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

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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

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

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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

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

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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.

Dhaka University Journal of Management

Vol. 15 , No. 1 & 2, January 2023 – December 2023
https://doi.org/10.57240/DUJMV15A5

Impact of Wages and Social Compliance on Employee Job
Satisfaction in the Readymade Garments Industry of Bangladesh:
The Mediating Role of Employee Motivation
Md. Rabiul Islam, PhD1

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Received on 27th March 2023, Accepted on 2nd July 2023, Publised on 31st Dec 2023

Abstract: Despite rapid expansion, the ready-made garments (RMG) sector in Bangladesh
is struggling to keep its workers satisfied. The purpose of this research is to examine the
intermediary function of employee motivation in the relationship between wages and social
compliance and job satisfaction in Bangladesh’s RMG sector. This study’s overarching goal is
to examine the mediating function of employee motivation in the connection between wages,
social compliance, employee motivation, and employee job satisfaction in the RMG sector of
Bangladesh. This study uses a quantitative methodology, collecting data from 475 workers in
the Bangladeshi garments sector, and analyzes it with partial least squares structural equation
modeling (PLS-SEM). A self-administered questionnaire was used to collect data, and SmartPLS
4.0 was used for statistical analysis. The results show that wages and social compliance have
a beneficial influence on worker drive and contentment. In addition, in the RMG sector of
Bangladesh, the connection between pay, societal conformity, and job satisfaction is mediated
by employees’ levels of motivation. The study suggests that RMG factories should focus on
providing fair wages and ensuring social compliance to improve employee motivation and job
satisfaction. Additionally, it is recommended that management should encourage employee
motivation through training and development programs, recognition, and rewards to enhance
job satisfaction.
Keywords: Wages, Social Compliance, Employee Job Satisfaction, Employee Motivation,
Readymade Garments Industry, Bangladesh.