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 R² 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.

The study examined how best an organization can retain and manage talented employees to ensure survival and growth in the banking industry. The descriptive research design was adopted. The survey sample size was one hundred and eighty five (185) and was analysed as a whole. Self-administered questionnaire was adopted in order to obtain adequate and valid data for the study and the responses obtained were subjected to some analyses with the use of Statistical Package for Social Sciences (SPSS) AMOS 21, with the adoption of Structural Equation Modelling (SEM) to obtain correlation between observed variables and also regression between the dependent and independent constructs of the study. However, the results from the survey indicate that pay has positive significant implications on employees’ commitment and involvement. This suggests that decision makers should incorporate these variables (salary, bonus, incentives, reward, and profit sharing) into their employment relation strategies and policies which ultimately lead to increase the level of commitment and involvement among the employees.

Social entrepreneurship has gained increasing attention as a means to address social problems, including poverty, in Nigeria. Poverty is a major challenge in Nigeria, with a poverty rate of over 40%. Poverty alleviation is critical to achieving sustainable development in the country. Social entrepreneurship can play a key role in addressing poverty by creating jobs, providing access to goods and services, and promoting economic growth. Hence, this study examines bolstering the impact of social entrepreneurship and poverty alleviation for sustainable development in Nigeria. The research focuses primarily on fostering economic, social, and environmental improvements, as well as improving people’s lives. Three hypotheses were formulated to help accomplish the primary objectives of the study. The Opportunity-Based Entrepreneurship Theory, Social Network Theory, and Schumpeterian Theory of Innovation were used to explain the objective of the study. In this study, a purposive sampling technique was used, and 300 copies of structured questionnaires were administered to selected social entrepreneurs of which 262 copies were retrieved and used for the analysis. The data were analyzed using structural and measurement models, and the path coefficient was determined using PLS-SEM. The significance level was calculated using the bootstrapping method. The results from the test of hypotheses showed that; the most significant predictor of poverty alleviation is social innovation (β = 0.376, p < 0.05), followed by the social value (β = 0.314, p < 0.05), and finally, social impact (β = 0.231, p < 0.05). This study concludes that social innovation is fundamental for empowering individuals and communities to lift themselves out of poverty and achieve long-term prosperity. The study recommends that to promote sustainable social entrepreneurship and poverty alleviation in Nigeria, the government can create policies and programs that support social innovation, such as providing access to funding, business training, and mentorship. The government can also collaborate with entrepreneurs and organizations to promote their initiatives and create a supportive ecosystem for social entrepreneurship.

Gaining a sustainable environment in the manufacturing sector is dependent upon attracting top talent, providing extensive training, and embedding environmental consciousness throughout the company’s culture. Numerous cases of environmental contamination in the Nigerian manufacturing sector have led to serious health problems, confrontations with local residents, employee disengagement, decreased assurance, and organizational discontent. This study investigated green human resource management (GHRM) and corporate sustainability, focusing on manufacturing companies in Lagos State. Social identity theory was adopted for this research. The methodology used was quantitative research which made use of a questionnaire, and data were collected from 336 employees of various industrial enterprises in Lagos State, Nigeria. The findings of this research showed a significant effect between the antecedents of GHRM and corporate sustainability in the manufacturing industry. The study utilized regression analysis and demonstrated that organizations gain advantages by applying GHRM. Employees exposed to greening abilities and training reduce waste and reuse materials, enhance the firm’s image, attract and retain green customers, and reduce adverse environmental effects to better financial performance. This accomplishment benefits the company and allows employees to develop their own environmentally conscious orientation and projects.

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.

The relevance of organisational culture on job satisfaction and performance particularly within the hospitality sector cannot be over-emphasized. The culture of an organization goes a long way in distinguishing it from other organizations because it shows its ability to either be successful or to fail. To however achieve excellence and high-level performance, it is important to note that for effective and efficient operation, an organization would need a formal approach of communication as well as for making decisions and completing the tasks to match the needs of the organization. The managerial implications drawn from the study is that organizations should take advantage of their culture and inculcate values that will enhance performance.