Purpose: Literature indicates that monetary reward or compensation impacts on the level of attraction, motivation, job satisfaction and retention of employees. The elements of compensation include salary, bonuses (allowances), gratuity and pension. The study investigated how these four elements of compensation specifically influence the attraction, motivation, job satisfaction, and retention of public sector construction employees of Jigawa State of Nigeria to inform how their employer can raise the current levels of satisfaction and retention of employees. Design/Methodology/Approach: The Positivist paradigm guided the empirical research where a questionnaire was developed, pilot-tested and administered to 265 people using stratified random sampling. A total of 260 questionnaires were collected, representing a response rate of 98%. The data obtained was analysed using both descriptive statistics and Structural Equation Modelling. Findings: The results established that construction employees in Jigawa State's public sector were motivated by allowances and gratuity, attracted to the job by salary, pension and gratuity, and remained in their jobs through the influences of gratuity and pension. Gratuity played a major role as it impacted on all the 4 variables studied. Implications: These findings are applicable to Jigawa State of Nigeria, but can be extrapolated to other public sector construction employees in the whole country. The findings could also be generalized in other States where the pay scales are different within the ministries. Originality/Value: The impacts of 4 elements of monetary rewards on 4 employees' variables were studied. The specifics of which elements of compensation influence the employees of Jigawa State's Ministry of Works and Transport have been identified. The findings from this study showed that gratuity played a primary role as it impacted highly on all the 4 variables of job attraction, motivation, satisfaction and retention. Pension also 2 played a high role as it impacted heavily on job attraction, satisfaction and retention. Comparatively salary and allowances had high impact on one variable each: job attraction and motivation respectively.

Over the periods of 2015-2018 there have been declining trends for Nigeria in Global Entrepreneurship Index (GEI) signifying a major challenge to its entrepreneurship development. To understand some of the explanatory variables for this phenomenon Theory of Planned Behavior (TPB) was deployed and extended to examine indirect effects of entrepreneurial training effectiveness and government entrepreneurial supports on the Technical and Vocational Education and Training (TVET) students venturing intention into IT related entrepreneurship through attitude and perceived behavioral control for gaining insights to address the aforesaid challenge. Quantitative approach was employed through data collected from sampled TVET students which was analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The result supports all the hypothesized indirect-path effects. It implied that naturally built attitude and behavioral control alone cannot influence TVET students venturing intention; it needs enhancement through effective entrepreneurial training and government entrepreneurial supports. The research opens new research paradigm for studying the antecedents of the original determinants of intention through indirect path analyses. Applying these findings can reduce the reliance on public sector for employment. It could equally create jobs that could reduce societal crisis through employment into privately owned businesses.