This study investigated the mediating and moderating effects of competitive advantage and access to working capital, respectively, on the relationship between entrepreneurial competencies and informal microenterprise economic performance in Senegal from the lens of resource-based view theory (RBV). Data were randomly gathered using the cross-sectional research design from 356 informal micro-entrepreneurs operating in the informal sector. The study outcomes revealed that entrepreneurial competencies and competitive advantage emerged as significant predictors of economic performance for informal microenterprises in Senegal. On the contrary, access to working capital displayed an adverse moderating effect, while competitive advantage exhibited a partial and positive mediating effect on the relationship between entrepreneurial competencies and economic performance of informal microenterprises. The Important and Performance Matrix Analysis (IPMA) results signify that the most significant considerations for the economic performance of informal microenterprises in Senegal were competitive advantage, access to working capital, commitment competency, and relationship competency. Simultaneously, this study expanded the reach of RBV by enhancing our understanding pertaining to the mediating and moderating roles in the relationships among entrepreneurial competencies, competitive advantage, and access to working capital towards improving the economic performance of informal microenterprises across developing countries. Since many have lost their jobs due to the Coronavirus Disease 2019 (COVID-19) pandemic, the Government of Senegal and its policymakers should place more emphasis on the importance of informal entrepreneurship, such as provision of low-interest credit facilities for their working capital, as well as thorough training in the strategic advantage and competencies domains. This is because informal entrepreneurs have the ability, via jobs creation and income generating activities, to contribute to the economic growth of the country.

Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work–life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.

Retaining and maintaining adequate academic talents are the primary discourse topic among corporate executives and human resource specialists. Academic institutions are struggling to attract and retain top talents due to the increasing academic turnover in the educational field. Furthermore, lifestyle transformation has impacted the human resource environment, which focuses on developing alternative values, achieving work–life balance, and performing successful retention strategies. To achieve a sustainable work–life balance practice, the current study aims to examine the relationship between the academic human resource strategy and person–environment fit aspects mediated by sustainable work–life balance and moderated by external job opportunities. The theoretical foundations are the theory of work adjustment and social exchange theory. A cross-sectional research methodology was implemented to collect data from 466 participants through an online survey. Partial least squares structural equation modelling (PLS-SEM) was subsequently conducted to analyse the collected data. The study results revealed that person-organisation fit and person-vocational fit significantly influenced employees’ turnover intention. Furthermore, sustainable work–life balance was not only significantly related employees’ turnover intention, but also significantly mediated the relationship between person–environment fit dimensions and employees’ turnover intention. The findings also discovered that job opportunities significantly moderated the association between sustainable work–life balance and turnover intention. Resultantly, the current study’s thorough retention strategy model could be highly beneficial to the human resource industry, decision-makers, and educational management in developing an effective recruitment and retention plan.