Department of Business Management.

Permanent URI for this communityhttp://itsupport.cu.edu.ng:4000/handle/123456789/28764

Welcome to the research page of the Department of Business Management.

Browse

Subject: search.filters.subject.Lagos

Search Results

Now showing 1 - 2 of 2
  • No Thumbnail Available
    Item
    EFFECTS OF BUSINESS MODEL INNOVATION AND DIGITAL CAPABILITY ON THE PERFORMANCE OF SMALL AND MEDIUM ENTERPRISES IN LAGOS
    (Covenant University, Ota, 2026-06) AMOO, Adebola Toluwanimi; Covevant University, Dissertation
    Small and medium-sized enterprises (SMEs) are central to Nigeria's economic development, yet persistent performance deficits in market competitiveness, customer retention, and service quality continue to constrain their growth. Empirical evidence on the combined effects of business model innovation (BMI) and digital capability (DC) on SME performance within the Lagos context remains limited. Grounded in the Dynamic Capabilities Theory (Teece, Pisano & Shuen, 1997) and the Technology-Organisation-Environment Framework (Tornatzky & Fleischer, 1990), this study examined the effects of four BMI dimensions, namely value proposition innovation (VPI), value creation innovation (VCI), value capture innovation (VCAI), and market innovation (MI), on SME performance, and tested the moderating role of digital capability. A quantitative cross-sectional survey of 387 respondents, drawn from a registered population of 11,663 Lagos SMEs, tested five null hypotheses using Partial Least Squares Structural Equation Modelling (PLS-SEM) via SmartPLS 4. Four hypotheses were supported: VPI, VCI, VCAI, and MI each positively and significantly predicted all four performance indicators, namely market share, customer retention, employee retention, and product and service quality. Market innovation was the strongest predictor (β = 0.449). The moderation hypothesis was not supported (β = −0.387, p = 0.237), though digital capability exerted a significant direct performance effect (β = 0.546, p = 0.004), with the model explaining 41.1% of variance. The study introduces the dual transformation burden concept, proposing that simultaneous investment in BMI and DC generates diminishing returns in resource-constrained Nigerian SMEs, and contributes a validated instrument and original PLS-SEM evidence to the sub-Saharan African BMI literature.
  • No Thumbnail Available
    Item
    GREEN RECRUITMENT AND SELECTION AS A STRATEGIC DRIVER OF TASK PERFORMANCE IN MANUFACTURING FIRMS: EVIDENCE FROM LAGOS OF NIGERIA
    (African Banking and Finance Review Journal (ABFRJ) International Open Access Journal Volume - 21 Issue – 8 |, 2026-08) Adeniji, Anthonia Adenike; Nwachukwu, Samuel Chinedu
    Manufacturing firms in developing economies face persistent challenges in aligning human resource practices with environmental sustainability objectives and operational performance targets. This study examines the effect of green recruitment and selection on task performance of selected manufacturing firms in Lagos, Nigeria. Grounded in the Ability–Motivation–Opportunity (AMO) Theory and Person–Organisation Fit Theory, a quantitative descriptive and explanatory survey design was adopted. Structured questionnaires were administered to 279 employees of Chi Limited and Seven-Up Bottling Company, with 247 usable responses retrieved, representing an 86.7 percent response rate. Data were analysed using descriptive statistics and simple linear regression analysis. Results revealed that green recruitment and selection significantly and positively predicted task performance (R = 0.452, R² = 0.204, F = 71.042, β = 0.452, p < 0.05). The findings demonstrate that organisations that embed environmental values and sustainability competencies into their hiring processes cultivate a workforce characterised by stronger role alignment, higher task effectiveness, and greater commitment to organisational performance standards. The study contributes to the growing body of GHRM literature within the African manufacturing context and offers practical guidance for HR managers, sustainability practitioners, and policymakers seeking to leverage recruitment as a strategic tool for improving both environmental and performance outcomes.