This study examined the relationship between Joint Consultation, a form of Employee Voice and Workers Commitment. Using Cross Sectional Survey design, a sample size of 357 workers from the banks in the South-South zone of Nigeria was used as respondents. The results drawn from the use of Spearman Rank Order Correlation showed that Joint Consultation had a significant positive association with workers affective commitment, but no significant association with workers continuance and normative commitment. The study found that with the use of Joint Consultation, workers are emotionally attached to their organizations and exhibits little continuance and normative commitment.

This study was carried out to ascertain the effect of Interactional Justice on Organizational Citizenship Behaviour of Academic Staff in Universities in Bayelsa State. Cross Sectional Research design was adopted. A sample size of 294 was obtained from a population of 1,268 workers, using Krejcie and Morgan (1970) Sample size determination table. With the aid of Statistical Package for Social Sciences, the Spearman Rank Order Correlational Coefficient was used to analyse the data. The results obtained showed a significant positive relationship between Interactional Justice and all measures of Organizational Citizenship Behaviour (Altruism, Courtesy, Conscientiousness, Civic Virtue, and Sportsmanship), indicating that workers are very helpful and assist colleagues with problems. It was recommended that management should always be polite and respectful to employees and involve them in decision making because employees perception of equity breeds extra role behaviour.

Organizational Justice is very topical for organizations to achieve competitive edge. Few studies examined the three dimensions of organizational justice and its effect on employee work passion. Using Spearman Rank Order Correlational Coefficient, we tested our hypotheses with a sample of 313 university lecturers. We found that distributive justice had no relationship with employee work passion; procedural and interactional justice had a significant positive relationship with employee work passion.

The association of team briefing and workers' commitment was examined in this study. Respondents were drawn from a sample of 357 bankers in the South-south zone of Nigeria. Cross sectional survey design was utilized. With the use of Spearman Rank Order Correlation, we obtained the following results: team briefing had a significant positive relationship with affective, continuance and normative commitment. This suggests that workers remain with their organization because they are emotionally tied to the organization and feel morally obliged to remain as well as not wanting to lose their investment in the organization.

The Effect of Emotional Labour on Workers' Job Satisfaction in Nigerian Money Deposit Banks IntroductionPeople spend a major part of their lives working in organizations. It is important for them to be satisfied with their work because it is believed that a satisfied employee will be committed and loyal to the firm (Clark, 1997;Spector 1997). Job Satisfaction is defined as an individual's total evaluation of his work, supervision, pay and security which brings about pleasurable feelings (Schneider and Snyder, 1975).Workers with low levels of job satisfaction exhibit lack of interest in the organization, are demotivated, frustrated with low productivity, high rate of absenteeism and employee turnover, have inter-role conflict, job avoidance and other undesirable traits (