The influence of new media, which includes social network sites, cannot be ignored in communication studies. The significance of sites is contentious, with some claims that they are beneficial while others claim they are inconsequential (Leidner, Koch & Gonzalez, 2010; North, 2010; Nucleus, 2009). Social network sites are used for sharing ideas, interacting with other users and giving a feeling of sense of belonging that transcends geographical boundaries. The general objective of the study was to understand the perceived effects of SNSs usage in the workplace in Kenya and their influence on employees’ interpersonal communication. This was explored from hedonic value, social capital and employee effectiveness perspectives in organizations. The study used convergent mixed method research that employed two questionnaires (semistructured N=214 and structured N=25) and 13 in-depth interviews from participants from two organizations in the media and beverage sectors in Nairobi, Kenya. The study embedded the

interdependence of employees’ consumption, participation, and production motives on usergenerated media using uses and gratification theory. Social network analysis theory examined and mapped out the informal relational ties established by employees in the workplace. The findings establish that the sites affect the personal, relational and effectiveness of employees as the employees spend up to five hours daily on social networking sites and the conceptualisation of interpersonal organisational communication should not be limited to face to face, and recommends ways to utilise platforms in a productive way. WhatsApp, Facebook, Twitter and YouTube were the commonly used sites, with employees mainly communicating with contacts outside work and work contacts. The thesis contributes to uses and gratification theory by showing employees mainly used SNSs to meet their consumption and production needs. Employees’ relational ties were mapped out in the network structures and key players identified as opinion leaders, influencers and brokers. These key players can be utilised by management in several ways so as to contribute to information sharing and knowledge management in organizations. Finally, the study argues that the pervasive influence of communication technologies in Kenya cannot be ignored when conceptualising relationships within the workplace as they have become pervasive relational tools which help to gratify workers employment needs.