Comparative methods are often used to infer loss or gain of complex phenotypes, but few studies take advantage of genes tightly linked with complex traits to test for shifts in the strength of selection. In mammals, vomerolfaction detects chemical cues mediating many social and reproductive behaviors and is highly conserved, but all bats exhibit degraded vomeronasal structures with the exception of two families (Phyllostomidae and Miniopteridae). These families either regained vomerolfaction after ancestral loss, or there were many independent losses after diversification from an ancestor with functional vomerolfaction. In this study, we use the Transient receptor potential cation channel 2 (Trpc2) as a molecular marker for testing the evolutionary mechanisms of loss and gain of the mammalian vomeronasal system. We sequenced Trpc2 exon 2 in over 100 bat species across 17 of 20 chiropteran families. Most families showed independent pseudogenizing mutations in Trpc2, but the reading frame was highly conserved in phyllostomids and miniopterids. Phylogeny-based simulations suggest loss of function occurred after bat families diverged, and purifying selection in two families has persisted since bats shared a common ancestor. As most bats still display pheromone-mediated behavior, they might detect pheromones through the main olfactory system without using the Trpc2 signaling mechanism.

Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.

Purpose To address this question, this study aims to drew from resource-based view to examine the mediating role organisational innovation in the relationship between change-oriented leadership and organisational performance. Design/methodology/approach Given that the unit of analysis is an organisation, 219 principal officers, including Presidents/Rectors, Vice Presidents/Vice-Rectors, Registrars and Deans, were invited to complete the survey on behalf of their universities. Findings Results of the partial least squares structural equation modelling confirmed the positive relationship between change-oriented leadership and university performance. The results provide evidence that organisational innovation directly facilitates university performance. As expected, the relationship between change-oriented leadership and university performance was found to be mediated by organisational innovation. Practical implications Overall, this study successfully modelled organisational innovation as an underlying mechanism behind the change-oriented leadership – university performance relationship, thereby by testing resource-based theory in Saudi Arabian context. From a practical perspective, results suggest that to improve their performance is imperative for executive leaders in Saudi universities to focus on several specific work design strategies, obtaining feedback about their change-oriented leadership style from followers. Originality/value Whilst there has been a considerable amount of research emphasising the importance of change-oriented leadership, there has been little research linking this fundamental aspect of leadership to organisational performance. Yet an understanding of the possible mechanisms behind this linkage has not received attention.

One of the major concerns of many employers and human resource management practitioners(HRMPs) is to make their employees highly satisfied in order to retain them as well as to make themproductive and committed to their organization. Unfortunately, many cases of turnover and poor attitudes towork have been frequently reported by many surveys and news media. One significant reason that the cost ofturnover in the secondary school remains high are due to the poor pay, limited promotion opportunities, poorsupervision, poor communication among others. The objective of the study was to investigate the influence ofjob satisfaction and demographic characteristics on organizational commitment among teachers of FederalGovernment Girls‟ College, Zaria, Nigeria. A cross-sectional survey was conducted on a sample of 52teaching staff of Federal Government Girls College, Zaria. Correlational and regression analyses techniqueswere used to analyze the data collected. The study .revealed that (1) there significant positive relationshipbetween job satisfaction and organizational commitment (2) there was a significant positive positiverelationship between age and organizational commitment; and (3) there was significant negative relationshipbetween education and organizational commitment Based on the findings, it is recommended that in order toensure a high level of job satisfaction of teachers there is a need to enhance their salary. This is needed tosatisfy the pay need of the teachers and also improve the public image and self esteem of teachers. Teachers‟working conditions should also be improved also in order to ensure that highly qualified and very experiencedteachers are retained in the schools.

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While a considerable amount of research has consistently established significant positive relations between entrepreneurial orientation and small and medium enterprises’ performance, there is a paucity of research examining the fundamental processes behind this relationship. To address this theoretical gap in the literature, this study examined the mediating role of organizational learning in the relationship between entrepreneurial orientation and SME performance. Based on survey data collected from 193 SMEs, located in Kano metropolis, findings suggested that entrepreneurial orientation was significantly associated with SME performance. Furthermore, the results indicated that the relationship between entrepreneurial orientation and SME performance was mediated by organizational learning. The implications of the results for explaining the performance of SMEs are discussed.

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Abstract:Although prior research has demonstrated that perceived organizational politics were positively related to employee turnover intention, however, little is known about possible causal explanations for the relationship between the two variables. To address this gap, a longitudinal design was employed to examine the relationship between perceived organizational politics and employee turnover intention with data collected over a two-year time period. Specifically, one hundred and seventy five Registered Nurses from government hospitals in Nigeria completed measures of perceived organizational politics and employee turnover intention at 2 times 16 months apart. There was empirical evidence, based on results of longitudinal regression analyses to support either the hypothesis that perceived organizational politics increases employee turnover intention or the hypothesis that employee turnover intention lead to organizational politics. However, employee turn over intention. and perceived organizational politics were found to change instantaneously. Implications of the results are discussed Key words: Longitudinal design; Organizational politics; Turnover intention.Resumo: Embora pesquisas anteriores tenham demonstrado que a política organizacional percebida estava positivamente relacionada com a intenção de rotatividade de funcionários, no entanto, pouco se sabe sobre possíveis explicações causais para a relação entre as duas variáveis. Para abordar essa lacuna, um desenho longitudinal foi utilizado para examinar a relação entre a política organizacional percebida e intenção de rotatividade dos funcionários com os dados coletados ao longo de um período de dois anos. Especificamente, cento e setenta e cinco enfermeiras registradas de hospitais do governo na Nigéria completaram medidas de política organizacional percebida e intenção de rotatividade em 2 ocasiões com 16 meses de intervalo entre elas. Houve evidências empíricas, baseadas em resultados de análises de regressão longitudinal, para apoiar já seja a hipótese de que a política organizacional percebida aumenta a intenção de rotatividade do empregado ou bem a hipótese de que a intenção de rotatividade dos funcionários leva à política organizacional. Entretanto, a intenção do turnover do empregado e a política organizacional percebida foram encontradas para mudar instantaneamente. As implicações dos resultados são discutidas. Palavras chave: Desenho longitudinal, Política organizacional, Intenção de Rotatividade.12