Nexus between human resource management practice and employees’ attitudes and behavior

Authors

  • Gazi Md. Shakhawat Hossain Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China. https://orcid.org/0000-0002-6210-5380
  • Shihab Kabir Shuvo Lecturer, Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh https://orcid.org/0000-0002-1330-1211
  • Abdullah Al Masud Assoc.Prof., Department of Management Studies, Faculty of Business Studies, University of Barishal, Kornokathi, Barishal-8254, Bangladesh.
  • Najmul Hasan Assist.Prof., Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh https://orcid.org/0000-0003-2108-6918
  • Israt Zahan Assoc.Prof., Department of Public Administration, Faculty of Social Sciences, University of Barishal, Kornokathi, Barishal-8254, Bangladesh
  • Md. Shahinur Rahman Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China. https://orcid.org/0000-0001-9129-1234

DOI:

https://doi.org/10.20525/ijrbs.v12i2.2325

Keywords:

Human Resource Management, HRM Practices, Employee Attitudes and Behavior

Abstract

This study aims to evaluate the impact of human resource management practices (HRMPs) on employee attitudes and behavior (EAB). The population of this study was all employees of cement manufacturing firms (CMC) in the southern region of Bangladesh. Data was gathered using structured questionnaires following convenient sampling technique. The data was analyzed using SPSS-23 statistical package program. A robust and significant linear association between HRMPs and EAB was found. Further, HRM practices, including compensation & rewards (CR) and motivation (MV) were discovered to be dominant predictors of EAB. According to the study, variations in EAB of 77.10% were caused by independent predictors such as recruitment and selection (RS), training and development (TD), performance appraisals (PA), compensation and rewards (CR), motivation (MV), and maintenance (MT) in CMC in the southern part of Bangladesh. Nevertheless, it is apparent from the study's findings that manufacturing organizations that have implemented progressive HRM practices in a systematic and integrated manner are having an enormous influence on EAB. This study only focused on one industry and one type of organizational structure. According to the study, findings should not be extensively generalized. Future research should incorporate other aspects, such as organizational learning and organizational capacity, to construct a new model of HRM practices.

Downloads

Download data is not yet available.

Author Biographies

Gazi Md. Shakhawat Hossain , Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China.

 

Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China; Assist.Prof., Department of Business Administration, School of Business and Economics, University of Global Village (UGV), Barishal, Bangladesh

 

 

Shihab Kabir Shuvo , Lecturer, Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh

 

 

Abdullah Al Masud , Assoc.Prof., Department of Management Studies, Faculty of Business Studies, University of Barishal, Kornokathi, Barishal-8254, Bangladesh.

 

 

Najmul Hasan, Assist.Prof., Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh

 

 

Israt Zahan , Assoc.Prof., Department of Public Administration, Faculty of Social Sciences, University of Barishal, Kornokathi, Barishal-8254, Bangladesh

 

 

Md. Shahinur Rahman , Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China.

Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China.; Lecturer,Department of Business Administration, Northern University of Business and Technology Khulna (NUBTK), Sonadanga-9100, Khulna, Bangladesh

 

References

Absar, N. (2011). Recruitment and selection practices in manufacturing firms in Bangladesh. The Indian Journal of Industrial Relations, 47(3), 434–449.

Absar, N., & Mahmood, M. (2010). New HRM practices in the public and private sectors enterprises in Bangladesh: A comparative assessment. International Review of Business Research Papers, 7(2), 118–136.

Absar, N., Amran, A., & Nejati, M. (2014). Human capital reporting: Evidences from the banking sector of Bangladesh. International Journal of Learning and Intellectual Capital, 11(3), 244–258. https://doi.org/10.1504/IJLIC.2014.063899 DOI: https://doi.org/10.1504/IJLIC.2014.063899

Ahmed, F., Bhuiyan, M., & Moqbul, H. (2002). Experiences of Bangladeshi Companies in Strategic Human Resource Management. Dhaka University Journal of Business Studies, 23(1), 97- 106.

Arthur, W. B. (1994). To Increasing Returns and Path Dependence in the Economy, W. Brian Arthur, University of Michigan Press. DOI: https://doi.org/10.3998/mpub.10029

Bhuiyan, S. M. S. U., & Taher, M. A. (1998). Performance appraisal - An analysis of challenges, myths, & realities. The Chittagong University Journal of Commerce, 14, 95-110.

Chowdhury, S., & Mahmood, M. (2012). Societal institutions and HRM practices: An analysis of four multinational subsidiaries in Bangladesh. The International Journal of Human Resource Management, 23(9), 1808–1831. https://doi.org/10.1080/09585192.2011.610339 DOI: https://doi.org/10.1080/09585192.2011.610339

Collins, P. H. (2004). Black sexual politics: African Americans, gender, and the new racism. Black Sexual Politics: African Americans, Gender, and the New Racism. DOI: https://doi.org/10.4324/9780203309506

Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802–835. https://doi.org/10.5465/256713 DOI: https://doi.org/10.5465/256713

Festinger, T. (1996). Going home and returning to foster care. Children and Youth Services Review, 18(4–5), 383–402. https://doi.org/10.1016/0190-7409(96)00011-4 DOI: https://doi.org/10.1016/0190-7409(96)00011-4

Griffin, R.W. (2002). Man agement. New York: Houghton Mifflin Company.

Guthrie, J. P. (2001). High-involvement work practices, turnover, and productivity: evidence from new zealand. Academy of Management Journal, 44(1), 180–190. https://doi.org/10.5465/3069345 DOI: https://doi.org/10.5465/3069345

Hamid, R., & Saifuddin, S. M. (1998). Performance appraisal: A case study of IFIC Bank. Journal of Management, 1, 2, 3, &4(1), 1-25.

Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38, 635–672. https://doi.org/10.5465/256741 DOI: https://doi.org/10.5465/256741

ILO (2021). Bangladesh: Seeking better employment condition for better socio-economic outcomes. Studies on Growth with Equity Report, ILO Dhaka Office, Bangladesh.

Khan, M. A., & Jahur, S. (2007). Human resource development practices in some selected business enterprises in Bangladesh: An explanatory study. Indonesian Management & Accounting Research. 6(1), 16-32. https://doi.org/10.25105/imar.v6i1.1276 DOI: https://doi.org/10.25105/imar.v6i1.1276

Khan, S. (2013). High performance work systems in the context of the banking sector in Bangladesh. Unpublished PhD thesis, La Trobe University, Australia.

Konovsky, M. A., & Organ, D. W. (1996). Dispositional and contextual determinants of organizational citizenship behavior. Journal of Organizational Behavior, 17(3), 253–265.https://doi.org/10.1002/(SICI)1099-1379(199605)17:3<253::AID-JOB747>3.0.CO;2-Q DOI: https://doi.org/10.1002/(SICI)1099-1379(199605)17:3<253::AID-JOB747>3.0.CO;2-Q

Macky, K., & Boxall, P. (2007). The relationship between “high-performance work practices” and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18(4), 537–567. DOI: https://doi.org/10.1080/09585190601178745

Mahmood, M. (2008). Sharing the Pie: Trade unions and multinational in Bangladesh. Sri Lankan Journal of Human Resource Management, 2(1), 28–45. https://doi.org/10.1080/09585190601178745 DOI: https://doi.org/10.4038/sljhrm.v2i1.5103

Mahmood, M., & Akhter, S. (2011). Training and development in Bangladesh. International Journal of Training and Development, 15(4), 306–321.https://doi.org/10.1111/j.1468-2419.2011.00382.x DOI: https://doi.org/10.1111/j.1468-2419.2011.00382.x

Mia, K., & Hossain, M. (2014). A comparative study of HRM practices between foreign and local garment companies in Bangladesh. South Asian Journal of Human Resource Management, 1(1), 67–89. https://doi.org/10.1177/2322093714526660 DOI: https://doi.org/10.1177/2322093714526660

Milkovich, G. T., Gerhart, B., & Hannon, J. (1991). The effects of research and development intensity on managerial compensation in large organizations. Journal of High Technology Management Research, 2(1), 133–150. https://doi.org/10.1016/1047-8310(91)90018-J DOI: https://doi.org/10.1016/1047-8310(91)90018-J

Mohiuddin, M., & Mahmood, M., H. (2001). Personnel to Human Resource Management. Dhaka University Journal of Business Studies, 22(2), 53- 65.

Moyeen, A., Abdul H., & Afreen. (2001). Human Resource Management Practices in Business Enterprises in Bangladesh. Dhaka University Journal of Business Studies, 22(2), 29-35.

PwC (2021). The world in 2050: Will the shift in global economic power continue? London: Price water house Coopers.

Rotundo, M., & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66–80. https://doi.org/10.1037/0021-9010.87.1.66 DOI: https://doi.org/10.1037/0021-9010.87.1.66

Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301–317. https://doi.org/10.1177/10384111040481 DOI: https://doi.org/10.1177/1038411104048170

Smith, K. G., Smith, K. A., Olian, J. D., Sims Jr., H. P., O’Bannon, D. P., & Scully, J. a. (1994). Top Management Team Demography and Process: The Role of Social Integration and Communication. Administrative Science Quarterly, 39(3), 412–438.

https://doi.org/10.2307/2393297 DOI: https://doi.org/10.2307/2393297

Storey, E. P., Tan, S. M., Collett, M. J., & Walls, D. F. (1995). Storey et al. reply: Complementarity and uncertainty. Nature. DOI: https://doi.org/10.1038/375368a0

Terry, D. B., Theimer, M. M., Petersen, K., Demers, A. J., Spreitzer, M. J., & Hauser, C. H. (1995). Managing update conflicts in Bayou, a weakly connected replicated storage system. ACM SIGOPS Operating Systems Review, 29(5), 172–182. DOI: https://doi.org/10.1145/224057.224070

Van Buren, H. J., Greenwood, M., & Sheehan, C. (2011). Strategic human resource management and the decline of employee focus. Human Resource Management Review, 21(3), 209–219. https://doi.org/10.1016/j.hrmr.2011.02.004 DOI: https://doi.org/10.1016/j.hrmr.2011.02.004

Wickramasinghe, V., & Gamage, A. (2011). High?involvement work practices, quality results, and the role of HR function. The TQM Journal, 23(5), 516–530. https://doi.org/10.1108/17542731111157626 DOI: https://doi.org/10.1108/17542731111157626

Wilkinson, A., Godfrey, G., & Marchington, M. (1997). Bouquets, brickbats and blinkers: Total quality management and employee involvement in practice. Organization Studies, 18(5), 799–819. https://doi.org/10.1177/017084069701800 DOI: https://doi.org/10.1177/017084069701800505

Downloads

Published

2023-03-25

How to Cite

Hossain , G. M. S., Shuvo , S. K., Masud , A. A., Hasan, N., Zahan , I., & Rahman , M. S. (2023). Nexus between human resource management practice and employees’ attitudes and behavior. International Journal of Research in Business and Social Science (2147- 4478), 12(2), 139–147. https://doi.org/10.20525/ijrbs.v12i2.2325

Issue

Vol. 12 No. 2 (2023): March

Section

Organizational Culture, Leadership and Human Resources Management

License

Copyright (c) 2023 Gazi Md. Shakhawat Hossain , Shihab Kabir Shuvo , Najmul Hasan, Israt Zahan , Abdullah Al Masud , Md. Shahinur Rahman

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

For all articles published in IJRBS, copyright is retained by the authors. Articles are licensed under an open access Creative Commons CC BY 4.0 license, meaning that anyone may download and read the paper for free. In addition, the article may be reused and quoted provided that the original published version is cited. These conditions allow for maximum use and exposure of the work, while ensuring that the authors receive proper credit.