Work Socialization and Workplace Conflict in Major Oil Companies in Nigeria

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.

Integration at the workplace studies within multinational pharmaceutical factories in Hungary

The primary objective of this essay is to assign a gap in Human Recourse Management literature. Many studies and resources are known about hiring and maintaining people and their loyalty to organizations. Work socialization is the first step to keeping people; however, most of the literature on integration at the workplace focuses primarily on organizational commitment and not on the individuals. Various perspectives of work socialization have been discussed including socialization stages, guidance and carrier development. This essay focuses on the approach of Human Resource Management, but the scope is expanded to the individual as well. In this paper, the reasoning, the methods and the questions of my future doctoral research on integration at the workplace are analysed. First, the issue is discussed from the perspective of social changes in Hungary. The next part of this essay illustrates varying definitions from the literature, providing then my own view of how to explain the integration process in the workplace and through which what I would like to focus my research. This article also aims to show possible methods (in-depth interviews with Human Resource Managers and document analysis) for examining the topic at multinational pharmaceutical factories in Hungary, while highlighting the most important questions for which my research aims to find answers.