Linking Compliance Practices to Employee Turnover Intention in the Jute Industry of Bangladesh: The Moderating Effect of Employee Commitment

Compliance practices in organizations play a vital role because it sets the boundary not only for the employees and workers but also for the organization to comply with the laws, rules, and regulations. It ensures the employee’s rights making them loyal to the organization. Consequently, the present study aims at investigating the relationship between compliance practices and employee turnover intention within the context of the jute industry in Bangladesh. Furthermore, the study examines the moderating effect of employee commitment on the relationship between compliance practices and turnover intention. This study is quantitative in nature. Four hundred (400) jute industry workers from Khulna city, Bangladesh participated in the study. A self-administered questionnaire was used to collect the data from the workers. Correlation moderated regression analysis, and an independent sample t-test was used to test the study hypotheses. The study results show a negative relationship between compliance practices and employee turnover intention. However, a highly significant difference has been found between the male and female workers’ attitudes toward turnover intention implying that the female workers are more likely to leave the organization than the male. The results of the study are very significant and thus applicable to HR professionals, policymakers, and decision-makers in the jute industry. Keywords: Compliance practices, turnover intention, employee commitment, jute industry, Bangladesh. DOI: 10.7176/EJBM/15-9-01 Publication date:May 31st 2023

Satisfaction Level of Credit Card Holders in Khulna City of Bangladesh

This study measures the satisfaction level of credit card users living in Khulna, Bangladesh. The study also examines the factors affecting their satisfaction level. Data have been collected from 50 credit card users living in Khulna city of Bangladesh through a self-administered questionnaire. After data collection, descriptive statistics (arithmetic mean, percentage) has been calculated to measure the factor-wise satisfaction level. It has been found that users are highly satisfied with the online shopping facility as well as its convenience to use. The weighted mean value of 64.16% indicates that the users are satisfied with the overall services provided by the issuers. After that Regression analysis has been used to analyze the relationship between satisfaction and the factors that affect the satisfaction. Regression statistics shows that 56.7% variation in the dependent variable (Satisfaction of the credit card users) can be explained by the independent variables used in this study whereas convenience, Online shopping facility, Benefits & rewards are found statistically significant in influencing the satisfaction of the credit card users. This research expects that the proper use of the study findings may help the credit card issuers to develop their services as well as increase customer satisfaction. Keywords: Satisfaction, Credit Card Users, Khulna City, Bangladesh

The Ways HR Professionals are Making Their Contributions in Achieving Sustainable Development Goals (SDGs)

Sustainable Development Goals (SDGs), the 2030 agenda for sustainable development, was adopted by United Nations Member States in 2015 to ensure peace, prosperity, and sustainability worldwide. Researchers from almost all the fields have been conducting SDGs related studies to contribute to this journey of the globe. For any nation, it is not possible to achieve these goals without its stakeholders' participation like policymakers, researchers, educationists, universities, government agencies, professionals, citizens, civil societies, political leaders, and so on. In this study, HR professionals have been identified as one of the stakeholders of SDGs. This study aims to explore how HR professionals are making their meaningful contributions to achieving SDGs. Secondary data from different sources have been used in this study. Through thematic and comparative analysis among the pillars of SDGs and concern areas of human resource management, this study concludes that HR professionals are making significant contributions for achieving different goals of SDGs like Good Health and Wellbeing, Quality Education, Gender Equality, Clean Water and Sanitation, Decent Work, and so on. Keywords: HR Professionals, Human Resource Management, Sustainability, Sustainable Development Goals (SDGs). DOI: 10.7176/JESD/13-7-02 Publication date: April 30th 202