This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

This study explores and examines barriers faced by female graduate entrepreneurs founding and growing SMEs in Bangladesh. It particularly seeks to address the current gap in the literature on the barriers faced specifically by female graduate entrepreneurs in Bangladesh, and is among the first of its kind. We conducted 12 semi-structured interviews including 6 graduate female entrepreneurs of SMEs and 6 scholars in entrepreneurship in Dhaka, Bangladesh, and found that educated, graduate, females faced more barriers than uneducated or non-graduate females because of their educational background. It appears from our research that those women who had graduated from university were more likely to join in a company rather than starting and continuing to develop their own business. In addition to these key findings, we also found that Bangladeshi female graduate entrepreneurs had a lack of negotiation and pitching skills, little confidence, little access to institutional training and courses on SMEs and entrepreneurship. They also faced barriers such as lengthy, biased, and expensive loan facilities, corruption, operating in a conservative culture, a lack of support from their families and partners, barriers in mobility caused by traffic congestions in Dhaka, and risks to personal security. All of our findings from the interviews are well supported by additional research in the form of scientific observations of 79 entrepreneurs and 20 private and 5 public universities. The practical implications of these barriers are discussed in the paper and recommendations offered to key stakeholders to facilitate female graduate entrepreneurs in opening and operating SMEs in Bangladesh.

The study aimed to explore challenges and solutions in applying green human resource management practices for the sustainable workplace. The field of enquiry is ready‐made garments factories, with the study drawing on qualitative research. The researchers interviewed 12 managers from leading ready‐made garments factories in Dhaka, Bangladesh. The participants interviewed provided rich qualitative data and identified a number of challenges such as a poor level of knowledge, no rules for practicing, a lack of managerial interest and organisational support, high costs of practicing, and high employee turnover as the main challenges in applying green human resource management practices in the factories of the industry. The study also found that strict rules and regulations, monitoring, courses in universities, training programs, and monetary incentives could be effective solutions in applying green human resource management practices in the organisations. This study is amongst the first in academic research to reveal the challenges and solutions in applying green human resource management practices in organisations; therefore, primary data could be useful for academicians and policymakers for further research and subsequent decision‐making.

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Purpose The purpose of this study is to confirm that work to family conflict (W to FC), family to work conflict (F to WC) and work family balance (WFB) are the predictors of job satisfaction (JS) for Malaysian academic community. To achieve the fundamental objective, the authors first test the direct (structural model) effects of W to FC and F to WC on JS. Secondly, using mediation model, the indirect effects of WFB were calculated through W to FC, F to WC and JS. Design/methodology/approach Using convenience sampling, the data was collected from 280 academic people who work at private universities in Malaysia. Structural equation modelling technique was applied to complete the data analyses procedures. Findings The findings revealed that W to FC and F to WC have negative significant effects on JS. Besides, WFB partially mediates only the relationship between W to FC and JS while no mediation effect was found for F to WC and JS. Research limitations/implications All the research variables in this study were individual-level variables, thus it is suggested to use some organizational and national level variables such as religion and culture as they might be good intervening variables for predicting JS. Practical implications Using the findings of this research, the Malaysian private universities community can take some necessary initiatives to mitigate work family conflict (W-FC) and ensure WFB and JS that might enhance the standard of higher education in Malaysia. Originality/value To the best of the authors’ knowledge, this is the first attempt to test the mediation effect of WFB in the relationship between both directions of W-FC and JS of employees from the perspective of Malaysia (a collectivist community).

The study is an endeavor to analyze the relationship between transformational leadership (TFL) and innovative work behavior (IWB) of bank employees in commercial banks of Bangladesh. This paper examines whether psychological empowerment influences the above causal relationship. Data from 372 bank employees were analyzed using Structural Equation Modeling and Partial Least Squares (SMART PLS). Our key findings suggest that there is a significant positive relationship between TFL and IWB. The results also indicate the employees who are highly psychologically empowered, like to work under TFL and this shows that when the level of psychological empowerment of employees is high, TFL impact IWB positively. From the leadership perspective, our findings suggest that the role of psychological empowerment in the relationship between TFL and IWB should not be underestimated by the leaders or the managers of the commercial banks.

The study aimed to examine the impact of motivational factors on the knowledge sharing behaviour of managers in the Ready-Made Garments (RMG) industry of Bangladesh. Everyone has knowledge and can be part of knowledge sharing specially in organizations where employees need knowledge from the seniors or other personnel to perform better. However, barriers in the knowledge sharing process are common while some motivators could be effective to overcome those barriers and motivate individuals to share their knowledge with others in the organisations. This study integrates motivational perspectives into the Theory of Planned Behaviour (TPB) to examine the impact of both intrinsic and extrinsic motivators on managers' knowledge sharing behaviour in selected organisational contexts. The study used a quantitative strategy and a crosssectional survey method for data collection from 110 respondents comprising general managers, product managers, shift managers, quality managers and line managers from randomly selected top 30 RMG organizations in Dhaka, Bangladesh. The results showed that among the selected motivational factors, enjoyment in helping others was highly associated with knowledge sharing behaviour of managers in RMG organizations. However, expected organizational rewards, reciprocal benefits and knowledge self-efficacy have a moderate level of impact on managers' knowledge sharing behaviour.

Women entrepreneurs in Pakistan face numerous diff iculties in their successful business career and poses unusual status and intensity. These challenges affect women entrepreneurs differently depending on diverse situations. This study is aimed to shed light on the challenges affecting women to get success in business and to point out the issues faced by them while being entrepreneurs. It highlighted the challenges confronted by Pakistani business women and to open discussion which may empower researchers to get the clear scenario of occupations and industry down to the four-digit code.