HRM practices in South Asia: convergence, divergence, and intra-regional differences

Wajeeh-ul-Husnain, Syed; Shen, Jie; Benson, John

doi:10.1057/s41291-020-00129-9

Cited by 6 publications

(8 citation statements)

References 76 publications

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“…, 2021). These implications are critical for employees during the COVID-19 pandemic in Bangladesh because employees in the country have also suffered from insufficient training and development opportunities and inequitable pay (Wajeeh-ul-Husnain et al. , 2020).…”

Section: Discussionmentioning

confidence: 99%

Leader–member exchange, work–family enrichment and their effects on mental health: the moderating role of remote e-work

Islam

Amin

Karatepe

et al. 2022

IJWHM

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PurposeThis paper aims to examine the effect of leader–member exchange (LMX) and work–family enrichment (WFE) on anxiety and depression, social functioning and loss of confidence as three dimensions of mental health. Furthermore, the paper aims to investigate telework and information and communication technology-based mobile work (TICTM) as a moderator of the effects of LMX and WFE on mental health.Design/methodology/approachData were collected from 214 Bangladeshi employees in the public and private sectors via an online survey. The partial least squares structural equation modeling (PLS-SEM) and multi-group analysis were performed to gauge the abovementioned linkages.FindingsThe findings reveal that LMX fosters employees' social functioning while it mitigates their losing confidence. The findings further indicate that WFE enhances social functioning while alleviating anxiety and depression. However, TICTM did not act as a moderator of the effects of LMX and WFE on three dimensions of mental health.Originality/valueDespite a plethora of empirical studies on LMX and WFE, no empirical studies have examined the effect on employee mental health as well as TICTM as a moderator in these linkages in the extant service literature so far. This paper set out to fill in these voids.

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Section: Discussionmentioning

confidence: 99%

Leader–member exchange, work–family enrichment and their effects on mental health: the moderating role of remote e-work

Islam

Amin

Karatepe

et al. 2022

IJWHM

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“…Prior researchers have emphasized the importance of law and legal systems in HRM practices (Wajeeh-ul-Husnain et al, 2020 (Ovanessoff and Plastino, 2017).…”

Section: Enhancing Efficiency In Recruitment and Selectionmentioning

confidence: 99%

“…Prior researchers have suggested that HRM policies are shaped by interests of stakeholders such as shareholders, management, employees, governments and trade unions and situation-related factors (Macini et al , 2020). Situational factors include law and societal values, labor market conditions, workforce characteristics, business strategies and management philosophy (Wajeeh-ul-Husnain et al , 2020). Additional factors include economic, governance-related factors, and legal systems (Leat and El-Kot, 2007).…”

Section: Literature Reviewmentioning

confidence: 99%

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Evolving uses of artificial intelligence in human resource management in emerging economies in the global South: some preliminary evidence

Kshetri

2021

MRR

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Purpose The purpose of this paper is to examine the use of artificial intelligence (AI) in human resource management (HRM) in the Global South. Design/methodology/approach Multiple case studies of AI tools used in HRM in these countries in recruiting and selecting as well as developing, retaining and productively utilizing employees have been used. Findings With AI deployment in HRM, organizations can enhance efficiency in recruitment and selection and gain access to a larger recruitment pool. With AI deployment in HRM, subjective criteria such as nepotism and favoritism are less likely to come into play in recruitment and selection of employees. AI deployment in HRM also has a potentially positive impact on the development, retainment and productive utilization of employees. Research limitations/implications AI is an evolving technology. Most HRM apps have not gained enough machine learning capabilities with real-world experience. Some of them lack a scientific basis. AI in HRM thus currently affects only a tiny proportion of the population in the GS. Practical implications The paper explores the roles of AI in expanding recruitment pools. It also advances our understanding of how AI-based HIRM tools can help reduce biases in selecting candidates, which is especially important in the Global South. It also delves into various mechanisms by which AI helps in the development, retainment and productive utilization of employees. Originality/value We provide details of various mechanisms by which AI brings input and output efficiencies in recruitment and selection in these countries.

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“…His systematic review included only empirical papers classified as A*, A, and B in the ranking of the Australian Business Deans Council (ABDC) and as Q1 or Q2 in the Scimago journal ranking (SJR). Next, Wajeeh-ul-Husnain et al (2020), in their systematic review of HRM research over 2 decades in South Asia, included 63 papers published in ABDC-ranked journals by using 9 keywords in several electronic databases. Their study included papers only on the core HR practices of indigenous private sector firms.…”

Section: Introductionmentioning

confidence: 99%

A Systematic Review of 50 Years of Human Resource Management Research in Bangladesh: Retrospective Reflections and Forward Trajectories

Islam

Absar

Mahmood

2022

South Asian Journal of Human Resources Management

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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.

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HRM practices in South Asia: convergence, divergence, and intra-regional differences

Cited by 6 publications

References 76 publications

Leader–member exchange, work–family enrichment and their effects on mental health: the moderating role of remote e-work

Leader–member exchange, work–family enrichment and their effects on mental health: the moderating role of remote e-work

Evolving uses of artificial intelligence in human resource management in emerging economies in the global South: some preliminary evidence

A Systematic Review of 50 Years of Human Resource Management Research in Bangladesh: Retrospective Reflections and Forward Trajectories

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