The study assessed the impact of corruption practices and government effectiveness (GE) on human capital development (HCD) in Nigeria between the years 2003 and 2020, Panel data from 2003 to 2020 were obtained from the database of United Nations Development Programme, World Development Indicators and CIP and were analysed using the ordinary least square method which is suitable for the dataset. The study found that corruption has a significant relationship with HCD in Nigeria while the relationship between GE and HCD is not significant. The research implication is that the persistent problem of slow and sometimes stagnant HCD and growth in Nigeria can be reversed by improving GE and by reducing corrupt practices in the country. The paper concluded that corruption practices have a very strong influence on HCD in Nigeria, while the relationship between GE and HCD is insignificant. It was recommended that Nigeria should institute stiffer punishments for offenses bothering on corruption practices.   Keywords: Corruption, human capital, development, government effectiveness, Nigeria.

Background: Locus of control relates to generalized expectations of an individual about the location of command over subsequent occurrences. Generally, there are two types of locus o control: internal and external. Locus of control impacts to the job satisfaction and motivation of employees towards the work. Objective: The study aims to examine the link between employees’ locus of control, job satisfaction and job stress. Methods: Simple random sampling technique was used to select four-hundred respondents from different cadres of teachers from primary and secondary schools in Osun State of Nigeria. Data were collected through a structured questionnaire having three scales including personal data. Findings: The results shows that two hypotheses were tested and the results showed that there was a significant relationship between locus of control and employee’s job satisfaction at 0.05 level of significance. Also, it was found out that locus of control significantly predicted employee’s job stress. The study revealed that locus of control has an impact on employee’s job performance and job stress among teachers of Osun State of Nigeria. Conclusion and Recommendations: The study, therefore, recommended that the ministry of education in Osun State has to organize special training on the locus of control for her workforce. Human resource managers should include locus of control as one of the factors that should be measured during recruitment and selection exercise. Furthermore, workers need to be exposed to the outside world which in turn will have an impact on their view of the world and thereafter enhance their locus of control. Implications: The paper will be useful to concerned authority in order to plan the motivation schemes for teachers in Nigeria which would lead to improve situation of job satisfaction among teachers.

Background: Employee commitment primarily focuses on strong bonds between the organization and its employees. It has massive positive effects on organizations. Investigating the combined influence of the assorted psychological factors like work-family conflict, job stress and self-concept on perceived job commitment among employees of Local Government authority is helpful. Objective: The study investigates the antecedents of perceived job commitment among employees of Local Government in Ilesha Metropolis. Methods: Antecedents of perceived job commitment in this study are work-family conflict, job stress, and self-concept. The study has adopted survey method within a descriptive research design. The objective of the study was to determine the influence of work-family conflict, job stress and self-concept on perceived job commitment. Primary data were used. Data were collected using a structured questionnaire that had five scales in likert scale including personal data. 238 respondents, randomly selected across the three local government areas in Ilesha Metropolis, were used for the study. Only 189 questionnaires were returned, out of which 124 were found to be useful for the study. Results: Three hypotheses were tested and they revealed that self-concept, work-family conflict and job stress jointly have a positive and significant impact on perceived job performance. Furthermore, work-family conflict (β = 0.173; t = 9.119; p<.05), job stress (β = 1.170; t = 7.458; p<.05), and self-concept (β = 0.064; t = 2.444; p<.05) independently predicted perceived job commitment to be at 5% level. Conclusions: The study has found that factors, like work-family conflict, job stress and self-concept, significantly predict the perceived job commitment among employees of local government in Ilesha Metropolis. The finding of the study implies that the antecedents of employee's job commitment are important variables. Governments, employers of labour, human resource practitioners and psychologists need to give more attention to these variables, especially among local government employees and related workforce, for the increase in employee commitment. The study recommends that governments should adopt welfare approaches in tackling issues around work-family conflict, job stress and self-concept to improve employee job commitment. Originality: This article is original and there is no potential conflict of interest.

Entrepreneurial orientation is critical for small and medium organizations for the survival and growth of their businesses. Entrepreneurial is an undertaking in which a particular human being proceeds along with opportunities by exploring the benefit of human resource management. The study justified that the role of managing human resources effectively and efficiently is significant in fostering and maintaining high levels of productivity in entrepreneurial businesses. Employees are said to be the most important resources available to an entrepreneur in the creation, development, and sustenance of a thriving entrepreneurial business. However, it was recommended that business owners should ensure competent candidates are being selected and placed during the recruitment process, as proper selection and placement of candidates into the organization will result into having the right people doing the right job which would enhance future performances of entrepreneurial businesses.

The study aims to examine the impact of training and development on effectiveness and loyalty among workers of Transmission Company of Nigeria, Osogbo, Osun State. The study adopted a descriptive survey research design. The study collected data through a structured questionnaire which contained three sections for demographic variables, Employee Training and Development Scale, and Employees' Effectiveness and Loyalty Scale respectively. 80 respondents were selected through the use of random sampling techniques across the establishment. Descriptive and inferential statistics were used to analyses the data. The hypotheses were tested with Pearson Product Moment Correlation and regression analysis. Hypothesis one revealed a positive correlation between employee training & development and employees’ effectiveness. The result of the second hypothesis indicated a positive correlation between training & development and employees loyalty. The study recommended regular intensive training to achieve the company's objectives through staff effectiveness. Management should also focus on innovative developmental programmes and policies for employees to be more loyal.