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 examined the effect of organisational learning on employee engagement and the mediating influence of supervisory support in some selected pharmaceutical companies in Nigeria. The survey research design was adopted to assess the subject matter. Five hundred and forty-one hundred (541) respondents were surveyed across all the selected pharmaceutical companies in Nigeria with the usage of purposive and stratified sampling technique. Only four hundred and thirty-four (434) copies of questionnaire representing (80.2%) response rate were correctly filled, returned and analysed for this study. Structural Equation Model (AMOS 23) was adopted for the analysis of the mediating influence of supervisory support on organisational learning and efficacy of employee engagement to work and job task. The results from the test of hypotheses showed that supervisory supports significantly influence organisational learning and employee engagement (R² = 0.813 p-value = 0.000). The study emphasised continuous supervisory training programs for employee’s effective delivery of their roles should be given priority because of its role in mediating the relationship between organisational learning and employee engagement. The insights from this study would be of great value to the management of the pharmaceutical industry, and other stakeholders to develop and invest in organisational learning that will enhance job commitment and engagement of employees.

The familiar places where faculty and students engage, collaborate, debate, interact and exchange viewpoints appear to have been improved by introducing digital technology. This study investigates the influence of e-learning opportunities on faculty engagement in Nigerian universities. Five hundred faculty members were surveyed across eight private universities in Nigeria using purposive and convenient sampling techniques. Only 431 copies of the questionnaire, representing 86.2% response rate, were analysed with Smart PLS 3.0. The results show that virtual learning platforms, digital databases, online short courses and webinar learning platforms significantly influenced teaching, research, administrative and community engagements. The study concludes that the faculty of various universities should leverage e-learning platforms to be more engaged. The study recommends the machinery needed by the faculty members of Nigerian universities during the COVID-19 lockdown that challenged the conventional practice. The study empirically contributes to strengthening the current teaching, research, partnership and collaboration trends for improved faculty engagement in the new-normal world of work.

Organisational learning, as the process of continuous information acquisition, dissemination and exploitation, often leads to an organisation’s competitiveness. Hence, this study examined the relationship between organisational learning and employee engagement. The study also investigated the extent to which supervisory innovative support moderates organisational learning and the effectiveness of employee engagement. Five hundred forty-one (541) participants were surveyed using stratified and purposive sampling methods to make up the sample size. To be more precise, Smart Partial Least Square (PLS 3.0) was used to analyse the relationship between the study’s variables. The hypothesis test found that supervisory innovative support moderated the relationship between organisational learning and employee engagement to a significant extent (R² = 0.810 Adjusted R² = 0.806 p-value 0.05). As a result, the study recommends that pharmaceutical companies clarify their policies and culture to employees so that supervisory support can lead to higher employee engagement through organisational learning. Pharmaceutical firms should also provide financial incentives based on employee duration or distinctive contributions to company goals.

The present changing trend and competitive business world have compelled many sectors to improve their service quality, productivity and performance. The health sector is a unique sector with peculiar work environment and developmental expectations from workers of different categories. Experts indicate that the Nigeria health sector budget is not impressive as it has never moved closer to World Health Organization template of 15% of the annual budget allocated to the health sector. Arising from this gross underfunding, the health sector has become weak while infrastructure and logistic supports seem to be obsolete with defective career initiative programmes. Hence, the present study assessed a competence model for measuring career development and growth of the health sector in Nigeria. The descriptive research design was adopted using stratified-random sampling technique with a mixed method (specifically, sequential explanatory method) approach for gathering data from the selected teaching hospitals. Six dimensions and 30 item statements of career development and organizational growth have been adopted from previous studies. The use of a structured questionnaire was employed and completely filled by 377 staff and management of the selected tertiary institutions. Data collected through the copies of questionnaire were analysed through measurement and structural models (SEM_PLS3); while interview data were codified and themes extracted. The results of the statistical analysis reveal that organizational growth significantly depends not only on the formulation and implementation of career development programmes but also on monitoring. The findings of this research have explicit implications for both the employees and the organizations. This study suggests that management will need to provide interventions and be more active in carefully implementing career management plans that will meet individual and organizational goals.

This research aimed to assess the operational and environmental performance of small- and medium-sized enterprises (SMEs) in Nigeria in relation to their adoption of personality-traits taxonomy (i.e., conscientiousness, openness to experience, extraversion, neuroticism or emotional resilience and agreeableness). The survey-based study involved the entire population of SME operators in South West Nigeria, totaling 1842 individuals (i.e., entrepreneurs). Through the use of stratified random-selection methods, a sample size of 420 was chosen. Data was collected, and both structural and measurement models were used to assess it. The results of the study demonstrate that personality traits have a significant influence on how successful SMEs function. The results also demonstrate that personality traits have a positive impact on SMEs’ environmental performance. These findings suggest that sustaining operational and environmental performance may be accomplished by resource allocation, promoting diversity and inclusion, and employing trustworthy assessment methods. To enhance both their overall operational performance and their environmental performance in particular, the study advises SME operators in Nigeria to undertake proper management of personality traits for sustainability. The paper recommends for greater research on this subject and emphasises the necessity of understanding how personality factors impact operational and environmental performance in Nigerian SMEs.