No abstract

Lecturing in private universities in Nigeria is one of the most challenging jobs for early career scholars. Regrettably, there is a high rate of turnover once an opportunity for exit presents itself. Researchers have proposed a relationship between psychological contract breach and turnover intentions. This study attempted to evaluate the effect of organizational climate in the link between psychological contract breach and turnover intentions using a sample of 584 private university lecturers in a two-wave investigation (time-lagged design) during a 1-month period (with 2 weeks interval). The ages ranged between 24–53 years old (38.24 ± 7.33). The questionnaires used to collect data were the Psychological Contract Breach Scale, Organizational Climate Description Questionnaire and Turnover Intention Scale. The result suggested that lecturers who received support from management were less likely to leave their jobs, while experiencing peace in the school played a significant factor in reducing turnover intention. The study’s implications were raised, and further suggestions were made to improve our organizations, particularly, universities.

The growing population of new graduates and the increasing scarcity of employment opportunities have made entrepreneurship an unavoidable option for employment and self-sustenance. This study investigates the effect of the initiative in moderating the relationship between intrinsic motivation, self-efficacy, and entrepreneurship intention through the integrated framework of theory of planned behaviour, self-determination, and humanism. This study contributes insights to how these factors moderated by initiative influence entrepreneurial intention among graduating students of tertiary institutions in Nigeria. This study adopted a cross-sectional design to examine the moderating role of initiative on the relationship between intrinsic motivation, and self-efficacy on entrepreneurial intention among Nigerian graduates. A total number of 688 graduate students, including 266 (38.6%) males and 422 (61.4%) females with a mean age of 24.30 years (SD = 3.69), participated in the study. Participants responded to a self-report questionnaire containing Initiative, Intrinsic motivation, self-efficacy, and entrepreneurial intention scales. Results showed that all the variables correlated positively with entrepreneurial intention. Furthermore, initiative moderated the relationship between self-efficacy and entrepreneurial intention [value and start-ups/operations (OPS)], such that high self-efficacy with high initiative showed higher entrepreneurial intention (value). While to those with low self-efficacy and low initiative, high self-efficacy with high initiative showed higher entrepreneurial intention (OPS) compared to low self-efficacy and low initiative. The study highlighted the role of initiative in transforming young graduates’ entrepreneurial intention into full-fledged entrepreneurs.