Unquestionably, mental health is fundamental to individual, organizational and national well-being. However, Nigeria's mental health statistics are a cause for concern. This is further aggravated by a culture of indifference, denial and evasion. This paper advocates a cultural re-engineering. It espouses the need for Nigerian workplaces to recognize mental health as a realistic and legitimate concern, as well as display total commitment to the implementation of policies and practices that will ensure a supportive framework for employees. Families, religious/non-governmental organizations and the government, must also collaborate to promote mental health. Ignorant misconceptions, startling facts and necessary interventions are discussed.

Undoubtedly, multiple competencies are essential for effective leadership and identifying specific competencies that will foster employees' performance, is a veritable venture. This study explores the impact of leaders' emotional intelligence on employees' performance within Nigeria's public healthcare sector and also provides perspective on the contextual underpinnings. It adopts the survey method and randomly samples leaders and employees within the sector. Data analyses using the t-test and hierarchical regression analytical tool, reveals a significant correlation between the emotional intelligence of leaders and the performance of employees. The study finds that the task of leadership, coupled with the multiple challenges within Nigeria's public healthcare sector, requires a reasonable measure of emotional intelligence in order to facilitate employees' performance.

Different personalities constitute modern workplaces. One of such personalities is the corporate psychopath, whose presence poses manifold threats to organizational existence. This study examines the personality of the corporate psychopath and specifically investigates the relationship between corporate psychopathy and employee burnout. A total of 104 respondents within a university setting in Nigeria completed measures of corporate psychopathy to establish the existence of the traits in their managers; a self-report measure of employee burnout was also completed. Corporate psychopathy correlates positively and significantly with emotional exhaustion, depersonalization and decreased personal accomplishment. Results indicate that corporate psychopathy is an underlying factor of employee burnout. Enhanced whistleblowing structures and ethical regeneration are proffered to mitigate the consequences of corporate psychopathy in the face of cultural complexes that fan its flames.

The level of gas flaring attributable to the international oil and gas industry is without a doubt very significant. This realization, has led to a global reaction to reduce gas flaring volumes in the light of the adverse environmental, economic and social consequences connected with the high incidence of gas flaring. Hence, the approach being adopted to achieve a manageable level of gas flaring is as diverse as the respective countries that contend with this peculiar problem. The direction thus far, has been to address the gas flaring dilemma on a national, regional and international platform. Gas flaring cannot be construed in isolation, and as a consequence its consideration, has also brought to the fore matters related to environmental protection. Moreover, gas flaring has been identified as a process that damages the ozone layer, and thus contributing to escalating the global warming phenomenon. Amongst others, this notable finding has further stimulated domestic and international initiativesaimed at curbing the adverse effects of gas flaring. In Nigeria's case, there is an apparent incentive to mitigate the incidence of gas flaring in view of; the country's heavy reliance on oil and gas revenues, as well as the identifiable policy adjustments that need to be achieved on a sustained basis.

The emergence of a 'new world economy' makes it imperative for corporate entities to adjust their corporate values, practices and internal processes. This paper explored the interrelatedness of selected corporate governance practices and human resource management outcomes. The paper relied on established corporate management theories as a platform for empirical consideration of selected issues relative to four established players in Nigeria's downstream petroleum sector. A descriptive method was adopted and data was collected via a survey of 112 respondents. Contextual arguments were captured to achieve a robust appreciation of issues affecting individual participation and operations of corporate entities. The study found that there is a significant relationship between corporate governance practices and human resource management outcomes. Requisite conclusions and recommendations were provided in the light of empirical and theoretical findings.