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PurposeDrawing on the resource-advantage theory, the authors examine the effect of import managers' cultural intelligence (CQ) on their foreign counterpart's psychic distance and relational performance.Design/methodology/approachSurvey data collected from 228 Nigerian automobile import managers were analyzed using structural equation modelling (SEM) to examine the relationship among the study variables. The measure of CQ in this study comprises metacognitive and motivational CQs to examine the relations between metacognitive and motivational CQs on psychic distance and their ultimate effect on relational performance.FindingsThis study suggests that metacognitive CQ reduces the effect of psychic distance in buyer–seller exchange relationships, and in the presence of a low-level psychic distance, relational performance increases. Confirming the intervening role of CQ on performance relationship, the study highlights the role of CQ and its influence on psychic distance in facilitating (or impeding) relational exchanges in international buyer–seller transactions.Originality/valueThe authors present the concept of CQ as a human capital that has the potential to improve managerial relational performance. The authors go further to advance the potential significance and relevance of CQ in improving international buyer–seller exchanges.

Purpose
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.


Design/methodology/approach
The study adopts a qualitative and multiple case study research approach.


Findings
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.


Research limitations/implications
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.


Practical implications
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.


Originality/value
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.

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.

PurposeGiven the limiting conditions of the gender roles confronting professional working women and drawing on spillover theory, the purpose of this paper is to explore the experiences of work-life balance with an emphasis on the causes of the imbalances, perceived stress, and coping techniques experienced by female medical doctors in an African context – Nigeria, a geographical location that is considered under-researched.Design/methodology/approachThe qualitative data is based on one-to-one in-depth interviews with 52 Nigerian female medical doctors.FindingsBased on the findings of the thematic analysis, it is clear that time squeeze, as a well-known factor in the medical profession, exacerbates negative work-home interference. However, other themes, such as patriarchal proclivities and task-pay disparity, that affect female doctors but are rarely considered in studies on work-life balance also emerged as sources of stress and work-family conflicts, leaving these doctors to devise individual coping methods as mitigating strategies.Research limitations/implicationsThe study relies on a limited qualitative sample size, which makes the generalisation of findings difficult. However, the study contributes to the limited literature on the implications of stress and work-family incompatibilities facing women in a society that is not particularly egalitarian, with an extremely pronounced culture of masculine hegemony that is contrary to western cultures. The article unveils the socio-cultural difficulties of the work-life demands facing women specific to the Nigerian society and experienced with a different level of intensity.Originality/valueThe majority of the research on work-life balance has been undertaken in western countries and has focused on various professional groups and organisations, including the health sector. Nevertheless, work-life balance is a novel concept within the Nigerian work environment, where female medical doctors, as a professional group, are rarely studied. The article also provides valuable insights into the macro-contextual features influencing the work-life balance of Nigerian professional women.

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.

AbstractDespite the increasing proliferation of deploying the internet of things (IoT) in the global value chain (GVC), several challenges might lead to a lack of trust among value chain partners, for example, technical challenges (i.e., confidentiality, authenticity, and privacy); and security challenges (i.e., counterfeiting, physical tampering, and data theft). In this study, we argue that blockchain technology (BT), when combined with the IoT ecosystem, will strengthen GVC and enhance value creation and capture among value chain partners. Therefore, we examine the impact of BT combined with the IoT ecosystem and how it can be utilized to enhance value creation and capture among value chain partners. We collected data through an online survey, and 265 U.K. Agri‐food retailers completed the survey. Our data were analyzed using structural equation modeling. Our finding reveals that BT enhances GVC by improving IoT scalability, security, and traceability combined with the IoT ecosystem. Moreover, the combination of BT and IoT strengthens GVC and creates more value for value chain partners, which serves as a competitive advantage. Finally, our research outlines the theoretical and practical contribution of combining BT and the IoT ecosystem.

The paper examines the validity of stereotypical image of challenges female entrepreneurs (FE) encounter in the development of their business. The study which is conducted in the context of Nigeria, a large transition economy, throws light on a number of general and culture-dominated issues specific to traditional societies. FE, particularly those coming from self-employed parental households, are good at acquiring education and training in their line of business and work much harder at it. However, they struggle to balance family and work life, a job that is made difficult owing to lack of recognition from spouse and business groups they deal with, gender discrimination and sexual harassment. Religious values and previous work experience comes out a positive factor in dealing with challenges. Policy recommendations for the government lie in the identification of potential FE and providing them with necessary training and assistance and key inputs necessary for the growth of a business.

PurposeThe purpose of this paper is to examine the challenges female entrepreneurs face in the development of their business in the context of Nigeria. In so doing, it addresses a gap in the literature on the experiences of female entrepreneurs in a non‐Western context and acknowledges the contribution that women make in this area of work.Design/methodology/approachThe paper draws on survey data from 274 female entrepreneurs currently engaged in their businesses in three states – Lagos (Nigeria's largest city), Ogun and Oyo within the South West of Nigeria.FindingsResults indicate that female entrepreneurs are generally confident and resourceful and that they enjoy the challenge of entrepreneurial activity. As in the West, they experience difficulties relating to family commitments and access to finance – as well as problems gaining acceptance and accessing networks.Originality/valueIt is argued that cultural values specific to the situation mean that these challenges, while common to female entrepreneurs in other national contexts, "play out" differentially and that they are experienced with different levels of depth and "intensity". It is also argued that future research might uncover at a deeper level and drawing on qualitative methodology how some of the factors identified are experienced in women's day‐to‐day lives. The paper suggests some policy implications in the form of support for female entrepreneurs in this context.