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The correlational impact of intra-organizational social capital, job burnout, and organizational reward in sustaining employee performance in the 4IR was evaluated in this paper. Four Hundred (400) employees of the following four businesses in the Nigerian states of Oyo and Lagos were given questionnaires on purpose: First City Monument Bank Plc, British American Tobacco Nigeria, Health Emergency Initiative, and Eko Pearl Towers. The current researcher encouraged voluntary participation and ensured that moral standards were upheld. There were found and appropriately concluded 377 surveys in total. The data was cleaned up and analyzed using SPSS version 29 of the statistical package for social sciences. This study demonstrates how organizational rewards and intraorganization social capital significantly impact employee performance. Job burnout negatively impacts it. Additionally, the study discovered that job burnout, organizational reward, and intra-organizational social capital had a significant and combined impact on employee performance. [ABSTRACT FROM AUTHOR]

The effects of organizational culture, psychological safety, and perceived leadership integrity on employee voice in organizations are evaluated in this paper. Ten (10) companies in South Africa and Nigeria's financial, service, and manufacturing sectors served as the sample for this research. Intentionally, surveys were disseminated to 200 employees from five workplaces in Nigeria and 200 employees from five workplaces in South Africa. To test the investigation's hypotheses and collect data on participants' opinions on corporate culture, psychological safety, leadership integrity, and employee voice, 400 people were recruited. One hundred eighty-one (180) surveys were discovered in Nigeria, while one hundred eighty-three (183) surveys were found in South Africa. The data was collected and analyzed using SPSS version 29 (Statistical Packages for Social Sciences). According to this study, perceived leadership integrity positively and significantly impacts employee voice in South African and Nigerian organizations. It also showed how employee voice in South African and Nigerian organizations is favorably influenced considerably by perceived leadership integrity. Further, it demonstrated how perceived corporate culture favorably influences employee voice in South African and Nigerian organizations. Additionally, this study showed how employee voice in South Africa and Nigeria is positively impacted by perceived leadership integrity, psychological safety, and organizational culture. [ABSTRACT FROM AUTHOR]

This paper examines the present 4IR's predictive elements for sustaining organizational performance (OP) in Nigerian banks. Therefore, in light of the existing 4IR, this article suggests strategies for improving and sustaining OP in Nigerian banks. The report promoted a quantitative research method based on a survey study design. The findings indicated that, within the Nigerian banks in the 4IR, employees' polychronicity (EP), Leadership 4.0 (L4.0), and perceived organizational support (POS) significantly and jointly predicted the sustainability of OP. Thus, it is recommended that human resource professionals, organizational managers, and the Nigerian banking industry promote strategies for enhancing and maintaining organizational performance. These strategies include encouraging employees to adopt a polychronic mindset, increasing Leadership 4.0, and offering regular organizational support. Thus, this paper has recognized organizational support, Leadership 4.0, and employees' polychronicity as significant influencers in predicting factors in sustaining organizational performance in the Nigerian banking business during the Fourth Industrial Revolution. [ABSTRACT FROM AUTHOR]

This paper assesses the relational impacts of attitude towards organizational change (ATOC), perceived social support (PSS), teleworking (TW), and self-harming behaviors (SHB) on the psychological health (PH) of married career women (MCW) post-Covid-19. The sample for this research was extracted from six (6) work organizations in the Lagos and Oyo States of Nigeria. The participants were married career women who were employees within the study organizations. This study advocated a cross-sectional survey using self-reported questionnaires. 222 of the 240 questionnaires distributed were examinable and subject to statistical analysis using the Social Sciences Statistical Package (SPSS version 28). This study revealed a link between attitude toward organizational change and mental health. Additionally, it demonstrated a strong positive association between perceived social support and psychological health. It also mentioned the extent to which teleworking correlates with mental health. Further, it showed a negative association between selfharming behaviors and psychological health. Moreover, this study demonstrated the joint, potent, and substantial impacts of attitude towards organizational change, perceived social support, teleworking, and self-harming behaviors on the psychological health of married career women. [ABSTRACT FROM AUTHOR]

This investigation seeks to answer the research question of how employee creativity (EC), employee polychronicity (EP), high-performance human resource practices (HPHRP), and perceived organizational culture (POC) impact work engagement (WE) inside organizations in the 4IR period. Nine (9) businesses in Nigeria's Lagos, Ogun, and Oyo States served as the study's sample. Data for this examination were gathered using a cross-sectional survey methodology, and respondents who agreed to participate in the investigation were randomly assigned questionnaires. Consequently, a simple random sampling method was used to select participants. Analysis using statistical software for social sciences (SPSS version 28) was performed on 261 of the 270 distributed questionnaires that were recovered and determined to be useable. This study demonstrated how POC, EC, EP, and HPHRPs all have a substantial, positive, and independent influence on the improvement and sustainability of WE in Nigerian companies operating in the 4IR era. In light of this, the research's findings have helped sustain workplace engagement during the fourth industrial revolution, notably in Nigeria. The literature on creativity, polychronicity, high-performance human resource strategies, corporate culture, and job engagement has also benefited from its contributions. [ABSTRACT FROM AUTHOR]

The main study question guiding this investigation is what impacts do psycho-organizational factors (self-efficacy, employee attitude towards organizational change, Leadership 4.0, and perceived organizational support) have on employee acceptance of the organizational change (EAOC) within businesses in the 4IR era? Hence, this paper evaluates the impacts of self-efficacy, employee attitude towards organizational change, Leadership 4.0, and perceived organizational support (POS) on employee acceptance of the organizational change (EAOC) within businesses in the 4IR era. The study’s sample was taken from ten (10) businesses in the Lagos and Oyo States of Nigeria. This paper applied a cross-sectional survey method, and questionnaires were randomly disseminated. However, out of the 250 questionnaires distributed, 246 were recovered, suitable for use, and analyzed with the Statistical Packages for Social Sciences (SPSS version 28). This paper showed that self-efficacy, attitudes towards organizational change, Leadership 4.0, and perceived organizational support significantly, jointly, and independently influence the sustainability of employee acceptance of organizational change within Nigeria’s work organizations in the 4IR era. Work organizations are urged to provide training and exposure to higher responsibilities via delegation of authority. This would help employees within Nigeria’s business organizations gain better self-competence and serve as proof of organizational support, leading to accepting change without much struggle. They should also ensure that employees know the need for these changes in the 4IR era. Further, the management needs to train and support employees in dealing with the challenges inspired by the 4IR. Besides, the management should adopt a leadership style, such as Leadership 4.0, for the conditions and contests from the 4IR. [ABSTRACT FROM AUTHOR]

This study assesses the effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors within Nigeria's work organizations. The study's sample was taken from nine work organizations in Lagos and Oyo States of Nigeria. The nine work organizations were selected from Nigeria's financial, manufacturing, and service industries. These work organizations are Guarantee Trust Bank Plc, First City Monument Bank Plc, Full Range Microfinance Bank Limited, Seven-up Bottling Company Plc, Isoglass Industries Nigeria Limited, Atlantic Textile Company, Pixels Digital Services Limited, Pacesetters transport Services Limited, and IBFC Alliance Limited. Nevertheless, this paper has applied a cross-sectional survey approach, of which the present researcher randomly disseminated the survey forms (questionnaires). However, out of 450 questionnaires, 432 were fit for research and analyzed with statistical packages for social sciences (SPSS vs. 27). The current results established significant joint and independent negative effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors within Nigeria's work organizations. The management of work organizations ensures adequate and consistent encouragement of employee voice by allowing employee expressions, suggestions, making the employee feel important, and rendering listening ears. They should also train and inspire leaders who stimulate and exemplify leadership integrity. Furthermore, the management of work organizations should inspire employee curiosity as it relates to their work. [ABSTRACT FROM AUTHOR]

This paper investigates employee engagement, authentic leadership and human capital factors' influences on the creative behaviors of bank employees within Nigeria's banking industry. This investigation's sample was taken from a selection of banks (Guarantee Trust Bank Plc, First Bank Plc, and United Bank For Africa Plc) across the Lagos and Ibadan cities of Lagos and Oyo States, Nigeria. This paper adopts a survey study approach, and questionnaires were randomly circulated. However, out of the 300 questionnaires distributed, 273 were fit to be used for the research and analyzed via statistical packages for social sciences (SPSS vs. 26). The current findings suggest that the younger the bank employees, the more creative they are. The higher their educational level and work experience, the more creative they are within Nigeria's banking industry. The current investigation further established that employee engagement and authentic leadership significantly and positively influence creativity amongst employees within Nigeria's banking industry. Therefore, the management of the Nigerian banks needs to consider spurring of employees' sense of belonging and engagement to help stimulate and nurture their creativity. They should also consider essential authentic leadership training for their managers to help them discharge their leadership functions, related to the positive development of their subordinates' creative behaviors and the human capital factors in stimulating employee creativity. [ABSTRACT FROM AUTHOR]

The current paper examines the influencing factors in sustaining psychological wellbeing amongst married career women in Ibadan, Nigeria. Hence, this paper proposes increasing and sustaining psychological wellbeing amongst married career women in Ibadan, Nigeria. The paper espoused a quantitative research approach based on a survey research design. The results showed that psychological distress, social support, domestic violence, and family conflict resolution significantly jointly and independently influence psychological wellbeing among married career women in Ibadan, Nigeria. The results show that family conflict resolution is a noteworthy moderator of the negative influence of psychological distress and domestic violence in sustaining psychological wellbeing amongst married career women in Ibadan, Nigeria. Besides, the outcomes indicate that religion significantly influences psychological wellbeing amongst married career women in Ibadan, Nigeria. Therefore, developmental psychologists, organizational managers, human resources practitioners, counselors, and religious organizations should encourage reducing psychological distress by increasing social support, reducing domestic violence, and achieving consistent conflict resolution within families. This step will sustain psychological wellbeing amongst married career women in Nigeria. Thus, this paper has recognized psychological distress, social support, domestic violence, family conflict resolution, and demographic factors (for instance, religion) as significant influencers in sustaining psychological wellbeing amongst married career women in Ibadan, Nigeria. [ABSTRACT FROM AUTHOR]