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There are contradictions located in the Nigerian political economy. In the midst of the grinding poverty and marginalisation suffered by the majority, a tiny elite controls the political and economic levers of the state for the perpetuation of its hegemonic interests. On one hand, while the state role-plays as an indifferent ideological base for all interests within its territory, on the other hand, it seems to provide a stronghold that shelters the interests of the tiny elite or plutonomy. Additionally, members of this class indulge in a panoply of stupefying ostentation, grandeur and waste while the majority leads a precarious existence. Alarmingly, this gap between the privileged minority and the star-crossed majority has continued to distend, inescapably leading to a dangerous class conflict that may fulfil the Marxian apocalypse of the end of the capitalist or pseudo-capitalist system in the country. The youth precariat class, now a dangerous class, has emerged all over the country vociferously demanding equal access to the resources of the state which up until now have been in the stranglehold of the plutocracy. Situating this study within the Social Conflict Theory, as espoused by Karl Marx and other social conflict ideologues, the conflict between the dominant minority with the dominated majority appears unavoidable and increase Nigeria's fragility if existing contradictions in the Nigerian political economy are sustained. This paper calls for a multi-stakeholder intervention involving government, the public and private sectors, faith organisations, civil society, the media, and the international community to arrest the looming apocalypse that may threaten Nigeria's statehood unless the demands of the youth precariat class are met or their social and economic realities are improved upon.

The goal of any organisation is to make considerable progress regardless of the situations with which the business has to contend. Organisational goals can be achieved with the right commitment of employees to assigned responsibilities. Employee commitment, however depends on how employees view the relationship they share with the organisation. In this paper, attempt was made to understand how organisational justice impact the commitment and contributions of employees towards the achievement of organisational goals within Nigeria"s Corporate Affairs Commission (CAC), an organisation that administers business registration and incorporation in Nigeria. The study adopted quantitative method and used some theories among which are Equity and Expectancy theories. Using simple linear regression, each dimension of organisational justice (distributive, procedural and interactional) was linearly regressed on individual types of employees" commitment (affective, normative and continuance). Using age, sex and years of experience as control variables, it was found that organisational justice in its distributive form significantly impacts the level of commitment an employee exhibits as a result of being emotionally attached to an organisation. In the same way, it was observed that employees of Corporate Affairs Commission (CAC) exhibited normative commitment, since they perceived fairness of processes within the organisation. On the other hand, a smooth relationship between CAC managers and associates (interactional justice) does not necessarily translate to continuance commitment. The study concluded that if organisations including CAC deliberately implement all dimensions of organisational justice they will achieve and retain employees" commitment, which is vital for organisational survival and sustainable growth. It was recommended that organisations should strive to get at least 85% of their employees into the affective commitment loop and retain them there through the deliberate implementation of all dimensions of organisational justice. Also, organisations are encouraged to ensure that the pre-selection process evaluates and considers prospective employees" vision and other socio-cultural factors to ensure that they align with the organisations" overall vision and strategy as they influence employees" commitment.

Arising from the fact that it has become pertinent to establish a research agenda that can guide managerial efforts ethical conducts that will be perceived as workplace or organizational justice, especially with respect to distributive justice, hence, this research is focused on investigating the influence of distributive justice on employees' job satisfaction. The descriptive survey research design was used for this study. The sample size for this study included three hundred and twenty-five (325) staff of the Nigerian Ports Authority. Using the multiple regression analysis, the study revealed that that distributive justice has significant influence on employees' satisfaction. Consequently, the study suggested that deliberate effort should be made to install and run a system whereby distribution of outcomes, particularly financial rewards should be performance based and reviewed at regular intervals in light of prevailing socioeconomic circumstances.