This study aims to explore the relationship between employee training and employee performance in organizations. It uses a theoretical framework of competencies—knowledge, skills, and attitudes—to present the relationship between training and employee performance. Training provides three learning outcomes, i.e., knowledge, skills, and attitudes (KSAs). These learning outcomes develop competency among employees to improve problem-solving capacity, productivity, timeliness to perform the assigned job, creativity, quality, and fulfillment of customer demand, which are the indicators used to measure employee performance. This study has been conducted based on primary data collected through a questionnaire survey from a sample of one hundred and seventeen employees working in the human resource (HR) departments of some selected private organizations in Bangladesh. Respondents have been selected through the convenience sampling method. Statistical tools, such as SPSS and MS Excel, are used to make correlation and regression analysis. Blanchard et al.’s (2014) KSA theoretical approach has been used to analyze empirical findings. This study has revealed that there is a moderate positive influence of training programs on employee performance. The empirical and practical significance of the study focuses on the importance of effective training to improve employee performance in organizations. However, organizations must use an effective evaluation system to ensure the effectiveness of training programs.
This study aims at examining how ethical leadership behavior (ELB) influences employees to form organizational citizenship behavior (OCB) with the mediating role of organizational ethical climate (OEC). It also aims at exploring the impact of organizational citizenship behavior on employee engagement. Data were collected from 151 employees from 33 non-bank financial institutions (NBFIs) in Bangladesh. The Partial Least Squares (PLS) path modeling technique was used to analyze the data. The study found that ELB had significant and positive impacts on OCB, which, in turn, significantly influence employee engagement. Surprisingly, it is revealed that the OEC positively mediates the relationship between ELB and OCB but does not consider significantly which calls for further research in this regard. This study will positively contribute to the decision-making process of organizations’ top management and policy makers.
Technology is the master key for the growth and development of an organization. It fuels employees to become highly effective in their roles and shapes a sustainable organization. Organizational citizenship behavior (OCB) is a highly regulated employee role behavior. While a few previous research claimed the association between traditional human resources management practices but the present research attempts to investigate the relationship between electronic human resources management (e-HRM) usage and OCB. To fulfill the research interest, the primary data were collected through a structured questionnaire and non-probabilistic judgmental sampling techniques were applied to determine the sample size. There were 22 pharmaceuticals and 120 targeted respondents. The structural equation model approach was used to determine the extent of the relationship. The study revealed that there is a significant positive relationship between e-HRM like e-training, e-performance appraisal with OCB, and a negligible relationship with e-selection. The finding of the study will be a strong tool for managers and leaders. . In the end, the future directions and implications are articulated.
Customer Satisfaction and loyalty are critical indicators of the sharing economy’s long-term viability, particularly in developing countries. The main objective of this study is to develop a service quality model applicable in the sharing economy based on the ridesharing service perspective. Through synthesizing existing theories and literature, the dynamics of ridesharing service quality (RSSQUAL) have been conceptualized. To verify the study using the PLS-SEM analysis technique, data have been collected in Dhaka from 210 users of ridesharing services through an online questionnaire survey. This study finds that ridesharing service quality is a second-order model, whereby six primary dimensions including service availability, ease of use, empathy, tangibles, security & privacy, and cost constitute the primary dimensions. The study also finds significant relationships among RSSQUAL, service loyalty and customer satisfaction. Theoretically, this study extends the research of sharing economy through proposing the RSSQUAL model in a new research context. Practically, companies can focus on key quality dimensions to better satisfy the customers. Finally, the viability of sharing economy in the developing countries has been assessed through the determination of customer service loyalty and satisfaction.
Key Words: Sharing Economy, Ridesharing Service, Service Quality Model, Service Loyalty
1 MBA, University of Dhaka
2 Lecturer, Department of Business Administration, European University of Bangladesh.
Fast-paced development in information technology and related services has significantly raised social standards, particularly in terms of meeting the needs of citizens. By digitizing public service providing process or developing an electronic government system, governments are taking advantage of this inevitable technological development while also ensuring citizen’s satisfaction and long-term use by them. Efforts are being made in countries all over the world to ameliorate e-governance and provide public services through online. Despite the importance of investigating the continuous usage behavior of e-services provided by the government, user experiences and satisfaction with government provided e-services from citizens’ perspectives are still unaddressed in the current literature. Hence, this study investigates the key predictors of user experiences, citizen satisfaction, continuance usage of government provided e-services, and intention to recommend the technology by integrating two relevant theoretical models: Technology Continuance Theory (TCT) and Information system (IS) success model. Also, this research model is extended to incorporate another two relevant constructs of government provided e-services’ continuous usage: privacy risk and user experiences. For collecting data, 459 Bangladeshi citizens were surveyed who have already received government provided e-services, which helped the researchers to test the conceptual model. Collected data was interpreted by using partial least squares Structural Equation Modeling (SME).SEM has become increasingly popular in information systems research, but it has yet to be generally adopted and employed in e-government service research. In this research, it was an aim to shed some insight on the well-known issue of poor utilization of government provided e-services, particularly transactional services, among citizens. Findings of this study confirm the hypothesis that the suggested model had strong predictive ability, since it clarified 58.8% variance in citizen satisfaction and 61.68% variance in ongoing use of government provided e-services.
Keywords: E-government services, User Experiences, Citizen Satisfaction, Continuance Usage, and Bangladesh.
1 Associate Professor, Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University,
2 Associate Professor, Department of Public Administration and Governance Studies, Jatiya Kabi Kazi Nazrul Islam University, Trishal, Mymensingh
The aim of this research is to ascertain how career progression mediates the link between work and family related conflict and performance across married women employees in Bangladesh. The research includes 200 married working women who were chosen using a judgmental sample procedure. The data gathered during the study procedure was analyzed using the SPSS 24 and Amos programs. As a result of the research, it has been determined that family -work conflict has favorable and substantial effects on career development and employee performance, career development has positive effects on employee performance. In addition, it was concluded that there is a full mediation effect of career development on the effect of work-family conflict on employee performance.
Keywords: Work- family conflict, Employee Performance, Mediating effect.
1 Assistant Professor, Department of Management, Rangamati Science & Technology University.