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Research paper thumbnail of The role of human resource information system on operational efficiency: Evidence from selected service oriented Bangladeshi firms

Scholar Journals Inc., 2020

The study made an attempt to reveal the role of human resource information system (HRIS) on the o... more The study made an attempt to reveal the role of human resource information system (HRIS) on the operational efficiency (OE) of selected Bangladeshi service oriented firms. For due purpose, five components of HRIS (Job analysis, e-recruitment & selection, e-compensation & benefit, e-performance appraisal and e-communication) have been selected based on literature as the independent variables while OE has been considered as the dependent one. The study has been carried out with a sample size of 256 top & 308 mid-level managers (total 564) of 64 private and public firms of 7 service sectors of Bangladesh. The respondents were selected through convenience sampling technique and the data were collected using a detailed structured questionnaire. For testing the relationship between the variables, Pearson's correlation coefficient technique; and for testing the validity of hypotheses, linear and multiple regression analyses have been used. After utilizing the specified statistical tools, the results indicate that all the five components of HRIS have positive relationships with operational efficiency while the relationship is strongest for e-recruitment & selection followed by e-communication. The findings of this study are expected to be valuable for the HR managers in adopting and understanding the conductive results of HRIS applications at organizations as well as for academicians to study the contribution of HRIS to a further extent.

Research paper thumbnail of Article- Impact of Emotional Intelligence on Turnover Intentions of Front-Line Bank Employees of Bangladesh: The Role of Leadership

International Journal of Business Insights and transformation, 2019

This paper aims at identifying the relationship between emotional intelligence and turnover inten... more This paper aims at identifying the relationship between emotional intelligence and turnover intentions of frontline bank employees in Bangladesh. The study also included leadership influence as a moderator to test how it influences the relationship between the two. The study has a valid sample size of 927 using convenience sampling technique. The results indicate that emotional intelligence has a positive and strong relationship with turnover intention, that is, employees with higher emotional intelligence have a higher turnover intention. The results also depict that higher leadership influence can have a strong influence on the relationship, that is, leaders with higher influence can reduce the turnover intention of the employees. The result of this empirical study is expected to be beneficial for those managers who want to retain their valuable, competent employees and for the academicians who wish to investigate further in the areas of emotional intelligence, turnover intention and leadership influence

Research paper thumbnail of Adoption of proper HRM practices: A technique for retaining employees and increasing firm performance?

This study has been developed to endeavor the relationship between seven Human Resource Practices... more This study has been developed to endeavor the relationship between seven Human Resource Practices (job analysis, recruitment & selection, adequate job training facilities,
opportunities for career development, compensation & benefit, managerial relationship with employees and degree of employee participation in decision making) and their tentative
impact on employee retention and firms’ performance. The research was carried out with a sample size of 200 non-managers and 50 top level managers of 25 public and private corporate firms in Bangladesh. Data have been collected through a detailed structured questionnaire from the respondents. Judgment sampling method has been used to recruit the respondents. Results after careful statistical analysis revealed a very interesting and unusual conclusion. It indicated that there is a positive but insignificant relationship between job analysis, management-employee relationship and participation in decision making with employee retention. The other four independent variables, recruitment & selection, job training facilities, career development and compensation & benefit have negative relationship with employee retention. Among them, job training and compensation & benefit has strong negative relationship with employee retention. On the other hand, job analysis, management-employee relationship and participation in decision making have positive relationship with firm performance. Among them, management-employee
relationship has significant and participation in decision making process insignificant positive effects on firm performance.

Research paper thumbnail of Employee Motivation in the Non-government Financing Companies of Bangladesh

Bangladesh is a small country of South—East Asia. It is a low-lying coastal area surrounded by In... more Bangladesh is a small country of South—East Asia. It is a low-lying coastal area surrounded by India on three sides and Bay of Bengal in one side. It is one of the densely populated countries in the world. Natural disaster is a common phenomenon in this country. Most of the people live in villages and depend on agriculture for the livelihood. Agriculture is responsible for 32% of the total GDP (An overview or the current economic growth in Bangladesh at www.GlobalPolicyNetwork.org). But there is no specific management level in agricultural sector as it is still running with old style fashion. Motivation as an incentive of inspiring employees in all sectors appears strongly in private sector enterprises and slightly in govt. sector organizations and Non Govt. Organizations (NG0s).
Government sector organizations are counting loss year after year due to inappropriate training, shortage of skilled
workers, poor salary, weak administration, poor ethical standard, corruption and overall lacking of motivation.
Skilled and honest workers are being motivated in private sector organizations. Government organizations were
never been designed according to any predetermined criteria. They were established and their goals were set by
executive orders considering other factors like social, economic and technological environment. Here motivation of employees is not so important. The highest level of cabinet can play a significant role in removing misunderstanding, resolving conflict and helping reach consensus on vital issues.
On the other hand, private sector organizations are creating the stairs to up raising the position for individuals. Senior, junior designation, ethnicity and religion are not a barrier to explore potentiality and reward. Most of the private HRM structures are divisional. Some of the giant organizations have experimented with matrix structure to overcome the difficulties of the big projects. Unlike public/ govt. sector organizations, there are no trade unions in private sector firms. So the employees here have no right to bargain collectively with the employer for their demands. Another characteristic of such organizations is that they have different motivational schemes and training programmes for their staffs. Motivation is a measure to raise the employee morale and make him
enthusiastic to his work. It could be done in many ways. Every measure is not appropriate everywhere. Particularly in LDCs, it is proved that people are motivated mainly by higher salary and other economic benefits.

Research paper thumbnail of The Influence of Financial and Non-Financial Rewards; and Employee Empowerment on Task Motivation and Firm Performance of Bangladeshi Front Line Employees: A Critical Approach

Motivated employees play a significant task in organizational achievement, and precedent research... more Motivated employees play a significant task in organizational achievement, and precedent research points to an optimistic association between acuity of empowerment and motivation. A well known model put forth by Spreitzer (2006) proposes that two major workings of control systems will certainly affect employee feelings of empowerment- performance feedback and performance based reward systems. This investigational study contributes to the behavioural accounting literature studied on the performance of Bangladeshi front line managers by providing how specific types of performance feedback and performance based rewards have an effect on three psychological dimensions of empowerment. Also, a comparatively simple context has been used to examine whether calculations validated on surveys of managers also hold for lower level workers. The results propose that feedback and rewards affect the scope of empowerment in a different way for lower level managers in different industrial sectors of Bangladesh than they do for top level managers. In addition, in general, motivation was not considerably associated with two of the three empowerment scopes. Implications of this study are that methods that work to boost manager perceptions of empowerment may not work at lower organizational levels in Bangladesh, and even if victorious, the related add to in employee motivation may not be momentous.

Research paper thumbnail of The role of human resource information system on operational efficiency: Evidence from selected service oriented Bangladeshi firms

Scholar Journals Inc., 2020

The study made an attempt to reveal the role of human resource information system (HRIS) on the o... more The study made an attempt to reveal the role of human resource information system (HRIS) on the operational efficiency (OE) of selected Bangladeshi service oriented firms. For due purpose, five components of HRIS (Job analysis, e-recruitment & selection, e-compensation & benefit, e-performance appraisal and e-communication) have been selected based on literature as the independent variables while OE has been considered as the dependent one. The study has been carried out with a sample size of 256 top & 308 mid-level managers (total 564) of 64 private and public firms of 7 service sectors of Bangladesh. The respondents were selected through convenience sampling technique and the data were collected using a detailed structured questionnaire. For testing the relationship between the variables, Pearson's correlation coefficient technique; and for testing the validity of hypotheses, linear and multiple regression analyses have been used. After utilizing the specified statistical tools, the results indicate that all the five components of HRIS have positive relationships with operational efficiency while the relationship is strongest for e-recruitment & selection followed by e-communication. The findings of this study are expected to be valuable for the HR managers in adopting and understanding the conductive results of HRIS applications at organizations as well as for academicians to study the contribution of HRIS to a further extent.

Research paper thumbnail of Article- Impact of Emotional Intelligence on Turnover Intentions of Front-Line Bank Employees of Bangladesh: The Role of Leadership

International Journal of Business Insights and transformation, 2019

This paper aims at identifying the relationship between emotional intelligence and turnover inten... more This paper aims at identifying the relationship between emotional intelligence and turnover intentions of frontline bank employees in Bangladesh. The study also included leadership influence as a moderator to test how it influences the relationship between the two. The study has a valid sample size of 927 using convenience sampling technique. The results indicate that emotional intelligence has a positive and strong relationship with turnover intention, that is, employees with higher emotional intelligence have a higher turnover intention. The results also depict that higher leadership influence can have a strong influence on the relationship, that is, leaders with higher influence can reduce the turnover intention of the employees. The result of this empirical study is expected to be beneficial for those managers who want to retain their valuable, competent employees and for the academicians who wish to investigate further in the areas of emotional intelligence, turnover intention and leadership influence

Research paper thumbnail of Adoption of proper HRM practices: A technique for retaining employees and increasing firm performance?

This study has been developed to endeavor the relationship between seven Human Resource Practices... more This study has been developed to endeavor the relationship between seven Human Resource Practices (job analysis, recruitment & selection, adequate job training facilities,
opportunities for career development, compensation & benefit, managerial relationship with employees and degree of employee participation in decision making) and their tentative
impact on employee retention and firms’ performance. The research was carried out with a sample size of 200 non-managers and 50 top level managers of 25 public and private corporate firms in Bangladesh. Data have been collected through a detailed structured questionnaire from the respondents. Judgment sampling method has been used to recruit the respondents. Results after careful statistical analysis revealed a very interesting and unusual conclusion. It indicated that there is a positive but insignificant relationship between job analysis, management-employee relationship and participation in decision making with employee retention. The other four independent variables, recruitment & selection, job training facilities, career development and compensation & benefit have negative relationship with employee retention. Among them, job training and compensation & benefit has strong negative relationship with employee retention. On the other hand, job analysis, management-employee relationship and participation in decision making have positive relationship with firm performance. Among them, management-employee
relationship has significant and participation in decision making process insignificant positive effects on firm performance.

Research paper thumbnail of Employee Motivation in the Non-government Financing Companies of Bangladesh

Bangladesh is a small country of South—East Asia. It is a low-lying coastal area surrounded by In... more Bangladesh is a small country of South—East Asia. It is a low-lying coastal area surrounded by India on three sides and Bay of Bengal in one side. It is one of the densely populated countries in the world. Natural disaster is a common phenomenon in this country. Most of the people live in villages and depend on agriculture for the livelihood. Agriculture is responsible for 32% of the total GDP (An overview or the current economic growth in Bangladesh at www.GlobalPolicyNetwork.org). But there is no specific management level in agricultural sector as it is still running with old style fashion. Motivation as an incentive of inspiring employees in all sectors appears strongly in private sector enterprises and slightly in govt. sector organizations and Non Govt. Organizations (NG0s).
Government sector organizations are counting loss year after year due to inappropriate training, shortage of skilled
workers, poor salary, weak administration, poor ethical standard, corruption and overall lacking of motivation.
Skilled and honest workers are being motivated in private sector organizations. Government organizations were
never been designed according to any predetermined criteria. They were established and their goals were set by
executive orders considering other factors like social, economic and technological environment. Here motivation of employees is not so important. The highest level of cabinet can play a significant role in removing misunderstanding, resolving conflict and helping reach consensus on vital issues.
On the other hand, private sector organizations are creating the stairs to up raising the position for individuals. Senior, junior designation, ethnicity and religion are not a barrier to explore potentiality and reward. Most of the private HRM structures are divisional. Some of the giant organizations have experimented with matrix structure to overcome the difficulties of the big projects. Unlike public/ govt. sector organizations, there are no trade unions in private sector firms. So the employees here have no right to bargain collectively with the employer for their demands. Another characteristic of such organizations is that they have different motivational schemes and training programmes for their staffs. Motivation is a measure to raise the employee morale and make him
enthusiastic to his work. It could be done in many ways. Every measure is not appropriate everywhere. Particularly in LDCs, it is proved that people are motivated mainly by higher salary and other economic benefits.

Research paper thumbnail of The Influence of Financial and Non-Financial Rewards; and Employee Empowerment on Task Motivation and Firm Performance of Bangladeshi Front Line Employees: A Critical Approach

Motivated employees play a significant task in organizational achievement, and precedent research... more Motivated employees play a significant task in organizational achievement, and precedent research points to an optimistic association between acuity of empowerment and motivation. A well known model put forth by Spreitzer (2006) proposes that two major workings of control systems will certainly affect employee feelings of empowerment- performance feedback and performance based reward systems. This investigational study contributes to the behavioural accounting literature studied on the performance of Bangladeshi front line managers by providing how specific types of performance feedback and performance based rewards have an effect on three psychological dimensions of empowerment. Also, a comparatively simple context has been used to examine whether calculations validated on surveys of managers also hold for lower level workers. The results propose that feedback and rewards affect the scope of empowerment in a different way for lower level managers in different industrial sectors of Bangladesh than they do for top level managers. In addition, in general, motivation was not considerably associated with two of the three empowerment scopes. Implications of this study are that methods that work to boost manager perceptions of empowerment may not work at lower organizational levels in Bangladesh, and even if victorious, the related add to in employee motivation may not be momentous.