Institutional Context and the Effects of Human Resource Practices on Employee Attitudes in the Nigerian Public and Private Sector

This research examined the nature of HRM, and the effects of HR practices on employee attitudes, in the Nigerian public and private sector from an institutional perspective. The research was divided into 2 studies. Study 1 explored the influence of institutions on HRM in the public and private sector as well as examining the specific HRM techniques adopted in public and private sector organizations in Nigeria. Data for study 1 were collected from HR managers via questionnaires (n=122) and in-depth qualitative interviews (n=13) whilst study 2 data were collected from public and private sector employees (n=521) drawn from organizations participating in study 1. Findings from study 1 indicate that mimetic and normative mechanisms such as the influence of consultants and professional socialization respectively influenced HRM in both sectors in the same way. Nevertheless, due to weak enforcement of labour legislation in the private sector, the influence of coercive mechanisms such as labour laws, trade unions and regulatory bodies had stronger influence in the public sector. This resulted in diversity in specific HRM practices adopted across organizations; with private organizations more likely to adopt practices that were characterised by informality, cost-cutting, low employee voice and neglect of labour legislation. Findings from study 2 indicate significant effects of HR practices on employee attitudes in both sectors. Although it was expected that procedural justice and HR attributions would account for differences in the effects of HR practices on employee attitudes between public and private sector employees, the hypothesized relationships for HR attributions were not supported. However, the effects of HR practices on affective commitment through procedural justice were higher in the public sector. This research highlights the link between the institutional environment and the specific HRM practices adopted by organizations and how this in turn influences employee perceptions of fairness in relation to attitudinal outcomes of HR practices.