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The purpose of this paper is to examine the relationship between participation in decision making (PDM) and the organizational commitment of Nigerian and American employees working in the public sector environment. A focal concern of this study is the extent to which cultural differences or similarities between Nigeria and the USA impact this relationship.

The study first examined the measurement equivalence across both American and Nigerian sub‐samples for scales assessing levels of PDM and organizational commitment. While the item weights for measures of actual and desired PDM were invariant, the weights for items measuring organizational commitment differed between Nigerians and Americans. These weights were subsequently used to calculate affective, normative, and continuance commitment for the Nigerian and American sub‐samples and to test three hypotheses derived from the theoretical implications of cultural differences between Nigerians and Americans.

Taking into account measurement differences, both actual PDM and actual vs desired levels of PDM were related differently to the affective, normative, and continuance commitment of Nigerian employees compared to US employees. For Nigerian employees, both actual levels of participation and actual vs desired participation are related to affective and normative commitment. Neither measure of participation is related to continuance commitment. For Americans, only actual vs desired levels of participation were positively related with affective and normative organizational commitment. Actual levels of participation were negatively related to continuance commitment.

Future work should expand the sampling to compare employees working in Nigerian owned and managed organizations with American employees of organizations in similar industries and of comparable size.

In addition to its theoretical value, this paper also has substantial practical value. Staff commitment is an organizational outcome variable critical to the success of international development agencies and implementing partners. For example, anti‐US sentiment has increased in the recent years up in the Islamic northern sections of Nigeria. Employee organizational commitment is critical in such challenging terrains, as employees who are more committed are more likely to help their organization weather such negative conditions.

There have been very few previous studies on how Western management practices such as employee participation play out within the African context and how cultural differences affect the relationships between management practices and employee outcomes in Nigeria. Findings in this study may provide public sector managers in these contexts with an understanding of the possible impact of organizational cultures which include PDM.

The dynamics of work have increased the importance of work conditions and job demand in the corporate environment. This has exposed the high predominance of work overload among employees and managers in social organisations. This study aims to investigate the contemporary determinants of workaholism (organisational culture, financial well-being and career development) and quality of work-life (QWL) in Nigeria’s information technology (IT) sector.

To synthesise an understanding of factors that are responsible for workaholic behaviour among employees in the IT industry, this study used a cross-sectional research design to investigate the phenomenon that accounts for such hysteric conditions. This study administered an inventory battery of scales to obtain data from the study population on a random sampling technique to measure the established constructs responsible for workaholism and QWL. This study surveyed 644 samples of IT professionals in Nigeria and used structural equation modelling and artificial neural networks to examine the data obtained from the IT professionals.

The outcome of this study was significant as proposed. This study demonstrated that compulsive work approach adversely affects employee QWL in Nigeria’s IT industry. Also, excessive work adversely affects employee QWL in Nigeria’s IT industry. This study further discovered that organisational culture and management pressure significantly affect the QWL in the Nigerian IT industry. The results of this study showed that financial well-being significantly affects the QWL in the Nigerian IT industry. Lastly, it established that career development significantly affects the QWL in the Nigerian IT industry. This study concluded that if working round the clock is not completely removed from Nigeria’s IT cultural system, the industry will not be a safe environment and will not attract employees anymore. It has enabled many Nigerian workforces to quit working in Nigeria and migrate to international organisations.

This study has shown a meaningful dimension by discovering that workaholism is inherently in the cultural values and DNA of Nigerian IT institutions and not work addiction in itself for the employees. The novelty of this research has indicated that workaholism has not been documented much in the Nigerian IT sector.

This chapter highlights the agency of Nigerian immigrant business owners in constructing their business-related social networks. Literature on immigrant business owners emphasizes their social network embeddedness as a key explanatory factor in their economic integration. I show here ways in which members of one immigrant group purposely shape these networks into the most advantageous form: impersonal/socially distant suppliers, personal/socially close employees, and impersonal/socially distant customers.

Data for the chapter come from 36 semistructured qualitative interviews conducted in New York City with Nigerian small business owners and participant observation in their businesses.

Nigerian immigrant business owners in New York tend over time to shift from business networks of primarily Nigerian or other socially close suppliers, employees, and customers, to networks of mainly socially close employees, and socially distant suppliers and customers.

The chapter’s concern is limited to Nigerian immigrant business owners in New York City. Others in other places may behave differently.

The literature on immigrant business owners is dominated by Asian and Latin American examples while this chapter features the experiences of Nigerian immigrants. It also presents a group that does not fit the widely accepted disadvantage hypothesis of immigrant self-employment. Finally, where many studies treat social networks as static structures, this chapter emphasizes the agency of immigrants in altering the composition of their networks to maximize their position in it.

In recent years, there has been a rapid decline in the quality of working life (QWL) of Nigerian workers at all levels. This phenomenon is cryptic and knowledge thereof is inadequate due to a dearth of compelling research on QWL in Nigeria. The purpose of this paper is to a deeper understanding of QWL among Nigerian workers by investigating the impact of corruption and regional crises on QWL in this non-western context. The study also examines what QWL means to Nigerian employees.

The study employs qualitative data gleaned from semi-structured interviews.

The research reveals that corruption has a strongly negative effect on employees’ QWL, which in turn affects their motivation, attitude towards their job and the psychological contract between them and their employers. Furthermore, the findings revealed that regional crises (such as the heinous activities of the Boko Haram sect in the north–east, the continuing agitation of the secessionists (e.g. the Indigenous People of Biafra), in the south–east, and the tumultuous activities of the Niger Delta Avengers in the south–south) have combined to reduce employees’ QWL.

The extent to which the findings of this research can be generalised is constrained by the selected sample of the research (public sector employees).

These results and the practical implications thereof will be useful to the Nigerian Government, policymakers and organisations for creating and enhancing good QWL in Nigeria.

The purpose of this paper is to explore employee voice and silence in the mobile telecommunication industry in Nigeria.

An exploratory qualitative case study methodology was employed in this study. Participant selection was done through a purposeful intensity sampling technique, which resulted in 30 employees from two different multinational organizations and an indigenous organization taking part in in-depth interviews.

Findings show the presence of fear of victimization in the Nigerian workplace embellished by the Sub-Saharan culture and the state of the labor market, which resulted in employee silence. The study revealed that the implementation of culturally adapted employee voice mechanisms within organizations in the mobile telecommunication industry in Nigeria promotes employee voice and organizational performance, whereas a lack thereof results in organizational failure.

A limitation is that the purposive sample of employees from three organizations in the mobile telecommunications industry only permits theoretical and analytic generalization.

A focus on the co-creation of a high-performance work environment and the development of a powerful employee value proposition would foster employee voice.

It will enable multinationals operating in Nigeria understand better how to operate employee voice in order to obtain optimal performance from workers in Sub-Sahara Africa.

This paper contributes to the literature on employee/industrial relations by showing that a high-power-distance national culture and a high unemployment rate affect employee voice and silence, which brings to the fore the importance of adequate employee voice mechanisms through which employees express their voice in order to arrive at beneficial individual and organizational outcomes.

This paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.

Using a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.

The study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.

Research on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.

The article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context.

Data were collected from 250 Nigerian nurses through a questionnaire.

Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility.

The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings.

Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention.

The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.

The purpose of this paper is to extend previous research on employee commitment to their organisation within the Nigerian banking sector. This paper aims to use income and age as variables in assessing employee commitment to their organisations in Nigeria.

A quantitative approach was employed in data collection, using a 28‐item, seven‐point Likert scaled questionnaire administered to 200 participants with a 42 per cent usable response rate. A factor analysis resulted in three components of commitment.

The results from the analysis indicate that employees with high income represent the same group of employees within the age groups 31‐35 with low commitment to their organisation.

This paper demonstrates that the relationships between age, income and commitment might be explained by reference to cultural factors which might have stronger influence on employee expression of commitment to their organisations.

Combating and detecting fraud is a daunting task, especially in the Nigerian banking sector, because it necessitates a thorough understanding of the nature of fraud, as well as how it can be performed and concealed by fraudsters. Therefore, the purpose of this study is to empirically examine the relationship and the predictive ability between amoral behavior, control climate and perceived job insecurity on fraudulent intentions among bank employees in Lagos Metropolis.

Descriptive and cross-sectional designs were used to select employees from 12 banks using predetermined scales. In total, 1,080 questionnaires were distributed, but 950 were retrieved and analyzed. The study used multistage sampling by applying cluster, purposive and simple random sampling techniques. Correlation and hierarchical regression analyses were used to analyze the data.

A significant positive relationship and predictive abilities were established between employee’s amoral behavior and fraudulent intentions on the one hand, and employee’s job insecurity and fraudulent intention on the other, going by the additional variance identified when each variable was added in each step, implying that employees who exhibit amoral behavior are likely to engage in fraudulent intentions. In the same manner, employees who feel insecure are likely to engage in fraudulent acts because they would want to secure their future. However, there was a significant negative relationship and predictive ability between control climate and fraudulent intention; implying that inculcating a strict control climate minimizes or totally eradicates employees’ intentions to commit fraud.

This paper is limited to amoral behavior, control climate, perceived job insecurity and fraudulent intentions; it is limited to employees in the banking sector, with a special focus on emerging economies, Nigeria, West Africa. The implication of this is that the result may not be generalized to other sectors and other countries.

The practical implication of the study is that managers should be aware that employees who are in danger of losing their jobs are more likely to engage in the fraudulent act, and this should be looked into. Training and retraining, workshops, conferences and seminars on employee morale behaviors as well as strict adherence to ethical codes of conduct are vital to enlighten the employees on the dangers of perpetrating fraud and the impact on themselves and the economy at large. Control climate is a very vital tool in curtailing the incidences of fraud in the organization.

This paper contributes to the knowledge by filling the gaps left by a lack of empirical examination into the combined influence of amoral behavior, control climate and perceived job insecurity on fraudulent intentions, especially among bankers in Lagos Metropolis. It provides management with guides on how to drastically reduce the menace of fraudulent intentions in the banking sector and by extension in other non-banking organizations.

This study aims to examine service quality in Nigerian general hospitals and determines possible differences in service quality perceptions between employees and patients.

Using the Servqual scale, data was collected from 328 employees and patients of two government hospitals in Abuja and Delta states. Analysis was carried out using SPSS 26 package for constructs reliability frequency, mean, standard deviation and t-statistics.

The study found significant differences in the perception of service quality between employees and patients of the Nigerian general hospitals. While employees gave a high rating to empathy, patients rated it low. Also, the patients’ poor perception of tangible did not match the employees’ high perception. Other specific findings are patients’ unfavourable assessment of the physical facilities and judged the staff to lack professional dressing. Patients felt the hospitals could not provide necessary equipment for their procedures and thus considered their services unreliable.

Reliability was perceived as a significant problem in this study; therefore, the hospitals management should ensure correct diagnoses and treatment results of the highest quality and timely services. Also, the management should invoke strong relationships between the employees and patients to earn patients’ trust. Employees should ensure to listen to patients’ complaints and find solutions promptly. Patients need health-care workers’ support and rely on their abilities; Therefore, health-care workers should be highly dependable and show empathic behaviour in discharging their duties. Health-care managers must access employees‘ and patients’ particular perceptual gaps and reconcile the difference before further quality improvement initiatives.

The findings in this study strengthen the clamour for assessing service quality from both employees and patients’ views in public hospitals. Hospital service quality is complex and primarily judged from the patients’ perspective. This study showed that health-care quality means different things to all stakeholders.