Purpose Sanctification of work research is still a growing area among management and educational guild of researchers. The purpose of this paper is to explore the intervening role of career satisfaction and affective commitment in the relationship between sanctification and turnover intentions among teachers in a Boko Haram infested region of Nigeria. Design/methodology/approach The authors adopted a cross-sectional survey design using 375 responses out of the 600 administered questionnaires to three states within the context of this study. The usable data were analyzed using SmartPLS version 3.2.7 to evaluate the hypothesized relationships. Findings The results reveal: negative but insignificant relationship between sanctification and turnover intention; career satisfaction and affective commitment mediate the relationship between sanctification of work and employee intention to leave. Originality/value The predictive role of sanctification was proven to be insignificant under unfriendly work environment, which is contrary to the literature on the role sanctification. The mediating role of career satisfaction and affective commitment between sanctification and turnover intention is relatively new. The two constructs constitute the mechanism through which the relationships are sustained; hence the hypotheses on the indirect relationships are established.

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The current global events have posed a great challenge to the survival of SMEs. This study is motivated to identify the factors that enhance innovative performance among SMEs by exploring the path of Strategic orientation (SO) and coordination flexibility (CF). A total of 400 copies of the structured questionnaire was administered to top managers and Supervisors in Nigeria. Out of the 400 copies administered to top managers, 200 were completed, while 217 were completed and returned by the supervisors out of 400 administered to them as well. Partial Least Square (PLS) software 3.3.3, a variance-based Structural Equation Modelling was used to analyse the data. The results indicate that SO, CF in employee skill but not HR practice was found to relate significantly with IP as well as mediate the relationship with SO. Thus, we concluded that IP can be enhanced through SO and explained through CF in employee skills.

Small and medium scale enterprises (SMEs) are known for creating jobs and boosting the economic development of both developed and emerging countries, they are essential to national development, innovation and social inclusion. Therefore, there is an increasing need to address the poor performance of SMEs in Nigeria due to the high rate of failures and their inability to compete favorably with large firms, and the adoption of entrepreneurial marketing practices provides a win-win situation for the enterprise and its stakeholders. The need to investigate how entrepreneurial marketing strategies would improve organization competitiveness in the SME sub-sector is therefore necessary. In order to examine the relationship between entrepreneurial marketing strategies (change driving, bootstrapping, and calculated risk) and competitive advantage in Nigeria's SMEs, this study employed a quantitative approach, owners and managers of SMEs in Plateau State, North Central Nigeria, received questionnaires. 286 owners and managers in all took part in the study. With the aid of SPSS Version 26, multiple regression analysis was used to examine the acquired data. Based on the analysis, the study found that risk taking had a weak link with competitive advantage, change driving and bootstrapping had a strong relationship.