Mediating Effects of Organizational Commitment and Perceived Organizational Support on HRM Practices and Turnover Intention: A Study of Private Universities in Bangladesh

Excessive employee turnover is detrimental to any organization. High rate of faculty turnover especially in the private universities has become one of the most pressing issues for higher educational institutions in Bangladesh. The main objective of this study was to empirically determine the significant human resource management(HRM) practices that influence the faculty turnover intention in the said context. Earlier study had suggested that employees’ positive perceptions of organizational human resource practices could lead to increased organizational commitment (OC) and perceived organizational support (POS), which in turn could negatively influence employees’ behavioral intention. The present study had explored the mediating role of OC and POS on the relationship between some HRM practices and faculty turnover intention. The study employed the survey method approach. The researcher had collected the survey data for statistical analysis to test the hypothesized relationships between the variables which were studied. The study had used a number of different statistical techniques such as factor analysis, correlation analysis, multiple regressions and hierarchical multiple regression for analyzing the data. The results of the study had provided the general support for the hypotheses. They revealed that gender and age were among the variables that had significantly and positively influenced the faculty turnover intention. Among the six independent variables, faculty job security, faculty compensation and faculty supervisory support were found to be significantly and negatively related to faculty turnover intention. In addition, they also confirmed that affective commitment, continuance commitment and perceived organizational support were significantly and negatively related to the faculty turnover intention. Furthermore, the results of the hierarchical multiple regression analyses also indicated that affective commitment, continuance commitment and perceived organizational support mediate the relationship between HRM practices and faculty turnover intention. Specifically, affective and continuance commitment partially mediate the relationship between faculty compensation, faculty supervisory support and faculty turnover intention relationship, while affective commitment fully mediates the faculty job security and faculty turnover intention relationship. Perceived organizational support fully mediates the relationship between HRM practices and faculty turnover intention. The empirical relationships between HRM practices, organizational commitment, perceived organizational support and faculty turnover intention suggested that it would be beneficial to the management of private universities to improve faculty turnover situation. Besides that, the contributions, the limitations and implications of the study were also discussed

HRM practices-engagement-performance relationships: a conceptual framework for RMG sector in developing economy

The relationships among the HRM practices, employee engagement and performance have received a significant attention all over the world.This study has attempted to develop a conceptual framework using the role of employee engagement as mediator in HRM practices and performance relationship in the ready made garment industry in Bangladesh.The proposed framework portrayed that HRM practices have positive influence on both employee engagement and performance.Similarly, employee engagement also has a positive influence on performance. The policy makers and other HR consultants and practitioners certainly can improve the employee performance by using this model

THE ROLE OF GOVERNMENT ON POLITICS AND INTERNATIONAL TRADE

Purpose of the study: The aim of this study is to discuss the role of government on politics and trade. Political economy brings the production and exchange of goods and services that are parallel with the country’s law. The government plays a massive role because if it is not effective then the trade profitability will be decreased. Thus, political intervention is needed to protect the development of economy, sovereignty, and citizens of the state. Methodology: The data for this study were obtained from existing literatures on the role of government on politics and international trade. The methodology relied heavily on existing literatures on the subject being dealt with. Result: Political economy on international trade enables the cheap production and import of goods and services in the country. This is because international trade does not limit to commodities as they are produced by only some countries. Finally, political economy can be surveyed by comprehensively gathering political aspects, such as national policies and their administration, and this will take a basic position on the existing and ideal financial models, organizations, and related policies which are being formulated by micro- and macro-economic agendas. Implication: The interest for the political economy of trade arrangement is the complementary impact of global exchange on local and worldwide legislative issues

Mediating Role of Organizational Commitment on HRM Pratices and Turnover Intention Relationship: An Empirical Evidence of Private Universities in Bangladesh

The present study was designed to examine the relationship between various HRM practices and faculty turnover intention among the private universities in Bangladesh. A total of 317 faculty members participated in the survey. Multiple regression analyses were used to test the hypotheses of the study. The results indicated that compensation, working conditions, job autonomy and job security were found strongly and negatively related to faculty turnover intention. The study also found organizational commitment (OC) as a partial mediator of the proposed relationship, while OC was full mediator for the relationship of job security and turnover intention. Limitations, implications and suggestions for future research are formulated

Urban community willingness to pay for improved solid waste management in a Malaysian municipality: A choice modeling approach

The management of solid waste in urban areas is a critical issue for some developing countries especially in Asia which requires immediate attention.This study attempts to make an analysis and assessment of public attitudes and behaviour towards the improvement of urban solid waste management offered by a municipality in Malaysia by looking at the people’s willingness to pay (WTP) for the improved services.Seremban Municipality, one of the most important municipalities in Malaysia, has been chosen for this study because of its rapid development and phenomenal economics growth. The study covers seven residential areas under the administration of the municipality. A survey questionnaire and observation techniques have been carried out to the 140 households.Contingent Valuation Method (CVM) is used for the quantitative data analysis. The study results indicated that the households are willing to pay for the improved services and a regression model was created to show the factors contributing to the willingness to pay

Mediating effect of ethical climates on HRM practices and organizational performance : A proposed theoretical framework

Prior studies revealed that human resource management practices (HRM practices) are considered the best internal factors that lead to organizational performance, (OP) but some studies argued that why HRM practices effect performance in an organization, what fundamental reasons through which HRM practices influence OP? Some little studies attempted to explore mechanism through which HRM practices influence performance in an organization, however, still there are needs for more studies to clear the assumptions in the literature. Resource Based View (RBV) highlighted that HRM practices influence OP through resources that are deeply woven in organizational history, like of ethics, organizational values.The present study proposed to use ethical climates as potential mediator on HRM practices and OP relationship

Student engagement, brand image and loyalty relationships: The mediating role of student satisfaction

The aim of this study is to explore the relationship between student engagement, brand image, student satisfaction and loyalty. Furthermore, the study intends to explore the mediating role of student satisfaction in the relationship between engagement and loyalty as well as brand image and loyalty in the context of higher education.  A representative sample of 296 students from the three best private universities in Dhaka has been gathered in order to test the hypotheses. The study demonstrates that brand image has a favorable impact on student satisfaction while student engagement has no influence on student satisfaction. The results show that loyalty is heavily influenced by the student satisfaction construct. When there is no mediation between student engagement and loyalty, a complete mediation is recognized when student satisfaction is a mediator between brand image and student loyalty. The study also reveals that there is a negative correlation between student engagement and satisfaction. The results of the research definitely improve brand perception which keeps students engaged to their higher education

Moderating Role of Ethical Climates on HRM Practices and Organizational Performance: A Proposed Conceptual Model

Based on the Resource Based View (RBV) perspective, HRM practices are the best way of utilizing vital internal resources that influence performance in organization. Some scholars used individual practice while others used bundles. Despite these studies, however, previous studies have attempted to consider the influence of HRM practices on organizational performance. Some of the studies, have reported mixed findings; therefore, a moderating variable is suggested. This paper proposes ethical climates (EC) as potential moderator on the relationship between HRM practices and organizational performance to enhance the relationship. DOI: 10.5901/mjss.2016.v7n1p29