PurposeThis study examined the effect of emotional intelligence on graduate students' academic engagement in Ogun State, Nigeria. This study also explored the moderating role of digital learning support in the relationship between emotional intelligence and academic engagement.Design/methodology/approachA descriptive design was used, with purposive and convenient sampling methods were adopted to select the respondents. A total of 341 graduate students were drawn from different schools of postgraduate studies at selected universities in Nigeria. SmartPLS (3.0) was used to explore the relationships between the variables.FindingsThe results revealed that emotional intelligence dimensions significantly influence graduate students' academic engagement. In addition, digital learning support positively moderated the relationship between emotional intelligence and students' academic engagement. Further, to the empirical evidence from the findings, the study concludes that digital learning support moderates the relationship between emotional intelligence and students' academic engagement.Research limitations/implicationsIt is impossible to extrapolate the findings from the research to other industries in Nigeria. Practical Implication: It is recommended that the leadership of graduate schools pay attention to a digital learning support system that enhances emotional intelligence and will stimulate productive research activities, practical engagement and academic excellence.Originality/valueThis study contributes significantly by filling a research lacuna in strategic human resource management (HRM), personnel psychology and organisational behaviour literature within the context of private universities in Nigeria. This study advances the literature by demonstrating how digital learning support moderates the relationship between emotional intelligence and graduate students' academic engagement.

This study explored the relationships between financial motivation, workplace happiness, mindfulness, and job performance in the Nigerian banking industry. Data was collected from 420 employees using self-administered questionnaires and analysed with Smart PLS 4.0. The results showed that financial motivation was positively related to job performance. At the same time, workplace happiness and mindfulness were also positively associated with job performance and mediated the relationship between financial motivation and job performance. The result emphasizes workplace mindfulness and employees' happiness as crucial mediators of financial motivation and hence influences job performance. These findings support the importance of intrinsic motivation factors, such as workplace happiness and mindfulness in enhancing job performance. The study concludes that employee happiness is not solely a product of financial motivation. Employers should take various factors, including social support and a conducive working environment into account when developing strategies to promote workplace happiness. The findings suggest that increasing financial motivation through targeted incentives can significantly improve job performance among Nigerian bankers, especially when complemented with other forms of work mindfulness practice and promoting employees' happiness.

The main objective of this study is to investigate the tripartite relationships between frontline managers' competencies, wellbeing initiatives, and perceived job engagement in some selected manufacturing firms in Nigeria. Based on a sample size of four hundred and ninety-nine (499) frontline managers drawn from selected manufacturing firms, smart partial least squares (SMART PLS) 3.0 was adopted to show the relationships among frontline managers' competencies, wellbeing initiatives, and perceived job engagement in the world of work. The statistical results show that the dimensions of front-line managers' competencies, significant change-management skills, employee relations, business savvy, and problem-solving skills, greatly influenced job engagement, while components of talent wellbeing initiatives mediate the relationship between front-line managers' competencies and job engagement. The study recommends that frontline managers adopt a continuous competency evaluation approach, focusing on frequent evaluations to identify areas of improvement and potential for development. As a means of developing a resilient and competent managerial workforce, it emphasises the significance of specifically designed wellbeing programmes that address the difficulties associated with their jobs. Organisations may foster a good work environment that improves wellbeing in general and supports long-term, productive engagement. Existing literature that focused on the frontline managers' competency theme in the manufacturing industry scarcely examined the processes critical to wellbeing initiatives and perceived job engagement in the manufacturing industry. As a result, the present study uses a moderating variable of employee wellbeing initiatives to explain how frontline managers’ competencies foster job engagement.

The high turnover rate of medical personnel in Nigeria is becoming alarming as many of them are leaving the country for developed nations for better job opportunities. This has contributed to the shortage of doctors and nurses in the Nigeria health sector. The study’s objective is to crystallise the challenges of health worker retention in Nigeria through a critical literature review. The study used data from previously published peer-reviewed articles published in recognised and credible scientific journals. Relevant information was obtained from these sources, conceptualised, and discussed alongside existing literature. Key findings from the research are attributed to a lack of competitive pay, state-of-the-heart medical equipment deficiency, security, and lack of political will by the government. To this end, there is a need for restructuring of the health sector in Nigeria to address issues relating to poor remuneration, infrastructure, training opportunities, and the well-being of the health workers.

Compliance is considered a critical factor in improving the corporate reputation of publicly traded corporations in Nigeria. This study, therefore, examines the roles of organisational compliance in fostering corporate reputation with the moderating role of the scorecard implementation strategy. The study used a descriptive research design. Based on the sample size of four hundred and thirty (430) respondents that participated in the study. Smart partial least squared (3.0) was adopted to show the degree of relationships between organisational compliance, scorecard implementation strategy, and corporate reputation. The statistical results show that there are direct significant relationships between organisational compliance and corporate reputation. The findings also revealed that scorecard implementation strategy moderates the relationship between organisational compliance and corporate reputation. The study recommends that firms should endeavour to evaluate and regularly review corporate governance-related principles to be sure of compliance with the laid down standards that depict best practices. In addition, a scorecard implementation strategy should be implemented in enforcing acceptable standards and sanctions for non-compliance.

E-learning opportunities are increasingly gaining the attention of various institutions of higher learning in Nigeria, particularly during the COVID-19 pandemic that is making it difficult for institutions to open for physical operations. The current literature reveals that Nigerian universities’ e-learning opportunities and faculty engagement have not been sufficiently researched. Thus, this study explores the effect of e-learning opportunities on faculty engagement in Nigerian universities and the moderating role of demographic characteristics of faculty members. Using multiple sampling techniques, five hundred (500) faculty members were surveyed across various colleges of eight (8) private universities in Nigeria. Four hundred and thirty-one (431) copies of the questionnaire representing an 86.2% response rate, were analysed with Smart PLS 3.0. The results show that demographic characteristics of faculty moderates the relationships between e-learning opportunities and faculty engagement within the context of private universities in Nigeria. The study presumes that faculty members of various universities in Nigeria should leverage e-learning opportunities to be more engaged in teaching quality, research outputs, community impact and administrative roles assigned to faculty members. This study contributes scientifically to the strategic human resource management practices and Human resource information system (HRIS) within the educational sector.

Small- and medium-sized enterprises (SMEs) play a crucial role within a country’s economy considering that they provide a source of skills and innovation for entrepreneurship and their capacity for introducing, integrating and disseminating new technologies is incomparable. However, the world may be looking at an impending devastating recession delivered by the coronavirus pandemic. As governments intensify restrictions on business to halt the spread of the pandemic, the fear of the virus also reconfigures the very concept of business and the workplace. Therefore, there is a need for a greater focus on digital transformation considering that physical distancing requirements to curb the spread of this virus may become a cultural orientation for businesses and the workplace. A real digital transition is anticipated for small businesses with the 5G network technology. 5G network will not just be a technological connection but will affect different socio-economic sectors and will stimulate innovation in small companies. The goal of this paper was to carry out a literature review on the potential ways small businesses can leverage on 5G network for digital innovation. The paper proposed that small and medium businesses can leverage the 5G Mobile Technology through enhanced interpersonal communication, expanded remote work opportunities, innovative digital tools and supply chain efficiency. Finally, while many individuals and small business owners will profit from 5G technology some will work to undermine it. As a result, companies must keep this in mind when implementing 5G, or other new technology, and adjust their security protocols accordingly to remain secure.

Green human resource management practices have practically produced positive results for the environment. This arises as many organisational goals have been required to prioritise environmental problems and organisational sustainability due to emerging global environmental concerns. This does not suggest that the organisation should be painted green, but rather that the initiatives adopted by organisations in a specific sector are environmentally conscious of achieving required behavioural dispositions. But this may not be achieved without consistent work motivation. Hence, this research investigated the mediating effects of work motivation on Green HRM and employees’ behavioural outcomes in Nigeria's manufacturing industry. The Stakeholders’ theory was adopted for this study and it assumes that stakeholders have the power to persuade organisations to adopt environmental practices that result in better environmental outcomes. A descriptive survey research design was adopted to explain the mediating effect of work motivation on Green HRM and employees’ behavioural outcomes. An online questionnaire was employed and distributed to the selected manufacturing firms in Nigeria. This study focused on five (5) different manufacturing firms selected based on their performance, reputation, overall assets and ranking. The data for the study were analysed and presented using SPSS and SEM-PLS (Structural equation method). The findings indicated that motivation, to a great extent, mediates green HRM and employees’ behavioural outcomes. Additionally, the findings made it possible for Nigerian manufacturing companies to prioritize green HRM methods in order to boost employee motivation and reinforced behaviour. Based on the findings, it was proposed that managers in the sampled Nigerian manufacturing sector make an effort to give employees' participation in green activities to measure and evaluate organisational performance. Also, while embracing green HRM practices, the management of the Nigerian manufacturing sector should inspire their members of staff.

The familiar places where faculty and students engage, collaborate, debate, interact and exchange viewpoints appear to have been improved by introducing digital technology. This study investigates the influence of e-learning opportunities on faculty engagement in Nigerian universities. Five hundred faculty members were surveyed across eight private universities in Nigeria using purposive and convenient sampling techniques. Only 431 copies of the questionnaire, representing 86.2% response rate, were analysed with Smart PLS 3.0. The results show that virtual learning platforms, digital databases, online short courses and webinar learning platforms significantly influenced teaching, research, administrative and community engagements. The study concludes that the faculty of various universities should leverage e-learning platforms to be more engaged. The study recommends the machinery needed by the faculty members of Nigerian universities during the COVID-19 lockdown that challenged the conventional practice. The study empirically contributes to strengthening the current teaching, research, partnership and collaboration trends for improved faculty engagement in the new-normal world of work.

Prescriptive learning is gradually gaining the attention of various industries in Nigeria, particularly on the issues and concerns surrounding sustainability. The existing literature shows that Nigerian pharmaceutical firms have not provided adequately researched prescriptive learning opportunities and sustainable employee engagement. Thus, this study explores the influence of prescriptive learning and sustainable employee engagement in selected pharmaceutical firms in Nigeria. Five hundred and forty-one (541) respondents were surveyed across all the selected pharmaceutical companies in Nigeria using a stratified and purposive sampling technique. Only four hundred and thirty-four (434) copies of the questionnaire, which represents an 80.2% rate of response. were analysed with Smart PLS 3.0. The results show that competitive differentiation, reflection, research and idea testing significantly influenced employee (cognitive, behavioral and affective) engagements. The study concludes that the adoption of prescriptive learning motivates sustainable employee engagement because employees become emotionally invested in work roles and functions. This study contributes to the strategic learning and development of human resource management practices, especially in the Pharmaceutical industry.

The global burden of breast cancer is increasing with an effect on the physical, mental and socio-economic wellbeing of the human population. Existing studies have majorly focused on the prevalent rate and clinical analysis of the disease, to the neglect of the nexus of information sources and breast cancer behaviours. This study examined the influence of information sources on perceived susceptibility, perceived severity and perceived barrier of women towards breast cancer and breast self-examination in Lagos state, Nigeria. A cross-sectional survey was employed in eliciting information from 400 women respondents randomly selected through the multistage sampling technique method. The study revealed that Internet-related channels of communication had a greater influence on susceptibility and severity perceptions of women. On the perceived barrier of women towards breast self-examination, the majority were influenced by interpersonal networks of communication (friends and relatives). Based on the findings, this study concludes that information sources play a pivotal role in the breast cancer beliefs and behavioural practices towards breast self-examination among women in Lagos state, Nigeria. It is therefore recommended that a national communication policy that will incorporate the use of information sources to strategically influence the beliefs and behavioural practices of women towards breast cancer management in Nigeria be developed.

This study examined the influence of the nurturance of young faculty on improved job engagement and the moderating role of institutional citizenship behaviour. This study used a quantitative research design, adopting a survey method. Young faculty (Graduate Assistants-Lecturer 1) were considered for this survey. A total of 261 young faculty were drawn from all the colleges of the three randomly selected private universities in Ogun State, Nigeria. Structural Equation Modelling, Smart Partial Least Square (3.0) was used to show the level of relationships and the resultant effect of young faculty nurturing initiatives on improved job engagement with the moderating role of institutional citizenship behaviour. The findings highlight a significant influence of nurturance of young faculty on improved job engagement (teaching, research and community service), while the institutional citizenship behaviour significantly moderated the relationship between nurturance of young faculty and improved job engagement. Based on the empirical evidence from the study, it is concluded that virtual learning support indirectly influenced improved job engagement among the young scholars in Nigeria private universities. This study contributes significantly by filling a research gap in strategic human resource management and organisational behaviour literature in the institution of higher learning. The empirical studies on the relationship between NYF, ICB and IJE have not been sufficiently researched, particularly within the context of Nigeria educational sector.

This research covered the palliative material distribution project in Lagos State, Nigeria, during the lockdown and restriction on movement because of COVID-19 pandemic. The study engaged reports from extant literature and tertiary data sources such as the newspapers, the Internet, and website source. Relevant data gathered from these sources were conceptually analysed and discussed along with extant literature. The research also adopted the use of rich pictures for further presentation of the research. A key finding from the research is the need to redesign the distribution process and consider proper structuring of the project. And further engagement with the affected stakeholders to address crucial issues such as marginalisation that can defeat the purpose, which is to emancipate the affected indigents of the State from the harrowing effects of COVID-19 lockdown and other emergencies-related critical incidences such as starvation and criminalities. The study proposed a model for a resilience approach to effectively address the current palliative distribution process challenges in Lagos State, the epicentre of COVID-19 in Nigeria.

The emergence of coronavirus (COVID-19) has caused us to reconsider our everyday lives around the world. While the ability to work from home is an advantage to many workers, other businesses lack the foundation of the technological infrastructure to give the capacity of “business as usual” without some compromises. The goal of this paper is to develop a conceptual framework on digital transformations antecedents of global workplaces and organizations post-pandemic outbreak. The study emphasized that the most effective transformations point to four antecedents; smart capital allocation for digital initiatives, engagement of appropriate digital tools, talent recruitment, and brand permission. The study concluded that the global pandemic has created a whole new experience for businesses and organizations around the world. Therefore, business executives cannot sit on their laurels any longer and they cannot put off a digital transformation organizational focus. Henceforth, taking the right decisions today would help ensure that businesses are better placed after the pandemic is over.

The study investigates how financial literacy and financial capabilities influence small firms' sustainability in Lagos and Ogun States, Nigeria. It employs a survey research design to collect data from 300 small business owners across the two States. Data collected were analysed using Structural Equation Modelling (SEM) technique. The study shows that environmental sustainability, financial sustainability and social responsibility are significant determinants of small firms' sustainability in Nigeria. Financial literacy and financial capabilities practices also have a significant positive impact on firm sustainability. However, the use of savings product shows a significant adverse effect on firms' sustainability. The findings imply that financial literacy knowledge and practice in small business operations enhance firms' sustainability. The study recommends that small firms should incorporate sustainability models into their business operations and improve their financial knowledge to maintain sustainability. Small business owners should also invest their savings in an appropriate investment product that suits their risk tolerance.

Article History Received: 18 September 2020 Revised: 10 March 2021 Accepted: 20 April 2021 Published: 8 June 2021

Family-owned schools have been grappling with several challenges, including their ability to survive over a long period and achieve their set objectives. The poor rate of survival of these schools is a continuing source of concern considering the dominant roles played by these family businesses in most developing economies like Nigeria. Hence, the study investigated the moderating effect of succession planning on inheritance culture and business survival of selected family-owned schools in South-West, Nigeria. The study adopted a survey design method, and it was descriptive. A quantitative approach of data collection was also adopted for this study and 357 out of 500 copies of the questionnaire, representing a 71.4% response rate, were analysed using Smart PLS 3.0. The study revealed that succession planning moderates the relationship between inheritance culture and family business survival at (β= 0.374, t-statistics=4.359>1.96, P-value =0.000 <0.05). Specifically, the findings indicated that competence identification contributed more to succession planning that fosters the relationship between inheritance culture and family business survival. The study recommended that founders of family businesses should give greater attention to competence identification in selecting a family business successor.

Universities, across the globe, are identified as complex and critical engines for sustainable development. Nigerian universities have recorded success stories and breakthroughs, but they have their teething problems of retention and challenges which tend to impede their position on the world education league table. Retention of employees in the work environment has attracted a lot of attention from scholars in different fields of study to curb the trend of turnover intentions, human capital flight and redundancy of academia in Nigeria. Hence, this paper investigates the impact of workplace environments on the retention of the academic staff of public universities, Southern-Nigeria. The study adopted a cross-sectional and descriptive approach to elicit information from 384 academic staff that were randomly and purposively selected. The use of a modified questionnaire (quantitative) was adopted. The quantitative data were analysed using Structural Equation Modelling (SEM_PLS) to obtain results. The findings indicated that the issue of inadequate and decay of infrastructural facilities had been a concern to the sampled universities. Many lecturers, including professors, shared offices that are dilapidated, poorly ventilated and furnished. The results indicated an increasing pauperization, varying promotion criteria, erratic power supply, over-congested classrooms and a growing disparity in the ratio between teaching staff and students. Due to its consequences, strategies for curbing this menace in state universities, such as the creation of enabling environment, adequate funding of tertiary education, effective administration and motivation of staff of the sampled institutions, among others were proffered.

Job-hopping phenomenon seems to be common among academic staff of higher institutions. This is due to the increase in the number of Universities around the world. As such, their engagement has been reported to be in a steadying decline as academics’ mobility increases. This study examines remuneration as a determinant of Job-hopping intention and academics’ teaching engagement of selected universities in Southwest, Nigeria. In assessing the subject matter, a survey research design was adopted. Six hundred and twenty (620) respondents were surveyed across the selected universities in Southwest Nigeria using a five-point Likert scale method. Stratified and simple random sampling techniques were used to select the respondents for this study. Five hundred and forty-five (545) copies of the questionnaire reflecting (87.9%) response rate were returned and used for this analysis. The Structural Equation Model (PLS) was used to measure the perceived influence of remuneration on academics' teaching engagement. Results confirmed the relationship between perceived remuneration and teaching engagement to be 0.696 and directly significant at 0.05. The results also show that 48.8% variance of teaching engagement is explained by a unit change in remuneration. To a very large extent, selected federal universities had the topmost path coefficient of β = 0.347. To encourage academics' engagement, especially those in private universities, management should provide a competitive remuneration system, to include payment of allowances and fringe benefits to the level of satisfaction, so that when they compare their rewards to their colleagues in the similar institutions under the same job, they will be encouraged to stay with their institutions. The insights from this study would be of great benefit to the management and other stakeholders of universities, in order to develop an appropriate and equitable remuneration system that will enhance academics' teaching engagement. However, the study was limited in that it covered only a few universities, considering the number of universities in Nigeria. It would have been much more representative if it covered more public and private universities in Nigeria.

Health care worker's migration to other countries has both short and long-term effect on the adequate health care delivery of the affected countries. Several contemporary issues are confronting Nigeria health sector like work overload, inadequate training and the high rate of migration intention of Nigeria health workers to developed western nations. Recently, it has been acknowledged that the sector is experiencing a shortage of medical doctors, nurses and midwives. The non-availability of adequate health workforce in any country will undoubtedly lead to negative health outcomes as adequate and qualitative health workforce is sine qua non to a qualitative healthcare delivery. Extant studies in this context mostly analysed factors accountable for the low level of qualitative health care delivery in Nigeria but limited studies proffered mitigating factors in addressing it in human resource context. This study through the review of extant studies identified the antecedents of employee engagement as a strategy that can propitiate Nigeria health workers to have good behavioural dispositions. To this end, this review looks at the relationship between employee engagement and migration intention of health workers. At the end of the review, a model was developed that can be empirically investigated to determine the extent at which the antecedents of employee engagement influences migration intention of health workers in Nigeria.