PurposeThe purpose of this paper is to investigate the factors that hinder the growth and survival of small businesses in Nigeria.Design/methodology/approachA survey method was used to gather data from 211 small business owners and managers located in selected cities in Nigeria. Several statistical analyses were conducted to identify the factors constraining the growth and survival of SMEs in Nigeria.FindingsThe results of the study reveal that the most common constraints hindering small business growth and survival in Nigeria are lack of financial support, poor management, corruption, lack of training and experience, poor infrastructure, insufficient profits, and low demand for product and services.Research limitations/implicationsThe instruments used for this study need to be subjected to more statistical tests in order to establish a more robust validity and reliability. Based on what we have learned, the instruments could be further refined to more closely capture each of the problem areas identified in the literature. Replication of this study using larger samples and a broader geographic base is suggested for cross‐validation purposes.Practical implicationsUnderstanding the factors hindering the growth and survival of SMEs in Nigeria will help policy makers – governments (federal, state, and local), NGOs, and other stakeholders – to design targeted policies and programs that will actively stimulate innovation, as well as helping those policy makers to support, encourage, and promote SMEs for poverty alleviation in Nigeria. For SMEs, this study offers alternative models to counteract the problem of collateral and lending issues. Strategic alternatives on how to address issues such as poor management, poor infrastructure, and corruption are discussed.Originality/valueThe significance of this study stems from the fact that very few studies have explored the issue of factors constraining the growth and survival of SMEs for poverty alleviation in Nigeria. The results provide additional insights into operations of SMEs in Nigeria, a sub‐Saharan African country. Sub‐Saharan Africa has been negated and, therefore, has been less researched. Also, the insights gained from this study to contribute the future development of this line of research, particularly in a non‐Western context.

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PurposeThe purpose of this study was to examine the effects of gender on the job satisfaction of US academics.Design/methodology/approachThe population for this study consisted of full‐time college and university teachers listed in the “Brain Track University Index Directories of the United States Colleges and Universities”. A sampling technique was used to select the respondents surveyed for this study. A total of 1,100 questionnaires were administered to respondents chosen from 80 universities. A total of 560 usable questionnaires were returned, giving a response rate of 51 percent.FindingsThe findings of this research show that there are gender differences apparent in the job satisfaction levels of university teachers surveyed for this study. Female faculty were more satisfied with their work and co‐workers, whereas, their male colleagues were more satisfied with their pay, promotions, supervision, and overall job satisfaction. Results also indicated that ranks were significant in explaining gender differences and job satisfaction of the respondents.Research limitations/implicationsThis research is delimited to 4 year colleges and universities. Thus, the results of this study cannot be generalized to 2 year and community colleges.Practical implicationsFindings of the study provides institutional leaders, university and college administrators, and human resources professionals with key information that would enable them to recruit, reward, promote, and retain women faculty. The finding would also enable the government address the issues concerning female academics.Originality/valueThis paper offers practical recommendations to higher education administrators and human resources professionals on how to enhance job satisfaction of female faculty. It also offers suggestions to how to maintain more balanced gender equity in higher education.

PurposeEffective corporate governance is significant for firms in developing countries because it can lead to managerial excellence and help firms with a weak corporate governance structure to raise capital and attract foreign investors. The purpose of this paper is to examine the barriers, issues, and challenges hindering effective development and implementation of corporate governance in Nigeria.Design/methodology/approachA combination of quantitative and qualitative research methods was employed to collect information. Specifically, data were collected from 296 managers, company presidents, and board of directors in selected firms. Descriptive data and interview analyses are presented with respect to the barriers and issues hindering effective corporate governance development and implementation in Nigeria.FindingsThe study provides significant current information on corporate governance and barriers hindering its development and implementation in Nigeria. The findings reveal a number of constraints that hinder the implementation and promotion of corporate governance in Nigeria. These constraints include weak or non‐existent law enforcement mechanisms, abuse of shareholders' rights, lack of commitment on the part of boards of directors, lack of adherence to the regulatory framework, weak enforcement and monitoring systems, and lack of transparency and disclosure.Research limitations/implicationsThe study was limited to four cities in Nigeria. A broader geographic sampling would better reflect the national profile. Another limitation could stem from the procedure used in data collection (drop off and pick up). However, extreme measures were taken to protect the identities of the respondents.Originality/valueThe significance of this study stems from the fact that very few studies have explored the impact of human resource challenges and prospects in Nigeria. The results provide additional insights into corporate governance practices in Nigeria, a sub‐Saharan African country. This region has thus far been neglected by management researchers, and so the insights gained from this study will contribute to the future development of this line of research, particularly in a non‐Western country like Nigeria.