This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive correlation with employee job performance in study organization. Specifically, it was revealed that competitive salary (R= 0.809) is the leading monetary motivational factor as job security (R=0.835) tops the ranking for non-monetary motivational factors. It was recommended that study organization will have to employ a mix of both monetary and non-monetary incentives in driving higher performance. Findings also showed that female employees are more motivated by non-monetary incentives (58%) while male employees are more motivated by monetary incentives (61%). Therefore, management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behaviour that drives higher-level performance.

The goal of this research is to examine how organizational politics affect turnover intentions in the studied organizations. Three (3) antecedents of organizational politics (favoritism, pay and promotion, and scarcity of resources) were examined to find out their effect on employee turnover intention. The data for this study was obtained using a questionnaire where a sample of 146 employees was chosen from a population of 231 using Taro Yemani's formula. In evaluating the three-study hypothesis, analysis was done using descriptive statistics, cross-tabulation, and multiple regression analysis. In some of the study organizations, organizational politics was found to have a considerable impact on employee turnover intention with an ANOVA F-value of 15.10 which is greater than the tabulated value of 2.89 (i.e. 15.10 > 2.89).  This implies that organizational politics has a significant and favorable association with income and career advancement. If the organization raises salary and promotion based on politics, it will promote organizational politics which will increase employee turnover. It was also revealed that resource scarcity and organizational politics have a positive correlation, and male employees are likely to leave an organization when there is an existence of politics.  Secondly, the more educated and skilled an employee is, the more likely they will consider leaving organization not built on meritocracy.

This study examines the mediating effect of educators’ role models on the relationship between entrepreneurship pedagogy and entrepreneurial intention, a descriptive survey research was adopted in this study. A purposive sampling technique was used to select seven (7) universities  that are duly accredited by Nigeria University Commission (NUC) to run the Entrepreneurship program at the undergraduate level, while simple random sampling was employed to select 283 respondents as a sample size using Slovin, 1963 for the study. Structural equation modelling (SEM) was used to analyse the data with STATA version 15. The results reveal that entrepreneurship pedagogy has a substantial and positive association with entrepreneurship intention among students with beta-value of 0.603 and t-value of 6.67. Evidence also proves that entrepreneurship pedagogy has a direct correlation with educators’ role models with beta-value of 0.756 and t-value of 11.74. Furthermore, the result shows that educators’ role model influences entrepreneurial intention in a substantial and positive way with beta-value of 0.193 and t-value of 2.12. It was also discovered that educators’ role model partially mediates between entrepreneurship pedagogy   and entrepreneurial intentions with a beta-value of 0.1460 and t-value of 2.08. Subsequently, the study recommends that the teaching methods should be, do-it-yourself approach, learning by    doing, or problem-based learning. Also, Nigerian universities should adopt teaching strategies that work, such as, individual and group projects, inviting guest speakers and especially business simulation activities, in order to spark the interest of students and start-ups. This will go a long way toward educating students about the entrepreneurship process and identifying business opportunities.

The study examined the extent to which Performance Evaluation affects employee job satisfaction in a federal government agency in Nigeria. This study adopts a quantitative technique as primary data was gathered through a validated instrument. The quantitative approach relied on a total enumeration sampling technique, with a Population equal to the sample size (275). The inferential statistical tool which is the Partial Least Square-Structural Equation Modelling (Smart PLS-SEM) version was adopted to analyze the data. The results revealed that Adj R2=0.254; p=0.000, Q2 =0.164). Findings also showed that performance evaluation significantly influenced employee job satisfaction in the federal government agency. The study recommended that the agency's leadership should create a conducive work environment and integrate a system that will boost job satisfaction for a higher level of performance.