Institutional context and human resource management in Nigeria

Abstract

Purpose The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria. Design/methodology/approach The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria. Findings Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM. Originality/value The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.

An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context

“…First, to our knowledge, this is the first empirical study on the contextual factors affecting the nexus of CS and HRMP, which adds nuance to our understanding of the specific contextual factors that impact on the linkage between CS and HRMPs in the newly emerging economy context. Second, it fills a gap in the African SHRM theories and practice in line with recent recommendations, insights and calls for further studies on indigenous and tribal impacts on management (Ikyanyon et al, 2020;Kaufman, 2015, Nwachukwu et al, 2015 and the Journal of African Management's special issue call in 2020. Third, this study challenges the taken-for-granted assumption of focusing on SHRM research on organisational performance as a positive approach for organisation development, and redirects it towards identifying the indigenous context-specific factors that moderate the nexus of SHRM and influence organisational development, growth, and performance.…”

Labor-Management Relations in Emerging Economies and Developing Countries

“…An examination of the relationships between these issues and employee work outcomes is necessary given the impact of international competitiveness on African organizations. The regulatory and institutional context of employment relations in Africa varies considerably (Abodohoui et al 2018, Ikyanyon et al 2020, Horwitz and Ronnie 2021, Wood and Horwitz 2016. More employment relations systems on the continent are adopting International Labor Organization (ILO) conventions.…”

South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

“…Corruption is also a significant organisational aspect that is principally vital to the HRM departments. HRM tasks can play an essential role in ensuring that businesses operate within ethical boundaries (Ikyanyon et al 2020;Parboteeah et al 2014). Transparency International's 2021 Corruption Perception Index (CPI) ranked Nigeria among the most corrupt countries in the world, while South Africa was among a group of EMNCs that did not carry out corrupt practices (such as bribery) to secure and drive their business (Transparency International, 2021).…”

“…Nigeria has a permissive and weak institutional environment (Budhwar & Debrah, 2013). However, the MNCs appeared to comply wholly with the labour law (Ikyanyon et al 2020).…”

“…The legal regulations of a host country put significant pressures on MNCs' subsidiaries, which can become an obstacle for the transfer of HRM practices from the parent company to their subsidiary (Adams et al 2017;Dickmann et al 2016;Ikyanyon et al 2020). Three recognised institutions in Nigeria strongly regulated the case companies' sectors.…”