Purpose Job satisfaction is indispensable in the daily life of the workforce, and the mechanism that drives job satisfaction requires the attention of the management of corporate organisations. The purpose of this paper is to investigate the predictors of work environment on job satisfaction among nurses in both federal and state tertiary hospitals in Lagos State. Design/methodology/approach The study used the longitudinal research design to elicit information from the respondents. The research instrument used is a nursing work index scale by Aiken and Patrician which has been established to have a high internal reliability coefficient. The simple random sampling strategy was used to administer the research instrument to 364 nurses. The study used hierarchical multiple regression to analyse the data obtained. Findings This study discovered that all the variables collectively determined nurses job satisfaction; however, the salary was the most fundamental essential predictor that drive nurses’ job satisfaction followed by advancement and promotion. All seven predictors, namely, socio-political climate; administrative and managerial support, autonomy and responsibility, salary, supervision and working condition, recognition and achievement, advancement and promotion, collectively exert positive relationship with nurses’ job satisfaction. The study concluded that to retain and prevent turnover intention among nurses, and other health-care workers, the management of hospitals must pay due attention to issues relating to job satisfaction, as this is likely to increase health-care system effectiveness, boost mental and social health of the nurses. Originality/value This study shows that job satisfaction in the workplace comes from diverse techniques, as other factors have been proven effective other than salary in international cultures and regions, but in Nigeria, salary and career promotion take pre-eminence above other factors. This is because of Nigerian socio-cultural realities and that is another paradigm shift.

Purpose Emotional intelligence (EI) plays a vital role in work and non-work outcomes. Gaps exist in the role of contextual factor (i.e. perceived organisational support, POS) and personal resource (i.e. psychological capital, PsyCap) in investigating employees’ EI. This current research draws on the cognitive–motivational–reactional theory of emotions and conservation of resources theory in examining the serial explanatory pathways between EI and work engagement. Design/methodology/approach Data were collected at three points of measurement from the public sector in Nigeria. The authors tested their serial mediation model with a sample of 528 public sector employees using PROCESS macro with a bias-corrected bootstrapping method. Findings The findings show that EI was positively related to work engagement. EI exerted an indirect effect on PsyCap via POS. The indirect effect of EI on work engagement was serially mediated by POS and PsyCap. Practical implications Organisations need to pay attention to the level of support they provide to employees, given that employees differ in their emotional appraisal and regulations. The way employees perceive organisational support is vital to helping them stimulate their personal resources towards work goals. This study further accentuates the fact that emotionally intelligent employees tend to understand how to manage their emotions and that of others in a way that leads to a higher level of work engagement. Originality/value This paper addresses gaps in the literature on EI and regulations in the changing and challenging world of work. In so doing, this paper contributes to the literature by deepening our understanding of the complex relationship between EI, POS, PsyCap and work engagement. Theoretical and practical implications for employees’ emotional appraisal and regulations are discussed.

Hofstede (1980, 2001) contributed in no small way to the impact of national culture on management practices as he demonstrated the importance of culture on relationships at work which could also be used to account for the productivity of workers in the workplaces. This cannot come at a better time than when it did, as globalisation, multinationalisation and internalisation are now the order of the day. The effect of this is more pronounced in the mobility of labour as people move from one geographical and cultural area to another in search of jobs and investments. These movements obviously imply 'moving' with their national cultures which Hofstede (1980, 2001:1) referred to as 'the software of the mind'. He (2001:1) went further to warn that this 'software of the mind' is difficult to 'unlearn'. This paper is a qualitative study based on exploratory semi-structured interviews conducted on100 participants to create a better understanding of their experiences in their organisations. The study concludes that the 'unlearning' processes are more difficult than the 'learning' processes which demonstrate that culture is enduring in line with the findings of Hofstede (1980Hofstede ( , 2001.

Abstract. The prevalence of counterproductive work behavior (CWB) does not only differ across industries but also varies signifi cantly according to sociodemographic characteristics. This study examines CWB and socio-demographic characteristics among selected employees in the Nigerian maritime industry. Causal research design was adopted to survey 1,000 employees selected through multistage sampling approach in three selected parastatals (Nigerian Ports Authority, Nigerian Maritime Administration and Safety Agency, and Nigerian Shippers Council). The data obtained were analyzed with ANOVA and t-test. Based on the analysis carried out, CWB was found to be signifi cantly related to gender, age, marital status, employee cadre, and income, while employees' level of educational attainment is not signifi cantly related to CWB. Based on the abovementioned fi ndings, the study concludes that the level of education is not signifi cantly connected to the employees' propensity towards CWB, while other socio-demographic variables are strongly associated to CWB in the workplace. The study recommends that management should develop a mechanism for identifying and selecting their potential employees as a guide against poor organizational fi t of employees and that of the organization. Likewise, effort should be intensifi ed to develop and improve organizational culture that will propel citizenship behavior in the workplace.

The Niger Delta crisis was as a result of years of neglect of the states that constitute the oil rich Niger Delta States. This study aims to see the contribution of the multinational oil companies towards this unrest. Corporate Social Responsibility (CSR) as a discipline came into business management just recently but has made a lot of impact towards the development of the communities where businesses are located. This study intends to look at how and what have been done and what have been left undone by the Multinational Companies (MNCs) that invariably initiated or contributed to the civil unrest of the Niger Delta (the communities ISSN 1941-899X 2012 www.macrothink.org/jmr 2 where crude oil is abundantly found). The study employing qualitative and multi-method (secondary and primary sources) concludes that the MNCs have behaved irresponsibly towards the host communities through their philanthropic gestures rather than behaving responsibly by genuinely holding and treating the communities as real stakeholders. Journal of Management Research