Purpose The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction, perceived career achievement and perceived financial attainment) through the role of resilience. Design/methodology/approach The study was cross-sectional, and the data were collected using questionnaires from 111 entrepreneurs in Nigeria who have been in business for over five years and were selected using purposive sampling technique. The study used Smart-PLS to assess the measurement and structural model. Findings The perseverance of effort was related to all the aspects of career success as well as resilience. But consistency of interest was positively related to only perceived financial attainment. It also predicted resilience. Resilience was also related to all the facets of career success. All three mediation hypotheses were supported. Research limitations/implications The study delivered fascinating understandings into the structures of grit. The Western conceptualisation of grit may not be valid in a collectivist society where consistency is not that very much considered. Practical implications The study helps to further validate grit in the entrepreneurship field; the construct is a facilitator of entrepreneurial action and an indispensable source of energy that can revitalise the entrepreneur along the arduous road to success. Originality/value The two components of grit can have a dissimilar influence on different outcomes – as prior investigations, although recognising that the two components are conceptually dissimilar, have rarely studied them so empirically.

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Job satisfaction is critical to the changing and growing challenges of the service sector. The present research study investigates the moderation effect of workplace fun on the relationship between organizational identification (OID) and job satisfaction. The sample was 220 frontline employees in 57 hotels in Nigeria. We found that OID positively influenced job satisfaction. Additionally, workplace fun moderated the effect of OID onjob satisfaction. The findings suggest that organizational leaders can use fun to generate favorable organizational outcomes. We also found that OID promotes workplace fun, which, in turn, results in high job satisfaction. The implication is that when employees feel a sense of oneness within an organization, they will effectively define their work roles and feel accountable for the decision. Organizations that want to inspire positive customer relation behaviors should encourage employees’ OID and implement friendly workplace practices. The study added twofold values to this research area. We explore OID and workplace fun. The study also explores the moderation effect of workplace fun on the relationship between OID and job satisfaction. Thus, managers can increase employee job satisfaction by encouraging workplace fun.

Getting the best out of an employee has always been a major challenge an employer face in today’s competitive environment. These might be however, connected to the fact that an employee is most dynamic and unpredictable aspect of business resources. It has therefore become imperative for organisations to realise the significance of an employee and also the device strategic means through which an employee can be influenced in order to develop positive job attitudes that can lead to higher performance. Hence, the study aims to examine the relationship between job attitude and employee performance by using the non-academic staff of Bauchi State University Gadau as unit of analysis. An aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected was analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis shows that there is positive and significant relationship between job attitude and employee performance. Also, the study is limited due to the fact that it adopts only two variables and concentrate in one institution only. Thepaper recommends that employers should prioritise important motivational factors that will bring about positive job attitude so as to achieve highest performance level of an employee. Furthermore, the study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job attitude and it will also further make an impetus the field of organisational behaviour and human resource management.

The healthcare workers faced serious challenges while dedicated their lives, providing lifesaving services to the patients, such as the risk of contracting infection from blood borne viruses (BBV), mainly contracted through the need stick and splashes of blood into the eye, mouth nose or poor waste management among others. However, relatively few studies have attempted to consider the relationship between safety management practices and safety performance. Even if any, there are inconsistencies in the findings. Hence, a moderating variable is suggested. Despite the effort by management to ensure safety, there are a lot of reports on noncompliance among health care workers. The aim of this paper is to provide a conceptual analysis of the moderating effect of consideration of future safety consequences (CFSC) on the relationship between safety management practices and safety performances in Nigerian hospitals. This conceptual analysis suggests that hospitals that adopt good management practices with individuals of higher CFSC are likely to show higher safety performance. This paper provides a hypothesis that will guide future researchers in the country and offer suggestion for Hospital Administrators to improve safety performance of their organization.