The present study examines the moderating effect of training transfer on the determinants of entrepreneurial performance among owners of micro, small and medium enterprises (MSMEs) in Lagos State, Nigeria. The study adopts a quantitative approach using a cross-sectional descriptive survey while Cochran (1977) formula for sample size determination is used to calculate the sample size. Structural Equation Modelling (SEM) approach and Multi-Group Analysis are applied to test the stated research hypothesis. Prior to full use of the model, the researcher ensures that the model meets the acceptable goodness-of-fit indices: X2 (CMIN) = 387.238 (DF = 196), Relative X2 (CMIN/DF) = 1.976, AGFI = 0.870, GFI = 0.899, CFI = 0.939, IFI = 0.939, TLI = 0.928 and RMSEA = 0.056. The structural model has revealed that the relationship between personal qualities, business competences, and environmental factors are moderated by training transfer in the study with measurement residual X2 greater than unconstrained X2 based on model comparison output ΔX2 (CMIN) = 140.931; Δdf = 57; p = 0.000. Therefore, there is presence of moderation effect of training transfer on the determinants of entrepreneurial performance in the overall model.

This study examines how International Labour Organisation setup a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally nonexistence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.

Around the world, more companies are turning to mergers and acquisition based on recapitalization of their sector to enter into new global markets; provide expanded services to customers; and improve operating efficiencies. Yet, most of the organizations that fused to meet-up with these competitive challenges fail to reach their intended objectives because merging organizations typically overlook the importance of the Human resource factor in such arrangements. This paper examines the importance of Human resource management as a strategic option in the Nigerian corporate environment during merger and acquisition programmes in order to promote effectiveness and efficiencies. The study adopted both quantitative and qualitative research design, using primary and secondary data to investigate the resultant effects of recapitalization on Human resource management in the Nigerian Banking Industry. Some vital information were collected from relevant literatures while questionnaires were distributed to elicit information about mergers and acquisition and its effects on Human resource practices of the affected banks. This was complemented by Interview in the affected banks, to determine how the consolidation exercise has expanded their service to customers and improve operating efficiencies. Two hypotheses were formulated and tested, using chi-square inferential statistical tool to analysis the collected data. The findings reveal that Human resource is an active agent of an organization which must be taken into consideration before embarking on reform exercises like mergers and acquisition to improve on the organizational performance. The study also posited that two-third of mergers ends in failure because of staff hostility and others because of insufficient preparation and inability to integrate personnel with the new system.Conclusively,it is important to realize how it can be difficult to drive people out of their comfort Zone because of the fear of the unknown(change) which the workers envisage in a new Organization. However, these changes must be communicated to the old staff in order to proffer a lasting solution to the resisters of change through adequate participation in such mergers and acquisitions.

This paper investigated the relationship that exists among inner life, meaningful work, conditions for community, and organisational citizenship behaviour amongst Nigerian academics. The study embraced a quantitative approach using survey research design, which is ex post facto in nature with the engagement of quantitative and correlational methods. Thus, a convenience sampling technique was utilised to administer 328 questionnaires amongst the academics of two Nigerian public universities. Three hypotheses were stated and tested using inferential statistics tools via the IBM Statistical Package for the Social Sciences (SPSS) version 20 and the Analysis of Moment Structure (AMOS) version 22. The multivariate statistical processes used in this paper are confirmatory factor analyses, structural equation modelling, as well as model fit indices. The results indicated an insignificant positive relationship between inner life and organisational citizenship behaviour. However, it was evident that a strong positive relationship existed between conditions for community and organisational citizenship behaviour. In contrast, the study revealed that there was no significant relationship between meaningful work and organisational citizenship behaviour. Therefore, this paper concludes that the management of universities should always communicate the mutual benefit of engaging in organisational citizenship behaviour to the members of their staff through effective conditions for community, such as aiding of staff personal growth and fair evaluation of work.

This study examines the relationship between job crafting (task crafting and relational crafting) and employees' performance (employees’ task performance and organizational citizen behavior) amongst staff of MTN Nigeria PLC. This research makes use of a survey design and analysis was based on primary data generated through a structured questionnaire. Two research hypotheses were formulated and tested at 0.05 levels of significance. The findings revealed that there was a statistically significant influence of task crafting on employees’ task performance in MTN Nigeria, PLC (R2=0.088, F=17.844, p<0.050). Similarly, there is a significant positive relationship between relational crafting and organizational citizenship behavior (rp=0.331, n=187, p<0.050). From the study, it was concluded that workers require a high degree of autonomy and independence on their jobs to perform more efficiently and effectively in order to improve their performance. It was recommended amongst others that organization should provide a flexible job design and structure as well as interpersonal relationship for its employees’ so as to enable them to better perform on the task and create organizational citizen behavior among the employees. Keywords: employees’ performance, job crafting, relational crafting, organizational citizen behavior