Layoffs and alternative staffing seem to be a phenomenon in many workplaces, many employees seem uncertain of their continuing in their job as a result of threats that they face on the job which could lead to job loss, and these call for concern. This paper therefore examines some of the factors responsible for job insecurity and employee turnover and the attendant effects of job insecurity on organisation. The study investigates the relationship between job insecurity and organisation performance, as well as relationship between job insecurity and employee turnover. Self-developed structured questionnaire titled ‘Job Insecurity, Organisation Performance and Employee Turnover’ (JIOPET) was used as the instrument to collect data from one hundred and twenty randomly selected respondents from organised private sector (financial institutions) in Akure and public sector (state secretariat) in Ibadan, Nigeria. The data were analysed and the two hypotheses drawn up for the study were tested using Pearson Product- Moment Correlation. The findings establish that job insecurity negatively affect organisation performance and induce employee turnover. It is recommended that organisation policy makers should diligently address the factors that contribute to job insecurity, have training policy and train employees as work procedures are becoming more dynamic with new technologies.

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Purpose of the article: The objective of this study was to examine issues and challenges of gender equality in Nigeria in relation to the achievement of the desired sustainable development in the nation.Methodology: The study adopted survey research design. One hundred and sixty females were randomly selected from the State Secretariat, Ibadan as a sample population for the study. A set of self-structured questionnaire which had four sections were used as instrument for data collection. One hundred and forty properly filled questionnaire were analysed. Three hypotheses were generated and tested.Scientific aim: The study examined these three factors: socio-cultural factors, workplace discrimination and women participation in political activities in Nigeria to find out if there is equality between male and female genders in Nigeria that could translate to sustainable development in the nation.Findings: The study establishes that there is no equality between the genders; that women are discriminated against and they still play the second fiddle and that the inequality hinders the coveted sustainable development in the nation.Conclusion: It therefore recommends that the government and its agencies and employers of the workforce have the political will to include the female gender in the scheme of things and put them on the same level as their male counterparts for the achievement of development in the nation that will indeed be sustainable.

Purpose of the article: The general objective of this study was to examine the impact of working tools, training, organisation's physical environment, organisational communication and organisational structure on employees' job satisfaction and organisational performance. Methodology: The study adopted random sampling technique in selecting the participants. Self-structured questionnaires were used to elicit information from a sample size of one hundred and thirty-two respondents. One hundred and twenty-five instruments were properly completed and fit for analysis. Scientific aim: This study investigated the impact of some selected factors (working tools, training, organisation's physical environment, organisational communication, and organisational structure) in determining job satisfaction of employees and organisational performance. Findings: The study found out that working tools, training, work environment, organisational communication and organisational structure significantly affected employees' satisfaction and organisational performance. Conclusions: It was recommended that management and other decision makers in organisations should pay good attention to effective communication, conducive work environment, and appropriate organisational structure, provide appropriate tools for the employees, and give right training to the employees; these would enhance employees' satisfaction and also improve the performance of the organisation.