scholarly journals The Effect of Glass Ceiling on Women Advancement: A Case Study of Financial Institutions in Bangladesh

2021 ◽  
Author(s):  
Taskina Ali ◽  
Nasrin Akter
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Glass Ceiling ◽  
Gender Discrimination ◽  
Organizational Factors ◽  
Financial Sector ◽  
Policy Implications ◽  
Promotion Policy ◽  
Five Factors ◽  
Upper Level

Glass ceiling, a widely practiced but unrevealed obstacle for the development of women and minorities towards executive and upper level of managerial hierarchy in the organizations. At the present time this issue is drawing more attention from human resource practitioners around the globe. In developed and developing countries, women's empowerment is the burning issue as the economy can reach its peak through the participation of all genders. In Bangladesh also women are engaging more in jobs specifically in the financial sector and contributing to the economy at large volume. But the disparity between male and women participation at the decision-making level raises the question of the presence of a glass ceiling and the factors contributing to the glass ceiling in the financial sector of Bangladesh. Based on the survey by using structured questionnaires from the commercial banks of Dhaka City Corporation, this study explores organizational factors, explicitly the absence of human resource practices responsible for creating glass ceilings and its presence at the workplace. Using factor analysis and multiple regressions among the six factors, the study found five factors have a significant contribution to the presence of glass ceiling and thus creating barriers to women's advancement. The factors include recruitment practices, performance appraisal, promotion policy, maintenance issues and equal employment opportunities. Policy implications are discussed in light of the findings to minimize glass ceiling effect to contribute gender parity, women's advancement and reducing gender discrimination.

scholarly journals The Effect of Glass Ceiling on Women Advancement: A Case Study of Financial Institutions in Bangladesh

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Taskina Ali ◽  
◽  
Nasrin Akter
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Glass Ceiling ◽  
Gender Discrimination ◽  
Organizational Factors ◽  
Financial Sector ◽  
Policy Implications ◽  
Promotion Policy ◽  
Five Factors ◽  
Upper Level

Glass ceiling, a widely practiced but unrevealed obstacle for the development of women and minorities towards executive and upper level of managerial hierarchy in the organizations. At the present time this issue is drawing more attention from human resource practitioners around the globe. In developed and developing countries, women's empowerment is the burning issue as the economy can reach its peak through the participation of all genders. In Bangladesh also women are engaging more in jobs specifically in the financial sector and contributing to the economy at large volume. But the disparity between male and women participation at the decision-making level raises the question of the presence of a glass ceiling and the factors contributing to the glass ceiling in the financial sector of Bangladesh. Based on the survey by using structured questionnaires from the commercial banks of Dhaka City Corporation, this study explores organizational factors, explicitly the absence of human resource practices responsible for creating glass ceilings and its presence at the workplace. Using factor analysis and multiple regressions among the six factors, the study found five factors have a significant contribution to the presence of glass ceiling and thus creating barriers to women's advancement. The factors include recruitment practices, performance appraisal, promotion policy, maintenance issues and equal employment opportunities. Policy implications are discussed in light of the findings to minimize glass ceiling effect to contribute gender parity, women's advancement and reducing gender discrimination.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

Analysis on application level based on ordinal logistic regression and best of advanced manufacturing technologies (AMT) selection based on fuzzy-TOPSIS integration approach

2021 ◽  
pp. 1-11
Author(s):  
Guilian Wang ◽  
Liyan Zhang ◽  
Jing Guo
Keyword(s):  
Logistic Regression ◽  
Organizational Factors ◽  
Fuzzy Topsis ◽  
Ordinal Logistic Regression ◽  
Industrial Robots ◽  
Policy Implications ◽  
Market Pricing ◽  
Factors Affecting ◽  
Pricing Power ◽  
The Core Competence

This paper try to fully reveal the key factors affecting the the level of AMT application in micro- and small enterprises (MSEs) from its organizational factors by ordinal logistic regression. The results show that MSEs have a relatively high level of AMT application as a whole due to the maturity and cost reduction of basic technologies such as artificial intelligence, digital manufacturing and industrial robots. In this paper we propose manufacturing world analysis at Application using Logistic Regression and best AMT selection using Fuzzy-TOPSIS Integration approach.Considering the influence mechanism of each factor, the important factors that affect the application level of AMT are the enterprise’s market pricing power, the main production types, technical, market and management capabilities, organization development incentives and the interaction with external stakeholders. Based on the results above, the following policy implications are proposed: further expanding the customized production in MSEs to gradually improve the market pricing power, expanding the core competence of enterprises, enhancing the employee autonomy, and strengthening the interaction with industry organizations.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

Human Resource Practice System in Malaysian Five-Star Hotels

2014 ◽  
Author(s):  
Rozila Ahmad
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Hotel Industry ◽  
Human Resource Practices ◽  
Human Resource Practice ◽  
Objective Performance ◽  
Beach Resort ◽  
Recruitment And Selection ◽  
Managerial Employees ◽  
Resort Hotels

Organisations, including hotels, usually have more than one human resource practices system. Thus, this book is written to provide an understanding of the human resource practice system for managerial and non-managerial employees in the context of hotel industry. This book focuses specifically on five-star beach resort hotels in Malaysia. The human resource practices system for managerial employees includes empowerment while the recruitment and selection is more thorough. Their compensation is more attractive and their training is more rewarding. Both groups of employees are provided with a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication.

The mediating role of fairness on the effectiveness of strategic performance measurement systems

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kevin Baird ◽  
Sophia Xia Su ◽  
Nuraddeen Nuhu
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Performance Measures ◽  
Content Type ◽  
Strategic Performance ◽  
Measurement Systems ◽  
Mediating Role ◽  
Performance Measurement Systems ◽  
Insight Into

PurposeThis study examines the mediating role of the fairness of performance appraisal on the association between the extent of use of strategic performance measurement systems (SPMSs) with SPMS effectiveness.Design/methodology/approachData were collected using an online survey distributed to 656 Australian middle and lower level managers.FindingsThe findings reveal that informational fairness mediates the association between SPMSs (link to value drivers and the use of multidimensional performance measures) with performance-related outcomes; procedural fairness mediates the association between SPMSs (link to strategy and the use of multidimensional performance measures) with staff-related outcomes and distributive fairness mediates the association between the use of SPMSs (all three types) with both performance and staff-related outcomes.Originality/valueThe study provides a unique insight into the importance of fairness (the distributive, informational and procedural fairness of the performance appraisal system) in mediating the associations between the extent of use of SPMSs and SPMS effectiveness. The findings contribute to the human resource management (HRM) “black box” literature by providing an insight into the behavioural mechanism through which a specific human resource management practice (i.e. the SPMS) influences organisational performance.

scholarly journals INVESTIGATING THE IMPACT OF PERFORMANCE APPRAISAL JUSTICE ON JOB PERFORMANCE AND OCB OF EMPLOYEES: PATH THROUGH WORK ENGAGEMENT

2021 ◽  
Vol 9 (3) ◽  
pp. 315-325
Author(s):  
Riffut Jabeen ◽  
Rabia Khan ◽  
Abida Ellahi ◽  
Samina Begum
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Social Exchange ◽  
Work Engagement ◽  
Mediating Effect ◽  
Organizational Setting ◽  
Appraisal System ◽  
Data Set ◽  
The Impact

Purpose of the study: The study intends to find the interaction of Performance Appraisal Justice (PAJ) and work engagement (WE) to predict employee job performance (JP) and organizational citizenship behaviour (OCB) under the umbrella of fairness heuristic theory (JHT) and social exchange theory (SET).  Methodology: Hypotheses testing was done using linear regression data on the data set of 325 respondents. The results are significant and indicated that Justice in the performance appraisal system is positively related to employee outcomes (OCB and job performance) with mediating effect of work engagement.  Main Findings: Interaction between exogenous, endogenous, and intervening variables suggests that there is a positive relationship between PAJ and WE and WE mediate the relationship between PAJ and OCB and PAJ JP. In the organizational setting of Pakistan, this study addresses PAJ and its important outcomes which are beneficial for the organization’s effective outcomes. Applications of this study: This study throws light on the management, organizational, and administrative sciences literature, especially the human resource, organizations, and industrial behavior perspective. Administrators and human resource managers can apply the findings of this study. The study can be applied to both the public and private sectors. Originality/Novelty: Pakistani organizations have high collectivism, uncertainty avoidance and power distance, centralization, bureaucracy, and authority in organizations. Therefore, this study has proved some prominent outcomes as compared to countries with a more constant climate. The study sheds light on very important aspects of workplace behavior such as justice, work engagement, OCB, and performance with a particular focus on developing countries. 

scholarly journals Employee Engagement Level and Its Key Determinants: a Study in the Context of Nepalese Media Sector

The Batuk ◽  
2020 ◽  
Vol 6 (1) ◽  
pp. 1-16
Author(s):  
Damodar Niraula
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Sampling Method ◽  
Analytical Tool ◽  
Participatory Culture ◽  
Human Resource Managers ◽  
Major Focus ◽  
Resource Managers

 This paper aims to measure the level of employee engagement and to propose employee engagement framework. Following two-step sampling method, a questionnaire survey was conducted among the employees of fifteen media houses. The results of the survey are analyzed with the help of SPSS 18 version. Majority of the employees of Nepalese media houses have been found being engaged to their job. The findings confirm that five HR practices: performance appraisal and recognition; participatory culture; working facility; communication; and job and resources are the determinants of employee engagement. Among those, performance appraisal and recognition, and participatory culture, should be the major focus of human resource managers to make the employees engaged. Additionally, the paper can serve as a reference and an analytical tool to researchers for expanding knowledge on the topic.

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