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.

This study explores the relationship between informational justice and employee engagement. The objectives of the study are to examine the influence of informational justice on affective engagement, behavioral engagement, cognitive engagement, and physical engagement. To guarantee a representative and varied sample of the Nigerian banking industry, a survey design was used, and participants were chosen using the stratified sampling technique. We collected necessary data from primary sources and deemed 209 copies of the 231 distributed questionnaires valid and suitable for the study. Preliminary findings suggest a strong positive relationship between employee engagement levels and perceptions of informational justice. Workers with higher levels of participation in all four categories—behavioral, cognitive, physical, and affective—tend to perceive a high degree of informational justice, where communication is clear, prompt, and comprehensive. This suggests that employees are more likely to be emotionally committed, display positive work behaviors, be intellectually focused, and be physically present in their tasks when they feel well-informed and sense fairness in the sharing of information. The findings contribute to the literature in several ways, including improving the understanding of informational justice in Nigeria's banking sector. Furthermore, the findings offer practical insights for the bank seeking to enhance employee engagement through improvements in communication processes and transparency.