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Joarder, Mohd. H. R.
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Corporate Work Satisfaction: An Empirical Investigation on the Employees of Mobile Phone Companies in Bangladesh Ashraf, Mohamad A.; Joarder, Mohd. H. R.
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

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Abstract

Determining optimal employee work satisfaction is a key to the success of any business that relies on a variety of organizational and psycho-economic factors. This study was conducted to identify those key factors, which are responsible to influence on the overall work satisfaction in the fast-gowing mobile phones companies in Bangladesh. The phone companies, which are included here in the study, are Grameen Phone (GP), Bangla Link, and Aktel. The factors included in the investigation as independent variables are Compensation Package, Supervision, Career Growth, Training and Development, Working Atmosphere, Company Loyalty, and Performance Appraisal. The result indicates that training and performance appraisal, work atmosphere, compensation package, supervision, and company loyalty are the key factors that impact on work satisfaction of the employee of these companies. The study also finds that the employees of these three companies possessed above of the moderate level and positive attitude towards work satisfaction, which could be nudged up to excellent status of the satisfaction of the employess if the management takes those identified factors with a little more rigorous weight into their considerations and modify their employee retention policy further accordingly.
The Role of HRM Practices in Predicting Faculty Turnover Intention: Empirical Evidence from Private Universities in Bangladesh Joarder, Mohd. H. R.; Sharif, Dr. Mohmad Yazam
The South East Asian Journal of Management Vol. 5, No. 2
Publisher : UI Scholars Hub

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The present study was designed to examine the relationship between human resource management practices and turnover intention among the faculty members of private universities in Bangladesh. The prime objective of this study was to understand whether the institution’s HRM practices can influence faculty turnover decision. A total of 317 faculty members of different private universities located in Dhaka Metropolitan Area(DMA) participated in the survey and returned the questionnaire to the researchers which represented 57% response rate of the study. Multiple regression analyses were used to test the hypotheses of the study. The study found faculty compensation, supervisory support and job security as statistically significant predictors of faculty turnover intention. Therefore, privateuniversity management should pay much attention to this area of human resource practices (compensation, supervisory support, job security) to retain the potential faculty, thus reducing turnover intention. Limitations and suggestions for latest news headline are forwarded.
Co-Authors Ashraf, Mohamad A. Sharif, Dr. Mohmad Yazam