influence on the workplace harmony of the oil servicing 

firm. Based on the findings and conclusion, this study contributes tothe 

knowledge that effective conflict management encourages enthusiasm, 

boosts morale, and stimulates individual and organizational development; 

while ineffective conflict management produces more conflict and 

destructively effects the whole organization. It could be recommended 

that oil producing firms in Port Harcourt should endeavor to adopt and 

use mediation as a means of settling organizational conflicts to achieve 

lasting harmony. Also, workers or employees should do their best to 

avoid confronting organizational matters in such a way that it will result 

to management- worker non-cooperation. 

Mojaye and Dedekuma (2015) conducted a study on the influence of 

communication on Industrial Harmony in the Civil Service of Delta State 

Nigeria. The study tries to establish a link between communication and 

good industrial relations and industrial peace. The study focused on the 

Delta State Civil Service and attempted to find out the role that effective 

communication had played in ensuring industrial peace since the advent 

of the state. Questionnaires were administered to 325 civil servants out of 

which only 299 were useful. One of the research questions was whether 

there is any relationship between industrial harmony and effective 

communication. The study showed that while effective communication 

may not necessarily lead to good industrial relations but it may engender 

industrial peace. 

Ukonu and Gideon (2016) investigated the role of the national industrial 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

60 
 

court in sustaining harmony in the Nigerian health sector: a case of the 

University of Abuja teaching hospital. The main objective is to examine 

the role National Industrial Court (NIC) has played in sustaining 

harmony in Nigeria health sector while the specific objective is to 

examine the role National industrial Court has previously played and can 

still play futuristically to enhance the desired industrial harmony in 

University of Abuja Teaching Hospital, the entire health sector and other 

sectors of the economy. This study concludes, that the role of the 

National Industrial Court in sustaining industrial/organizational harmony 

especially in the health sector cannot be over emphasized. Industrial 

harmony is requisite to economic growth, development, and industrial 

advancement in any economy. As such, whether in the instances of inter-

union disputes or the demesnes of employee and employer relationships, 

NIC has risen to the challenge to extinguish the rising tensions that might 

have escalated out of proportion in UATH as well as other institutions. 

Akuh (2015) investigated industrial harmony for academic excellence: an 

imperative for a productive educational system in Nigeria. The objective 

of the study was to discuss the imperative of industrial harmony for 

academic excellence and a productive educational system in Nigeria. To 

ensure harmonious industrial relations, the leader of every institution will 

need to encourage, open and frank discussion of the institution’s 

problems with the subordinates; seek the opinion of those doing the 

institutional job i.e. the staff; explain their discussion to those who have 

to carry them out; recognize the contributions of all involved in the 

institutional job; set collaborative goals to encourage teamwork instead 

of autocracy and listen to rather than talk at their subordinates. In 

conclusion, an effective and understood grievance procedure that is 

simple, straightforward, flexible, proactive, responsive, devoid of 

protocol, and time conscious is central to harmonious industrial relations. 

Above all, promoting visionary and disciplined leadership within our 

educational system is a key to a conducive environment for learning 

devoid of corrupt practices and indiscipline. 

Sholokwu and Olori (2016) investigated management practices and 

industrial harmony in oil and gas firms in Rivers State, Nigeria. The 

study examined the relationship between Management Practices and 

Industrial Harmony in the Oil and Gas Firms in Rivers State. A sample 

size of 343 was derived using the Taro Yamane formula from the 

population of 2400 respondents that consist of managers and employees 

in twelve oil and gas firms in Rivers State. A descriptive survey method 

of research was adopted and data were collected through a questionnaire. 

The demographic data were analyzed using simple percentages and Mean 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

61 
 

scores were used in the analysis of items on the questionnaire. The 

Spearman’s Rank Correlation statistical method was used to test the 

seven hypotheses at 0.01 level of significance which was facilitated by 

Statistical Package for Social Sciences (SPSS) software. The results 

revealed a significant relationship between Management practice and 

Industrial harmony. It was also found that organizational culture 

significantly moderates the relationship between managerial practices 

and industrial harmony in Oil and Gas Companies in Rivers State. 

Therefore, the study concludes that Management practice affects 

Industrial harmony in Oil and Gas Companies in Rivers State. Based on 

the findings, the study recommended that Oil and Gas Companies should 

embark on good management practices by implementing the collective 

agreement, reducing casualization of staff, and developing a promotion 

policy, to fewer incidences of strikes and grievances to attain industrial 

harmony. However, this research is not exhaustive; hence, it suggests that 

future research should be carried out on the effect of staff casualization 

practices on industrial harmony in manufacturing firms in Rivers State. 

Nwokocha (2015) conducted a conceptual study on the title Employers 

and the Enhancement of Industrial Harmony in Private Sector 

Organizations in Nigeria. The study examines the role of employers in 

enhancing industrial harmony in organizations with a focus on private 

sector organizations in Nigeria. The paper posits that conflict is 

inevitable in all organizations and, assuch, the employer who has the 

responsibility of making major organizational policies to achieve 

corporate objectives must play a dominant role in ensuring industrial 

harmony. The paper exposes some of the factors that undermine 

industrial harmony and productivity in private sector organizations to 

include leadership behaviour, lack of effective communication, work 

environment, and non-recognition of the trade union as a bargaining 

party. It further explicates that productivity and growth are not fully 

enhanced because of management practice of exclusionism, poor labour-

management policies, and dehumanization of the work environment. As a 

panacea to mitigate conflict and promote a culture of harmony that will 

achieve the organizational goal, the study proposes that management of 

private sector organizations in Nigeria should fashion out a framework of 

joint committee/expanded collective bargaining, create a work culture 

that is based on collaboration and teamwork, initiate participatory 

management and develop and restructure an effective communication 

process. Instituting these measures will help to close conflictual 

loopholes that hinder industrial harmony and productivity in private 

sector organizations in Nigeria. 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

62 
 

Mojaye and Dedekuma (2015) conducted a study on the influence of 

communication on Industrial Harmony in the Civil Service of Delta State 

Nigeria. The study tries to establish a link between communication and 

good industrial relations and industrial peace. The study focused on the 

Delta State Civil Service and attempted to find out the role that effective 

communication had played in ensuring industrial peace since the advent 

of the state. Questionnaires were administered to 325 civil servants out of 

which only 299 were useful. One of the research questions was whether 

there is any relationship between industrial harmony and effective 

communication. The study showed that while effective communication 

may not necessarily lead to good industrial relations but it may engender 

industrial peace. 

In South Africa, Green (2016) examined the perceived influence of 

organizational productivity.  The study employed a quantitative paradigm 

using a non-probability sampling technique. Data were collected from a 

total of 161 employees using a strusctured questionnaire across two 

different office sites in KwaZulu-Natal, South Africa. The researcher 

found that an association exists between organizational policies and 

employee benefit; organizational policies and performance appraisal; and 

performance appraisal and employee benefit. 

Furthermore, in a case study of selected bank in Nigeria, Igudia (2021) 

examined the effect of organisational change on employee productivity in 

the banking sector. The primary data collection method was adopted 

employing questionnaire strategy. 102 respondents were selected as 

sample size. The study used the multiple regression statistical analysis 

through SPSS statistical package version 25 for analysis. The results 

showed that organisational change has a positively significant impact on 

employee productivity.  

Similarly, Okolocha (2021) investigated the effect of job satisfaction on 

employee productivity of public universities in South-East, Nigeria. The 

researcher adopted a survey research design. Data collection was ensured 

through the use questionnaires distributed among academic staff of 

South-East States of Nigerian public universities. Regression analysis 

was used to test the two formulated hypotheses with aid of SPSS version 

20.0. the result revealed that working condition and salary have positive 

significant effect on the employee productivity of public universities in 

South-East, Nigeria 

 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

63 
 

 

Gap in Literature 

Although there are several empirical literature that shows some 

promising interrelationship between performance, organizational change 

and employees productivity, majority of these research had been 

conducted outside the banking sector domain and devoid of considerable 

attention on workplace harmony. The existing research is well 

documented in the literature that dissatisfaction among employees due to 

inhibiting factors within the organization may adversely effect 

organizational productivity. However, this present study is motivated by 

the need to evaluate the impact of workplace harmony on organizational 

productivity among banking sectors in Nigeria. This study will help to 

close the gap and add to the existing literature on the organizational 

productivity with unique reference to banking sector.  

Methodology  

This study adopted a correlation research design. A total of four hundred 

and thirty-five (435) employees were selected from three different banks 

(First Bank plc, United Bank of Africa (UBA), and Access Bank) located 

in Anambra State, Nigeria. The participants were drawn from the senior 

and junior staff of the selected banks using a multi-stage sampling 

technique. The ages of the participants ranged from 18 to 70 years, with a 

mean age of 37.05 and a standard deviation of 10.62. They comprised 

123 males and 312 females. The sample size was determine using Taro 

Yamane formula (1964).The instrument employed for data collection is 

questionnaire constructed by the researchers. In order to ensure that the 

instrument measure what it was designed for, content and construct 

validity was used to validate the instrument. Cronbach alpha was used to 

test for the reliability ofthe instrument at a 5% level of significance. 

Pearson product-moment correlation coefficient was employed fordata 

analysis. 

Data Presentation and Analysis 

Test of Hypothesis One 

Mutual trust has no significant positive relationship with organizational 

productivity of selected deposit money banks in Anambra State 

 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

64 
 

 

Table 1: Pearson r on Mutual trust and organizational productivity 

Variables  N Mutual 

Trust 

Organizational 

Productivity 

Remark 

     

Mutual Trust 435 1.00 .141  

Positive Relationship     

Organizational  

Productivity 

435 .141 1.00 

     
 

The result in Table 1 above showed that there is a significant positive 

relationship between mutual trust and organizational productivity at r = 

.14, p< .05.Thus, the first hypothesis of the study was hereby rejected. By 

implication, this means that as a positive mutual trust increases, 

employees productivity level also increases, hence, improving 

employees’ job competence, commitment, and general organizational 

relationship. 

Test of Hypothesis Two 

H02: Communication has no significant positive relationship with 

organizational productivity of selected deposit money banks in Anambra 

State. 

Table 2: Pearson r on Students’ Communication and organizational 

productivity of selected commercial Banks in Anambra State 

Variables  N Communication Organizational  

Productivity  

Remark 

     

Communication 435           352          .322  

High Positive  

Relationship 

    

Organizational  

Productivity  

435          .322           352 

     

 

The inspection from Table 2 above revealed that there is a significant 

positive correlation between channel of communication and 

organizational productivity of selected deposit money banks in Anambra 

State at r = .32, p< .05. for this reason, the second hypothesis of the study 

was rejected. This indicates that proper channels of communication 

between the management and employees will increase organizational 

productivity of deposit money banks in Anambra State. Similarly, the 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

65 
 

stronger the communication in an organisationthe higher the productivity 

level which may result to a remarkable success in a competitive working 

environment like banking sectors in Nigeria. 

Summary of the findings  

1. The findings revealed that mutual trust has a significant positive 

relationship with organizational productivity of selected deposit 

money Banks in Anambra State. 

2. It was also found that communication has a significant positive 

relationship with organizational productivity of selected deposit 

money Banks in Anambra State. 

Conclusion 

The study in the light of the broad and specific objectives which 

determine the nature of the relationship between workplaceharmony and 

organizational productivity of selected deposit money Banks in Anambra 

State; with the specific objectives to ascertain the extent to which mutual 

trust and communication have a significant positive relationship with 

organizational productivity of selected deposit money Banks in Anambra 

State. The research study concludes that the nature of workplace 

harmony adopted by banks significantly influences their productivity in 

various dimensions. The obvious conclusion is that conformity and 

compliance with the harmonious work practices will aid the bank 

competitiveness while involvement in disharmonious conduct may spell 

distress or lead to the bank’s total collapse. 

Based on the findings, the following recommendations were made: 

1. The bank should adopt a harmonious workplace that enhances the 

employee’s skills and make them feel belonged. 

2. Constant training and development should be encouraged to 

enhance their knowledge and to still be in tune with the need of 

the environment. 

 

REFERENCES 

 

Adim, C. V., David, G. O. (2020). Recognition-based reward and 

workplace harmony in manufacturing companies in Port Harcourt, 

Rivers State, Nigeria. European Journal of Human Resource, 4(2), 

1–11.  

 

 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

66 
 

Akuh, E. A. (2015). Industrial harmony for academic excellence: an 

imperative for a productive educational system in Nigeria. 

European Journal of Educational and Development Psychology, 

3(40), 36-44. 

 

Al-Abri, S., Almukhtar. (2017). Improved labor productivity is 

imperative for Oman‘s economic diversification. Local Economy, 

32(8), 867–879. 

 

Ames, T. A., & Rosemont, H. (1998). The analects of Confucius: A 

philosophical translation. New York: Ballantine Books. 

 

Asio, J. M. R. (2021). Determinants of work productivity among selected 

tertiary education employees : A pre-COVID-19 pandemic 

analysis. International Journal of Didactical Studies, 2(1), 1–8. 

https://doi.org/10.33902/IJODS.2021167470 

 

Bogdanovic, M. (2011). Organizational Climate and Organizational 

Efficacy in Croatian Manufacturing Enterprises. International 

Journal of Management Cases, 13(4), 185-190. 

 

Boh, W. F. & Wong, S. S. (2013). Organizational Climate and Perceived 

Manager Effectiveness: Influencing Perceived Usefulness of 

Knowledge Sharing Mechanisms. Journal of the Association for 

Information Systems, 14(3), 122-152. 

 

Carriere, J., & Bourque,  J. (2009). Management of human resources and 

performance of the firm with high intellectual capital: An 

application of the perspectives of contingency and configuration. 

Retrieved from https://www.researchgate.net/journal/Canadian-

Journal-of-Administrative-Sciences-Revue-Canadienne-des-

Sciences-de-l-Administration-1936-4490. 
 

Elangovan, A. R. & Xie, J. L. (2000). Effects of Perceived Power of 

Supervisor on Subordinate Work Attitudes. Leadership and 

Organization Development Journal, 21(6), 319-328. 

 

Green, P. (2016). The perceived influence on organizational 

productivity: A perspective of a public entity. Problems and 

Perspectives in Management, 14(2-2), 339-347. DOI: 

10.21511/ppm.14(2-2).2016.10. 

  

Haenisch, P. J. (2012). Factors Affecting the Productivity of Government 

Workers, SAGE 

  

Hamidianpour, F., Esmaeilpour, M., Alizadeh, M. S., & Dorgoee, A. 

(2015). The influence of emotional intelligence and organizational 

climate on creativity and entrepreneurial of small to medium-sized 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

67 
 

enterprises. European Online Journal of Natural and Social 

Sciences, 4(1), 20–30. 

 

Hasen, Z., & Salman, W. (2016). Impact of Effective Teamwork on 

Employee Performance DOI:10.24924/ijabm/04/v4.iss1/76.85. 

 

Hassan, O. M.,(2013)  Securing a harmonious working environment 

through effective industrial relations at the workplace: The 

Nigerian perspective. Business Management Dynamics, 3(2), 46-

59. 

 

Igudia, P. O. (2021). Evaluating Organisational Change and Employee 

Productivity in Nigeria: A Case Study of Union Bank, Plc. 

European Scientific Journal ESJ, 17(19), 208–229. 

https://doi.org/10.19044/esj.2021.v17n19p208 

 

Irawan, D. A., & Sari, P. (2021). Employee productivity: The effect of 

flexible work arrangement, indoor air quality, location, and 

amenities at one of the multinational logistics providers in 

Indonesia. IOP Conference Series: Earth and Environmental 

Science, 729(1). https://doi.org/10.1088/1755-1315/729/1/012126 

 

Jean, R., Sinkovics, R., & Kim, D. (2008). Information technology and 

organizational performance within international business to 

business relationships: A review and an integrated conceptual 

framework. International Marketing Review, 25(5), 563-583. 

DOI:10.1108/02651330810904099. 

Kumar, K.S. &Manjula, P. (2017). Effect of varied gradation levels of 

noise reduction algorithm on speech perception through acoustical 

and perceptual measures. Global Journal of Otolaryngology (GJO), 

5(2), 1-8. 
 

Makinde, H.O. (2013). Securing a harmonious working environment 

through effective industrial relations at workplace: The Nigerian 

perspective Business Management Dynamics, 3(2), 46-59. 

 

Mathis, L. R. & Jackson, H. J. (2010). Human Resource Management, 

13th ed. SouthWestern Cengage Learning, USA. 

 

Mayer, R. C., Davis, J. H., & Schoorman, F. D. (2007). An integrative 

model of organisational trust. Academy of management review, 

20,709-734. 

 

Miidom, D.F.& Dyke-Ebirika. N.(2021) Authentic leadership: a panacea 

for workplace harmony International Journal of Advanced 

Academic Research,7(8), 8-24 

 

Mojaye, E. M., & Dedekuma, S. E. (2015). Influence of communication 

http://dx.doi.org/10.24924/ijabm/2016.04/v4.iss1/76.85


Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

68 
 

on industrial harmony in the civil service of Delta State Nigeria. 

New Media and Mass Communication, 37, 2224- 3267. 

 

Nkiinebari, N. P. (2014). Workplace democracy and industrial harmony 

in Nigeria. InternationalJournal of Advanced Academic Research, 

7(8).  

 

Nwinyokpugi, N. P. (2015). Employee engagement and workplace 

harmony in Nigeria Civil Service. International Journal of 

Innovative Research & Development,4(2), 223- 234. 

 

Nwinyokpugi, O., & Eziuche. (2019) Position power management and 

workplace harmony in the construction sector in Rivers State. 

International Journal of Business and Management Invention, 

8(01),34-44. 

 

Odia, L.O. & Omofonmwan S. I. (2007). Educational system in Nigeria: 

problems and prospects. Journal of Social Sciences. 14(1), 81-86. 

 

Okolocha, C. B. (2021). Job Satisfaction and Employee Productivity : 

Evidence From Selected Universities in South-East , Nigeria. 

International Journal of Business & Law Research, 9(1), 127-138. 

 

Okpu, T. & Kpakol, A.(2015)Managing employee trust perceptions for 

sustained workplace harmony in the Nigerian Banking Industry. 

International Journal of Managerial Studies and Research, 3(5), 65-

73  

 

Onyeizugbe, C ., Aghara, V., Enaini, S. & Abaniwu, p.(2018) 1Industrial 

Harmony and Employee Performance in Food and Beverage Firms 

in Anambra State of Nigeria International Journal of Managerial 

Studies and Research (IJMSRVolume 6, Issue 6, PP 235 

 

Opara, N.D.,& Mbani, H. B.(2022). Avoidance management strategies 

and workplace harmony in oil Servicing firms in rivers state. ISSN: 

7881 – 7563 Volume 8, Number 2, Advanced Journal of 

Accounting, Management and Marketing 

 

Osad, O.I. &Osas, U.E. (2013). Harmonious industrial relations as a 

panacea for ailing enterprises in  Nigeria. Journal of Asian 

Scientific Research. 3(3):229-246 

 

Padmaja, B. (2014). Organizational climate as a predictor of job 

satisfaction of employee: A case study with special reference to 

electricity employees. International Journal of Organizational 

Behaviour and Management Perspectives, 3(4), 1350–1356 

 

Puttapalli, A.K. & Vuram, I.R. (2012). Discipline: The tool for industrial 

harmony. 



Global Online Journal of Academic Research (GOJAR), Vol. 2, No. 1, Jan-Feb 2023 

 

 

69 
 

 

Randhawa, G. and Kaur, K. (2014). Organizational Climate and Its 

Correlates. Journal of Management Research, 14(1), 25-40. 

 

Samah, E. & Ahiauzu, A. (2013). Employee involvement and 

organizational effectiveness, Journal of Management Development, 

32 (7), pp. 661-674. 

 

Saxena, A. (2014). Workforce diversity: A key to improving 

productivity, Elsevier, Procedia Economics and Finance, 11, 76 – 

85. 
 

Schroth, H. (2019). Are you ready for gen Z in the workplace? California 

Management Review, 61(3), 5–18. https://doi.org/10.1177/ 

0008125619841006 
 

Sequeira, A. & Dhriti, A. (2015). Employee Relations and its Impact on 

Employee Performance: Case Study. 
 

Sholokwu, B. M. & Olori, W.O.(2016). Management Practices and 

Industrial Harmony in Oil and Gas Firms in Rivers State, Nigeria. 

International Journal of Advanced Academic Research  Social & 

Management Sciences. 2, 11. 
 

Ukonu, O.I & Gideon A. E. (2016). The role of the national industrial 

court in sustaining harmony in the Nigerian health sector: a case of 

university of Abuja teaching hospital. Journal of Management and 

Sustainability, 6 (1). 
 

Zhang, X.A., Liao, H., Li, N., & Colbert, A.E. (2020). Playing it safe for 

my family: exploring the dual effects of family motivation on 

employee productivity and creativity. Academy of Management 

Journal, 63(6), 1923-1950. 

 

 

Author Information: Ifeoma Evangeline Odunukwe is of the 

Department Of Business Administration, Faculty of Management 

Sciences, Chukwuemeka Odumegwu Ojukwu University, Igbariam 

Campus, Anambra State, Nigeria.  

Email: ifyskin@yahoo.com 

 

 

Maureen Obiozo Anah is affiliated to Department Of Business 

Administration, Chukwuemeka Odumegwu Ojukwu University, Anambra 

State, Nigeria. 

 

 

Mary Ukamaka Ezeh is affiliated to Department Of Business 

Administration, Chukwuemeka Odumegwu Ojukwu University, Anambra 

State, Nigeria. 

 

 

 


