Pub Date : 2023-03-02DOI: 10.1177/23220937221148074
Sachin Batra, A. Rastogi
Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged.
{"title":"Authentic Leadership, Future Prospects and Affective Commitment in Early Career Employees—A Mediation Model","authors":"Sachin Batra, A. Rastogi","doi":"10.1177/23220937221148074","DOIUrl":"https://doi.org/10.1177/23220937221148074","url":null,"abstract":"Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2023-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42568037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-27DOI: 10.1177/23220937221146387
Rahul Sivarajan, Aparna M. Varma, Moon Narzary, Cini Siju
In this qualitative study spread across three Indian states—Assam, Kerala and Maharashtra, we explore how 13 Indian staff nurses working full time in the first wave of the COVID pandemic cope with the increased job demands and perceived psychological contract breaches (PCB) from a work−home resources (W−HR) perspective. The study utilises the W−HR model as a theoretical lens to analyse the nurses’ lived experiences through a phenomenological approach. We could observe that a significant black swan event such as the pandemic can trigger resource depletion at work and home and materialise in PCB at work for the nurses. Nurses then resort to sensemaking to tide over the pandemic-affected work circumstances by balancing contextual demands and personal resources. By integrating PCB experienced by these nurses via a W−HR model framework, we address calls by researchers to understand how psychological contracts change over time.
{"title":"Leveraging from Home: A Qualitative Study Examining Indian Nurses’ Job Demand Management during the Pandemic","authors":"Rahul Sivarajan, Aparna M. Varma, Moon Narzary, Cini Siju","doi":"10.1177/23220937221146387","DOIUrl":"https://doi.org/10.1177/23220937221146387","url":null,"abstract":"In this qualitative study spread across three Indian states—Assam, Kerala and Maharashtra, we explore how 13 Indian staff nurses working full time in the first wave of the COVID pandemic cope with the increased job demands and perceived psychological contract breaches (PCB) from a work−home resources (W−HR) perspective. The study utilises the W−HR model as a theoretical lens to analyse the nurses’ lived experiences through a phenomenological approach. We could observe that a significant black swan event such as the pandemic can trigger resource depletion at work and home and materialise in PCB at work for the nurses. Nurses then resort to sensemaking to tide over the pandemic-affected work circumstances by balancing contextual demands and personal resources. By integrating PCB experienced by these nurses via a W−HR model framework, we address calls by researchers to understand how psychological contracts change over time.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2023-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47146469","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-06DOI: 10.1177/23220937221144364
M. Clarence, L. K. Jena
In this study, the influence of soul at work on discerning millennial employees was analysed, keeping in mind the newer workforce and less paid attention to the nurturance of their soul and discernment. This article also studies and investigates the mediating and moderating roles of personal and contextual resources. 624 respondents (367 office and 257 online) were interviewed working as executives in manufacturing and service industries (public and private) from eastern and northern India. Data was gathered using a cross-sectional study, and structural equation modelling (SEM) was employed to study the hypothesis. The findings indicated a relationship between soul at work and discerning millennial employees. The impact of meditation and moderation was also found in this relationship. The study adds to the literature on the soul at work by combining it with discerning millennial employees, demonstrating its uniqueness and importance for the desired outcome. This research explains unique results with meaningful discussion and practical suggestions derived from the data.
{"title":"The Role of Personal and Contextual Resources on the Relationship Between Soul at Work and Discerning Millennial Employees","authors":"M. Clarence, L. K. Jena","doi":"10.1177/23220937221144364","DOIUrl":"https://doi.org/10.1177/23220937221144364","url":null,"abstract":"In this study, the influence of soul at work on discerning millennial employees was analysed, keeping in mind the newer workforce and less paid attention to the nurturance of their soul and discernment. This article also studies and investigates the mediating and moderating roles of personal and contextual resources. 624 respondents (367 office and 257 online) were interviewed working as executives in manufacturing and service industries (public and private) from eastern and northern India. Data was gathered using a cross-sectional study, and structural equation modelling (SEM) was employed to study the hypothesis. The findings indicated a relationship between soul at work and discerning millennial employees. The impact of meditation and moderation was also found in this relationship. The study adds to the literature on the soul at work by combining it with discerning millennial employees, demonstrating its uniqueness and importance for the desired outcome. This research explains unique results with meaningful discussion and practical suggestions derived from the data.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2023-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46642679","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-20DOI: 10.1177/23220937221144361
Udhayageetha Veerasamy, Michael Sammanasu Joseph, Satyanarayana Parayitam
The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.
{"title":"Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators","authors":"Udhayageetha Veerasamy, Michael Sammanasu Joseph, Satyanarayana Parayitam","doi":"10.1177/23220937221144361","DOIUrl":"https://doi.org/10.1177/23220937221144361","url":null,"abstract":"The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46996186","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-24DOI: 10.1177/23220937221128430
Meghna Goswami, R. Agrawal, A. K. Goswami
This study aims to empirically examine the factor structure and validity of psychological capital in the Indian context. Further, it also examines the linkage of psychological capital with learning orientation. A quantitative methodology was adopted, and data were collected using a questionnaire from 700 employees of public sector research organisations, information and communication technology companies, and academic universities and colleges in India. The findings reveal that psychological capital construct has a four-factor second-order structure and a synergetic effect on outcomes, and its four factors are related but distinct constructs. The findings also confirm that psychological capital has significant positive influence on the learning orientation of members of the organisation. Further, the level of psychological capital was found to vary across gender, age, work experience and executive level but not with qualification. This research will add into theory a detailed understanding about psychological capital and its relationship with learning orientation. The findings suggest that management should emphasise on preparing psychological capital interventions and trainings based on specific target groups in order to gain sustainable competitive advantage.
{"title":"Examining Factor Structure and Validity of Psychological Capital and Its Relationship with Learning Orientation","authors":"Meghna Goswami, R. Agrawal, A. K. Goswami","doi":"10.1177/23220937221128430","DOIUrl":"https://doi.org/10.1177/23220937221128430","url":null,"abstract":"This study aims to empirically examine the factor structure and validity of psychological capital in the Indian context. Further, it also examines the linkage of psychological capital with learning orientation. A quantitative methodology was adopted, and data were collected using a questionnaire from 700 employees of public sector research organisations, information and communication technology companies, and academic universities and colleges in India. The findings reveal that psychological capital construct has a four-factor second-order structure and a synergetic effect on outcomes, and its four factors are related but distinct constructs. The findings also confirm that psychological capital has significant positive influence on the learning orientation of members of the organisation. Further, the level of psychological capital was found to vary across gender, age, work experience and executive level but not with qualification. This research will add into theory a detailed understanding about psychological capital and its relationship with learning orientation. The findings suggest that management should emphasise on preparing psychological capital interventions and trainings based on specific target groups in order to gain sustainable competitive advantage.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47977423","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-10DOI: 10.1177/23220937221125551
M. Rahaman, Md. Shamsul Arefin
Drawing on the self-determination theory, this study aimed to examine whether perceived safety climate influenced prosocial motivation, consequently affecting two types of safety citizenship behaviours: prosocial and proactive. Two-wave time-lagged data were collected from 334 readymade garment employees in Bangladesh. Hypothesised relationships were examined using analysis of moment structures (AMOS) and statistical package for the social sciences (SPSS). This study revealed that the perceived safety climate positively influenced prosocial motivation among garment employees. In addition, perceived safety climate is related to both types of safety citizenship behaviours. Moreover, this study found that the relationship between perceived safety climate and safety citizenship behaviours was mediated by prosocial motivation. This study is a pioneer in investigating the motivating mechanism of perceived safety climate to stimulate garment employees’ citizenship behaviours. These findings provide significant evidence and guidance for garment manufacturers and managers to bolster garment employees’ prosocial and proactive safety behaviours.
{"title":"Linking Safety Climate and Safety Citizenship Behaviour in the Bangladeshi Garment Industry: Role of Employees’ Prosocial Motivation","authors":"M. Rahaman, Md. Shamsul Arefin","doi":"10.1177/23220937221125551","DOIUrl":"https://doi.org/10.1177/23220937221125551","url":null,"abstract":"Drawing on the self-determination theory, this study aimed to examine whether perceived safety climate influenced prosocial motivation, consequently affecting two types of safety citizenship behaviours: prosocial and proactive. Two-wave time-lagged data were collected from 334 readymade garment employees in Bangladesh. Hypothesised relationships were examined using analysis of moment structures (AMOS) and statistical package for the social sciences (SPSS). This study revealed that the perceived safety climate positively influenced prosocial motivation among garment employees. In addition, perceived safety climate is related to both types of safety citizenship behaviours. Moreover, this study found that the relationship between perceived safety climate and safety citizenship behaviours was mediated by prosocial motivation. This study is a pioneer in investigating the motivating mechanism of perceived safety climate to stimulate garment employees’ citizenship behaviours. These findings provide significant evidence and guidance for garment manufacturers and managers to bolster garment employees’ prosocial and proactive safety behaviours.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"38 1","pages":"350 - 372"},"PeriodicalIF":1.7,"publicationDate":"2022-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75818812","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-01DOI: 10.1177/23220937221125557
B. Chhabra
Drawing upon the conservation of resource (COR) theory, the purpose of the article is to explore how the two dimensions of job insecurity, that is, quantitative, and qualitative insecurity relate to unethical pro-organisational behaviour (UPB). The study further aims to investigate if job embeddedness moderates the relationship between two forms of insecurity and UPB. The hypotheses were tested with three wave survey data collected from 354 employees during the period of strict lockdown in India when all the employees were working from home. The main and interaction effects were analysed with regression analysis on PROCESS v 3.0 macro. Quantitative job insecurity was seen to influence UPB positively, whereas no significant relation was found between qualitative insecurity and UPB. The two dimensions of job insecurity and UPB were moderated by job embeddedness such that the association was greater for employees who were more embedded. The results point towards the ‘dark side’ of embeddedness which may have deleterious effects for the organisation in the form of UPB.
{"title":"Desperate Times, Desperate Measures: Exploring the Dark Side of Job Embeddedness During COVID-19 Pandemic","authors":"B. Chhabra","doi":"10.1177/23220937221125557","DOIUrl":"https://doi.org/10.1177/23220937221125557","url":null,"abstract":"Drawing upon the conservation of resource (COR) theory, the purpose of the article is to explore how the two dimensions of job insecurity, that is, quantitative, and qualitative insecurity relate to unethical pro-organisational behaviour (UPB). The study further aims to investigate if job embeddedness moderates the relationship between two forms of insecurity and UPB. The hypotheses were tested with three wave survey data collected from 354 employees during the period of strict lockdown in India when all the employees were working from home. The main and interaction effects were analysed with regression analysis on PROCESS v 3.0 macro. Quantitative job insecurity was seen to influence UPB positively, whereas no significant relation was found between qualitative insecurity and UPB. The two dimensions of job insecurity and UPB were moderated by job embeddedness such that the association was greater for employees who were more embedded. The results point towards the ‘dark side’ of embeddedness which may have deleterious effects for the organisation in the form of UPB.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49543886","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-19DOI: 10.1177/23220937221125552
M. K. Miah, Mashita Khasro Sarah, Yoshi Takahash
This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.
{"title":"Human Resource Management Practices of Foreign Manufacturing Companies in Bangladesh: A Comparative Study","authors":"M. K. Miah, Mashita Khasro Sarah, Yoshi Takahash","doi":"10.1177/23220937221125552","DOIUrl":"https://doi.org/10.1177/23220937221125552","url":null,"abstract":"This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"34 1","pages":"301 - 323"},"PeriodicalIF":1.7,"publicationDate":"2022-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81586723","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-18DOI: 10.1177/23220937221124745
M. N. Islam, M. Absar, Monowar Mahmood
This article aims to determine the current status of human resource management (HRM) research in Bangladesh by reviewing papers published from 1971 to 2021 and offering recommendations for future research. An electronic search of the Scopus database was carried out using 17 keywords connected to HRM in combination with ‘Bangladesh’ and ‘Bangladeshi’. Finally, through a systematic literature review using the preferred reporting items for systematic reviews and meta-analyses (PRISMA), 25 empirical articles published in journals listed in the Australian Business Deans Council (ABDC) ranking were carefully chosen for the present review to ensure they were of good quality. This review demonstrates several distinct features of Bangladeshi HRM research conducted so far. First, no Bangladeshi HRM-based study has been published in A*-ranked journals in the ABDC ranking. Second, Bangladesh-based HRM studies have mostly employed self-reported questionnaires. Third, directors/heads of departments/managers/supervisors are the primary data sources in Bangladesh-based studies. Fourth, no longitudinal study has been conducted in Bangladesh-based HRM research in the last 50 years. Despite some limitations, the present review makes a notable contribution to the field of HRM in Bangladesh by identifying existing research gaps, as this is the first extensive and systematic review of HRM research in Bangladesh. Additionally, this study provides future research directions that could contribute to industrial development, economic growth, and HRM knowledge advancement and dissemination in Bangladesh.
{"title":"A Systematic Review of 50 Years of Human Resource Management Research in Bangladesh: Retrospective Reflections and Forward Trajectories","authors":"M. N. Islam, M. Absar, Monowar Mahmood","doi":"10.1177/23220937221124745","DOIUrl":"https://doi.org/10.1177/23220937221124745","url":null,"abstract":"This article aims to determine the current status of human resource management (HRM) research in Bangladesh by reviewing papers published from 1971 to 2021 and offering recommendations for future research. An electronic search of the Scopus database was carried out using 17 keywords connected to HRM in combination with ‘Bangladesh’ and ‘Bangladeshi’. Finally, through a systematic literature review using the preferred reporting items for systematic reviews and meta-analyses (PRISMA), 25 empirical articles published in journals listed in the Australian Business Deans Council (ABDC) ranking were carefully chosen for the present review to ensure they were of good quality. This review demonstrates several distinct features of Bangladeshi HRM research conducted so far. First, no Bangladeshi HRM-based study has been published in A*-ranked journals in the ABDC ranking. Second, Bangladesh-based HRM studies have mostly employed self-reported questionnaires. Third, directors/heads of departments/managers/supervisors are the primary data sources in Bangladesh-based studies. Fourth, no longitudinal study has been conducted in Bangladesh-based HRM research in the last 50 years. Despite some limitations, the present review makes a notable contribution to the field of HRM in Bangladesh by identifying existing research gaps, as this is the first extensive and systematic review of HRM research in Bangladesh. Additionally, this study provides future research directions that could contribute to industrial development, economic growth, and HRM knowledge advancement and dissemination in Bangladesh.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"5 1","pages":"196 - 224"},"PeriodicalIF":1.7,"publicationDate":"2022-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78570660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-12DOI: 10.1177/23220937221130609
Monowar Mahmood, S. Saha, M. Absar
mission statements significantly impact the all three aspects of employee job commitment. Employee involvement, another type of OC, only impacts the normative commitment of the employees. The findings of the study reiterated the need for developing a strong corporate culture to increase employee job commitment in Bangladesh. Thus, the authors made it clear that the development of appropriate OC can increase employee job commitment, productivity, efficiency and job performance. They also emphasised that an appropriate OC can reduce employee turnover intention and absenteeism in public sector organisations. in the paper ‘Human Resource Management Practice of Foreign Manufacturing Companies in Bangladesh: A Comparative Study’, invested the HRM practices of foreign companies in Bangladesh. Following a qualitative research method, the authors compared HRM practices of six foreign companies—two American, two British, and two Japanese—from a comparative perspective of assessing the implementation of HRM practices from their country of origin. The findings identified a blend of foreign origin and locally developed HRM practices in all these companies, where the degree of adoption varied among the companies. The parent company’s influence appeared to have a substantial impact on the convergence or divergence of HRM practices in the Bangladeshi context. Among the foreign manufacturing companies, Japanese companies mostly tried to implement the core HRM practices as prescribed by the parent companies, whereas the British and American companies mostly adjusted and adapted their HRM practices based on the host country’s circumstances. The findings indicated the need for cross-cultural adjustments to HRM practices and suggested foreign companies to develop HRM practices considering the socio-cultural contexts and institutional arrangements of the country. ‘Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh’, aimed to establish the predictors of behavioural intention and actual use of artificial intelligence (AI) in recruiting talents by HR professionals using the UTAUT (the unified theory of acceptance and use of technology) lens in an emerging country context in a moderated mechanism. The study demonstrated that performance expectancy, effort expectancy, social influence and facilitating conditions had a significant impact on behavioural intention to use AI and subsequently influence the actual adoption of AI-based technologies in recruitment. The study’s findings also indicated that perceived credibility had no significant effect on behavioural intention to use AI. Moreover, the moderation effect revealed that none of the moderating variables (gender and firm size) significantly influenced the adoption of AI in recruitment. The study recommended that AI-enabled technologies can effectively assist organisations in conducting talent acquisition and replace traditional recruitment proces
{"title":"HRM in Bangladesh: Past, Present and Future","authors":"Monowar Mahmood, S. Saha, M. Absar","doi":"10.1177/23220937221130609","DOIUrl":"https://doi.org/10.1177/23220937221130609","url":null,"abstract":"mission statements significantly impact the all three aspects of employee job commitment. Employee involvement, another type of OC, only impacts the normative commitment of the employees. The findings of the study reiterated the need for developing a strong corporate culture to increase employee job commitment in Bangladesh. Thus, the authors made it clear that the development of appropriate OC can increase employee job commitment, productivity, efficiency and job performance. They also emphasised that an appropriate OC can reduce employee turnover intention and absenteeism in public sector organisations. in the paper ‘Human Resource Management Practice of Foreign Manufacturing Companies in Bangladesh: A Comparative Study’, invested the HRM practices of foreign companies in Bangladesh. Following a qualitative research method, the authors compared HRM practices of six foreign companies—two American, two British, and two Japanese—from a comparative perspective of assessing the implementation of HRM practices from their country of origin. The findings identified a blend of foreign origin and locally developed HRM practices in all these companies, where the degree of adoption varied among the companies. The parent company’s influence appeared to have a substantial impact on the convergence or divergence of HRM practices in the Bangladeshi context. Among the foreign manufacturing companies, Japanese companies mostly tried to implement the core HRM practices as prescribed by the parent companies, whereas the British and American companies mostly adjusted and adapted their HRM practices based on the host country’s circumstances. The findings indicated the need for cross-cultural adjustments to HRM practices and suggested foreign companies to develop HRM practices considering the socio-cultural contexts and institutional arrangements of the country. ‘Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh’, aimed to establish the predictors of behavioural intention and actual use of artificial intelligence (AI) in recruiting talents by HR professionals using the UTAUT (the unified theory of acceptance and use of technology) lens in an emerging country context in a moderated mechanism. The study demonstrated that performance expectancy, effort expectancy, social influence and facilitating conditions had a significant impact on behavioural intention to use AI and subsequently influence the actual adoption of AI-based technologies in recruitment. The study’s findings also indicated that perceived credibility had no significant effect on behavioural intention to use AI. Moreover, the moderation effect revealed that none of the moderating variables (gender and firm size) significantly influenced the adoption of AI in recruitment. The study recommended that AI-enabled technologies can effectively assist organisations in conducting talent acquisition and replace traditional recruitment proces","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"1 1","pages":"189 - 195"},"PeriodicalIF":1.7,"publicationDate":"2022-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80517922","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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