The challenges of employee resourcing: the perceptions of managers in Nigeria

Adisa, Toyin Ajibade; Osabutey, Ellis L.C.; Gbadamosi, Gbolahan; Mordi, Chima

doi:10.1108/cdi-01-2017-0003

Cited by 12 publications

(7 citation statements)

References 59 publications

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“…Although ethnicity is a common theme in the diversity management literature (Collier, 2019), it is rarely explored in relation to SHRM in emerging economies. The extant literature shows that ethnicity features in areas of HR delivery including employee resourcing, identity construction, ethnic framing, and career development (Adisa et al, 2017;Arifeen & Syed, 2019). This study demonstrates that ethnicity engenders the moral behaviour required for the nexus through the development of controls based on fairness and transparency, which influence the moral behaviours necessary for the CS-HRMP nexus in emerging economies.…”

Section: Discussionmentioning

confidence: 99%

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

Akwei

Nwachukwu

2022

The International Journal of Human Resource Management

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Despite increasing calls for context-specific and practice-based strategic human resource management research in emerging economies, to date there have been limited empirical studies on Nigeria, one of Africa's largest economies and a newly emerging economy experiencing strong economic development, rapid industrialisation, and integration into global markets. This study explores the moderating influence of contextual factors on the nexus of competitive strategy (CS) and human resource management practices (HRMPs) in Nigeria. We employ the social and comparative institutional theories to address the moderating influence of the contextual factors on the CS-HRMP nexus using a qualitative research approach. Data were collected from thirty human resource management professionals and top management across medium-sized enterprises in Nigeria via semi-structured interviews. The resulting data were analysed through thematic analysis. We establish six main contextual factorsculture and value system, religion, ethnicity and linguistic affinity, economic factors, politics and governmental policies, and quality of education and low-skilled workforce-and the processes through which these factors influence the CS-HRMP nexus in Nigeria.

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Section: Discussionmentioning

confidence: 99%

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

Akwei

Nwachukwu

2022

The International Journal of Human Resource Management

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“…Interestingly so, employee resourcing strategies, such as workforce planning and succession planning, have remained a grey area in small restaurant business research. While there is convergence of literature on the contribution of environmental factors such as manager's expertise and experience, institutional support, quality of human resources, economic growth, corruption and political stability to leveraging the adoption of effective employee resourcing strategies (Adisa et al, 2017;Česynienė, Diskienė, & Stankevičienė, 2013;Ogunyomi & Bruning, 2016;Punia & Sharma, 2015) and the value of environmental influences in heightening business performance (Kraja & Osmania, 2015;Njuguna-Kinyua et al, 2014), there is limited research that explores the interplay among environmental influences, employee resourcing strategies and performance of small restaurant businesses in a developing context. Actually, literature search has revealed that there is a paucity of literature that explores whether a relationship exists between environmental influences, employee resourcing practices and SME performance.…”

Section: Problem Statementmentioning

confidence: 99%

Environmental influences, employee resourcing strategies and small and medium-sized enterprises performance: Case of South African small restaurants

Mupani

Chipunza

2019

SA j. hum. resour. manag.

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Orientation: Small businesses’ contribution to economic growth and employment creation cannot be disputed in South Africa, amid operating in an environment that is highly competitive and reports of small and medium-sized enterprise (SME) high failure rates, in general. In view of this, and to our knowledge, no known theoretical study has been conducted in South Africa examining how certain environmental factors might influence the use of appropriate resourcing strategies for improved small businesses’ performance.Research purpose: This theoretical article investigates the relationships between environmental influences, employee resourcing strategies and business performance among South African small restaurants.Motivation for the study: There is a paucity of literature that has explored whether a relationship exists between the three variables among small restaurant businesses in South Africa, justifying the need for such an investigation.Research approach/design and method: This article, which is conceptual in nature, adopted a systematic literature review which entails combining all existing research literature related to the three variables so as to arrive at logical inferences.Main findings: The research contends that a relationship exists between the three variables.Practical/managerial implications: Small businesses need to be aware of the environmental influences that may contribute to business failure so that they attune employee resourcing strategies to the environment to achieve high performance.Contribution/value add: The article contributes to extant literature on the interplay between environmental factors, resourcing strategies and firm performance in small restaurant businesses of emerging economies.

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“…In a recent study, Adisa, Osabutey, Gbadamosi and Mordi [48] found that quota system policies adversely impacted recruitment and selection in Nigeria. While quota system is a good practice in that it provides equity and fairness in a highly diverse society like Nigeria, it defies the merit principle (i.e.…”

Section: Regulatory Institutional Factorsmentioning

confidence: 99%

Institutional Factors and High-Performance Work Organisations (HPWOs) in Sub-Saharan Africa (SSA)

2019

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Institutional Factors and High-Performance Work Organisations (HPWOs) in sub-- Saharan Africa (SSA)This study focuses on the institutional factors that facilitate or impede the development of highperformance work organisations (HPWOs) in sub-Saharan Africa (SSA). It is based on the premise that the adoption of institutional perspective across regional hubs is pertinent in revealing and capturing the various factors influencing the creation of high-performance organisations in Africa. We argue that regulatory, normative, socio-cultural institutional factors facilitate but also impede the development of HPWOs in SSA. Building on the highperformance work practices (HPWP) model, we uncover the interactive relationship between HPWPs and the ability-motivation-opportunities (AMO) model of human resource management and how organisations can deploy them for the attainment of HPWO status.

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The challenges of employee resourcing: the perceptions of managers in Nigeria

Cited by 12 publications

References 59 publications

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

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

Environmental influences, employee resourcing strategies and small and medium-sized enterprises performance: Case of South African small restaurants

Institutional Factors and High-Performance Work Organisations (HPWOs) in Sub-Saharan Africa (SSA)

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