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Nexus between human resource management practice and employees’ attitudes and behavior

Author

Listed:
  • Gazi Md. Shakhawat Hossain

    (Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China.)

  • Shihab Kabir Shuvo

    (Lecturer, Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh)

  • Abdullah Al Masud

    (Assoc.Prof., Department of Management Studies, Faculty of Business Studies, University of Barishal, Kornokathi, Barishal-8254, Bangladesh.)

  • Najmul Hasan

    (Assist.Prof., Information Systems, BRAC Business School, BRAC University, 66 Mohakhali, Dhaka, 1212, Bangladesh)

  • Israt Zahan

    (Assoc.Prof., Department of Public Administration, Faculty of Social Sciences, University of Barishal, Kornokathi, Barishal-8254, Bangladesh)

  • Md. Shahinur Rahman

    (Department of Business Administration, School of Management, Huazhong University of Science and Technology (HUST), 1037 Luoyu Road, Wuhan, Hubei 430074, P. R. China.)

Abstract

This study aims to evaluate the impact of human resource management practices (HRMPs) on employee attitudes and behavior (EAB). The population of this study was all employees of cement manufacturing firms (CMC) in the southern region of Bangladesh. Data was gathered using structured questionnaires following convenient sampling technique. The data was analyzed using SPSS-23 statistical package program. A robust and significant linear association between HRMPs and EAB was found. Further, HRM practices, including compensation & rewards (CR) and motivation (MV) were discovered to be dominant predictors of EAB. According to the study, variations in EAB of 77.10% were caused by independent predictors such as recruitment and selection (RS), training and development (TD), performance appraisals (PA), compensation and rewards (CR), motivation (MV), and maintenance (MT) in CMC in the southern part of Bangladesh. Nevertheless, it is apparent from the study's findings that manufacturing organizations that have implemented progressive HRM practices in a systematic and integrated manner are having an enormous influence on EAB. This study only focused on one industry and one type of organizational structure. According to the study, findings should not be extensively generalized. Future research should incorporate other aspects, such as organizational learning and organizational capacity, to construct a new model of HRM practices. Key Words:Human Resource Management, HRM Practices, Employee Attitudes and Behavior

Suggested Citation

  • Gazi Md. Shakhawat Hossain & Shihab Kabir Shuvo & Abdullah Al Masud & Najmul Hasan & Israt Zahan & Md. Shahinur Rahman, 2023. "Nexus between human resource management practice and employees’ attitudes and behavior," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 12(2), pages 139-147, March.
    • Handle: RePEc:rbs:ijbrss:v:12:y:2023:i:2:p:139-147
    DOI: 10.20525/ijrbs.v12i2.2325
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