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Educational researchers have long experienced increasing rates of Nigerians educated to the graduate levels going overseas as a way to leave Nigeria. For the last 25 years, research has shown a rapid increase in the brain-drain syndrome in Nigeria (Akomas, 2006; Oji, 2005). From the history of expatriate Nigerians, research showed that the return rate of Nigerians who studied and obtained Ph.D.s in foreign countries shares a noticeable portion of the university educational outcomes and cannot be ignored. Pires, Kassimir and Brhane (1999), Oji (2005), West (2005), and Akomas (2006) agreed that brain-drain syndrome in Nigeria is increasing. Many Nigerian professors teaching in the universities in Nigeria have either gone overseas or are looking for ways to leave the country for greener pastures (West, 2005). In South Africa, one would find hundreds of Nigerian professors educating South Africans (West, 2005). Many are in Saudi Arabia, the United Kingdom, Holland, Germany, Canada, Australia, New Zealand, the United States, and many more places beyond the shores of Nigeria (West, 2005). Therefore, both educational leaders in the universities in Nigeria, in general, and Niger Delta region, in particular, and expatriate Nigerians educated to the graduate levels play a substantial role in the country's educational leadership effectiveness and success.

The challenges confronting the Nigerian construction industry which led to the adoption of supply chain management (SCM) practice were evaluated in this chapter. It was discovered that the Nigerian construction industry is confronted with fragmentation and poor information management. The stakeholders within the Nigerian construction industry proposed the adoption of SCM to overcome the fragmentation and other shenanigans facing the industry. This chapter revealed that construction supply chain (CSC) practices within the Nigerian construction industry focus on waste elimination by adopting the lean concept. The focus on the lean concept could be attributed to the numerous research related to lean or the enormous waste emanating from the Nigerian construction industry. Regardless of the emphasis on lean, the Nigerian CSC is still confronted with fragmentation and heavy waste generation. Thus, this chapter proposed the adoption of principles and technologies driven by the fourth industrial revolution (4IR) is a paradigm shift for the management of CSC in the country. It was discovered in this chapter that Nigerian construction supply stakeholders had not embraced the technologies and principles of the 4IR. The failure to adopt the technologies driven by the 4IR is attributed to the absence of a CSC model that depicts the management of CSC in alignment with the 4IR. This chapter called for developing a SCM model for the Nigerian construction industry in tandem with the principles and technologies of the 4IR.

Cartoons have these last years represented an excellent way to lead debates on various socio-political and economic issues affecting Nigeria and to engage and enlighten Nigerian audiences. Almost all Nigerian newspapers and magazines have found them instrumental in their criticism of political malpractices and socio-cultural maladies plaguing the country. In line with this, many social forces (particularly NGOs) have embraced cartooning as a strong tool for environmental activism. Such social entities have in various platforms, deployed cartoons as a fruitful sensitization machinery to mobilize various segments of the Nigerian populace in favor of environmental protection. These sensitization efforts have most often entailed the construction/composition of emotionally and ideologically loaded cartoons that reflect many local myths and which are founded on local idiosyncrasies and worldviews. Understanding some Nigerian environmental cartoons has thus often been a complex task which in many instances, necessitates not only a full grasp of the principles of visual rhetoric but equally sufficient knowledge of some local myths and socio-cultural realities. In view of this fact, it may be interesting to apply semiotics in the reading of environmental cartoons. This chapter addresses this issue. It is divided into three main parts. The first part explores the state of environmental protection in Nigeria. The second part examines cartoons as a tool for social and political activism. The third part provides theoretical illuminations on the use of semiotics in the interpretation of cartoons and the last part provides a semiotic analysis of selected environmental cartoons.

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.

Given the growing relationship between Nigeria and the USA, the purpose of this study is to compare conflict communication of Nigerians and Americans.

A total of 186 Nigerians and 214 Americans completed an online survey of Hammer’s (2005) Intercultural Conflict Style Inventory as well as items about the effect of conflict on team collaboration.

Contrary to expectations, Nigerians reported using more direct, whereas Americans reported using more indirect, communication when confronting conflict despite the stereotype that Americans are typically direct or more likely to say what is on their minds. However, consistent with expectations, Nigerians reported exercising more emotional restraint, whereas Americans favored the use of emotional expressiveness in conflict.

Overall, Nigerians were more concerned than Americans about the negative effect of conflict on team collaboration in the workplace. This concern was associated with the use of directness, indirectness and emotional restraint. Further, an exploratory structural equation model showed that the use of emotional expression was affected, in different ways, by several aspects of work and communication. Implications of these results are discussed along with directions for future research.

Brain-drain insurgency has become pervasive amongst professionals and the last option for everyone in the country to realise a sustainable quality of work-life (QWL). All youths now in the country have perceived migrating to the international workspace as a noble idea. This study investigates the incidence of brain-drain and QWL amongst academics in Nigerian universities.

To sparkle a clearer understanding concerning factors preventing the QWL amongst Nigeria's lecturers, this study utilised a cross-sectional research design to survey the participants across all departments in federal institutions through an explanatory research approach. This study applied an array of adapted scales to evaluate members of academic staff track of what provoked the incidence of brain-drain amongst Nigerian lecturers and possible influence on their QWL. The study surveyed 431 members of academic staff in Nigerian universities to collect useful data and employed a structural equation model (SEM) to analyse the obtained data.

The outcome of this study highlights that there is a horrible condition of service amongst Nigerian lecturers, a poor compensation system, poor academic research funding and lack of autonomy are bane to the QWL experienced in Nigerian tertiary institutions today. This study indicates that poor staff development and inadequate university funding are part of the justification that provoked brain-drain insurgence, and allowed the government to lose their skilled and competent egg-heads in the university to other foreign nations of the world.

This study demonstrated that brain-drain has become part of Nigeria's national life given that all professionals are seeking better life where their skills, competence and energy would be valued. Brain-drain was not common until these days amongst academics and fewer studies were noted but this study showed a novel paradigm regarding the QWL and brain-drain trajectory.

The purpose of the paper is to investigate the effect of religiosity and culture on Nigerian Muslim consumer’s intention to purchase luxury goods.

The survey included a sample of 372 Nigerian Muslims from the middle and upper-income groups who live in Lagos and Kano in Nigeria.

Plenty of luxury brands are seeking to find ways to overgrow in emerging markets. Focussing on Nigeria, this study identifies Nigerian people’s cultural orientation, religious beliefs and examines the social and personal variables affecting the consumers’ purchasing intention for luxury goods. This study stresses that Nigerian consumers’ intention to purchase luxury products are impacted by attitude, subjective norms and culture. However, Nigerian people’s intention to purchase luxury goods is not influenced by religious beliefs and Islam morals. While culture has a significant relationship with both attitudes towards behaviour and subjective norms, the religious beliefs encourage both subjective norms and a positive attitude towards the behaviour.

This study has limitations in connection with two of its major objectives. The study applied the perspective of Nigerian Muslims. Thus, the research will not be able to clarify the fact that beyond this limited geographical area. Future research may widen the focus on cultural and religious beliefs on the intention to purchase luxury goods by adding other elements, such as normative beliefs and attitudinal beliefs.

The findings of the research define some implications for marketers with regard to the importance of social norms and religion in point of increasing the purchasing intention for luxury goods. Findings reflect that Nigerian consumers are impacted by subjective norms and cultural orientation. This means that luxury consuming is seen to achieve social recognition in the society. These results show that improving social acceptance through luxury goods consumption may create profitable outcomes for luxury brand firms.

The attractive findings of the study proposed that luxury brand managers should balance their investment in terms of the use of word-of-mouth, reference groups and fashion magazines to develop a favourable attitude towards luxury brands through. Although cultural values, references groups and consumer’s beliefs critically matter for luxury consuming, religious beliefs of Nigerian consumers have no effect on consumer’ purchase intention for a luxury product.

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.

This study explores how the implementation of problem-based learning (PBL) in technical and vocational education training (TVET) systems of Nigerian higher education (HE) can enhance quality graduate outcomes. The study also explores the issues and challenges of PBL implementation in the TVET system of Nigerian HE.

This study follows the assumptions of qualitative research. The authors interviewed 55 participants and had a focus group with 7 TVET postgraduate students. The 55 interviewees were drawn from TVET teachers (n = 33; 24 males and 9 females), Directors at National Board for Technical Education (n = 4; 3 males and 1 female), Directors of National Directorate of Employment (n = 5; 3 males and 2 females), Directors at the Federal Ministry of Education (n = 3 males), and industry executives (n = 10; 7 males and 3 females). Data were collected through a semistructured interview approach, transcribed and coded using NVivo 12 plus and analyzed through thematic analysis.

The results show that PBL in the Nigerian TVET system has positive implications for quality TVET graduate outcomes in that it can enable integrating theory and practice, motivate learning, improve students' self-efficacy, allow students to construct learning on their own, enhance graduate competencies and graduate employability. It also revealed six perceived possible major challenges to effective implementation of PBL in the Nigerian TVET system, which includes inadequacy of teaching and learning facilities; corruption in Nigerian education sector; recruitment of unqualified incompetent TVET teachers; difficulties in identifying real-life problems, among others. Participants offered benchmarks and actions and standards for improving the identified challenges, which formed a framework for coping with issues, challenges, and barriers to effective implementation of PBL in the TVET system of Nigerian HE (Table 1).

The results of this study are original and serve as an advocacy for Nigerian HE authorities to explore how PBL can be implemented in the TVET system to improve graduate outcomes. The study serves as a starting point for more research in the domain of improving the quality of TVET programs in Nigerian HE. Industry leaders and policymakers in Nigeria and other developing countries could use the findings from this study to increase HE and industry participation and partnership for quality of TVET program.