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The purpose of this paper is to investigate the relationship between managerialist employment relations and employee turnover intention in Nigeria. The study context is public hospitals in Nigeria, which have a history of problematic human resource management (HRM) practice, a non-participatory workplace culture, managerialist employment relations and a high employee turnover intention.

Based on a qualitative, interpretive approach, this paper investigates the process by which Nigerian employment relations practices trigger the employee turnover intention of doctors using 33 semi-structured interviews with key stakeholders in public hospitals.

This study found that Nigeria’s managerialist employment relations trigger the employee turnover intention of medical doctors. Additionally, it was found that although managerialist employment relations lead to turnover intention, Nigeria’s unique, non-participatory and authoritarian employment relations system exacerbates this situation, forcing doctors to consider leaving their employment.

Studies on the interface between managerialism and employment relations are still under-researched and underdeveloped. This paper also throws more light on issues associated with managerialist employment relations and human resources practice including stress, burnout and dissatisfaction. Their relationship with doctors’ turnover intention has significant implications for employment policies, engagement processes and HRM in general. The possibility of generalising the findings of this study is constrained by the limited sample size and its qualitative orientation.

This paper contributes to the dearth of studies emphasising employer–employee relationship quality as a predictor of employee turnover intention and a mediator between managerialist organisational system and turnover intention. The study further contributes to the discourse of employment relations and its concomitant turnover intention from developing countries’ perspective within the medical sector.

The purpose of this paper is to investigate the factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. Recent research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While similar practices are expected from government domain, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within government domain in developing regions is limited. This can be attributed to the bureaucratic nature of public sector organisation, which are often slow to adopt changes.

The study adopts a qualitative and multiple case study research approach.

The findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research.

The low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation.

Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings from this research can serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context.

This research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors – benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.

The purpose of this paper is to examine the implications of work-life-balance (WLB) challenges for Nigerian female medical doctors. This study focusses on Nigeria, which its peculiar socio-cultural, institutional and professional realities constitute WLB as well as social sustainability (SS) challenge for female medical doctors.

Relying on qualitative, interpretivist approach and informed by institutional theory, this study explores how Nigeria’s institutional environment and workplace realities engender WLB challenges, which consequently impact SS for female doctors. In total, 43 semi-structured interviews and focus group session involving eight participants were utilised for empirical analysis.

The study reveals that factors such as work pressure, cultural expectations, unsupportive relationships, challenging work environment, gender role challenges, lack of voice/participation, and high stress level moderate the ability of female medical doctors to manage WLB and SS. It also identifies that socio-cultural and institutional demands on women show that these challenges, while common to female physicians in other countries, are different and more intense in Nigeria because of their unique professional, socio-cultural and institutional frameworks.

The implications of the WLB and SS requires scholarship to deepen as well as extend knowledge on contextual disparities in understanding these concepts from developing countries perspective, which is understudied.

This study offers fresh insights into the WLB and SS concepts from the non-western context, such as Nigeria, highlighting the previously understudied challenges of WLB and SS and their implications for female doctors.

Mobile messaging applications (MMAs) have surpassed top social media platforms. Recent and rapid use of MMAs has made it extremely difficult to ignore the existence of customer-to-customer (C2C) mobile information. This study, therefore, aims to expand the knowledge of customers' adoption behaviour of such information.

Through applying and utilizing social support theory (SST) and the information adoption model (IAM), this study introduces a holistic theoretical model, explaining customers' adoption of information derived from MMAs and exploring the antecedents of IAM. Based on the data collected from 305 UK MMA users, this study empirically tests the research model using structural equation modelling estimation.

The results of this study reveal that social support is a key antecedent of information quality and credibility and support IAM in terms of its ability to explain MMAs' information adoption.

The insights are valuable for businesses and marketers to understand customers' mobile communications and be socially support-oriented while developing marketing communication strategies.

The study integrates SST and IAM to improve the understanding of customers' information adoption behaviour. It is the first attempt that establishes that social support is a key antecedent of IAM.

This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-recruitment processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-recruitment process by exploring the usage of social media.

Secondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff.

The findings show that e-recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-recruitment process by considering social network theory as a manipulation tool in organisations of developing countries.

Having adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-recruitment process. Thus, it demonstrates technological advancements that reshape the dynamics of social networks and recruitment processes.

The purpose of this paper is to develop surrogate models, using deep learning (DL), that can facilitate the application of EM analysis software. In the current status quo, electrical systems can be found in an ever-increasing range of products that are part of everyone’s daily live. With the advances in technology, industries such as the automotive, communications and medical devices have been disrupted with new electrical and electronic systems. The innovation and development of such systems with increasing complexity over time has been supported by the increased use of electromagnetic (EM) analysis software. Such software enables engineers to virtually design, analyze and optimize EM systems without the need for building physical prototypes, thus helping to shorten the development cycles and consequently cut costs.

The industry standard for simulating EM problems is using either the finite difference method or the finite element method (FEM). Optimization of the design process using such methods requires significant computational resources and time. With the emergence of artificial intelligence, along with specialized tools for automatic differentiation, the use of DL has become computationally much more efficient and cheaper. These advances in machine learning have ushered in a new era in EM simulations where engineers can compute results much faster while maintaining a certain level of accuracy.

This paper proposed two different models that can compute the magnetic field distribution in EM systems. The first model is based on a recurrent neural network, which is trained through a data-driven supervised learning method. The second model is an extension to the first with the incorporation of additional physics-based information to the authors’ model. Such a DL model, which is constrained by the laws of physics, is known as a physics-informed neural network. The solutions when compared with the ground truth, computed using FEM, show promising accuracy for the authors’ DL models while reducing the computation time and resources required, as compared to previous implementations in the literature.

The paper proposes a neural network architecture and is trained with two different learning methodologies, namely, supervised and physics-based. The working of the network along with the different learning methodologies is validated over several EM problems with varying levels of complexity. Furthermore, a comparative study is performed regarding performance accuracy and computational cost to establish the efficacy of different architectures and learning methodologies.

COVID-19 pandemic has caused serious threat to peoples’ physical and mental health because of its high death toll all over the world within a very short period. As a result, people may be psychologically stressed, which can affect their quality of life. The main purpose of this study is to quantify the level of stress among the adults (age 18 and above) including all gender, religions and races of Bangladesh during this devastating pandemic.

This online survey-based study collected demographic data and the Perceived Stress Scale (PSS-10) to determine stress levels over past one month. The total numbers of respondents are 1,148 from May 29, 2020 to June 12, 2020; using the PSS to assess stress levels and to identify the potential variables having association with level of psychological stress, multinomial logistic regression analysis was performed.

A scary proportion (81%) of respondents suffered from substantial amount psychological stress during this COVID-19 pandemic. It is an undeniable signal for us that, every 4 out of 5 respondents in our study is suffering from different level of psychological stress during this time. Comparing the level of stress, this study finds that elderly (60 and above), women, front-line workers (doctor and other health-care professionals) and second-line workers (public service holders, police and defense and banks or financial institutes) have high psychological stress compared to the other respondents.

This study will help policymakers to provide relevant mental health intervention strategies to cope with this challenge efficiently.

The purpose of this research is to investigate how bridging and bonding social capital relate to career success among career women in a patriarchal African society. Further, the intervening role of self-esteem in the association between social capital and career success was examined.

Structured questionnaire was used to collect data from 488 Nigerian career women in management cadres in both private and public sectors. Partial least squares structural equation modeling was applied in testing the proposed hypotheses.

The outcomes show that bridging social capital has a significant positive relationship with subjective and objective career success. Conversely, bonding social capital has no significant positive relationship with subjective and objective career success. Further analyses show that self-esteem only partially mediates the association between bridging social capital and career success while an insignificant intervening effect of self-esteem on the association between bonding social capital and career success was found.

The findings suggest the need for organisations to stimulate a friendly work environment that has a zero-tolerance culture for workplace discrimination against women. This will enable the women to relate with people in the workplace irrespective of gender or cadre to generate more bridging social capital to achieve greater career success.

The study extends social capital and career success research to career women in a patriarchal African context as a response to the call for context-specific career research in non-western countries particularly Africa. Second, the study provides empirical evidence that African career woman with bridging social capital can achieve career success irrespective of their self-esteem level amid patriarchal discrimination.

This study explores the nexus between institutions and managerialist employment relations and subsequent work-life balance (WLB) challenges for Nigerian employees. Through an exploratory approach, the paper investigates how institutions shape employment relations, which is characterised by systematic and normalised managerialist practices and lack of employee participation.

Relying on a qualitative, interpretive approach, this study explores the relationship between institutional pressures, managerialism and employment relations. 31 semi-structured interviews and nine focus group interviews data was used.

This paper found that institutions shape organisational practice, specifically employment relations and human resource management (HRM) practice generally through its normative tendency. The study also found that although managerialist employment relations leads to WLB challenges, Nigeria's unique context aggravates this situation constituting serious WLB challenges for workers.

Researches dealing with the relationship between managerialism, employment relations and WLB are largely underdeveloped and under-theorised. HRM phenomena such as unhappy workforce, stress, lack of flexibility, burnout, turnover and turnover intention, associated with management practice, have major implications for engagement procedures and HRM strategies. However, the sample size used potentially limits generalisation including its qualitative approach.

This study contributes to the dearth of researches focusing on employer–employee relationship quality as a precursor to WLB challenges and a mediator between managerialist employment relations and WLB challenges. Additionally, the study contributes to the burgeoning WLB discourse from developing countries perspective, which is understudied. It also sheds light on how Nigeria's unique context can bring new insights into the nascent WLB discourse and its associated HRM practices.

This study explores how compassionate managerial leadership style can help to mitigate workplace stressors and alleviate stress experiences among employees — particularly in an extreme situation, such as the current global COVID-19 pandemic. The study's context is Nigeria's banking, manufacturing and healthcare sectors, which have a history of high employee stress levels.

Using a qualitative, interpretive methodology, the study adopts the thematic analysis process (TAP) to draw and analyse data from semi-structured telephone interviews with 10 banking, 11 manufacturing and 9 frontline healthcare workers in Nigeria.

It was found that a compassionate managerial leadership can drive a considerate response to employees' “fear of job (in)security”, “healthcare risk” and concerns about “work overload, underpayment and delayed payment”, which respondents considered to be some of the key causes of increased stress among employees during the current COVID-19 pandemic.

The study is limited to exploring the relationship between compassionate managerial leadership and an organisation's ability to manage employee stress in the COVID-19 situation, using 30 samples from organisations operating in three Nigerian cities and sectors. Future studies may involve more Nigerian cities, sectors and samples. It may also possibly include quantitative combination to allow generalisation of findings.

In order to survive in extreme situations, such as the COVID-19 pandemic, organisations are forced to take drastic and often managerialist-driven work measures which can trigger high stress levels, low productivity and absenteeism among employees. Hence, organisations would benefit from implementing compassion-driven policies that are more inclusive and responsive to the workplace stressors facing employees.

Employee stress has been widely explored in many areas, including definitions, stressors, strains, possible interventions and coping strategies. There remains, however, a dearth of scholarship on how management-leadership compassion can help to reduce employee stress levels in extreme conditions, such as the COVID-19 pandemic — particularly in emerging economies.