The Myth and the Reality of Work-Life Balance in Nigeria

This chapter provides a conceptual overview of work-life literature focusing on Nigeria. The chapter starts with a more global and academic presentation of the WLB conceptualisation of work, life and balance and situates it within HRM practices. Some overarching factors such as individual/organisational differences and expectations, cultural attributes and the institutional forces regulate work-life patterns working time. Extracting empirical evidence from almost exclusively Nigeria based studies, the chapter outlines and discusses key factors relating to WLB in Nigeria to include: working conditions (broken down as work intensification, physical presence at work, and lack of supportive culture), gender complexities, and institutional policies and initiatives as they affect the WLB experiences. The contribution of each of these factors to enhancing WLB was highlighted and broad-ranging future research ideas as well as managerial implications discussed. In Nigeria, long working hours, irregular work schedules, and general lack of WLB policies such as flexi-time options characterised the culture of many organisations and as such many employees working under poor conditions, are less likely to achieve WLB. Given recent global influences and consequent changes adopting new and evolving business realities during the COVID-19 pandemic, there is a massive opportunity for researchers to tap into the yawning gap of how business activities have changed in the management of WLB policies and initiatives and how all stakeholders have responded.