Theme 6: HRM and Work in the Global South
Theme members: Dr Samsul Alam, Dr Amarachi Amaugo, Dr Chianu Dibia, Dr Chibuzo Ejiogu, Dr Adam Fishwick, Dr Divya Jyoti and Dr Suman Saha
The research focuses on the Global South, in particular emerging economies, and examines the development trajectories of new industrial regions, changing patterns of work and employment and the role of the informal economy. It challenges theoretical insights developed in the North for their inability to adequately analyse the realities of the South. Instead, it qualifies and ‘theorises back’ by drawing upon long-term research. The research is interdisciplinary and draws on economic geography and the sociology of work. It contributes to key international academic and policy debates on regional development, industrial and social upgrading and the nature of capitalism.
Regional Development: This strand engages with how regions are theorized, developed and understood. Both development and capitalism are increasingly analysed at a sub-national / regional level in comparative capitalism as well as the global production networks literature. It challenges the projection of regions in the Global South as either regions of innovation or exploitation, and of development in pure economic terms. Instead it demonstrates how different actors (firms, state and labour) actively construct social relations in a particular place that influences their resources and options and determine development paths and prospects of a region. This strand of research takes in, for example, factors affecting the investment climate of SMEs and productivity and entrepreneurship in Nigeria (Amaugo)
Changing patterns of work and employment: Existing forms of work and employment are altering to accommodate imperatives of foreign capital, especially through multinational firms and in new industrial regions. These range from changes at the formal workplace to a weakening of unionism and to the informalisation of formal work in households and communities. The latter has implication for conceptualizing labour as well as strategies for mobilization and unionism. An important issue is the manner in which these new configurations act as stressors in emerging economies e.g. Nigeria (Dibia) and how corporate codes of conduct are translated and experienced by indigenous workers (Jyoti). In a recent edited text the political economy of work in the global south has been explored through a labour process lens (Fishwick).
Informal economy and capitalism in a comparative perspective: As work continues to reach beyond the formal workplace and into the informal economy - into the community, household and the realm of social reproduction – it raises questions about the understanding of capitalism as based purely on the formal economy and formal institutions/actors. Informal work is predominant in the Global South and is increasingly prevalent in the Global North. The interlinkages between the formal-informal economy, the challenge of regulating the informal economy and the challenge of organising disparate, dispersed and often mobile informal workplaces and workers requires a rethink of established concepts and methodologies. This dynamic takes in a number of important themes including corporate social responsibility and sustainability standards in emerging economies (Jyoti, Ejiogu).
Project: Organisational Stress: Studies from the Nigerian context
Theme member: Chianu Dibia
This research focuses on the current state of organisational stress as experienced by individuals working in Nigeria. Within this context, we investigate the unique stressors and strains experienced by the Nigerian worker. Furthermore, we consider how organisational stress witnessed in Nigeria compares to other parts of the world. Also, we explain the mediating role of cultural, leadership and institutional factors on organisational stress within the Nigerian context.
Recent Outputs
Oruh, E. S., Mordi, C, Dibia, C. H., & Ajonbadi, H. A. (2021), “Exploring Compassionate Managerial Leadership Style in Reducing Employee Stress During Covid-19 Crisis: The Case of Nigeria”, Employee Relations, Forthcoming (accepted for publication).
Dibia, C. H., Oruh, E. S., Osibanjo, O. A., & Ojebola, O. (2021). Organizational Stress: A Critical Review from Nigeria. In K. A. Sharma, C. L. Cooper, & D. M. Pestonjee (Eds.), Organizational Stress Around the World (1st ed., pp.145-166). New York: Routledge
Oruh, E. S., & Dibia, C. H. (2020), “Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain”, Employee Relations, Vol. 42 No. 6, pp.1381-1400. https://doi.org/10.1108/ER-11-2019-0425
Project: A cross-cultural study of Workplace Bullying
Theme member: Amarachi Amaugo
Workplace bullying is a global problem associated with severe harm which can lead to organisational underperformance (Hoel et al., 2011). This research focusses on the cross-cultural nature of the workplace bullying and harassment. Its focus on an under-researched area, requiring extensive data collection. Increasing international interest in workplace bullying will make a significant contribution to knowledge. The project seeks to are explore the national and organisational factors especially the legal factors, which may influence definitions and experiences of workplace bullying, such as the effect of such as the impact of institutionalism and social capital.
The findings are also expected to have wide implications for practice and policy and influence policy change. By furthering the understanding of how bullying is experienced in different cultural settings, more relevant interventions can be developed for domestic companies in the regions studied, in which there is a growing emphasis on the HRM function, and for multinational companies operating in these regions.