Suchergebnisse

Part 1: Introduction and Theory -- Chapter 1: Introduction -- Chapter 2: Work-life Border Control Model: A Re-think of Border Theory -- Part 2: Africa and the Arab World -- Chapter 3: The Role of Culture in the Work-Life Border Management: An Insight from Ghanaian Married Female Workers in the Formal Sector -- Chapter 4: Work-Life Balance in Kenya: A Systematic Review of Literature -- Chapter 5: The Myth and the Reality of Work-life Balance in Nigeria -- Chapter 6: The Work-life Balance of Younger and Older Indian Women Managers in Corporate South Africa -- Chapter 7: The Nexus between Work-life Balance and Gender Role in Egypt -- Chapter 8: Work-life Balance Outlook in Saudi Arabia -- Part 3: Asia -- Chapter 9: Work-Life Conflict in China: A Confucian Cultural Perspective -- Chapter 10: Work-life Balance in India: Policy, Practices, and the Road Ahead -- Chapter 11: The implicit and explicit influence on work-life balance in Malaysia -- Chapter 12: Pakistani Women and Traditional Values: The Role of Culture in Work-Life Balance -- Part 4: South America -- Chapter 13: Towards Achieving a Meaningful Balance between Work and Private Life: Insights from Argentine Workers.

PurposeIn 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.Design/methodology/approachThe study employs qualitative data gleaned from semi-structured interviews.FindingsThe 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.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the selected sample of the research (public sector employees).Originality/valueThese results and the practical implications thereof will be useful to the Nigerian Government, policymakers and organisations for creating and enhancing good QWL in Nigeria.

PurposeThe extant literature on work–life balance (WLB) has generally overlooked the interrelationship between leadership and WLB. Does leadership have any impact on employees' use of WLB policies and practices? To answer this question, this article considers the social exchange theory as well as transformational and transactional leadership in an investigation of the impact of leadership on WLB.Design/methodology/approachThe study employs qualitative data from 32 semi-structured interviews to achieve the study's objectives.FindingsThe research reveals that leadership does matter in WLB. The study findings reveal that both the transactional and transformational leadership styles result in the establishment of strong reciprocal relationships between leaders and employees in terms of using WLB policies and practices. Managers only sanction the use of WLB policies and practices only as a reward for excellent performance or when they are completely sure the outcome will favour the organisation. The study concludes that the desire to achieve WLB has often led many employees to go the extra mile in carrying out their work duties, which is rewarded with an approval to use WLB policies and practices. These non-contractual exchanges emphasise reciprocity and are based on trust.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the size and nature of the research sample.Practical implicationsMany managers are transactional leaders, and they purposefully allow their employees to use WLB policies and practices only as a reward for meeting targets and for excellent performance. This means that employees who fall short of the required targets and expected performance are not permitted to use WLB policies and practices. This finding implies that such employees experience incessant work–family conflict, which may have negative implications for their work engagement, overall well-being and work performance.Originality/valueThis study demonstrates that leadership is relevant to WLB. It shows that transformational leadership is supportive of WLB, as it considers employees' work performance and non-work outcomes. The results and practical implications of this study aids the understanding of the non-contractual exchanges involved in manager–employee relationships, which is crucial for ensuring employees' achievement of WLB and for organisations to achieve their goals.

PurposeWork–family research has mainly focused on nuclear families, neglecting other types of families, such as single self-employed parents. To what extent does the freedom and flexibility attached to being single and self-employed hinder or enhance single parents' work–family balance? Using role theory as a theoretical lens, this study examines single-self-employed parents' work–family balance.Design/methodology/approachDrawing on the accounts of 25 single self-employed parents in Nigeria, the article uses semi-structured interviews to examine how this group achieves work–family balance.FindingsWe found that the freedom and flexibility associated with being single and self-employed form a double-edged sword that increases the spate of singlehood and intensifies commitments to work, altogether preventing the participants in the study from achieving work–family balance. The findings also indicate that singlehood and a lack of spousal support cause and exacerbate work–family imbalance for this group. The findings further indicate that the reconstruction of functions, and the recreation of the traditional masculine gender role overwhelm single self-employed women in their entrepreneurial activities, thereby causing a lack of time and the energy required to function well in a family role, thus creating imbalance between the different spheres of life.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.Practical implicationsWhile literature espouses freedom and flexibility as important ingredients needed to achieve work–family balance, this study shows that they enhance inter-role role conflict. The study suggests creation of private or family time, devoid of work or entrepreneurial engagements, for single female entrepreneurs. This will ensure quality time and energy for the family and for fresh relationship – all of which will impact business positively.Originality/valueRather than enhancing work–family balance, the freedom and flexibility attached to being single and self-employed remain the main source of work–family imbalance for Nigerian single self-employed parents.

Drawing from in-depth qualitative interviews (N = 32), this article examines the impact of indigenous tribal marks on employment chances in southwest Nigeria. It employs indigenous standpoint theory to frame the argument around what constitutes stigma and in what context. The results of our thematic analysis indicate that tribally marked job applicants and employees face significant social rejection, stigmatization and discrimination, and can suffer from severe mental illnesses and even suicidal ideation. We explain how these tribally marked individuals navigate the changing contours of tradition and modernity in Nigeria. Tribal marks, although once largely perceived as signals of beauty and high social status, are now increasingly viewed as a significant liability in the labour market. This article makes a unique and original contribution to the study of stigma and employment discrimination by eschewing the prevailing Western ethnocentrism in the extant research and instead placing the indigenous standpoint at centre stage.

PurposeThe urgent and unexpected transition to remote working during the coronavirus disease 2019 (COVID-19) pandemic calls for an increased focus on the contemporary workplace, especially for the post-COVID-19 era. While most studies undertaken during the pandemic have focused on the consequences of remote working, this study, using the UK as the research context, focuses on the factors that may facilitate the effectiveness of remote working in the post-COVID-19 era from the perspectives of employees and employers.Design/methodology/approachThe study uses the interpretivist philosophical perspective to understand the study participants' subjective meanings and experiences. It utilises a qualitative approach, specifically data drawn from the semi-structured interviews of 31 participants.FindingsThe study highlights the factors that may facilitate the effectiveness of remote working in the post-COVID-19 era. Flexible working preferences, smart working practices, self-discipline, and leadership roles and expectations emerge as enablers of remote working among the participants. It is evident from the study's findings that both employers and employees have expectations about remote working conditions.Originality/valueDue to the changing work environment, where remote working is becoming more acceptable, this study focuses on a salient topic that examines how remote working may be facilitated effectively in the post-COVID-19 era. Thus, it makes predictions concerning the future of remote working post-COVID-19. It also emphasises that employers and employees have developed clear expectations about facilitating remote working and seek to meet these expectations by implementing various strategies.

PurposeThrough the lens of Conservation of Resources (COR) theory, this study explores how remote working inhibits employee engagement. The authors offer a fresh perspective on the most salient work- and nonwork-related risk factors that make remote working particularly challenging in the context of Covid-19.Design/methodology/approachThe authors use data from semi-structured interviews with 32 employees working from home during the Covid-19 lockdown. Based on the interpretivist philosophical approach, the authors offer new insights into how employees can optimize work- and nonwork-related experiences when working remotely.FindingsThe authors show that the sudden transition from in-person to online modes of working during the pandemic brought about work intensification, online presenteeism, employment insecurity and poor adaptation to new ways of working from home. These stress factors are capable of depleting vital social and personal resources, thereby impacting negatively on employee engagement levels.Practical implicationsEmployers, leaders and human resource teams should be more thoughtful about the risks and challenges employees face when working from home. They must ensure employees are properly equipped with the relevant resources and support to perform their jobs more effectively.Originality/valueWhile previous research has focused on the benefits of remote working, the current study explores how it might be detrimental for employee engagement during a pandemic. The study provides new evidence on the most salient risks and challenges faced by remote workers, and how the unique Covid-19 context has made them more pronounced.

Purpose
The trend of domestic employment thrives almost in every society. It is most common in developing countries and Nigeria is no exception. This paper aims to examine the nature of the role of a domestic worker in Nigeria and the work-life conflict issues involved in such work.


Design/methodology/approach
This study uses a qualitative research approach to examine the nature of the role of domestic workers and the associated work-life conflict issues.


Findings
The findings show that the nature of the jobs of domestic workers in Nigeria gives rise to a situation of modern-day slavery in which an employee works without a formal employment contract, with little or no rights to private time. Long and unstructured working hours, employers' perceptions about domestic workers and a huge workload fuel and exacerbate work-life conflict amongst domestic workers in Nigeria.


Research limitations/implications
The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research and the research context.


Practical implications
The primacy of the employer over the employee in domestic employment means that both time and work-based conflicts continue to buffer work-life conflict if domestic workers' working hours remain unscheduled and their employers' perceptions about them remain unchanged. This invariably has a negative impact on the domestic workers' health and productivity. Therefore, domestic employment should be regulated by law and domestic workers should be treated like other formal employees.


Originality/value
This study contributes to the debates on the work-life conflict by highlighting the nature of the role of domestic workers in a non-western context, Nigeria and provides a nuanced insight into the work-life conflict issues involved in such work. The findings add conceptual thought and empirical evidence to the debate on work-life conflict.

PurposeDespite the fundamental role of culture in an organisational setting, little is known of how organisational culture can be sometimes determined/influenced by professional culture, particularly in the global south. Using Nigeria as a research focus, this article uses critical discuss analysis to examine the link between professional and organisational culture.Design/methodology/approachThis study uses qualitative research approach to establish the significance of professional culture as a determinant of organisational culture among healthcare organisations.FindingsWe found that the medical profession in Nigeria is replete with professional duties and responsibilities, such as professional values and beliefs, professional rules and regulations, professional ethics, eagerness to fulfil the Hippocratic Oath, professional language, professional symbols, medicine codes of practice and societal expectations, all of which conflate to form medical professionals' values, beliefs, assumptions and the shared perceptions and practices upon which the medical professional culture is strongly built. This makes the medical professional culture stronger and more dominant than the healthcare organisational culture.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research.Practical implicationsThe primacy of professional culture over organisational culture may have dysfunctional consequences for human resource management (HRM), as medical practitioners are obliged to stick to medical professional culture over human resources practices. Hence, human resources departments may struggle to cope with the behavioural issues that arise due to the dominant position taken by the medical practitioners. This is because the cultural system (professional culture), which is the configuration of beliefs, perceived values, code of ethics, practices and so forth. shared by medical doctors, subverts the operating system. Therefore, in the case of healthcare organisations, HRM should support and enhance the cultural system (the medical professional culture) by offering compatible operating strategies and practices.Originality/valueThis article provides valuable insights into the link between professional culture and organisational culture. It also enriches debates on organisational culture and professional culture. We, therefore, contend that a strong professional culture can overwhelm and eventually become an organisational culture.

PurposeResearch on the impact of patriarchy and patriarchal norms on women's work-life balance is scarce. A typical patriarchal society, such as Nigeria, tends to be organised based on gender, and the construct is embedded in the culture. This paper aims to investigate the impact of patriarchy on women's work-life balance in a non-Western context: Nigeria.Design/methodology/approachThe authors adopt a qualitative research approach to enhance their insight into the issue of patriarchy and women's work-life balance. Data for the study were collected over a four-month period, using semi-structured interviews as the primary method of data collection.FindingsThe findings of the thematic analysis reveal the impact of patriarchy on women's work-life balance in Sub-Saharan Africa, specifically Nigeria. Women's aspirations to achieve work-life balance in this part of the world are often frustrated by patriarchal norms, which are deeply ingrained in the culture. The findings of this study reveal that male dominance of and excessive subordination of females, domestic and gender-based division of labour and higher patriarchal proclivities among men are the ingredients of a patriarchal society. These issues make the achievement of work-life balance difficult for women.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited sample size and the selected research context.Practical implicationsThe insights gleaned from this research suggest that there are still major challenges for women in the global south, specifically Nigeria, in terms of achieving work-life balance due to the prevalent patriarchy and patriarchal norms in the society. Strong patriarchal norms and proclivity negatively affect women's work-life balance and in turn may impact employee productivity, organisational effectiveness, employee performance and employee punctuality at work. However, an Australian "Champion of Change" initiative may be adopted to ease the patriarchal proclivity and help women to achieve work-life balance.Originality/valueThis paper provides valuable insights by bringing patriarchy into the discussion of work-life balance. This issue has been hitherto rare in the literature. It therefore enriches the literature on work-life balance from a patriarchal perspective.

Purpose
Given the reality that working mothers experience difficulties in achieving work-family balance because of the social restrictions that arise from parenting combined with career goals, this paper aims to explore the various coping strategies that are used by working mothers in the cities of London (Great Britain) and Lagos (Nigeria).


Design/methodology/approach
Semi-structured interviews were conducted with 72 mothers who worked in banks in London (Great Britain) and Lagos (Nigeria). Thematic analysis and investigator triangulation are used.


Findings
The findings reveal various coping strategies used by working mothers in the cities of Lagos and London. The paper also unearths the efficiency and the shortcomings of the use of au pairs among British working mothers and the similarities and disparities in terms of such use compared to the traditional use of housekeepers in Nigeria.


Originality/value
This paper contributes to the existing work–family balance literature by exploring the coping strategies of working mothers because of sociocultural and institutional differences in Great Britain and Nigeria.

Purpose– An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria).Design/methodology/approach– The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.Findings– The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees.Originality/value– This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

PurposeThis study investigates the overarching ideology of work–life balance (WLB) or conflict as predominantly being a work–family affair. Based on a Nigerian study, and using organisational justice as a theoretical lens, it explores perceived fairness in accessing family-friendly policies by managers and professionals who are single and do not have children – a workgroup conventionally ignored in research on WLB.Design/methodology/approachRelying on an interpretivist approach, the data set comprises of interviews with 24 bank managers and 20 medical doctors working in Nigeria.FindingsThe authors' findings highlight employers' misconceptions concerning the non-work preferences and commitments of singles as well as an undervaluation by employers of their non-work time. Conceptualised as "time biases", such time is routinely invaded by the organisation, with profound implications for perceptions of fairness. This fosters backlash behaviours with potential detrimental effects in terms of organisational effectiveness.Research limitations/implicationsThe study is limited to investigating the WLB of singles in high-status roles, namely banking and medical careers. Future research may examine the experiences of a more diverse range of occupations. The sample comprises heterosexual, never-married professionals, whose experiences may differ from other categories of single workers, such as childless divorced people, widows, non-heterosexual singles and partners who have no children.Practical implicationsIn order to avoid counterproductive behaviours in the workplace, WLB policies should not only focus on those with childcare concerns. Inclusive work–life policies for other household structures, such as single-persons, are necessary for improving overall organisational well-being.Originality/valueThe majority of WLB studies have been undertaken in Western and Asian contexts, to the neglect of the Sub-Saharan African experience. Additionally, research tends to focus on WLB issues on the part of working parents, overlooking the difficulties faced by singles.