This study was carried out to examine the use of social networking in transmitting organizational values using Lagos State Ministry of Finance which is a part of Lagos State Civil service as a case study. Specifically, the study was aimed at explore employers awareness and utilization of social networking; to examine employers perception towards the use of social networking in transmitting organizational values; to determine the impact of social networking in transmitting organizational values. The study employed the survey descriptive research design. A total of 50 responses were validated from the survey. From the responses obtained and analysed, the findings revealed that social network contributes to organizational value and also that social network has no significant impact on organizational values transmission. The study recommend Organizatzions should endeavor to encourage social networking amongs individuals since this has high contribution to encouraging, achieving and promoting organizational values amongs employees.






1.1Background of the study

Social network theory has taken the attention of a considerable number of theorists, researchers and several individuals who deal with the pragmatic aspects of the theory. The research on the interactions patterns between the elements is a major field of study in natural sciences. The efforts to explain organisational value of sub atomic particles (quantum physics), genetic studies, neurology and the field of ecology all focus on the networks which emerge from the relationships between different elements. Complexity theory as a new version of general systems theory mainly focuses on how the interactions lead to emergence and self-organization of micro and macro level living systems (Holland, 1995).

Some authors classify social networks studies as a sub field of complexity theory because researchers try to explain nonlinear organisational value of the living systems by examining interactions between nodes (Hammond and Glenn, 2004). These main scientific fields of inquiry have generated some tools to understand structure, organisational value and change of the networks.

Social network theory has significant differences comparing to the traditional science in terms of basic epistemological and methodological assumptions. Newton mechanics has shaped theory development and research activities in social sciences as well as all scientific disciplines. Network theory, which developed from the efforts of scientists who are against Newton’s paradigm, is an anti-reductionist and a nonlinear approach. Social network impact refuses the basic assumption of “social organisational value is sum of individuals’ organisational value” traditional sociological inquiry and examines patterns of relationships between actors (Emirbayer and Goodwin, 1970: 1414).

Social network impact focuses on the data which come from the interactions of the actors instead of using a collection of data from independent organisational values of the actors (Parkhe, Wasserman and Ralston., 2006: 561). The relationships of the actors with each other are very important in social network impact, because these patterns define the communication paths which transfer the information between individuals, groups and organisational value (Monge and Contractor, 2001:441-442). This main framework of social network impact and methodology represents a departure from the classical scientific approach of social sciences. Network impact doesn’t deal with the definition of laws, propositions or correlations; it broadly and comprehensively examines the social structure (Emirbayer and Goodwin, 1970:1414). Network theory and methodology which is quite different from traditional approach has gained a critical role in the field of economics and management during the last 3 decades. Social network methodology has served as a tool to solve the problems concerning how social interactions shape the economies and organisational value.

1.2 Problem statement

From a social networking stance to establish social relationships among intelligent objects, a new paradigm, social internet of things (SIoT), is recently proposed. By improving the level of trust between objects that are “friends” with each other, objects can start new acquaintances, exchange information, exploit other objects’ capabilities and collaborate toward a common objective (Atzori et al., 2014; Kang et al., 2014). Although the vision of SIoT is appealing, as a new concept, many of the feathers, benefits and challenges of SIoT are not well understood. Fortunately, most of SIoT characteristics are similar to those observed in social networks of humans (Atzori et al., 2012). In analogy with the social media-based network, we may explore the potential of SIoT by investigating social media’s impact in organizational contexts. There have been many studies noting the potential of social media in the workplace. For example, Jackson et al. (2007) studied internal corporate blog use in a global IT company, reporting that blog users benefited through the formation of informal social networks, convenient communication and knowledge transfer. Skeels and Grudin (2009) found that social network sites (SNSs) are widely adopted by Microsoft staff.

Work-related advantages focus on strengthening professional and personal ties, promoting knowledge sharing and resource locating. Prior studies have provided exploratory insights into the capability of social media. However, their adoption in the workplace remains controversial. On the negative side, social media have gained the reputation of reducing productivity and increasing disturbance. While previous research has predominantly focused on a specific medium, the synthesized impact of social media has been ignored.

1.3 Purpose of the study

The purpose of this study is to examine the use of social networking in transmitting organizational values. Specifically the study:

  1. To explore employers awareness and utilization of social networking
  2. To examine employers perception towards the use of social networking in transmitting organizational values
  3. To determine the impact of social networking in transmitting organizational values

1.4 Significance of the study

This study will assess the role of social networking in transmitting organisational value. The study will be of great benefits to corporate organisations because it will explore how organisational value helps the organisation in achieving it goals. It will also be a useful research material to students and researchers in the field of social networking.

1.5       Study hypothesis

The study hypothesis is:

HO1: social network does not contribute to organizational value

HO2: social network has no significant impact on organizational values transmission

1.6       Scope and Limitations of the Study

The study scope is limited to investigating the impact the use of social networking in transmitting organizational values in Lagos state civil service. Limitation faced by the research was limited time and financial constraint.

1.7       Definition of Basic terminologies

Sustenance: according to this study, means keeping alive, making organisational value evergreen to suit workplace practices of Organisation.

Social networking: Social networking as operationalized refers to all the ways and methods in which persons employ in the sharing of meaning and understanding, in relations to the sustenance of the organisational value of the organisation. It could be through letters, memos, meetings etc.

1.8       Organisation of study

The study is grouped into five chapters. This chapter being the first gives an introduction to the study. Chapter two gives a review of the related literature. Chapter three presents the research methodology; chapter four presents the data impact as well as interpretation and discussion of the results. Chapter five gives a summary of findings and recommendations.


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