Examination of Profitability in the Context of Bangladesh Banking Industry

Loans are the riskiest asset of a bank, but these loans play a pivotal role in banks' profitability. Banks 'profitability depends on the results of some parameters and among themBank b Return on Equity, Market Size, Market Concentration Index, and Bank RiskMeasure are widely used and the same are investigated in the Bangladesh Banking Industry in this study for a period of the last six years. The data comes from the annual reports of individual banks listed in Dhaka Stock Exchange (DSE) and from the Bangladesh bankb published statistics book (Scheduled Banks Statistics). Correlation matrix and stepwise regression have been used for the purpose of data analysis. The analysisfinds that market concentration and bank b risk do little to explain bank b return on equity, whereas bankb market size is the only variable providing an explanation for banks return on equity in the context of Bangladesh

The Relationship between responsible leadership and presenteeism and the mediating role of organisational commitment and employee turnover intentions: an employee perspective

Despite the promotion of various leadership styles based on leader-follower relationship, individual competencies, competition and goals, calls have been made for a leadership approach that is embedded in the often implicit notion of responsibility. Responsible Leadership (RL) highlights two fields of study: social responsibility and stakeholder leadership to achieve mutually beneficial business goals. RL presents an attractive and important integration of research on leadership and corporate social responsibility and offers the opportunity to provide significant advances in organisational studies. While much has been studied about social responsibility, less is known about the influence of RL on employee outcomes, such as presenteeism, organisational commitment and turnover intentions. Presenteeism is defined as attending work while being ill and unable to work, at least not at full capacity. Presenteeism costed the Australian economy $A34.1 billion (2.7% of the Gross Domestic Product) for 2009-2010 (Medibank, 2011). It is well recognised in both psychological and occupational-hazard studies but needs further exploration in the context of organisational leadership. Presenteeism indicates a substantial impact on employees’ productivity and imposes a significant economic burden both on businesses and national economies. This thesis proposes a structural model and examines the direct influence of RL on employee outcomes, including presenteeism, organisational commitment and turnover intentions. It also examines the mediating roles of both organisational commitment and employee turnover intentions on the relationship between RL and presenteeism. The proposed model was tested using a heterogeneous sample of employees from various Australian industry sectors. A web-based survey was mailed to 3500 employees and 323 responses were collected to confirm 200 complete responses. A total of 123 responses were incomplete and were therefore excluded from the findings, resulting in an overall response rate of 9.2%. Participants responded to scales measuring responsible leadership, presenteeism, organisational commitment and turnover intentions. Eight hypotheses were developed to examine the thesis aims. Structural equation modelling (SEM) was used to test the proposed hypotheses. The results of SEM provided support for eight hypotheses. The significant findings of the study were threefold. First, RL behaviours were negatively and significantly related to both presenteeism and employee turnover intentions in workplaces among Australian employees. The results suggest that when employees perceive their leaders to be responsible, there is greater likelihood that employees will exhibit lower presenteeism and turnover intentions at work. Second, RL was also positively and significantly related to organisational commitment. This result suggest that RL has a significant and positive influence on employees’ emotional attachments to their organisations (affective commitment) and the individual personal values (normative commitment) than their costs of resigning, such as losing attractive benefits or seniority (continuance commitment). Third, the results support the hypotheses that organisational commitment and employee turnover intentions partially mediate the relationship between RL and presenteeism. The results suggest that both organisational commitment and employees’ turnover intentions reduce the total influence of RL on presenteeism. The findings of this thesis provide valuable insights by corroborating and extending theory and research in several ways. First, the study is one of the first reported studies to test the direct and indirect relationship between RL and presenteeism with an Australian sample. Second, it empirically tests an underexplored assumption of RL theory by examining the influence of RL on employee outcomes including organisational commitment, employee turnover intentions and presenteeism. Third, the proposed model in this thesis is one of the first to examine how and why RL influences presenteeism by integrating two mediators, organisational commitment and employee turnover intentions. Fourth, several implications for practice can be highlighted including designing employee training programs to promote RL skills among managers, recognising presenteeism, incorporating organisational strategies to recover losses from presenteeism, and encouraging managers to enhance organisational commitment and reduce employee turnover intentions in organisations. In conclusion, limitations of the study are presented along with recommendations for future research

Strategic human resource management and presenteeism: A conceptual framework to predict human resource outcomes

Many researchers have sought to determine the influence of presenteeism – employees attending work while ill and unable to perform with full productivity – but rarely have they used the concept to understand the value of health interventions in strategic human resource management (SHRM). There is a gap in the literature of human resource management where SHRM, organisational commitment and employee turnover intentions are explored together with the mediational influences of presenteeism. Using the dynamic model of presenteeism and the job-demand resources theory, this paper develops a conceptual framework to establish a mediating influence of presenteeism on the relationships between SHRM, organisational commitment and turnover intentions. The critical analyses in this paper suggest that presenteeism may have a negative relationship with both employee commitment and turnover intentions entirely independent of the SHRM influence. The implications of the suggested framework will help to establish ways in which presenteeism can be identified and managed in order to achieve beneficial results for effective SHRM outcomes

The relationship between responsible leadership and organisational commitment with the mediating effect of turnover intentions: An empirical study with Australian employees

The purpose of this paper is to report the findings of an Australian study testing the relationship between responsible leadership and organizational commitment. We further test and report the mediating effect of turnover intentions of employees

Will intent to quit always make trouble? Investigating the roles of strategic HRM and meaningfulness in work

Limited empirical research has been conducted on the mediational influence of employees’ intent to quit (IQ) and strategic HRM (SHRM) to examine meaningfulness in work (MW). Applying the Psychological Contract Theory, this paper examines the mediating influence of employees’ IQ on the relationship between SHRM and MW. Four hypotheses were tested using data from 200 full-time Bangladeshi employees through a web-based online survey. The results indicate that SHRM has significant effects both on employees’ IQ and MW, and a partial mediational impact on their relationship to each other. Moreover, the influence of employees’ IQ on MW was also negative. This paper suggests that organisations aiming higher MW should encourage SHRM and improve their strategic approaches of HRM to reduce IQ

The COVID-19 pandemic and the public health challenges in Bangladesh: A commentary

Purpose –The purpose of this paper is to highlight the current pandemic situation of coronavirus disease 2019 (COVID-19) in Bangladesh, how the Government is managing this unprecedented condition and encountering these increasing public health challenges. Design/methodology/approach – This paper is a viewpoint of the current COVID-19 pandemic situation in Bangladesh. Findings – As one of the most densely populated countries, Bangladesh is vulnerable to COVID-19. Currently, the infection of COVID-19 is spreading fast and started to capture all the parts of Bangladesh. The Government of Bangladesh has already taken several preventive measures to overcome the pandemic such as declaring hotspots of COVID-19 and setting lock downs, increasing mass awareness through social media and satellite TV channels. They are also encouraging private and community healthcare initiatives to increase hospital beds and COVID-19 treatment facilities. Besides, the Government has deployed defense force and additional health workers and increased public holidays to reduce the number of coronavirus infections. However, both the number of infected people and the death toll is rising, and there are growing challenges that the Government and public healthcare professions need to overcome. Originality/value – This paper delivers information about the present developing situation of COVID-19 in Bangladesh, how the Government is handling and public health challenges that have raised. This paper can be helpful for the policymakers and Government officials for effective public health interventions

Strategic HRM and organisational performance: Does turnover intention matter?

Purpose – Applying the job-demand resources model and the psychological contract theory, this paper aims to examine the mediating influence of employee turnover intentions (ETI) on the relationship between strategic human resource management (SHRM) and perceived organisational performance (POP). Design/methodology/approach – With a two-phase data-collection method, 200 complete responses were collected through an online questionnaire survey. This study applied a structural equation modelling to examine the multivariate associations and provided comprehensive outcomes for the proposed hypothesised model. Findings – This study suggests that SHRM has direct significant effects on both ETI and POP; partial mediational effect on POP via ETI; and ETI has negative effect on POP. Practical implications – This paper suggests that organisations aiming higher POP should encourage SHRM and improve their strategic approaches of HRM. The implications of the study results can help organisations to recognise the adverse effects of ETI and effective SHRM outcomes. Originality/value – Despite the significant relationship between HRM and organisational performance, limited empirical research has been conducted on the mediational influence of ETI. This paper examines the unique meditational role of ETI on the relationship between SHRM and POP, which has not been utterly observed from employee perspective

COVID-19 and responsible leadership in healthcare: Thinking beyond employee wellbeing and organisational sustainability

Background: The unprecedented crisis of COVID-19 has posed an enormous challenge ever for healthcare organisations to find strategies to deal with their survival. Extending the role of responsible leadership (RL), this paper provides a multilevel conceptual model to overcome the ongoing and the post-pandemic crisis of COVID-19 and promotes the wellbeing of healthcare employees (e.g., workers, nurses and professionals) and organisational sustainability. Methods: This paper conducted a comprehensive literature review of the existing research on COVID-19, RL, employee wellbeing, and organisational sustainability covering the main contributors to this research stream and their findings. Results: With the development of the conceptual model, this paper presents five testable propositions for determining how COVID-19 may impact employee wellbeing and how healthcare organisations can overcome the pandemic crisis with strategic initiatives enabling RL. The proposed model (see Figure 1) counsels that organisations need to go beyond the simple application of strategic management and should enable RL to protect and maintain employee wellbeing and sustainability of the healthcare organisations. The model contributes to the need for a detailed and contextualised understanding of COVID-19 in the healthcare sector in several ways. First, it helps to understand the challenges of COVID-19 pandemic and the need for RL for the healthcare sector. Second, this proposed model helps to clarify the interventions of RL into organisation’s strategic management to thrive COVID-19 pandemic from the healthcare perspective. Third, it formulates five propositions, including COVID-19 pandemic, strategic management aligning RL, employee wellbeing and organisational sustainability. Finally, healthcare employees are the frontline soldiers to fight against COVID-19 pandemic. This model is a step forward to not only explore the future research avenue for the impact of COVID-19 on multilevel consequences also will help the healthcare policymakers to take responsible initiatives to increase employee wellbeing and uphold organisational sustainability. Conclusions: Currently, there is a lack of research regarding the conceptualisation of COVID-19 and its impact on healthcare employees’ wellbeing and organisational sustainability. The proposed conceptual model opens and guides a novel research avenue for the alignment of strategic management (as a moderator) and RL on the relationships among COVID-19, employee wellbeing and organisational sustainability

The COVID-19 pandemic and the role of responsible leadership in health care: Thinking beyond employee well-being and organisational sustainability

The unprecedented crisis of the COVID-19 pandemic has posed an enormous challenge ever for healthcare organisations to find strategies to deal with their survival. The healthcare employees are the frontline soldiers to fight against COVID-19 pandemic. Currently, there is a lack of research regarding the conceptualisation of COVID-19 and its impact on healthcare employees’ wellbeing and their organisational sustainability. Extending the role of responsible leadership (RL), this paper develops a multilevel conceptual model to overcome the crisis of COVID-19 pandemic and promotes employee (e.g., workers, nurses, and professionals) wellbeing and organisational sustainability. With a comprehensive literature review, this paper presents five testable propositions and highlights the impact of COVID-19 pandemic on employee wellbeing and organisational sustainability. The proposed model counsels that organisations need to go beyond the simple application of strategic climate and should enable RL to protect and maintain employee wellbeing and organisational sustainability. The proposed conceptual model is a step forward to not only explore future empirical research also will help the healthcare policymakers to take responsible initiatives to increase employee wellbeing and uphold organisational sustainability. There is a lack of research regarding the conceptualisation of the COVID 19 pandemic and its impact on healthcare employees’ wellbeing and organisational sustainability. The proposed conceptual model opens and guides a novel research avenue for the alignment of strategic management (as a moderator) and RL on the relationships among the COVID-19 pandemic, employee wellbeing and organisational sustainability

Faculty readiness for online crisis teaching: The role of responsible leadership and teaching satisfaction in academia

Purpose: This paper aims to examine the role of responsible leadership in faculty readiness for online crisis teaching (FROCT) in higher education institutions (HEIs). Additionally, the paper investigates the mediating effect of teaching satisfaction on the relationship between responsible leadership and FROCT. Design/methodology/approach: An online survey was conducted to collect responses from 437 faculty members from Bangladeshi HEIs. A partial least square structural equation model was employed to examine the research hypotheses. Findings: Responsible leadership has no direct relationship with FROCT; however, responsible leadership increases teaching satisfaction. Teaching satisfaction acts as a significant mediator between responsible leadership and FROCT. A symbiotic relationship between responsible leadership and teaching satisfaction is essential for improving FROCT. The findings of this study, in general, emphasise the importance of teaching satisfaction in facilitating the implementation of the responsible leadership model in HEIs. Originality/value: Despite numerous studies on faculty online teaching, extant literature lacks empirical evidence on the relationship between responsible leadership, teaching satisfaction, and FROCT in HEI settings. This study provides evidence for implementing the responsible leadership model in developing countries' HEIs