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This chapter aims to address the question of the evolution of economists’s reception of Marxism in France, and thus to complete the more general history of the development of Marxism among French academics. To do so, we follow the relationship to Marx’s work of the economist François Perroux, a priori typical of the reversal reception of Marxist ideas in the 1950s, moving from open hostility to enthusiasm. Indeed, an incisive critic of Marx’s writings before the war, then head of the scientific institution of the Vichy regime, Perroux became in the postwar period a leading figure in the diffusion of Marx’s ideas in France. He founded the ISMEA (Institute of Mathematical and Applied Economic Sciences) which published the journal Études de marxologie, and eventually penned the preface to Marx’s economic works in 1963 for the Pléiade. By following this sinuous path, we show that the way Perroux related to Marx’s work helps us shed light on the various shifts in Perroux’s relationship to the science and politics of his time.

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.

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 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.

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.

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.

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).

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

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.

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

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.

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.

This research aims to investigate the impact of psychosocial safety climate (PSC) on employee quitting intention (QI) and organizational citizenship behavior (OCB), considering the moderating effects of workload and organizational training.

The research adopts a cross-sectional approach, involving 151 employees from the apparel manufacturing industry in Bangladesh who participated in the survey. Data analysis is conducted using SmartPLS.

The study reveals that PSC contributes to prolonged employee tenure and fosters positive organizational citizenship behavior. Workload and organizational training play significant moderating roles, influencing the negative and positive effects of PSC on QI and OCB, respectively.

While the PSC model has been studied, there are ample opportunities to enhance and validate theoretical models exploring the moderating impact of job demands and resources on PSC-outcome relationships.

This study serves as an exploration of the influence of working conditions on the outcomes of PSC within the context of the manufacturing industry in a non-Western developing country like Bangladesh. Moreover, it looks into the moderating roles of workload and organizational training to extend the PSC model.

The study aims to investigate the relationship between transformational, transactional leadership and employee retention with the mediating effect of employee engagement.

Using judgemental sampling, data were collected from 650 employees serving at different levels in the pharmaceutical industry of Bangladesh. Structural equation modeling was employed to test the hypothesized relationships using AMOS.

The study found that transformational and transactional leadership significantly impact employee retention. The direct effects of transformational leadership (TFL) on employee engagement were found to be significant, while transactional leadership (TSL) has no significant direct influence on employee engagement. The output of the mediation analysis revealed that employee engagement significantly mediates the relationship between TFL and employee retention, whereas it showed an insignificant relationship between TSL and employee retention.

Based on the findings and the literature support, it can be postulated that an appropriate leadership style, especially TFL, that drives employee engagement can influence employees to stay with the organization longer. The study recommends that managers and leaders comprehend the importance of leadership and its appropriateness to retain valued employees by ensuring high workplace engagement.

The study would provide a unique insight into TFL and TSL practices and their impact on the pharmaceutical industry’s employee retention. This study also extends the research on employee engagement as a mediator between TFL and TSL and employee retention.

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.

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

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.

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.

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

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.

This study aims to examine the direct effects of Green Human Resource Management (GHRM) practices on employee green behavior (EGB) in the university setting in Bangladesh and to find the indirect effects of how GHRM promotes EGB through sequentially mediating employee environmental knowledge management (EEKM) (environmental knowledge and knowledge sharing) and green self-efficacy (GSE).

For the empirical study, the researcher uses partial least squares structural equation modeling to test the proposed conceptual model built on existing literature for greening workplaces in the university in Bangladesh. The study has collected data from 288 Bangladeshi university employees using convenient sampling.

The findings that GHRM practices positively and significantly promote EGB, which captures the employee's tendencies to exercise green behavior in daily routine activities such as turning off lights, air conditioning, computers and equipment after working hours, printing on both sides, recycling (reducing, repair, reuse), disseminating good green ideas, concepts, digital skills and knowledge to peers and champion green initiatives at work. Moreover, the findings also revealed the sequential mediation of EEKM (environmental knowledge and knowledge sharing) and GSE of employees between the link GHRM and EGB. At last, the findings suggested that HR managers can implement the GHRM practices to promote green behaviors among the academic and non-academic staff of the university.

This study contributes to the field by extending knowledge of Social Cognition Theory and Social Learning Theory for greening workplaces in Bangladesh, particularly universities. Specifically, this empirical study is unique to the best of our knowledge and highlights the role of EEKM and GSE as mediation between GHRM and EGB association.

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).

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

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.

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.

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.

Success and business reputation depend upon the quality of products where product quality depends upon the capability of a process, yield value and sigma score, etc. Poor quality of ceiling fan and mass rejection from quality check resulted in an alarming amount of cost for rework. As a result, the fulfillment of the production target was getting difficult day by day. The main purpose of this research is to identify the crucial causes for humming noise of ceiling fans and control it to a tolerable level so that maximum quality can be achieved.

The poor quality of ceiling fans was determined from the Pareto analysis of the define, measure, analyze, improve and control model which was humming noise during running and further actions were undertaken regarding the reduction of the humming noise. Project charter was formed before initiating the measure phase to study the suppliers, inputs, processes, outputs and customers diagram with process parameters and existing noise data were collected from random samples to determine the rolled throughput yield (94.95% existing) and existing sigma score which value of 3.14 and also the poor value (1.05) of process potential index implied that the process condition was below standard (<1.33) and need to be improved badly. Then root causes analysis and relationship diagram was prepared to identify the possible causes and with the design of experiments and correlation analysis, it was clear that the air gap between the stator and rotor was the main culprit behind the humming noise.

The minimum value of air gap was determined from boxplot analysis which was 0.2 mm–0.225 mm and the corresponding mean, the minimum and maximum value of sound level in dB (37.5–40.3 dB) for 0.225 mm air gap with the watt consumption (83 w) from the hypothesis test for the corresponding air gap. Finally, the updated sigma score and process capability analysis were performed with control charts to show the comparison after applying the DMAIC-six sigma methodology. The final sigma score was 5.1 which indicates a significant improvement of the process with the capability of saving US$23,438/year caused by the poor quality of ceiling fans.

Only quantitative values of the causes behind the humming noise were possible to identify. Other trivial many causes elimination might improve the sigma score closer to 6.00. The final sigma score that was achieved from this research was sustainable.

A structural approach with proper data analysis and application of various tools to detect the actual cause behind the humming noise of ceiling fans with numerical value has not been found in any literature. This research study can be a valuable asset for ceiling fan mass producers.

This paper examines the process optimization method of the online sales model of information product demand concerning the spillover effect. It illustrates the spillover effect (SE) of online product demand compared with traditional market demand. Also, optimized the SE for the ethical and ordinary consumer.

This article primarily focused on two types of models for online marketing: one is wholesales, and another is the agency. Firstly, the wholesale and agency models without SE and the wholesale and agency models with SE are constructed, respectively, to realize the SE in different sales models. Secondly, online channel participants' optimal price, demand and profit under variant conditions are compared and analyzed. Finally, efficient supply chain theory is optimized for the decision-making of online marketing consumers using an equation-based comparative analysis method.

The study found that when SEs are not considered, stronger piracy regulation makes online channel participants more beneficial. When the positive SE is strong, it is detrimental to manufacturers. When SEs are not considered, online channel participants only reach Pareto in agency mode. Pareto optimality can be achieved in wholesale and agency modes when SEs are considered.

The research has practical implications for an effective supply chain model for online marketing. This is the first algorithm-based comparative study concerning theoretical spillover effect analysis in supply chain management.