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Volume 9 Issue 2, December 2022 Special Issue: HRM in Bangladesh: Past, Present and Future Guest Editors: Monowar Mahmood, Sudhir Saha and Mir Mohammed Nurul Absar Editorial: HRM in Bangladesh: Past, Present and Future Monowar Mahmood<https://journals.sagepub.com/doi/full/10.1177/23220937221130609#con1>, Sudhir Saha<https://journals.sagepub.com/doi/full/10.1177/23220937221130609#con2>, and Mir Mohammed Nurul Absar<https://journals.sagepub.com/doi/full/10.1177/23220937221130609#con3> A Systematic Review of 50 Years of Human Resource Management Research in Bangladesh: Retrospective Reflections and Forward Trajectories M. Nazmul Islam<https://journals.sagepub.com/doi/full/10.1177/23220937221124745#con1>, Mir Mohammed Nurul Absar<https://journals.sagepub.com/doi/full/10.1177/23220937221124745#con2>, Monowar Mahmood<https://journals.sagepub.com/doi/full/10.1177/23220937221124745#con3> https://doi.org/10.1177/23220937221124745 Abstract This article aims to determine the current status of human resource management (HRM) research in Bangladesh by reviewing papers published from 1971 to 2021 and offering recommendations for future research. An electronic search of the Scopus database was carried out using 17 keywords connected to HRM in combination with ‘Bangladesh’ and ‘Bangladeshi’. Finally, through a systematic literature review using the preferred reporting items for systematic reviews and meta-analyses (PRISMA), 25 empirical articles published in journals listed in the Australian Business Deans Council (ABDC) ranking were carefully chosen for the present review to ensure they were of good quality. This review demonstrates several distinct features of Bangladeshi HRM research conducted so far. First, no Bangladeshi HRM-based study has been published in A*-ranked journals in the ABDC ranking. Second, Bangladesh-based HRM studies have mostly employed self-reported questionnaires. Third, directors/heads of departments/managers/supervisors are the primary data sources in Bangladesh-based studies. Fourth, no longitudinal study has been conducted in Bangladesh-based HRM research in the last 50 years. Despite some limitations, the present review makes a notable contribution to the field of HRM in Bangladesh by identifying existing research gaps, as this is the first extensive and systematic review of HRM research in Bangladesh. Additionally, this study provides future research directions that could contribute to industrial development, economic growth, and HRM knowledge advancement and dissemination in Bangladesh. Person–Organisation Fit and Occupation Selection in Bangladesh: A Study on Bangladesh Civil Service Applicants Md Sohel Chowdhury<https://journals.sagepub.com/doi/full/10.1177/23220937221087022#con1> and Dae-seok Kang<https://journals.sagepub.com/doi/full/10.1177/23220937221087022#con2> https://doi.org/10.1177/23220937221087022 Abstract Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted. Advancing Public Service Innovation Through Empathy: An Analysis of Bangladesh’s Intrepid Approach Shah Md Azimul Ehsan<https://journals.sagepub.com/doi/full/10.1177/23220937221113993#con1>, Farhad Hossain<https://journals.sagepub.com/doi/full/10.1177/23220937221113993#con2> and Shahjahan Bhuiyan<https://journals.sagepub.com/doi/full/10.1177/23220937221113993#con4> https://doi.org/10.1177/23220937221113993 Abstract This study attempts to understand, explore and analyse how Bangladesh public administration has made considerable progress in fostering public service innovation (PSI) by instilling empathy among the public bureaucrats through the Empathy Training Programme (ETP). By employing qualitative methods, this study collected data from both primary and secondary sources. The empirical findings of the study suggest that ETP has been able to change the paternalistic and colonial mindset of public bureaucrats. In addition, the study further reveals that public bureaucrats are bringing this knowledge of empathy-led innovation to their workplaces, where they are effectively practising it, indicating that the ETP has not only been able to generate a cultural change in the Bangladesh Civil Service (BCS) but also has created a sense of responsiveness and self-accountability among public bureaucrats. However, there are still areas of concern in terms of the sustainability of the ETP approach. The study also identified some critical building blocks, which have been considered responsible for the limited scaling up of the pilot projects. Finally, the study has come up with a set of recommendations for making this intrepid approach to Bangladesh public administration more effective. The Influence of Organisational Culture on Employee Commitment: An Empirical Study on Civil Service Officials in Bangladesh Iffat Jahan<https://journals.sagepub.com/doi/full/10.1177/23220937221113994#con1>, Thanh Huynh<https://journals.sagepub.com/doi/full/10.1177/23220937221113994#con2>, and Gideon Mass<https://journals.sagepub.com/doi/full/10.1177/23220937221113994#con3> https://doi.org/10.1177/23220937221113 Abstract The purpose of this study is to determine the effect of organisational culture on the commitment of officers in the Bangladesh Civil Service (BCS; Administration) cadre. The study examines the relationships between four organisational cultural characteristics and a three-component commitment model. The quantitative data analysis was conducted using data collected via a survey from 211 respondents. The research findings indicate that mission, one of the organisational cultural traits, has a significant impact on the affective, normative and continuing commitment of the BCS (Administration) cadre. Only normative commitment is strongly influenced by involvement, another organisational cultural characteristic. This study’s findings will contribute to the body of knowledge about organisational culture and employee commitment in public organisations. This result can be used to increase officer commitment by top management or the responsible departments. If officers remain committed to the service, this will ultimately result in an increase in productivity, performance and efficiency, as well as a decrease in absenteeism and an increase in officer morale. This will ultimately add value to the services provided to the general public in Bangladesh, as the administration cadre is critical in formulating and implementing public policies. Human Resource Management Practices of Foreign Manufacturing Companies in Bangladesh: A Comparative Study Mohammad Khasro Miah<https://journals.sagepub.com/doi/full/10.1177/23220937221125552#con1>, Mashita Khasro Sarah<https://journals.sagepub.com/doi/full/10.1177/23220937221125552#con2>, and Yoshi Takahash<https://journals.sagepub.com/doi/full/10.1177/23220937221125552#con3> https://doi.org/10.1177/23220937221125552 Abstract This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries. Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh Muhaiminul Islam<https://journals.sagepub.com/doi/full/10.1177/23220937221122329#con1>, Abdullah Al Mamun<https://journals.sagepub.com/doi/full/10.1177/23220937221122329#con2> and Md. Aftab Uddin<https://journals.sagepub.com/doi/full/10.1177/23220937221122329#con5> https://doi.org/10.1177/23220937221122329 Abstract Artificial intelligence (AI) is now considered indispensable in undertaking operational activities, especially in the area of human resource analytics. However, in practice, the rate of the adoption of such modern algorithms in organisations is still in its early stages. Consequently, the primary objective of this study is to identify the main antecedents of the adoption of AI-based technologies in recruitment, using the lens of the unified theory of acceptance and use of technology (UTAUT) model, alongside perceived credibility and moderating variables, in the context of an emerging nation in South Asia, namely Bangladesh. Data were collected from 283 human resource professionals employed in different manufacturing and service firms in Bangladesh through the administration of a questionnaire, which was analysed by applying PLS-SEM. The outcomes of the study show that all the direct hypothesised relationships were found to be significant, apart from the extended variable of perceived credibility. However, no moderating effect of gender or firm size was found in any of the hypothesised propositions. Finally, policy implications and recommendations for future researchers are proposed. Linking Safety Climate and Safety Citizenship Behaviour in the Bangladeshi Garment Industry: Role of Employees’ Prosocial Motivation Munmun Rahaman<https://journals.sagepub.com/doi/full/10.1177/23220937221125551#con1> and Md. Shamsul Arefin<https://journals.sagepub.com/doi/full/10.1177/23220937221125551#con2> https://doi.org/10.1177/23220937221125551 Abstract Drawing on the self-determination theory, this study aimed to examine whether perceived safety climate influenced prosocial motivation, consequently affecting two types of safety citizenship behaviours: prosocial and proactive. Two-wave time-lagged data were collected from 334 readymade garment employees in Bangladesh. Hypothesised relationships were examined using analysis of moment structures (AMOS) and statistical package for the social sciences (SPSS). This study revealed that the perceived safety climate positively influenced prosocial motivation among garment employees. In addition, perceived safety climate is related to both types of safety citizenship behaviours. Moreover, this study found that the relationship between perceived safety climate and safety citizenship behaviours was mediated by prosocial motivation. This study is a pioneer in investigating the motivating mechanism of perceived safety climate to stimulate garment employees’ citizenship behaviours. These findings provide significant evidence and guidance for garment manufacturers and managers to bolster garment employees’ prosocial and proactive safety behaviours. Dr Mohan Thite<https://www.name-coach.com/mohanthite> Associate Professor in HRM Senior Fellow - Higher Education Academy (SFHEA) Founding Editor, South Asian Journal of HRM Griffith Business School, Griffith University Brisbane, Australia Email: [log in to unmask]<mailto:[log in to unmask]> Griffith Experts: https://experts.griffith.edu.au/7283-mohan-thite ResearchGate: https://www.researchgate.net/profile/Mohan_Thite<https://www.researchgate.net/profile/Mohan_Thite> Google Scholar: https://scholar.google.com.au/citations?user=m_L84pMAAAAJ&hl=en<https://scholar.google.com.au/citations?user=m_L84pMAAAAJ&hl=en> LinkedIn: https://www.linkedin.com/in/thite3<https://www.linkedin.com/in/thite3> Recent Publications: - Thite, Mohan (2023) 'Trishanku - An Indian Immigrant's Journey of Self Discovery' - A Novel. https://www.amazon.com/Trishanku-Indian-Immigrants-Journey-Discovery/dp/0645518212 - Thite, M., Hussain, G. R. and Ferreira, J. J. M. (2022). ‘Talent Management in the ‘New Normal’ – Case Study of Indian IT Services Multinationals in China’. Thunderbird International Business Review. https://doi.org/10.1002/tie.22247 - Sharma, A., Bhatnagar, J., Jaiswal, M. & Thite, M. (2021). ‘Interplay of Enterprise Social Media and Learning at Work: A Qualitative Investigation’. Journal of Enterprise Information Management. https://doi.org/10.1108/JEIM-06-2020-0227 - Tripathi, R., Thite, M., Verma, A. & Mahapatra, G. (2021). ‘Appraising the Revamped Performance Management System in Indian IT Multinational Enterprises: The Employees’ Perspective’. Human Resource Management. https://doi.org/10.1002/hrm.22061 - Thite, M. (2020). ‘Digital human resource development: Where are we? Where should we go and how do we go there? Human Resource Development International. https://doi.org/10.1080/13678868.2020.1842982<https://doi.org/10.1080/13678868.2020.1842982> - Farndale, E., Thite, M., Budhwar, P. & Kwon, B. (2020) ‘Deglobalization and talent sourcing: Cross-national evidence from high-tech firms’. Human Resource Management. https://doi.org/10.1002/hrm.22038 ____ AIB-L is brought to you by the Academy of International Business. For information: http://aib.msu.edu/community/aib-l.asp To post message: [log in to unmask] For assistance: [log in to unmask] --- You must be an active AIB member to post to AIB-L . AIB-L has a moderator which checks messages for basic relevance. However, AIB does not edit or screen messages for accuracy or reliability of content. All subscribers are recommended to perform their own due-diligence before responding to any requests or calls. AIB accepts no liability for the content of this email, or for the consequences of any actions taken on the basis of the information provided.