This paper studies the mediating role of inclusion in the relationship between workforce
diversity and employee relations outcomes, focusing on African organisations, particularly in
Nigeria. Drawing on organisational justice theory, social exchange theory, and social identity
theory, the paper develops a conceptual framework to examine how inclusion fosters
belonging, fairness, reciprocity, and employee voice, thereby realising the relational potential
of diversity. Inclusive HRM systems and participatory structures are identified as essential
UJHRM , Volume 4, Issue 2 , 2025
The Nigerian Federal Civil Service is governed by the Nigerian Public Service Rules (NPSR)
and official documents prescribing conduct and disciplinary procedures. Despite this
framework, breaches of the NPSR are often ignored, suggesting a culture of impunity. Public
Administration practice in Nigeria assumed the modern structure and constraints of the practice
become manifest through the increasing size of the Public Sector and checks on inefficiency,
corruption, ecological problems, poor service delivery and poor funding. This study examines
This study investigates the impact of remote work arrangements on strategic goals in Southwest
Nigeria‘s financial sector, focusing on innovation, collaboration, and employee engagement.
Using a quantitative survey design, data were collected from 200 employees and 50 senior
managers across selected financial institutions. Analyses involved descriptive statistics, simple
linear regression, and independent samples t-tests. Results show that remote work does not
significantly affect employee engagement (p > 0.05) or the generation and sharing of ideas (p >
Teacher burnout, attrition, and reduced instructional effectiveness remain pressing challenges
in private secondary schools in Edo State, Nigeria. This conceptual study critically examined
the relationship between management styles and job stress, with the objective of determining
which leadership approaches, autocratic, democratic, laissez-faire, transformational, and
transactional significantly influence teachers‘ stress levels. A systematic literature review of
peer-reviewed journals was conducted, guided by the Job Demand-Control (JDC) Model. The
Digital People Analytics (DPA) as a transformative tool for aligning workforce behavior with
strategic goals, over 72% of public health institutions in Nigeria lack structured DPA systems.
The emergence of Digital People Analytics (DPA) has redefined organisational decision-
making and align human resource strategies through data-driven insights. Despite This study
addresses an extant research gap by examining how Job Crafting mediates the relationship
between DPA and Employee Eclecticism (EE) among medical staff in Nigeria‘s public health
Southwest Nigeria is grappling with significant youth unemployment amid an increasingly
ageing and entrenched workforce. This study, grounded in Labour Market Segmentation
Theory, explores the structural barriers and gerontocratic practices that sustain the exclusion of
youth from employment opportunities in the region. Adopting a descriptive, exploratory
qualitative design through a phenomenological-interpretivist lens, the research investigates
institutional inertia, power dynamics, and intergenerational tensions across Lagos, Ogun, and
The COVID-19 pandemic accelerated the global shift to remote work, reshaping organisational
practices and exposing both opportunities and challenges for businesses, particularly in
developing economies such as Nigeria. Despite its growing relevance, research on how
Nigerian businesses adapt to remote work in the post-pandemic era remains limited. This study
addresses this gap by providing a contextual analysis of remote work adoption in Nigeria.
Drawing on the Technology Acceptance Model (TAM), Contingency Theory, and Resource-
This study investigates the challenges hindering the adoption of Human Resource Analytics
(HRA) in Nigerian organisations. Although HRA is globally recognised as a strategic tool for
transforming workforce management, Nigerian firms continue to struggle with its integration.
Using a systematic literature review and comparative analysis, the study draws insights from
existing research and experiences in the United Kingdom (developed economy) and South
Africa (developing economy) to situate Nigeria within two economic benchmarks. Three
This study investigates the relationship between employee engagement and virtual HR
onboarding and sustainable performance in the telecom industry of Nigeria. Virtual onboarding
has become a popular approach among telecom companies due to digitalisation and remote
work, although they continue to struggle with the challenge of disengaged employees, reduced
productivity, and inconsistent performance. The paper employed the Resource-Based View and
Social Exchange Theory to demonstrate how digital onboarding generates valuable human
The study assessed the effect of Employees Development and Maintenance Cost on the
financial performance of Deposit Money Banks of Nigeria. The study adopted an ex post facto
research design and secondary sources were used for the study. The data were acquired from
the annual reports and account of the selected companies spanning from 2015 to 2023. The
population of the study is made up the Forty-three (43) Leading Deposit Money Banks in
Nigeria listed on the Nigerian exchange group as of January, 2025.Seven (7) seven banks with