EMBA Admission Announcement 2024

Executive Master of Business Administration (EMBA)

Faculty of Business Studies

University of Dhaka.

Session July-December 2024 (5th Batch)

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Human Resources Attrition: A Case Study on X-BPO

Dhaka University Journal of Management

Vol. 15 , No. 1 & 2, January 2023 – December 2023
https://doi.org/10.57240/DUJMV15A10

Human Resources Attrition: A Case Study on X-BPO
Mohammad Anisur Rahman1
Raihanul Islam2

Received on 15th Sep 2023, Accepted on 15th Nov 2023, Publised on 31st Dec 2023
Abstract: This study focuses on the phenomenon of human resources (HR) attrition within the
context of a Business Process Outsourcing (BPO) company. The objective is to comprehensively
explore the causes, consequences, and mitigation strategies of HR attrition in the BPO sector.
Through a case study approach, quantitative and qualitative data have been collected to delve
into the intricacies of this complex issue. The study aims to provide insights that not only benefit
X-BPO but also contribute to the broader understanding of HR attrition in similar industries.
By analyzing the unique challenges faced by X-BPO and its efforts to navigate the evolving
labor landscape, this research seeks to unfold the practical mysteries of HR attrition before HR
practitioners and organizational leaders deal with attrition issues.
Keywords: BPO, HR Attrition, Bangladesh, Outsourcing, IT Industry

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A Comprehensive Review of Green Human Resource Management and Future Research Avenues

Dhaka University Journal of Management

Vol. 15 , No. 1 & 2, January 2023 – December 2023
https://doi.org/10.57240/DUJMV15A9

A Comprehensive Review of Green Human Resource
Management and Future Research Avenues
Dr. Shah Ridwan Chowdhury1

Received on 18th Sep 2023, Accepted on 6th Dec 2023, Publised on 31st Dec 2023
Abstract: There is emergent literature that shows the impacts that green human resource
management (GHRM) has on individual outcomes, organizational outcomes, GHRM
challenges, as well as drivers; but there is a scarcity of research avenues proposed to direct
potential researchers in the GHRM field. For addressing this void in the literature, a literature
review by following a systematic approach has been conducted of 87 papers on GHRM. The
literature trends have been observed as examining the direct and indirect interrelationship
between GHRM and performance through five GHRM aspects including green recruitment and
selection, green training and development, green compensation and rewards, green employee
involvement, and green performance management. Organizational performance dimensions
include environmental, economic, social performance, corporate social responsibility (CSR)
and green competitive advantage. Individual performance dimensions include green behavior,
green creativity, and green innovation. This review has revealed seven thematic research gaps
that should be focused on future GHRM research to make the field flourish and more mature.
The originality of the paper lies in its unique nature of offering future research avenues.
Keywords: GHRM, Performance, Environmental, Economic, Social, CSR, GCA

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Industry 4.0 and Its Implications on Human Resource Management Practices: A Systematic Literature Review and Bibliometric Analysis

Dhaka University Journal of Management

Vol. 15 , No. 1 & 2, January 2023 – December 2023
https://doi.org/10.57240/DUJMV15A8

Industry 4.0 and Its Implications on Human Resource
Management Practices: A Systematic Literature Review and
Bibliometric Analysis
Md. Nazmus Sakib1

Received on 18th May 2023, Accepted on 5th Nov 2023, Publised on 31st Dec 2023

Abstract: The integration of digital technology into diverse industries and service sectors is
revolutionizing workplaces and reshaping human resource practices. The incorporation of
cutting-edge technologies associated with the Fourth Industrial Revolution, commonly known as
Industry 4.0, is redefining the dynamics of work, learning, leadership, management, recruitment,
and interpersonal interactions. This paper aims to provide an in-depth understanding of Industry
4.0 and its implications on human resource management (HRM), promoting directions for HRM
professionals and academics to confront the challenges associated with Industry 4.0. The study
utilized a methodology of bibliometrics analysis including network analysis, co-citation network,
historiography, cluster analysis, three-field analysis, thematic map, and content analysis (CA)
to analyze 269 documents from the Scopus database to identify hitherto research on this topic
of HRM and industry 4.0. Additionally, a systematic literature review (SLR) was conducted to
propose future research directions in industry 4.0 and HRM practices. The findings suggest that
the focus of research in this field is on the impact of Industry 4.0 on various HRM functions such
as recruitment, selection, orientation, training and development, performance analysis, and
compensation management for human capital acquisition, nurturing, and retention. The study
offers managerial insights for organizations to navigate the evolving landscape and leverage
digital technology for enhanced HR functions, thereby effectively managing their workforce.
Keywords: Systematic Review, Bibliometric Analysis, Industry 4.0, Human Resource
Management (HRM)

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Green HRM and Eco-friendly Behavior of Employees: The Mediating Role of Employee Organizational Commitment

Dhaka University Journal of Management

Vol. 15 , No. 1 & 2, January 2023 – December 2023
https://doi.org/10.57240/DUJMV15A7

Green HRM and Eco-friendly Behavior of Employees: The
Mediating Role of Employee Organizational Commitment
Razib Hossain 1
Ripon Kumar Paul 2

Received on 28th May 2023, Accepted on 5th Nov 2023, Publised on 31st Dec 2023

Abstract: This study aims to find out the relationship between Green Human Resource
Management (GHRM) and Employee Eco-friendly Behavior (EEB) and the mediating role
of Employee Organizational Commitment (EOC) in this relationship. Presently, many issues
of Green HRM have an impact on organizations, i.e., environmental idea-sharing programs,
participation of employees in environment management, use of green performance indicators,
and the use of functional teams to implement environmental plans and strategies. There is a
positive trend among businesses to start reporting the performance of Green HRM. It has collected
data from 242 employees of private commercial banks. A self-administered questionnaire has
been distributed among the participants. It has used a bootstrapping procedure to estimate the
path coefficient within reflective PLS-SEM. The findings of this research indicate that employee
organizational commitment fully mediates the relationship between Green HRM and Employee
Eco-friendly Behavior. It accentuates the application of green human resource practices to
ensure employee organizational commitment that ultimately results in the environment-friendly
behavior of employees
Keywords: Green Human Resource Management, Employee Eco-friendly Behavior,
Employee Organizational Commitment, and Social Identity Theory.

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