Research studies on educational data mining are on the increase due to the benefits obtained from the knowledge acquired from machine learning processes which help to improve decision making processes in higher institutions of learning. In this study, predictive analysis was carried out to determine the extent to which the fifth year and final Cumulative Grade Point Average (CGPA) of engineering students in a Nigerian University can be determined using the program of study, the year of entry and the Grade Point Average (GPA) for the first three years of study as inputs into a Konstanz Information Miner (KNIME) based data mining model. Six data mining algorithms were considered, and a maximum accuracy of 89.15% was achieved. The result was verified using both linear and pure quadratic regression models, and R 2 values of 0.955 and 0.957 were recorded for both cases. This creates an opportunity for identifying students that may graduate with poor results or may not graduate at all, so that early intervention may be deployed.

Abstract

The article presented an integrated data on talent management practices and innovation performance of academic staff in a technology-driven private university in Nigeria. The study adopted a quantitative approach with a survey research design to establish the major determinants of talent management practices. The population of this study included academic staff and the use of questionnaire was adopted to elicit from the study population. Data was analysed with the use of structural equation modelling and the field data set is made widely accessible to enable critical or a more comprehensive investigation. The findings identified talent development and retention strategies as predictors for facilitating innovation performance in the sample University. It was recommended that management of the sampled university will consistently need to adopt reliable range of strategies to attract and retain people for excellence performance.

This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170) staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizations to invest necessary resources in developing strategies and interventions to reduce workplace stress. If this is achieved, there will be endless opportunities in terms of increased performance and overall sustainability.

This study attempts to establish the relationships that exist between the different variables of organizational climate and job satisfaction among academic staff in some selected private Universities in South-West Nigeria, to ascertain related factors in organizational climate that can cause dissatisfaction among academics; and to determine if there is a significant difference in the way senior academics and junior academics perceive the existing organizational climate. A total of 384 copies of questionnaires were administered to selected five (5) private Universities in the South-West Zone of Nigeria but a total of 293 questionnaires were returned fully and appropriately filled. The study made use of appropriate statistics such as measurement model (Confirmatory Factor Analysis) and Multiple Regression to obtain results.