The focus of this research was to present a data article on the contribution of SMEs to economic development in a transiting economy. Descriptive research design was adopted in this study. Data were obtained from 600 respondents in 60 small-scale enterprises located in different parts of the country (20 small-scale enterprises located in Lagos State, 20 in Anambra State and 20 in Kano State of Nigeria respectively). Data analysis was carried out using tables and percentages and the null hypotheses of the study was tested using chi-square (X2) inferential statistical model at 5% level of significance. The findings revealed that there is a significant relationship between the operation of small and medium-scale enterprises and economic growth in developing nations.

Transformational leadership has gained a great deal of attention since its development through research and evaluations from James MacGregor Burns and Bernard Bass. But central to its development, there are still uncertainties regarding the attributes and interventions of transformational leadership style in developing nations like Nigeria. Hence, this article presented an integrated datasets on transformational leadership attributes, employee satisfaction and engagement using selected Fast Moving Consumer Goods (FMCGs) firms in Nigeria. The study adopted a descriptive research design to establish trends and the quantitative approach was employed using survey questionnaire. A sample size of three hundred and fifty-nine (359) staff and management of sampled firms were selected. Data was analysed with the use of measurement and structural equation modelling and the field data set is made widely accessible to enable critical or a more comprehensive investigation. The findings identified intellectual stimulation (creativity and innovation) and attributed charisma as predictive determinants of transformational leadership attributes for increased satisfaction and engagement of sampled firms. It was recommended that FCMGs firms need to invest necessary resources in developing strategies and interventions to identify differing needs, abilities, and aspirations for staff satisfaction.

The effective utilization of a company’s precious human resources is critical to its success. Organizations are increasingly relying on management competencies to ensure the optimal utilization of their human resources. However, due to a plethora of problems, businesses, particularly industrial firms, are behind in realizing the benefits of managerial competencies. To address the inadequacies mentioned above, the current study explored the influence of management abilities on employee behavioral outcomes in selected Nigerian manufacturing enterprises. The notion of diffusion of innovation was used to explain the unavoidability of management competencies. Managers and supervisors from selected Fast Moving Consumer Goods (FMCGs) in Nigeria formed the target population. More specifically, the purposive sampling technique was used to pick participants for this study. Copies of the questionnaire were distributed to a varied cross-section of managers and supervisors to collect data. The data gathered were analyzed using structural equation modelling. Global awareness, communication, self-management, and strategic action competency were discovered to be predictors of employees’ behavioral outcomes. The study discovered recurring barriers that prevent managers from learning and developing, such as a lack of leadership drive, awareness, little or no performance feedback, insufficient cost-benefit analysis, insufficient budgets, and resource allocation, ineffective communication, a lack of specificity of competencies, and a rigid bureaucratic structure. According to the findings, individual managers should take greater responsibility for their learning, superiors should play a more prominent role in management development, and senior leaders should implement processes to strengthen managing competencies. As businesses and society advance, people at all levels should learn and adapt to function in changing situations. Performance will suffer if this learning and alignment are not implemented. It is plausible to argue that the same factors that promote organizational transformation impede managerial competencies.

Considering that most part of organisational operations depend on group effectiveness, yet there is scarcely any empirical study on the interactions between group-tacit knowledge and organisational effectiveness. In order to overcome this gap, this study involves a survey of 230 managers and other administrative & technical employees of the four major firm in the Global System for Mobile Communication (GSM) sub-market of Nigeria’s telecommunications industry. Data was gathered using a mixed method research approach. Correlation, Regression, Analysis of Variance (ANOVA) statistics and thematic analysis was carried out as means of testing the hypothesis for this research study. The findings showed that firms need to focus keenly on ideas of employees that are shared during conferences, team leaders’ mentoring role, collective reasoning over task and constantly hold strategic meetings that probe into developments arising in each functional unit of the organisation. These factors are shown to have a strong influence on organisational effectiveness.

Entrepreneurship is critical to the development of modern complex societies, not just for their survival but also for their long-term viability. Knowing the importance of entrepreneurship to the development of an economy brought about the introduction of entrepreneurship education into tertiary institutions in Nigeria. However, the restricted way entrepreneurship education is usually taught and practised has not helped undergraduates to imbibe an entrepreneurial culture and create a venture while at university. To close these gaps, the current study envisaged the impact of entrepreneurial culture and venture creation among undergraduate students of selected public universities in the South West region of Nigeria. Specifically, the purposive sampling technique was adopted to select the participants from selected universities in the South West region of Nigeria that offers entrepreneurship as a degree programme. A total of 450 questionnaires were administered. A total of 396 copies of questionnaires were returned valid and confirmed as fit for analysis, representing an 88% response rate. The data collected were analysed using structural equation modelling. The findings from this study concluded that students who exhibit entrepreneurial attributes, values, and mindset are more likely to be entrepreneurs than students who do not. This study recommends that universities work harder to promote entrepreneurial culture by focusing entrepreneurship education more on practical application.

Emotional communication is gradually gaining the attention of various industries in Nigeria, particularly on the issues and concerns of sustaining employees’ fulfilment. Multigenerational diversity is considered a contributing factor for the retention of employees at work, but the mechanism behind this relationship remains unclear. Thus, main aim of this study was to investigate the influence of multigenerational diversity and emotional communication on sustainable employee fulfilment in the Federal Civil Service Commission of Nigeria. Respondents (i.e., directors, managers, and supervisors) were randomly surveyed across the various civil services in Nigeria using a stratified and purposive sampling technique. With the use of an online google form 416 questionnaires were retrieved and analysed using partial least squares (PLS). The results supported the predicted mediating role of emotional communication, and various ages among Gen Y have no differences within the studied relationships. The implication and limitations of these findings and directions for future research are further discussed to sustain the retention and work fulfilment of employees in the workplace.