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Counterproductive workplace behaviour is a global problem, and its antecedents have been extensively researched. However, managers and academics have rarely focused on employees' early experiences at work. It is for this reason that this research examined the relationship between the employee onboarding experience and counterproductive workplace behaviour. The study drew from social exchange theory and utilised partial least square structural equation modelling (PLS-SEM) to test the direct and mediation effects based on data from 318 academics from public polytechnics in Northwestern Nigeria. The results revealed a significant and negative direct effect of the onboarding experience on counterproductive work behaviour. As expected, affective commitment mediated the relationship, and the mediating role was partially significant. Our results contribute to the earlier studies that have predominantly examined the effects of onboarding experience on some positive job-related outcomes. As a result of our current research findings, the literature on deviant workplace behaviour and organisational socialisation has been expanded. It further offered empirical support for social exchange theory to explain counterproductive workplace behaviour in a specific context. Additionally, the study offers insights to the policymakers and management of polytechnics in Nigeria on the need to curb deviant behaviours by introducing new or enhancing the existing onboarding training program. Recommendations and implications for future studies were also discussed.

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The issue of unemployment, particularly among university graduates has been plaguing the world with no clear solution in sight. Despite various government intervention, the unemployment rate continued to rise especially during the COVID-19 period. Cyber entrepreneurship can be one of the ways for graduates to be self-employed. Having said that, the studies pertaining cyber entrepreneurial intention among Malaysian university graduates is not common where the predicting factors are not well justified. Prior research conducted has revealed the significant role of the government support and university support in influencing graduate’s intention to venture into entrepreneurship, but there are inconsistencies recorded. In addition, there are limited studies being conducted on the role of entrepreneurial drive in mediating the relationship between environmental factors and cyber entrepreneurial intention. Thus, it calls for further investigation on these issues. This study conducted a survey with a sample of 238 students from selected Malaysia public universities. The findings revealed that government support does not influence the student’s cyber entrepreneurial intention while university support did exert significant impact. Besides, entrepreneurial drive only mediates the relationship between university support and cyber entrepreneurial intention.

The harmful effects of workplace deviance constitute a significant concern on a global scale. However, it is alarming the scope it has assumed among Nigerian academics. This study aimed to investigate the influence of perceived union instrumentality on workplace deviance and whether the industrial relations climate can moderate the relationship. The study drew from exit-voice and social exchange theories to achieve the research objectives. In a cross-sectional design, data from 211 academics from federal polytechnics in Northwestern Nigeria were analysed using Partial least square-structural equation modelling (PLS-SEM). The results indicated that perceived union instrumentality significantly and negatively affected workplace deviance. As expected, job satisfaction was found to mediate the relationship between union instrumentality and workplace deviance. Similarly, the industrial relations climate was found to moderate the relationship significantly and negatively between union instrumentality and workplace deviance. The study bridges significant theoretical gaps in the literature by using exit-voice theory and social exchange theory to explain employees' deviant behaviour. Moreover, exploring the mediation mechanism by which perceived union instrumentality influences workplace deviance helps close critical knowledge gaps in labour relations and deviant workplace behaviour literature. The result suggests that Government and management of Nigeria's higher education institutions need to address the rising incidence of workplace deviance by accommodating the demands of labour unions and fostering harmonious labour relations. However, the cross-sectional design of this study and the fact that only federal polytechnics were used as samples limit the findings' generalizability. Other implications and recommendations for future research were discussed.