Abdul Kadar Muhammad Masum

The role of human resource management practices in bank performance

This paper examines bank performance using a data envelopment analysis that includes human resource management (HRM) practices as a quality component. The proposed methodology, which investigates the direct impact of HRM practices on traditional bank performance measurement, is applied for the first time to the banking sector. The performance scores are then decomposed into four efficiency scores using the Malmquist index. For empirical results, panel data of 48 banks are taken from Bangladesh over the period of 2004–2013. The results state that foreign banks are still in the queue to achieve the scale efficiency comparable to that of local banks. However, considering HRM practices as quality indicator, foreign banks progressed by 2.6% annually, whereas local banks regressed with a yearly value of 17.1% over the study period. Thus, the results show that, while local banks possess an acceptable level of performance in terms of their operations, their HRM practices must be improved in order to deal with both modernisation of banks and competition. The results are robust to the special assumptions of variables, national banking convergence, and statistical test. Limitations and policy implications are addressed.

Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey.

The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals

The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh—an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories—Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries.

Domestic Banks in Bangladesh Could Ensure Efficiency by Improving Human Resource Management Practices

The paper aims to examine the influence of human resource management (HRM) practices on bank efficiency using Malmquist index of total factor productivity. The model comprises HRM index that represents the quality of HRM practices. The results are decomposed into three efficiency scores, namely, technical efficiency, pure efficiency, and scale efficiency. In this study, panel data for 44 banks in Bangladesh are used for the period 2008-2013. This paper reveals that foreign banks are ahead in converting the influence of HRM practices into efficiency scores (0.946>0.833). On the other hand, domestic banks performed better than foreign banks in terms of pure efficiency and scale efficiency. But, in terms of technical efficiency, the domestic banks are regressed by 6.7% annually whereas foreign banks are progressed with a yearly value of 5.8%. The results are robust, because the Mann-Whitney test and Kruskall-Wallis test (non-parametric tests) also confirm the same results. This study emphasizes HRM practices in the banking industry to ensure efficiency in the long-term scenario. Domestic banks are suggested to ensure continuous development in HRM practices in order to compete with foreign banks.

Determinants of Academics Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics’ job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics’ job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics’ job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics’ job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

Examining the Trade-off Between Social Outreach and Financial Efficiency: Evidence from Micro-finance Institutions in South Asia

The micro-finance institutions (MFI) have been successfully operating for poverty alleviation. The recent turmoil in financial sustainability of major MFIs worldwide has raised the question of whether trade-off exists: Financial performance cannot be achieved without sacrificing the main objective—social outreach. This article examines the presence of such a trade-off by examining the empirical evidence from 127 South Asian MFIs over 2009–2013. The findings of this article reveal that MFIs have neutral trade-off in achieving the double bottom line: financial performance and social outreach. Moreover, there is a mission drift which is caused by higher portfolio at risk and resulted in lower capacity in targeting the poorest segment of citizens. In case of social outreach, it is found that financial performance of MFIs is dependent on the size of MFIs, years of operations and lending processes (group lending).

Adopting factors of electronic human resource management: Evidence from Bangladesh

The incorporation of information technology (IT) instincts the legacy of human resource management (HRM) towards agile HRM. To achieve agility, this paper explores the factors or determinants inducing the organisation decisions to adopt electronic human resource management (e-HRM) in organisations of Bangladesh through structural equation modeling (SEM) of data science. To realize the influencing determinants, a research model was developed based on technology-organisation-environment (TOE) model. A total number of 320 respondents were participated from 48 organisations in Bangladesh using simple random sampling. The SEM results indicate that perceived compatibility, perceived cost, top management support, organisational culture, centralisation, IT vendor support, and government support have significant influence on management decision of e-HRM adoption. The applied implication of the findings and the scope of future studies are deliberated at the end of this paper.