EUSpace Collection:http://repository.elizadeuniversity.edu.ng/jspui/handle/20.500.12398/302023-09-01T07:47:44Z2023-09-01T07:47:44ZWorking with emotions: cultural employee perspectives to service management expectationsAkanji, BabatundeOruh, Emeka SmartMordi, Chimahttp://repository.elizadeuniversity.edu.ng/jspui/handle/20.500.12398/13682022-05-27T03:00:13Z2021-10-01T00:00:00ZTitle: Working with emotions: cultural employee perspectives to service management expectations
Authors: Akanji, Babatunde; Oruh, Emeka Smart; Mordi, Chima
Abstract: Purpose Drawing on the emotional labour theory, the purpose of this paper is to explore the effects of cultural orientation on emotion regulation and display processes for service employees. Design/methodology/approach Based on a Nigerian study where literature is scarce, data were gathered from semi-structured interviews conducted with 40 call centre service agents. Findings The findings identified three key values around reinforcing social cohesion, anticipated self-curtailment, hierarchy and expressions of servility based on broader societal needs to promote relational harmony when managing customer relations during inbound calls into the call centre.Research limitations/implications The extent to which the findings can be generalised is constrained by the limited and selected sample size. However, the study makes contributions to the service work theory by identifying the extent to which communication of emotions is informed in large parts by local culture and seeks to incite scholarly awareness on the differences of emotional display rules from a developing country other than western contexts. Originality/value This paper is among the first to focus on the interface between culture and emotional labour from a Sub-Saharan African context.
Description: Staff Publication2021-10-01T00:00:00ZA critical discourse analysis of the link between professional culture and organisational cultureAdisa, Toyin AjibadeOruh, Emeka SmartAkanji, Babatundehttp://repository.elizadeuniversity.edu.ng/jspui/handle/20.500.12398/13662022-05-26T03:00:15Z2020-02-01T00:00:00ZTitle: A critical discourse analysis of the link between professional culture and organisational culture
Authors: Adisa, Toyin Ajibade; Oruh, Emeka Smart; Akanji, Babatunde
Abstract: Purpose – Despite the fundamental role of culture in an organisational setting, little is known
of how organisational culture can be sometime determined/influenced by professional culture,
particularly in the global south. Using Nigeria as a research focus, this article uses critical
discuss analysis to examine the link between professional and organisational culture.
Design/Methodology/Approach – This study uses qualitative research approach to establish
the significance of professional culture as a determinant of organisational culture among
healthcare organisations.
Findings – We found that the medical profession, in Nigeria, is replete with professional duties
and responsibilities, such as professional values and beliefs, professional rules and regulations,
professional ethics, eagerness to fulfil the Hippocratic Oath, professional language,
professional symbols, medicine codes of practice, and societal expectations, all of which
conflate to form medical professionals’ values, beliefs, assumptions, and the shared perceptions
and practices upon which the medical professional culture is strongly built. Thus, making the
medical professional culture stronger and more dominant over the healthcare organisational
culture.
Research Limitations/Implications – The extent to which the findings of this research can be
generalised is constrained by the limited and selected sample of the research.
Practical Implications – The primacy of professional culture over organisational culture may
have dysfunctional consequences for HRM, as medical practitioners are obliged to stick to
medical professional culture over human resources practices. Hence, human resources
departments may struggle to cope with the behavioural issues that arise due to the dominant
position taken by the medical practitioners. This is because the cultural system (professional
culture), which is the configuration of beliefs, perceived values, code of ethics, practices, etc.
shared by medical doctors, subverts the operating system. Therefore, in the case of healthcare
organisations, HRM should support and enhance the cultural system (the medical professional
culture) by offering compatible operating strategies and practices.
Originality/Value – This article provides valuable insights into the link between professional
culture and organisational culture. It also enriches debates on organisational culture and
professional culture. We therefore contend that a strong professional culture can overwhelm
and eventually become an organisational culture.
Description: Staff Publication2020-02-01T00:00:00ZThe Impact of COVID-19 on the Work-Life Balance of Working Mothers: Evidence from Nigerian AcademicsAkanji, BabatundeMordi, ChimaAjonbadi, HakeemAdekoya, Olatunjihttp://repository.elizadeuniversity.edu.ng/jspui/handle/20.500.12398/13652022-05-26T03:00:14Z2022-03-01T00:00:00ZTitle: The Impact of COVID-19 on the Work-Life Balance of Working Mothers: Evidence from Nigerian Academics
Authors: Akanji, Babatunde; Mordi, Chima; Ajonbadi, Hakeem; Adekoya, Olatunji
Abstract: Purpose – Given the limiting gender role conditions arising from the prevalence of
patriarchy in Nigeria and the shift to workers staying at home due to the deadly spread of
COVID-19, this article explores the impact of the COVID-19 pandemic on the work-life
balance of professional mothers using the work-home resources model as a conceptual lens.
Design/methodology/approach – The qualitative data is based on telephone interviews with
28 married female university academics with children.
Findings – Our findings reveal that the confinement policies enforced due to the need to
combat the spread of COVID-19 and patriarchal norms deeply embedded in the Nigerian
culture have exacerbated stress among women, who have needed to perform significantly
more housework and childcare demands alongside working remotely than they did prior to
the pandemic. The thematic analysis showed a loss of personal resources (e.g. time, energy,
and income) resulting in career stagnation, health concerns, and increased male chauvinism
due to the abrupt and drastic changes shaping the ‘new normal’ lifestyle.
Research limitations/implications – The study relies on a limited qualitative sample size,
which makes the generalisation of findings difficult. However, the study contributes to the
emerging global discourse on the profound negative consequences of COVID-19 on the lives
and livelihoods of millions, with a focus on the stress and work-family challenges
confronting women in a society that is not particularly egalitarian – unlike western cultures.
Originality/value – The article provides valuable insights on how the COVID-19 pandemic
has dramatically affected professional working mothers in the Sub-Saharan African context,
where literature is scarce.
Description: Staff Publication2022-03-01T00:00:00ZFreedom and Flexibility: The Work-Family Balance of Single Female Entrepreneurs in NigeriaAdisa, T. A.Mordi, CAkanji, B.http://repository.elizadeuniversity.edu.ng/jspui/handle/20.500.12398/13642022-05-26T03:00:14Z2021-01-01T00:00:00ZTitle: Freedom and Flexibility: The Work-Family Balance of Single Female Entrepreneurs in Nigeria
Authors: Adisa, T. A.; Mordi, C; Akanji, B.
Abstract: Purpose – Work-family research has mainly focused on nuclear families, neglecting other
types of families, such as single self-employed parents. To what extent does the freedom and
flexibility attached to being single and self-employed hinder or enhance single parents’ workfamily balance? Using role theory as a theoretical lens, this study examines single selfemployed parents’ work-family balance.
Methodology – Drawing on the accounts of 25 single self-employed parents in Nigeria, the
article uses semi-structured interviews to examine how this group achieves work-family
balance.
Findings – We found that the freedom and flexibility associated with being single and selfemployed form a double-edged sword that increases the spate of singlehood and intensifies
commitments to work, altogether preventing the participants in the study from achieving workfamily balance. The findings also indicate that singlehood and a lack of spousal support cause
and exacerbate work-family imbalance for this group. The findings further indicate that the
reconstruction of functions, and the recreation of the traditional masculine gender role
overwhelm single self-employed women in their entrepreneurial activities, thereby causing a
lack of time and the energy required to function well in a family role, thus creating imbalance
between the different spheres of life.
Research limitations – The extent to which the findings of this research can be
generalised is constrained by the limited sample and scope of the research.
Practical implications – While literature espouses freedom and flexibility as important
ingredients needed to achieve work-family balance, this study shows that they enhance interrole role conflict. The study suggests creation of private or family time, devoid of work or
entrepreneurial engagements, for single female entrepreneurs. This will ensure quality time and
energy for the family and for fresh relationship – all of which will impact business positively.
Originality/value – Rather than enhancing work-family balance, the freedom and flexibility
attached to being single and self-employed remain the main source of work-family imbalance
for Nigerian single self-employed parents.
Description: Staff Publication2021-01-01T00:00:00Z