Can HRM Practices Improve Job Satisfaction of Ready Made Garment (RMG) Workers in Bangladesh? An Alternative Solution to Recent Unrest

Abstract

Labor unrest in RMG sector of Bangladesh has become a major problem in trade and finance due to which organizations are losing their business. RMG workers are not so happy with their employers because of improper labor practices. However, employee's job satisfaction is an important factor for organizational success. Through HRM practices, organizations try to increase satisfaction among the employees for goal achievement. The objective of this study is to examine the relationship among financial, non financial HRM practices and job satisfaction of RMG workers in order to reduce unrest. For this study, 35 different RMG companies have been chosen on convenient basis around Dhaka, Gazipur and Narayanganj district of Bangladesh. This study adopts regress method under 200 questionnaires survey where data have been collected from both managerial and non managerial workers. Present study has found that both financial and non-financial job factors are making the workers satisfied, so that they are less likely to involve in labor unrest.

Impact of Prevailing HRM Practices on Job Satisfaction: A Comparative Study of Public and Private Higher Educational Institutions in India

“…Edgar and Geare (2005) and Yu and Egri (2005), also found that human resource management practices has positive impact on job satisfaction. The result of the study also supported by study of Sarker and Afroze (2014) indicated that HRM practices have significant influence on job satisfaction. Uddin and Rahman (2014) supported the study as employee job satisfaction was comparatively more positively associated with promotional opportunity and benefits.…”

High Commitment Compensation Practices and Employee Turnover Intention: Mediating Role of Job Satisfaction

“…In the area of RMG sector in Bangladesh, compensation is considered the most vital aspect of management of the employees (Rubel & Kee, 2014). Sarker and Afroze (2014) revealed that inadequate compensation is the main cause of the operator's dissatisfaction that provokes other negative consequences such as, absenteeism, lateness and strike in this sector. Therefore, local researchers proclaimed that organization need to design and execute a suitable employee perceived compensation practices which can enhance commitment, promote satisfaction, and pursue the employees to continue with the organization in the long term.…”

“…The findings of the study suggest that greater emphasis on employee perceived HCCP provides a better attachment of employee with the organization through lowering turnover intention. In the context of Bangladesh, research on HRM in different filed also found the negative relation of compensation with turnover intention and turnover in which compensation was found having a strong capacity to create bondage of employees with the organization by lowering their turnover intention (Sarker & Afroze, 2014). Therefore, it is evident that compensation and its different dimensions perceived by employees are influential to determine their continuity with the organization.…”

A Multivariate Analysis of Job Satisfaction of Ready-made Garments (RMG) Workers in Bangladesh

“…can improve the workers satisfaction in RMG sector but other nonfinancial factors like work description, work orientation, unbiased evaluation of work performance, training, job security, efficient and supportive line manager, good working environment etc. can facilitate it further (Sarker, A. R., & Afroze, R., 2014). To balance work and family life, employers should concentrate on friends and family related benefits like annual picnic, transportation facilities for workers, daycare facilities, subsidized meal, and so on.…”