Drawing from institutional theory, this article explores 'boundaryless' careers and the nature of career boundaries in the information and communication technology (ICT) industry in Nigeria. The specific objectives are to explore: 1) whether career mobility in Nigeria reproduces or challenges contemporary projections of the 'boundaryless' career (i.e. as characterized by increased inter-firm mobility) and 2) the structural boundaries (barriers) that constrain individuals' ability to enact the boundaryless career in this context. Findings of the interviews with 50 technical professionals in the Nigerian ICT industry challenge contemporary projections of 'boundaryless' careers by providing evidence to support the continuing existence of career boundaries and traditional career patterns (i.e. as characterized by hierarchical and progressive movement within a single organization). Findings also suggest that ethnic allegiance, personal connections, gender discrimination, perceptions of educational qualifications and the nature of work biography constrain individuals' ability to enact the boundaryless career in the ICT industry. Overall, the article contributes the Nigerian perspective on boundaryless careers and career barriers to the growing consideration of career phenomena in different national contexts. K E Y WO R D S barriers boundaryless career career advancement career boundaries career mobility comparative and cross-cultural management 7 2 7 Human Relations

This article explores the pattern of use of a typical e-learning system by students in a campus based university. Whilst numerous studies of e-learning have provided fascinating insights into its potential benefits, a common concern is that mainstream studies in this area have focused largely on staff experience with limited attention paid to students' perceptions and engagement. This study goes some way in bridging this gap by exploring students' perceptions and patterns of use of a typical e-learning system. The findings suggest that a large percentage of the students had very positive perceptions and the frequency of usage of the e-learning system was also very high, with the vast majority using it frequently to supplement the traditional face-to-face classroom method. These results were irrespective of gender, age and nationality. Some of the implications of the findings are discussed.Learning and teaching practices in higher education are undergoing a number of changes which have important implications for the nature of students' learning experience. The traditional approach to teaching in the UK, as in many parts of the world, involved one-way transmission from lecturer to students. This is generally referred to as the teacher-centred model of teaching (Kember, 1997). This approach focuses on the knowledgeable teacher transmitting one-way information to students, with little or no input from the students (Harden and Crosby, 2000). However, in recent times emphasis has been placed on supporting students' active learning rather than simply transmitting information. This model is generally referred to as the student-centred model. Gibbs (1995) notes that student-centred courses emphasize 'learner activity rather than passivity; students' experience on the course, outside the institution and prior to the course; process and competence, rather than content; where the key decisions about learning are made by the student through negotiation with the teacher' (p. 1). This approach to learning emphasizes students taking responsibility for Active Learning in Higher Education 12(1) 57-68

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PurposeDrawing on institutional theory, this study sets out to explore the career anchors that exist among information technology (IT) workers in Nigeria and also to establish the strongest anchors in this context.Design/methodology/approachThis research adopted a two‐pronged methodological approach, which involved the use of 30 semi‐structured interviews and a 336‐question survey.FindingsResults suggest the continued significance of traditional orientations to careers in Nigeria as well as orientations associated with new career theory.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the selected context of the research.Practical implicationsHuman resources managers in Nigeria should be cautious of adopting career management models developed in the West. They should provide a reward system, which minimises financial uncertainty and risk.Originality/valueThis paper provides valuable insights on the career anchors of IT workers in a relatively neglected region in the literature. It also extends Schein's original career anchor theory.

Purpose – The purpose of this paper is to examine the mediating role of perceived employability in the relationship between core self-evaluations (CSEs) and job search behaviour (preparatory and active job search). Design/methodology/approach – A cross-sectional survey data were obtained among a sample of 254 employed and unemployed graduate students from a university in Southeast Nigeria. Findings – Results of the hierarchical multiple regression show that CSEs was significantly and positively associated with only preparatory job search behaviour but not active job search behaviour. CSEs was positively associated with perceived employability. Perceived employability was positively associated with the preparatory job search but not active job search. Perceived employability also mediated the relationship between CSEs and preparatory job search but failed to mediate the relationship between CSEs and active job search. Research limitations/implications – The study makes important contribution to the literature on job search by augmenting our understanding on the mechanism that govern core self-evaluation and job search behaviour relationship. Practical implications – Human resources practitioners can use the insights of the present study in understanding aspects of jobseekers’ personality and perception that may be relevant in job search behaviour. The study has also implications for career development practice especially in the areas of counselling of job seekers in environments where there is high level of unemployment. Originality/value – There has been rarely any previous attempt at investigating the possibility that the relationship between CSEs and job search behaviour is mediated by perceived employability.