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Purpose -The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. This article examines managers' perceptions of employee resourcing in Nigeria.Methodology -This article uses qualitative data which was generated from the semistructured interviews of 61 managers across the six geo-political zones of Nigeria.Findings -The article finds that in addition to the Federal Character Principle and the Quota System Policy, favouritism, ethnicity, age and gender discrimination, as well as corruption significantly inhibit the recruitment and selection process in Nigeria. Consequently, the ability to hire the best workers to improve competitiveness is also inadvertently hampered.Originality/value -The paper shows that the institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhance organisational competitiveness.

A comprehensive literature review reveals a lack of empirical studies investigating the influence of individual readiness of change (IRFC) as a multidimensional construct on effective quality improvement programmes (often referred as TQM) implementation. Much of the normative literature is conceptual in nature. Moreover, there is very limited research investigating the mediating role of employee affective commitment to change (IACC) between IRFCs and TQM. Therefore, this study proposes to fill this gap by providing empirical evidence leading to advancement in the understanding of direct and indirect influences of IRFC components on TQM implementation. To achieve this, a questionnaire-based survey was developed and selfadministered to 226 middle managers in Algerian manufacturing organisations (AMOs) with a good rate of return of 52%. The analysis of the collected data revealed that two of the IRFC components, namely personally beneficial and change self-efficacy are the most supportive IRFC dimensions for TQM implementation. Furthermore, the results of this study show support for the mediating role of IACC in the relationship between IRFCs and TQM implementation. Therefore, this paper makes a novel contribution by providing a refined and deeper comprehension of the relationships between IRFCs and TQM implementation.

This study commences a process of developing a scale for the measurement of service quality in higher education in South Africa and also examines the relationship between the measures of service quality on the one hand and some other related variables such as intention to leave the university, trust in management of the university and the overall satisfaction with the university. Using structured questionnaires, survey data was collected from students (n = 391) in two South African universities. Findings indicate that the 52-item measure of service quality in higher education is a multidimensional construct loading on 13 factors with a high reliability coefficient (0.93) and some construct validity. Significant relationships were also found between service quality in HE and other study variables-intention to leave university, trust in management of the university and overall satisfaction with the university. Some further research directions were suggested and policy implications of findings discussed.

st century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, this article examines the multi-faceted causes and consequences of work-family conflict in a non-western context (Nigeria).Methodology -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 work-family conflict in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of work-family conflict among Nigerian employees.Originality/value -This article suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of work-family conflict for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.Keywords: work-family balance, work-family conflict, spill-over, Nigerian employees. IntroductionAn understanding of the causes and consequences of work-family conflict (WFC) is of practical importance for both employees and employers. It will help employees work towards solving the problem of WFC by achieving a balance between their work demands and familial obligations (Burke et al., 2011). Employers will be able to offer help to employees in terms of ameliorating any WFC and will eventually have a healthy, happy, and productive workforce, thereby fostering societal harmony (Ransome, 2007;Kelly, Phyllis and Eric, 2011). This is, perhaps, whyHarrington and Ladge (2009, p. 148) described work-family balance (WFB) as one of the "most significant business issues of the 21 st century". It can be argued that WFC is an issue of global concern, with a great deal of research having been conducted about western countries (Brough and Kalliath, 2009;O'Driscoll, Brough and Kalliath, 2006). However, fewer studies have been undertaken about Sub-Saharan Africa (SSA) (specifically Nigeria) (Ajiboye, 2008;Akintoya, 2010). This article provides an empirical insight into the causes and consequences of WFC by using Nigeria as the empirical focus. The social, cultural, and economic contexts differ from those of the West. This article aims to provide a Sub-Saharan African context for WFC.WFC has been discussed extensively in management literature and has dominated public discourse on work-family interface in the past four decades (Runte and Mills, 2006). The strong interest in this subject may well be connected with the fact that WFC negatively affects families, workers, and employers/organisations (Grover and Crooker, 1995;Konrad and Mangel, 2000).According to Runte (2009, p. 19 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 ...