Purpose -Research 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 study investigates the impact of patriarchy on women's work-life balance in a non-western context: Nigeria.Design/Methodology/Approach -The 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 was collected over a four-month period, utilising semi-structured interviews as the primary method of data collection.Findings -The 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/Implications -The extent to which the findings of this research can be generalised is constrained by the limited sample size and the selected research context.Practical Implications -The 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 worklife 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/Value -This article 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.

Despite the recent research efforts into the antecedents of organizational commitment most especially in the developed economies, little empirical work has been conducted examining the effect of some human resource management practices such as performance appraisal system, career planning system and employee participation on organizational commitment. In this article, we examined the effect of these human resource management practices in explaining employee job commitment in the Nigerian banking sector. Based on a survey of 14 banks in Nigeria, the study applies regression analysis, correlation analysis and G-test in testing the hypotheses. Results indicate that performance appraisal system, career planning system and employee participation significantly influence employee job commitment and that the level of organizational commitment of employees in the Nigerian banking sector is low. The study therefore, recommends that for employees to be genuinely committed to their jobs, organizations should make conscious efforts at strategically managing performance appraisal, career planning and employee participation with a view to ensuring effective implementation and achieving desired results.

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Youth unemployment is a pressing problem in both the advanced and developing countries of this world of which Nigeria is not an exception. More worrisome is the few research works linking Statutory Retirement Age (SRA) to youth unemployment. However, to add to the growing concern on the subject matter, the current study empirically examines the impact of statutory retirement age on youth unemployment rate in Kwara State. The study used simple random sampling technique to select a sample size of 390 civil servants from Kwara State Civil Service Commission (KWCSC). It also interviewed a focus group of graduates undergoing the One-Year program of the Kwara Bridge Empowerment Scheme (KWABES). Data obtained were presented using both descriptive and inferential statistics of simple percentage. Regression Analytical tool was used to test the hypotheses formulated for the study. The results indicate that the variability changes in the rate of youth unemployment could be accounted for by approximately 84.3% of increase in statutory retirement age. Also, the variability changes in the level of job creation opportunities could be accounted for by approximately 63.2% of factors related to statutory retirement age This established that increase in statutory retirement age have effect of increasing youth unemployment and the level of job creation depends on factors that are related to SRA. Base on this conclusions, it was recommended that the KWCSC should focus on strict implementation of SRA policies and Programmes and by this, the state government can deal decisively with the problems of youth unemployment through the Statutory Retirement Age.