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Article
Publication date: 1 June 2023

Mohammad Rabiul Basher Rubel, Daisy Mui Hung Kee and Nadia Newaz Rimi

This paper aims to examine how high involvement HRM (HIHRM), technology adaptation and innovativeness influence employees to respond to technology innovation performance – that…

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Abstract

Purpose

This paper aims to examine how high involvement HRM (HIHRM), technology adaptation and innovativeness influence employees to respond to technology innovation performance – that is, radical innovation performance and incremental innovation performance – in distinct ways.

Design/methodology/approach

The purposive judgmental sample technique is used to assess the perceptions of 545 IT employees in Bangladesh's ready-made garment (RMG) industry. The partial least square-structural equation modeling (SEM-PLS) method is applied to analyze and interpret the data.

Findings

Findings of the analysis show that HIHRM, technology adaptation and innovativeness influence employees to exhibit technology innovation performance. Furthermore, both technology adaptation and innovativeness show the significant mediating effects between HIHRM and technology innovation performance.

Practical implications

First, this study’s findings contribute to HIHRM and technology innovation performance within the context of the resource-based theory. Second, the RMG organizations would acknowledge the role of HIHRM on employee technology adaptability and innovation capability in this regard. A future study might point to the models' ability to create the best work environments, which can help organizations to boost employee productivity through adaptation and innovation.

Originality/value

The study would offer a distinctive perspective on higher-order HIHRM and how they affect IT employees in RMG organizations in Bangladesh that could be approached in other labor-intensive and developing nations. This study also expands the research on technology adaptation and innovativeness by exploring the mediating roles between HIHRM and employee technology innovation performance in the organization.

Details

Business Process Management Journal, vol. 29 no. 5
Type: Research Article
ISSN: 1463-7154

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Article
Publication date: 17 April 2023

Mohammad Rabiul Basher Rubel, Daisy Mui-Hung Kee, Mohd Yusoff Yusliza and Nadia Newaz Rimi

This study aims to investigate how employee environmental performance (EP) is affected by socially responsible human resource management (SRHRM) via green knowledge sharing (GKS…

641

Abstract

Purpose

This study aims to investigate how employee environmental performance (EP) is affected by socially responsible human resource management (SRHRM) via green knowledge sharing (GKS) and environmental commitment (EC).

Design/methodology/approach

Partial least squares-structural equation modeling was used to analyze data from 494 frontline employees of hotels.

Findings

The findings reveal that SRHRM influences employee EP, GKS and EC. SRHRM indirectly predicts individual EP through GKS and EC mediation. GKS and EC also have significant relationships with employee EP.

Practical implications

Hotels can use the findings of this study to develop effective strategies to promote employees’ positive responses to the environment and improve their organizational identification. Moreover, the current research enables the organization to recognize the importance of employees’ GKS and EC and capitalize on them.

Originality/value

This study links SRHRM to the individual EP level in the hotel industry. This study reveals the importance of EC and GKS as psychological mechanisms linking SRHRM and EP.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 7
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 12 October 2020

Mohammad Rabiul Basher Rubel, Daisy Mui Hung Kee and Nadia Newaz Rimi

In this research, we investigate the effect of high-performance work practices (HPWPs) on medical professionals' work outcomes through the mediating effect of perceived…

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Abstract

Purpose

In this research, we investigate the effect of high-performance work practices (HPWPs) on medical professionals' work outcomes through the mediating effect of perceived organizational support (POS).

Design/methodology/approach

The study analyzes the opinions of 218 medical doctors from private hospitals in Bangladesh, employing Partial Least Square-Structural Equation Modeling (PLS-SEM).

Findings

We find that HPWPs enhance employee performance and POS and minimize turnover intention. POS also has a substantial influence on both employee performance and turnover intention. Moreover, POS finds a significant mediating effect on HPWPs and performance as well as HPWPs and turnover intention relations.

Research limitations/implications

The current research focuses on medical doctors who are presently working in private hospitals in Bangladesh.

Practical implications

First, the hospital would recognize the role of employee perceived HPWPs. Second, they might understand how HPWPs would utilize and maintain employees effectively via POS that might further improve the healthcare industry. Suggestions for future research indicate the models potential to provide optimal workplace environments that can benefit organizations as well as improve employee performance.

Originality/value

The study would provide a unique insight into the higher-order HPWPs system and its effects on the health care organizations in developing country contexts like Bangladesh. This study also extends the research on POS as a mediator between higher-order HPWPs and employee outcomes in the organization.

Details

Journal of Advances in Management Research, vol. 18 no. 3
Type: Research Article
ISSN: 0972-7981

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Article
Publication date: 1 January 2021

Mohammad Rabiul Basher Rubel, Daisy Mui Hung Kee and Nadia Newaz Rimi

The purpose of this study intends to examine the influence of green human resource management (GHRM) on green service behaviors through the mediating effect of green knowledge…

5128

Abstract

Purpose

The purpose of this study intends to examine the influence of green human resource management (GHRM) on green service behaviors through the mediating effect of green knowledge sharing based on bank employees' perceptions.

Design/methodology/approach

The study analyzes 365 frontline employees' perceptions from the banking industry in Bangladesh using partial least square.

Findings

The findings show a significant positive direct influence of GHRM on green in-role, extra-role service behavior and green knowledge sharing. Green knowledge sharing is also found to have a significant mediating effect between GHRM and green service behaviors.

Research limitations/implications

This study considers perceptions of employees of the private commercial banking organizations, and thereby, its findings cannot be generalized for all other service organizations in the context of Bangladesh.

Practical implications

The study demonstrates that GHRM can influence employees' green service behaviors via green knowledge sharing.

Originality/value

Green banking is an emerging trend that deserves more attention. There is growing recognition that green banking is not an “automatic” process but requires that banking management promote green service behavior among their employees. This study extends the research on GHRM by focusing on how it impacts green service behavior through the mediating role of green knowledge sharing. The paper provides practical insights for organizations looking to improve green service behaviors among employees.

Details

Employee Relations: The International Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0142-5455

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