The enthronement of ethical leadership typology to enhance employee positive work behavior in the fast-food restaurant sector has generated serious debate amongst scholars and practitioners. To provide answers to the above, this research adopted a cross-sectional survey design with a population of one hundred and ninety-eight participants drawn from twenty selected fast-food restaurants sector, in south-eastern Nigeria. Social learning theory and social exchange theory were employed as the underpinning theories of the study. The study’s results demonstrated that ethical leadership dimensionalities predicted the measures of emotional labor. The research concludes that ethical leadership enhances employees’ positive emotional work behavior in the fast-food restaurant sector. One of the practical implications of this study is the prioritization of ethical leadership as an instrument to boost performance in the workplace through emotional labor by HR managers and the owners of fast-food businesses.

The study investigated the moderating role of ethical leadership on the relationship between knowledge management and emotional labour in the Nigerian hospitality industry. The theories that underlined the work are the knowledge-based theory and emotional regulation theory. A cross-sectional research design was used, and primary data was obtained for the study, which was purposively drawn from 250 workers across a unit of hospitality firms. The data were analysed with partial least squares-structural equation modelling (PLSSEM) V4.1. The findings revealed that knowledge management correlated with emotional labour. However, it was also found that ethical leadership does not significantly moderate the relationship between the constructs. The study recommends that managers need to encourage the acquisition, sharing and application of knowledge to solving workplace problems.

The study aims to investigate the effect of organizational learning on business resilience in developing the hospitality industry, specifically focusing on four-star hotels in the southeast region of Nigeria. One of the major reasons why this research was conducted is because of the vacuum that exists between organizational learning and business resilience in the hospitality industry. A cross-sectional survey design was employed because it supports using questionnaires to collect data from participants. A validated and reliable instrument was used to collect data from two hundred thirty one participants drawn from the selected hospitality industry in the southern part of Nigeria. The results demonstrate that organizational learning significantly positively affects business resilience. Organizational learning also affects crisis anticipation and recoverability which are crucial to be resilient in the industry. The results of this research supported prior empirical findings and supported both social learning theory and resilience theory. Regarding originality, the geographical scope and the industry where this research was conducted distinguish it from other prior empirical investigations. It was recommended that since the hospitality business is highly competitive, managers should utilize organizational learning as a strategy to overcome their competitors and remain sustainable in the industry. The findings of the research will contribute to the literature and hospitality industry in developing country contexts.

Corporate governance is a major topic of debate among scholars from different parts of the world, but little has been empirically investigated on the impact of corporate governance on the discretionary work behaviour of employees in selected deposit money banks in Nigeria. Therefore, the purpose of this study is to examine the impact of corporate governance on the organizational citizenship behaviour of employees in deposit money banks. A cross-sectional survey design was used, which supports the use of questionnaire to collect data from the participants. Data were collected from 224 participants from 18 deposit money banks operating in south-east Nigeria. The study employed frequency distribution and linear regression to analyse respondents’ profiles and research hypotheses. Results of the study revealed that corporate governance dimensions predicted organisational citizenship behaviour indicators. The practical significance of this study lies in the possibility of improving organizational citizenship behaviour in organizations by integrating the main recommendations of this study into the corporate governance of organizations. This study concludes that corporate governance (measured in terms of leadership quality, accountability, board size, board effectiveness, and board independence) influences and improves organizational citizenship behaviour that is driven by altruism, integrity, sportsmanship, courtesy, and civic virtue.