Family, culture, religion and workplace context shape personal values. These fundamental drivers affect human behaviour and moral decisions, but there is little information regarding their impact on sustainable intrapreneurial intentions of employees in business environments. The reason behind individuals thinking and acting as entrepreneurs, either in isolation or in groups, in organisations, is a major issue to researchers and leaders who wish to encourage innovation internally. This research paper examined the connection between personal value orientations and sustainable intrapreneurial intentions of employees. It examines the role of values in determining the attitudes, behaviours, and decision-making in the workplace. A survey design was adopted, involving a sample of 300 respondents drawn from selected Fast-Moving Consumer Goods (FMCG) companies in Lagos State, Nigeria. A structured questionnaire (soft and hard copies) was used to collect data and Structural Equation Modelling (SEM) was used to analyse the data. Findings indicate that four dimensions of core personal values, namely; conservativeness, openness to change, self-enhancement and self-transcendence have a significant correlation with sustainable intrapreneurial intentions. The study revealed that conservation significantly influences employees’ sustainable intrapreneurial intentions, with a path coefficient of β = 0.198, t = 2.599, and p = 0.010, indicating a positive and statistically significant relationship. The effect of openness to change on sustainable intrapreneurial intentions was positive and significant (β= 0.135, t = 2.220, p= 0.027). The analysis proved that there is a significant correlation between sustainable intrapreneurial intentions and self-enhancement (β= 0.186, t = 3.333 and p = 0.001). Selftranscendence significantly influenced sustainable intrapreneurial intentions (β = 0.317, t = 4.212, p = 0.001). The structural model reveals that self-enhancement (β = 0.278, p <0.001), openness to change (β= 0.244, p <0.001), and self-transcendence (β= 0.216, p =0.009) significantly predict personal values, with 46.6 percent of the variance in personal values (R2= 0.466). The strongest. predictors were self-transcendence (universalism and benevolence) and conservation (conformity and security), while the weakest predictor was openness to change. Practically, this study provides valuable insights into how aligning employees’ personal values with organisational goals can enhance intrapreneurial behaviour and drive innovation within the FMCG sector.

The mass exodus of healthcare workers from the Nigerian healthcare system highlights the urgent need to reevaluate the operational framework. This reevaluation aims to grant healthcare workers greater autonomy to improve their morale and address organizational issues like job dissatisfaction and high turnover. The inability to create new positions or redesign existing roles has contributed to these challenges, necessitating a comprehensive solution. Therefore, this study aims to investigate the impact of job crafting on the moral of healthcare workers in the Nigerian Public Hospitals. It buttressed its argument with Hackman & Oldham’s Job Characteristics Model. All the Doctors and Nurses in the public Secondary Hospitals also known as General Hospitals in Lagos State were used for this study, making a total population of 11,084. The sample size of 725 was determined using Morgan sample size determination table. Quantitative and qualitative methods of analysis were employed. The results of the study show that job crafting has a substantial impact on the morale of healthcare workers in public hospitals. Higher levels of morale and happiness are experienced by healthcare workers who participate in job crafting activities. The crucial elements of job crafting—relational, task, and cognitive—allow healthcare professionals to customise and remodel their work experiences in accordance with their preferences and values. The study recommends that structures be put in place that supports job crafting in the Nigerian healthcare system so as to give a high level of autonomy and flexibility to the healthcare workers thereby boosting their morale for effective and efficient performance.

This study investigates the influence of procedural justice on many aspects of employee engagement including affective, behavioral, cognitive and physical engagement specifically within the banking business in Nigeria. The sector has consistently faced difficulties in maintaining employee engagement with major issues such as high rates of absenteeism and turnover. Implementing an effective employee engagement strategy can help in retaining and developing a team that is prepared for the future, thereby reducing absenteeism and turnover. This study employed survey methodology and used stratified sampling techniques to choose participants. We collected the necessary data from primary sources. The study considered 209 of the 231 distributed questionnaires legitimate and appropriate. The results indicate that how employees perceive the fairness of procedures in the chosen bank has a substantial impact on their high levels of emotional, cognitive, physical and behavioral involvement. This demonstrates that ensuring fair treatment when creating clear and reliable policies and processes results in increased employee engagement. Banks should create an environment that promotes fairness by ensuring transparency and reliability in all rules and procedures to enhance overall satisfaction among workers and performance. It is possible to reduce high rates of absence and turnover resulting in a more stable and productive workforce by using these measures. This study highlights the significance of procedural justice in attaining greater employee engagement and offers significant insights for banks seeking to enhance their staff retention efforts.

Objective: The aim of this study is to explore the impact of technological innovation and industrial adaptability on promoting sustainable consumption patterns and lifestyles in small and medium-sized enterprises (SMEs) within a developing economy. The research seeks to understand how these elements contribute to the integration of sustainability principles in business practices, and their effect on achieving sustainable development goals (SDGs). Theoretical Framework: Building on recent research, the theoretical framework emphasizes the significance of advanced technological applications and flexible industrial strategies in fostering sustainability. The study integrates insights from prior research on the correlation between innovation, adaptability, and sustainable practices, highlighting the role of digital tools, renewable energy technologies, and circular economy models in enhancing sustainable performance. Method: The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews with SME owners and industry experts. Data collection is conducted using structured questionnaires and in-depth interviews. Results and Discussion: The findings reveal a significant positive correlation between technological innovation, industrial adaptability, and sustainable consumption patterns in SMEs. The study shows that the adoption of renewable energy technologies and digital tools significantly improves resource efficiency and reduces environmental impact. Moreover, flexible industrial strategies enhance SMEs' ability to respond to market demands and regulatory requirements, promoting long-term sustainability. The results underscore the importance of integrating technological innovation and industrial adaptability into business practices to achieve SDGs. Research Implications: The research provides valuable insights for policymakers, industry leaders, and educational institutions aiming to foster sustainable practices in SMEs. It highlights the need for supportive policies and initiatives that encourage technological innovation and adaptability. Additionally, the study emphasizes the importance of training programs and knowledge dissemination to equip SMEs with the necessary skills and resources for sustainable development. Originality/Value: This study contributes to the existing body of knowledge by offering empirical evidence on the relationship between technological innovation, industrial adaptability, and sustainable consumption patterns in SMEs within a developing economy. It provides actionable recommendations for promoting sustainability in business practices, aligning with global efforts to achieve SDGs.

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.

Many factors have contributed to the continuous departure of workers from the Nigerian healthcare system since the COVID-19 outbreak. Therefore, this study aimed at examining the effect of job crafting on the loyalty of healthcare workers in public hospitals in Lagos, Nigeria. The study population was 11,084, comprising all the doctors and nurses in public hospitals in Lagos, with a sample size of 725 using the Morgan Sample Size Determination table. We collected primary data using a well-structured questionnaire and conducted analysis using structural equation modeling. The findings revealed a significant positive relationship between job creation and healthcare workers' loyalty in the public healthcare system. This implies that job creation influences health care workers' loyalty. This study suggests that the management of the public healthcare system should encourage and support job crafting while also building and encouraging positive relationships among healthcare workers to ensure their loyalty and effective service delivery.

This study explores the relationship between informational justice and employee engagement. The objectives of the study are to examine the influence of informational justice on affective engagement, behavioral engagement, cognitive engagement, and physical engagement. To guarantee a representative and varied sample of the Nigerian banking industry, a survey design was used, and participants were chosen using the stratified sampling technique. We collected necessary data from primary sources and deemed 209 copies of the 231 distributed questionnaires valid and suitable for the study. Preliminary findings suggest a strong positive relationship between employee engagement levels and perceptions of informational justice. Workers with higher levels of participation in all four categories—behavioral, cognitive, physical, and affective—tend to perceive a high degree of informational justice, where communication is clear, prompt, and comprehensive. This suggests that employees are more likely to be emotionally committed, display positive work behaviors, be intellectually focused, and be physically present in their tasks when they feel well-informed and sense fairness in the sharing of information. The findings contribute to the literature in several ways, including improving the understanding of informational justice in Nigeria's banking sector. Furthermore, the findings offer practical insights for the bank seeking to enhance employee engagement through improvements in communication processes and transparency.

This study aimed at investigating the impact of job crafting (cognitive, task, and relational crafting) on the satisfaction of healthcare workers in public hospitals in Lagos, Nigeria. The study utilised data gathered from 725 public healthcare workers in public hospitals using a well-structured 5-point Likert scale questionnaire as the research instrument. The study employed mixed method of data collection, comprising purposive, stratified, and convenience methods of data collection. The research tools employed include Cronbach's Alpha Analysis, Explanatory Factor Analysis, Confirmatory Factor Analysis and Structural Equation Modeling. Findings revealed that job crafting significantly impacted the satisfaction of healthcare workers, with relational crafting having the highest significant impact, followed by cognitive and task crafting. The study concluded that job crafting significantly impacts healthcare workers’ satisfaction and, however, recommends that positive workplace culture be encouraged; emphasis should be placed on encouraging things like work-life balance, inspiring leadership, transparent communication, and employee appreciation, and a good and positive work environment be provided for the healthcare workers to maximise their full potential.

This research aimed to assess the operational and environmental performance of small- and medium-sized enterprises (SMEs) in Nigeria in relation to their adoption of personality-traits taxonomy (i.e., conscientiousness, openness to experience, extraversion, neuroticism or emotional resilience and agreeableness). The survey-based study involved the entire population of SME operators in South West Nigeria, totaling 1842 individuals (i.e., entrepreneurs). Through the use of stratified random-selection methods, a sample size of 420 was chosen. Data was collected, and both structural and measurement models were used to assess it. The results of the study demonstrate that personality traits have a significant influence on how successful SMEs function. The results also demonstrate that personality traits have a positive impact on SMEs’ environmental performance. These findings suggest that sustaining operational and environmental performance may be accomplished by resource allocation, promoting diversity and inclusion, and employing trustworthy assessment methods. To enhance both their overall operational performance and their environmental performance in particular, the study advises SME operators in Nigeria to undertake proper management of personality traits for sustainability. The paper recommends for greater research on this subject and emphasises the necessity of understanding how personality factors impact operational and environmental performance in Nigerian SMEs.

Business sustainability is a factor that businesses, especially SMEs, are giving more and more thought to. Businesses are now looking for methods to integrate sustainable practices into their operations while keeping their business models intact as a result. This study primarily looks at how technology might improve company resilience in order to investigate the connection between SMEs’ business models and their pursuit of sustainability. To enable the study’s main goals be achieved, three hypotheses were developed. The study’s goal was explained using the Resource Based View Theory, Dynamic Capability Theory, and Institutional Theory. By combining purposive and convenience random selection approaches, the researchers performed a field survey of 420 SME operators in Nigeria in order to meet this goal. Smart PLS 3.0 was utilized in the study to evaluate the information gathered. Specifically, they assessed the extent and strength of the correlations between these constructs using path coefficients, t-statistics, R-square values, and p-values. According to the study, technology competence moderates the association between business model innovation and businesses’ resilience, indicating that by utilizing technological skills, business model innovation’s beneficial effects on a firm’s resilience may be amplified. The technology acceptance concept, which contends that adopting new technology may enhance organizational performance, is supported by this research. As SMEs frequently deal with budget limitations and technology difficulties, the study’s findings have significant significance for them. SMEs may be better positioned to survive upheavals and develop resilience by adopting new business strategies and utilizing technical skills. The study discovered that in order to increase their resilience, SMEs must actively adapt to fast-paced and competitive environments using their internal strengths. This indicates that SMEs must assess the value of innovation models in relation to their specific line of business. The study emphasizes the significance of the network interaction between technological innovation, business model innovation, and SMEs’ resilience. The capacity to use technology, which is essential for boosting SMEs’ resilience, strengthens this link. In summary, this study offers a current road map for technical development in the context of novel business models and the resilience of SMEs in Nigeria. This study offers helpful insights for SMEs looking to improve their business models and increase their sustainability in the face of shifting economic and environmental conditions by examining the connections between business model innovation, SMEs’ resilience, and technology.

Events and periods of strikes are inextricably linked to the history of higher education in Nigeria. Strikes of various types and for various reasons have become a common occurrence as the government and academia's policymaking relationship has become increasingly inconsiderate. This study was necessitated by the apparent non-recognition and reluctance to plunge into interpersonal conflict in universities. Hence, this study investigated the influence of avoidance, dominating, compromise, obliging and integrating conflict management strategy on the commitment of faculty in selected public universities in Southwest Nigeria. Smart PLS 3.0 was used to analyse only 416 copies of the questionnaire, representing an 83% response rate. The findings demonstrate that conflict management methods such as avoidance, dominating, compromise, obliging, and integrating substantially impact academic faculty affective, normative, and continuance commitment. The study finds that academic staff at various universities should encourage compromising, integrating, and obliging conflict management tactics to be more involved in the settlement of the conflict. As a sequel to the findings, it was recommended that when settling conflicts, academic staff and management should always consider the feelings of other parties involved, as this will go a long way in satisfying all affected parties. Furthermore, parties in disagreement should be open-minded and willing to listen to each other to make the best and most sensible conclusion when resolving conflict. Universities administration should teach the different techniques of handling conflict so employees will be able to choose the appropriate approach when faced with conflict situations, especially when faced with interpersonal conflict.

Small and Medium Enterprises (SMEs) play a crucial role in Nigeria's economy, accounting for over 80% of the workforce. However, SMEs in developing countries face numerous challenges to their sustainability, including limited resources and restricted access to technology. Information and Communication Technology (ICT) adoption has been identified as a critical strategy for enhancing the sustainability of SMEs. However, only a small percentage of SMEs have adopted ICT, which can improve productivity, efficiency, and competitiveness. This study aims to investigate the factors that influence the adoption of ICT and its impact on the sustainability of SMEs in Nigeria. A sample of 500 SMEs in Lagos state was surveyed using a quantitative methodology. Additionally, the technology, organization, and environment framework was used to examine the factors that influence the adoption of ICT and its impact on SMEs' sustainability. Furthermore, the study utilized a combination of structural equation modeling (SEM) and artificial neural network (ANN) analysis to examine the gathered survey data. The results of the SEM-ANN showed that technology, organization, and environment significantly impact adoption, and ICT adoption significantly influences SME sustainability. Additionally, the results further showed that the organizational factor is the most important for successful ICT adoption, followed by environmental and technological factors. The study concludes that SMEs in Lagos, Nigeria, should pay attention to ICTs relevant to their operations and consider their organization's characteristics and resources to adopt these technologies successfully. This research contributes to the existing literature on ICT adoption and SME sustainability in developing countries. It provides valuable insights for policymakers and SME owners in Nigeria and other developing countries.

Entrepreneurship is critical to the development of modern complex societies, not just for their survival but also for their long-term viability. Knowing the importance of entrepreneurship to the development of an economy brought about the introduction of entrepreneurship education into tertiary institutions in Nigeria. However, the restricted way entrepreneurship education is usually taught and practised has not helped undergraduates to imbibe an entrepreneurial culture and create a venture while at university. To close these gaps, the current study envisaged the impact of entrepreneurial culture and venture creation among undergraduate students of selected public universities in the South West region of Nigeria. Specifically, the purposive sampling technique was adopted to select the participants from selected universities in the South West region of Nigeria that offers entrepreneurship as a degree programme. A total of 450 questionnaires were administered. A total of 396 copies of questionnaires were returned valid and confirmed as fit for analysis, representing an 88% response rate. The data collected were analysed using structural equation modelling. The findings from this study concluded that students who exhibit entrepreneurial attributes, values, and mindset are more likely to be entrepreneurs than students who do not. This study recommends that universities work harder to promote entrepreneurial culture by focusing entrepreneurship education more on practical application.

Social entrepreneurship has gained increasing attention as a means to address social problems, including poverty, in Nigeria. Poverty is a major challenge in Nigeria, with a poverty rate of over 40%. Poverty alleviation is critical to achieving sustainable development in the country. Social entrepreneurship can play a key role in addressing poverty by creating jobs, providing access to goods and services, and promoting economic growth. Hence, this study examines bolstering the impact of social entrepreneurship and poverty alleviation for sustainable development in Nigeria. The research focuses primarily on fostering economic, social, and environmental improvements, as well as improving people’s lives. Three hypotheses were formulated to help accomplish the primary objectives of the study. The Opportunity-Based Entrepreneurship Theory, Social Network Theory, and Schumpeterian Theory of Innovation were used to explain the objective of the study. In this study, a purposive sampling technique was used, and 300 copies of structured questionnaires were administered to selected social entrepreneurs of which 262 copies were retrieved and used for the analysis. The data were analyzed using structural and measurement models, and the path coefficient was determined using PLS-SEM. The significance level was calculated using the bootstrapping method. The results from the test of hypotheses showed that; the most significant predictor of poverty alleviation is social innovation (β = 0.376, p < 0.05), followed by the social value (β = 0.314, p < 0.05), and finally, social impact (β = 0.231, p < 0.05). This study concludes that social innovation is fundamental for empowering individuals and communities to lift themselves out of poverty and achieve long-term prosperity. The study recommends that to promote sustainable social entrepreneurship and poverty alleviation in Nigeria, the government can create policies and programs that support social innovation, such as providing access to funding, business training, and mentorship. The government can also collaborate with entrepreneurs and organizations to promote their initiatives and create a supportive ecosystem for social entrepreneurship.

The efficient use of an organisation's valuable human resources is crucial to its success. Organizations are embracing HRIS more and more to ensure the efficient utilization of their human resources (a relatively new technology in HRM). However, enterprises, especially manufacturing firms, are lagging in reaping the benefits of modern technology due to a slew of challenges. To close the stated gaps, the current study investigated the role of human resource information system on employees' behavioural outcomes in selected manufacturing firms in Nigeria. The diffusion of innovation theory was used to explain the inevitability of new technology in HRM. The target population comprised managers and supervisors of Nigeria's selected Fast Moving Consumer Goods firms (FMCGs). Specifically, the purposive sampling technique was adopted to select the participants for this study. Copies of the questionnaire was used to collect data from a diverse cross-section of the managers and supervisors. The information collected was analyzed using structural equation modeling. The findings revealed that manpower planning information, performance appraisal information and succession planning information are predictors of employees' behavioural outcomes. It was concluded that management apprehension, employee privacy concerns, internal organisational opposition, and conversion costs are the most significant barriers to effective HRIS implementation. Finally, several quantifiable approaches to improve new technology in HRM were proffered.

In emerging markets, formal SMEs account for over 60 percent of total employment and over 40 percent of gross domestic product. According to the Global Entrepreneurship Monitor, the survival rate of newly founded SMEs is generally low, with SME survival rates in underdeveloped nations being significantly lower. Thus, SMEs may contribute to economic growth with an increased survival and sustainability rate with the appropriate strategy. This raises the essential question of what are the factors that affect SMEs' sustainability. The article aims to compile a list of numerous factors identified by various academics utilizing the systematic literature review research technique. The study seeks to add to the body of knowledge by presenting comprehensive state-of-the-art viewpoints and findings in the domain of sustainability and survival with their factors, with a focus on SMEs.

Organisational learning, as the process of continuous information acquisition, dissemination and exploitation, often leads to an organisation’s competitiveness. Hence, this study examined the relationship between organisational learning and employee engagement. The study also investigated the extent to which supervisory innovative support moderates organisational learning and the effectiveness of employee engagement. Five hundred forty-one (541) participants were surveyed using stratified and purposive sampling methods to make up the sample size. To be more precise, Smart Partial Least Square (PLS 3.0) was used to analyse the relationship between the study’s variables. The hypothesis test found that supervisory innovative support moderated the relationship between organisational learning and employee engagement to a significant extent (R2 = 0.810 Adjusted R2 = 0.806 p-value 0.05). As a result, the study recommends that pharmaceutical companies clarify their policies and culture to employees so that supervisory support can lead to higher employee engagement through organisational learning. Pharmaceutical firms should also provide financial incentives based on employee duration or distinctive contributions to company goals.

This research aimed at assessing the effect perceived usefulness of technology on multiple salient outcomes in Nigeria. Specifically determining how employee performance affects the perceived usefulness of technology in the oil and gas sector. The study used a descriptive research design. The target population of the study was 495 employees of selected oil and gas firms in Nigeria who have been recognized to have adopted strategies to communicate the usefulness of adopted technology in their business operations. This study used the purposive sampling technique to collect data from the employees of the selected firm. The questionnaire was used as the main data collection instrument, on a population of 495 and a total of 460 was collected back for the study analysis. A descriptive research design was adopted to establish trends related to the objectives of this study. Specifically, this research used a quantitative method (questionnaire) for the collection of data while structural equation modeling was used to analyze the data collected. The result showed that the perceived usefulness of technology has a significant effect on salient outcomes on workers in the oil and gas. Hence, the result shows that the perceived usefulness of technology contributes more to employees' satisfaction, organizational support, and employees' productivity while employees' commitment had the least. This study recommended that organizations in the oil and gas industry have to increase their efforts using strategies to improve the use of adopted technologies to promote employees’ commitment. However, organizations are to maintain strategies of perceived usefulness of technology on organizational support.

The effective utilization of a company’s precious human resources is critical to its success. Organizations are increasingly relying on management competencies to ensure the optimal utilization of their human resources. However, due to a plethora of problems, businesses, particularly industrial firms, are behind in realizing the benefits of managerial competencies. To address the inadequacies mentioned above, the current study explored the influence of management abilities on employee behavioral outcomes in selected Nigerian manufacturing enterprises. The notion of diffusion of innovation was used to explain the unavoidability of management competencies. Managers and supervisors from selected Fast Moving Consumer Goods (FMCGs) in Nigeria formed the target population. More specifically, the purposive sampling technique was used to pick participants for this study. Copies of the questionnaire were distributed to a varied cross-section of managers and supervisors to collect data. The data gathered were analyzed using structural equation modelling. Global awareness, communication, self-management, and strategic action competency were discovered to be predictors of employees’ behavioral outcomes. The study discovered recurring barriers that prevent managers from learning and developing, such as a lack of leadership drive, awareness, little or no performance feedback, insufficient cost-benefit analysis, insufficient budgets, and resource allocation, ineffective communication, a lack of specificity of competencies, and a rigid bureaucratic structure. According to the findings, individual managers should take greater responsibility for their learning, superiors should play a more prominent role in management development, and senior leaders should implement processes to strengthen managing competencies. As businesses and society advance, people at all levels should learn and adapt to function in changing situations. Performance will suffer if this learning and alignment are not implemented. It is plausible to argue that the same factors that promote organizational transformation impede managerial competencies.

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.