The role of business incubation in fostering entrepreneurship and SMEs development has generated a strong interest among policymakers in recent years. Even among scholars, there is a general consensus that entrepreneurship is pivotal to economic growth in both developing and developed countries. This study investigated the role of business incubators on entrepreneurship and SMEs development in Nigeria. The population of this study comprised of 60 incubatees in Oyo and Lagos State National Board of Technological Beneficiaries (NBTI). Yamane formula was employed to determine the sample size. The sample size for this research study was 60 respondents (30 incubatees in Oyo State and 30 incubatees in Lagos State). The sampling validity was used to access the validity of the data. The study made use of statistical tools which include: analysis of variance (ANOVA) and correlation efficient in testing hypotheses where applicable. The responds gotten from the questionnaire was sorted, coded and the Statistical Packages for Social Sciences (SPSS) was used for the analysis. This study found that business incubation coaching has a positive significant on human capital management towards entrepreneurship performance and also revealed that incubation business knowledge has a positive significant on the sales turnover level of entrepreneurship performance. This research has shown that 70% of the all startup ventures that survive the first three years of operations passed through the incubation programs. The study recommended that the incubation centers should emphasize more on their coaching and technical knowledge, as the result of findings shows that coaching and technical knowledge acquisition contributes 61.3% and 73.6% respectively towards entrepreneurship performance in terms of human capital management and their productivity performance level.

The academic staff of universities plays a very important role in terms of the growth and development of nations’ economies. They make a positive contribution to the growth of a nation and are generally seen as the basis by which the needed high-level manpower or a country's development could be achieved. Despite the enormous contributions of the university sector, it is observed that their performance level especially in Nigeria is low compared to that of other nations. This is evident in declining research output. This challenge has been attributed to a variety of factors, including poor self-management. This study examined the interaction between emotional intelligence and employee performance in selected private universities in Ogun State, Nigeria. A research survey was employed in this study. The population was 1464 full-time academic staff of selected six private Universities in Ogun State, Nigeria. Multi-stage sampling, stratified sampling and simple random sampling techniques were adapted to obtain a response from all the cadres of the academic staff. The sample size of 308 was determined using Raosoft calculator. A structured and adapted questionnaire went through validity and reliability tests with Cronbach Alpha ranges between 0.728 and 0.954. The inferential statistics employed Pearson Moment Correlation Coefficient to test the hypothesis of the study. The study revealed that self-management had significant relationship with employee research output (r (296) = 0.803, p &lt; 0.05). This study concluded that self-management affects employee research output in selected private universities in Ogun State, Nigeria. It was therefore recommended that private universities should continue to improve their academic staff’s personal development skills in order to help improve their organization's personal development. This can be achieved through sending their academic staff to conferences/workshop, seminars, and training programmes.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0955/a.php" alt="Hit counter" /></p>

Research Purpose. The human resource function of firms is faced with the challenges of identifying recruitment practices that contribute to employee retention as a recruitment outcome. The aim of the study was to examine the relationship between E-recruitment practices and employee retention of multinational corporations (MNCs) in Nigeria. Design/Methodology/Approach. Two research questions were posed for the study and two hypotheses formulated in line with the objectives. Questionnaires were administered to the selected population of the Unilever Nigeria Plc. Corporate websites and commercial websites sites were the E-recruitment practices used to analysed their influence on employee retention. The data were analysed using manual and electronic based methods through the data preparation grid and statistical package for the social science, (SPSS). The study made use of statistical tools such as regression analysis in testing hypothesis and analysis of variance (ANOVA), which helped in the interpretation of results. Findings The research use analysis to estimate trends that corporate websites and commercial websites were significant in explaining employee retention. The results of this study confirm existing literature that argues for a positive relationship between the two variables. The results also portray that human resource managers should have an understanding of the relationship between E-recruitment practices and employee retention. Originality/Value/Practical implications. The study seeks to contribute to existing literature on E-recruitment practices and employee retention. The practical justification would be useful to human resource practitioners by making them aware of the current E-recruitment practices and the impact of its implementation to a firm’s level of employee retention