Despite the fact that the issue of female poverty is widespread, continuous attempts are made to combat it and advance women’s empowerment. To achieve the goals of sustainable development, such as eradicating poverty, attaining gender equality, promoting good jobs and economic growth, and eliminating inequities, creative strategies must be developed. This study focused on the Nigerian Youth and Women Farmers Association in order to examine the effect of social empowerment on alleviating poverty in Nigeria’s agricultural sector. Out of the 353 issued questionnaires, 335 were returned and used in this study’s investigation. The structural equation model with partial least squares (SEM-PLS) was used to analyse the acquired data. The results showed an important correlation between social empowerment and reductions in poverty among women working in the agricultural sector. This highlights how crucial it is to work together, provide resources, and extend support in order to empower women socially and foster an atmosphere that supports their social and economic advancement. This research recommends that lawmakers, organisations, and governmental entities actively support the empowerment of women in the agricultural sector in order to encourage sustainable farming practices among female entrepreneurs.

Nigerian banking institutions in the 21st century face significant workplace challenges, including employee commitment, managerial decision-making issues, perceptions of inequality, unfair treatment and a lack of stability and reliability due to competitive forces. This study investigates the effect of organisational justice variables on employee commitment in a specific sector. A descriptive research approach was used with 361 questionnaires distributed but only 332 returned resulting in a 91.97% return rate. This study used Statistical Packages for the Social Sciences (SPSS) for descriptive statistics and the Structural Equation Model (SEM-PLS) for inferential statistics to evaluate the generated hypothesis. This study reveals that employees' perception of distributive justice significantly influences their commitment; procedural justice affects their normative commitment and interactional justice influences their continuance commitment. It emphasises the importance of understanding the relationship between organisational justice and employee commitment to guide stakeholders in creating fair and positive work environments promoting employee well-being and enhancing organisational outcomes.