Foluso Philip Adekanmbi

This paper explores the impact of frugality and materialism on workplace deviant behaviors in business organizations. The investigation sample was drawn from selected business organizations (Stanbic IBTC Bank, Globacom Limited, International Alpha Limited, and Nextzon Business Services Firm) across the Ibadan and Lagos cities of Nigeria. This study espouses a quantitative research approach, and the study’s questionnaires were randomly dispersed. Out of 400 questionnaires, 323 questionnaires were useful for investigation, and the data obtained were analyzed using SPSS version 26. The research results show that the frugal are less likely to engage in workplace deviant behaviors, while materialists are more inclined to exhibit workplace deviant behaviors in business organizations. This paper further indicates that demographics (gender, marital status, and educational qualification) have a statistical effect on workplace deviant behavior. It was confirmed that frugality, materialism, and employee demographics significantly influenced workplace deviant behaviors in business organizations. Therefore, business organizations’ leadership and management should encourage frugality, thereby directly reducing employee workplace deviant behaviors. Besides, the main focus should be on reducing materialistic tendencies through periodic training and seminars on debt prevention, particularly among vulnerable employees who discourage workplace deviant behaviors.

Acknowlendgment
The authors acknowledge the Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere, for funding this study and publishing it.

Despite the surge of studies on employee achievement motivation, there is little research that looks at the combination of self-efficacy and social adjustment as predictors of achievement motivation in Nigeria. Hence, this paper examines the influence of self-efficacy and social adjustment on achievement motivation in Nigeria’s banking industry. The study’s sample was drawn from six banks (Guarantee Trust Bank, First Bank of Nigeria, United Bank for Africa, Ecobank, First City Monument Bank, and Access Bank) in Ibadan, Oyo State, Nigeria. Also, it assumes a quantitative research approach. In this study, questionnaires were distributed randomly, and out of 200 questionnaires, 149 were suitable for analysis. Hence, the analysis was completed using the SPSS version 26. The results of this paper reveal that self-efficacy provided about 22% of influence and social adjustment about 82% of the influence on variance in achievement motivation among bank employees. Further results showed that gender, marital status, educational qualification and work experience have a significant and independent influence on achievement motivation among bank employees. The findings denote that increased levels of self-efficacy and social adjustment significantly predict achievement motivation. Therefore, human resource managers in Nigeria’s banking industry should always consider the psychosocial factors of employees, which will help management to know the practical measures and motivating conditions that are useful for enhancing achievement motivation. Also, banking industry managers should train employees in social adjustment skills that will help them managing their life achievements.

Acknowledgment
The Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere is acknowledged, in funding this study and its publication.

Obviously that less motivated teachers are less productive and less disposed to perform their best, despite their acquired teaching experiences in secondary schools. Drawing on equity theory, valence expectancy theory, and the two-factor theory, this paper examines the influence of minimum wage and prompt salary payment on teacher effectiveness in public secondary schools. The study’s sample was drawn from 20 selected public secondary schools in Ibadan North local government area of Oyo State, Nigeria. This study adopts a quantitative research approach. The questionnaires were randomly distributed. Out of 200 questionnaires, 149 questionnaires were effective for analysis after analyzing the data with SPSS version 25. This study revealed that minimum wage, prompt salary payment, and demographic variables have significant independent and joint influence on teachers’ effectiveness in public secondary schools. It was proved that several teachers are dissatisfied with minimum wage payments and that prompt salary payment influences teachers’ effectiveness. Therefore, the study recommended that the state government should review the current minimum wage, making it more attractive to motivate teachers, thereby directly enhancing teachers’ effectiveness. The focus should also be on achieving prompt salary payment through consistent and effective salary scheme management, promoting teachers’ effectiveness.

Acknowledgment
The current author acknowledges the Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere, in funding the current study and its publication.

This paper assesses the impacts of teleworking, perceived technostress, and job insecurity on the organizational performance (OP) of Nigeria’s business organizations in the post-COVID-19 era. The sample was obtained from 10 business organizations in the Oyo and Lagos States of Nigeria. This investigation espoused a cross-sectional scientific study involving surveys. In the current investigation, survey forms were randomly distributed among 300 employees. Of the 300 surveys floated, 277 were fitting for scrutiny and analyzed using Statistical Packages for Social Sciences (SPSS version 28). The current study established a positive impact of teleworking on organizational performance. Besides, it showed a substantial negative impact of technostress on organizational performance. It further noted that perceived job insecurity negatively affects organizational performance.
Moreover, this study showed a significant joint strong influence of teleworking, technostress, and job insecurity on the organizational performance of Nigeria’s business organizations in the post-COVID-19 era. Thus, management should encourage the work practice that allows employees to work at the agreed location since findings indicated a substantial and positive influence of teleworking on organizational performance in the post-COVID-19 era. Besides, employers need to increase their workers’ capability for information technology-enabled creativeness to mitigate the negativity generated by technostress. Also, management should ensure that employees have access to information, constantly communicate, and participate in organizational processes to better overcome perceived insecurity and emotional distress. Furthermore, the information and communication must hint at the prospect and stability of post-COVID-19 services. Consequently, employees’ perceptions of organizational identification are promoted.

Acknowledgment
We acknowledge the Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Isioma Ukpere, for funding this study and its publication.

Despite the increase in business performance research, only some studies have examined the combination of innovative work behavior, Leadership 4.0, and corporate social responsibility as performance factors in Nigeria’s banking industry in the current 4IR. This study aims to sustain performance in the banking industry of Nigeria. Four hundred (400) bank employees were randomly selected for this study from a sample of cooperating banks (Zenith Bank Plc, Guarantee Trust Bank Plc, United Bank for Africa Plc, and First Bank of Nigeria Plc) in the Nigerian states of Oyo and Lagos. One Hundred (100) participants were chosen from each bank. Additionally, the survey was given out to randomly chosen bank employees using structured questionnaires. Participants were selected using a simple random sampling technique; 386 of the 400 surveys were appropriate for analysis. To do the analysis, SPSS version 29 was used. According to the study’s findings, innovative work behavior had a 77% influence on performance variance within the banking industry in the current 4IR, Leadership 4.0 had an 88% influence, and corporate social responsibility had a 71% influence. Accordingly, the results show that more significant innovation in work behavior, adoption of Leadership 4.0, and involvement in CSR significantly predict the maintenance of performance in the Nigerian banking industry. Additionally, the findings indicate that adopting Leadership 4.0 predicts a more significant variance in performance in the banking business, followed by demonstrating innovative work behavior and involvement in corporate social responsibility.

Acknowledgment
The author thanks Professor Wilfred Ukpere and the Department of Industrial Psychology and People Management (University of Johannesburg) for funding and publishing this study.