Do human resource management practices boost up employees' impersonal trust? Evidence from the banking sector of Bangladesh

IF 1.6 Q2 Business, Management and Accounting
S. Sultana, Md Shariful Alam Khandakar
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引用次数: 1

Abstract

PurposeThe main purpose of the study is to identify the relationship between human resource management (HRM) practices and impersonal trust. The study focuses on five HRM practices, namely training, fair reward and promotion opportunity, employment security and performance appraisal and impact of those on impersonal trust.Design/methodology/approachData for the study have been collected from 384 front line service provider female employees of 39 private commercial banks through non-probability judgmental sampling technique and analyzed by applying structural equation modeling-partial least square (SEM-PLS) method.FindingsThe findings of the study reveals that all the five HRM practices, namely training, fair reward and promotion opportunity, employment security and performance appraisal, are positively and significantly related with impersonal trust.Originality/valuePrivate commercial banks in Bangladesh are rapidly growing and facing huge competition to improve the competitive advantage of employees. Impersonal trust of employees is required for achieving competitive advantage. Due to the lack of research and scanty of knowledge in that field, the study offers a new avenue of existing knowledge to the stakeholders and researchers on how to develop impersonal trust with necessary recommendations.
人力资源管理实践是否能增强员工的个人信任?孟加拉国银行业的证据
目的本研究的主要目的是确定人力资源管理实践与客观信任之间的关系。本研究的重点是五种人力资源管理实践,即培训、公平的奖励和晋升机会、就业保障和绩效评估,以及这些实践对个人信任的影响。设计/方法/方法本研究采用非概率判断抽样技术,从39家民营商业银行的384名一线服务提供商女性员工中收集数据,并应用结构方程建模偏最小二乘法进行分析。研究结果表明,培训、公平奖励和晋升机会、就业保障和绩效考核这五种人力资源管理实践都与非个人信任呈正相关。创意/价值孟加拉国的私人商业银行正在迅速发展,并面临着提高员工竞争优势的巨大竞争。获得竞争优势需要员工的客观信任。由于该领域缺乏研究和知识匮乏,该研究为利益相关者和研究人员提供了一条新的现有知识途径,让他们了解如何通过必要的建议建立非个人信任。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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