📖 ABSTRACT/OVERVIEW
This study theoretically reconstructs and empirically tests the integration of African Ubuntu philosophy into contemporary HRM practice, using Nigeria as the empirical anchor across its six geopolitical zones. Ubuntu, broadly understood as a philosophy of collective interdependence expressed in values of communal solidarity, relational obligation, and shared dignity, offers a culturally grounded alternative to the predominantly individualistic assumptions embedded in Western HRM theory. The study employs a two-phase design. Phase 1 develops an Ubuntu HRM Framework through systematic theoretical synthesis, drawing on African philosophy literature, indigenous management scholarship, and critical HRM theory. Phase 2 empirically tests the framework through a national survey of 380 employees across manufacturing, healthcare, banking, and public service sectors, supplemented by 24 organisational ethnographic observations across six states. Structural Equation Modelling tests the hypothesised relationships between Ubuntu HRM practice dimensions and outcomes including collective performance, social cohesion, employee wellbeing, and organisational identity. Findings confirm that Ubuntu-aligned HR practices, characterised by collective goal-setting, relational performance appraisal, communal recognition, and inclusive decision-making, significantly predict superior collective performance and wellbeing outcomes compared to purely individualistic HRM approaches. Cultural context moderates several relationships, with Ubuntu effects strongest in ethnically homogeneous team environments. The study makes four original contributions: an Ubuntu HRM Theory, a validated Ubuntu HRM Scale, an Ubuntu-Western HRM Integration Framework, and a cross-sector Ubuntu Practice Taxonomy for Nigerian organisations. Keywords: Ubuntu Philosophy, African HRM, Cultural Context, Collective Performance, Nigeria.
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