Research on employee voice has been widely documented for workers in traditional employment relationships (TERs) and has offered a broad understanding of how they express their ideas and complaints at work. However, an under-explored area concerns how workers express voice in non-traditional employment relationships (NTERs) characterised by flexibility, temporality, instability, and insecurity. Studying voice in NTERs is of high importance due to its increased potential proliferation and associated precariousness. In this paper, we expand the knowledge frontiers in the voice literature by conducting an integrative review of empirical studies that explore voice among workers in NTERs. We identify the forms of voice available to non-traditional workers, the issues they are interested in voicing, how effective their voice is in influencing management decisions, determinants, and outcomes of their voice. Future research agenda offered concerning how the neglected area of voice among non-traditional workers can be addressed. employment relationships (NTERs). TERs, otherwise known as standard employment, are characterised by contract permanency, specified work hours, working on employer's premises, continuity, long-term career expectations, and income security (Ashford et al., 2007). Conversely, NTERs, otherwise known as alternative work arrangements, non-standard

Orientation: The study explored how ethnicity affects the expected relationships among human resources management practice (HRMP), job satisfaction and affective organisational commitment.Research purpose: To establish how ethnicity affects the interpretation of organisationally provided HRMP, and how this interpretation affects the relationships among the study variables.Motivation for the study: Interest has moved from HRMP outcomes to how employees attribute meaning to existing HRMP. Hence, there is a need to study the variables that affect the attribution process and their effects on the effectiveness of HRMP.Research approach/design and method: The study was quantitative and utilised cross-sectional research design. Participants consisted of 450 employees from eight organisations in Nigeria.Main findings: Results indicated that HRMP is positively related to job satisfaction and organisational commitment, and ethnicity is negatively related to job satisfaction and organisational commitment. Ethnicity moderated the relationships among HRMP, job satisfaction and organisational commitment.Practical/managerial implications: Ethnicity affected the relationships among HRMP, job satisfaction and affective organisational commitment; hence, organisations may not be deriving the full anticipated benefits of HRMP. It was suggested that organisations should train managers to adopt positive behaviours that would enhance the management of ethnic diversity and reduce the negative effects of ethnicity.Contribution/value-add: Ethnic similarity has cultural significance in Nigeria and is known to affect managers’ and employees’ behaviour and the sharing of organisational benefits in the workplace. However, studies involving its role in HRMP attribution process are lacking. Hence, this study makes a valuable contribution to how ethnicity affects attribution in HRMP studies.

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Recent studies show that domestic work, which cut across age and gender, can have adverse and exploitative consequences for workers, particularly in an unregulated environment. Due to these concerns, international organizations have enacted legislation for a regulated legal environment for domestic work for member nations to domesticate. Nigeria, as a member nation and signatory to the conventions and recommendations, has failed to enact legislation that will regulate the domestic work contractual terms. This article reviews the experiences of domestic workers in Nigeria concerning the abuses and exploitations they suffer in the hands of their employers. The ethical implications of the employers' attitude towards domestic workers are considered. Drawing on the qualitative methodological approach, primary data were collected from 26 interviews with domestic workers in Lagos, Nigeria. Also, secondary data from newspaper and magazine reports were analyzed. Germane ethical issues such as long hours of work, workload, lack of voice, abuses and ill-treatment, health and safety, maternity protection, are explored from the reported experiences of the workers and policy recommendations are made on the urgent need for the state to enact stringent legislation to stop unethical practices in the domestic work industry.