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

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-10-18 DOI:10.1177/23220937221124745

M. N. Islam, M. Absar, Monowar Mahmood

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引用次数: 2

Abstract

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.

查看原文本刊更多论文

孟加拉国50年人力资源管理研究的系统回顾:回顾反思和前进轨迹

本文旨在通过回顾1971年至2021年发表的论文，确定孟加拉国人力资源管理(HRM)研究的现状，并为未来的研究提供建议。对Scopus数据库进行电子搜索，使用17个与人力资源管理相关的关键词，结合“Bangladesh”和“Bangladesh”。最后，通过使用系统评价和荟萃分析的首选报告项目(PRISMA)进行系统文献综述，在澳大利亚商学院院长委员会(ABDC)排名中列出的期刊上发表的25篇实证文章被精心挑选出来，以确保它们的质量。这篇综述展示了迄今为止孟加拉国人力资源管理研究的几个明显特点。首先，孟加拉国没有一项基于人力资源管理的研究发表在ABDC排名的A*级期刊上。其次，孟加拉国的人力资源管理研究大多采用自我报告的问卷。第三，董事/部门负责人/经理/监事是孟加拉国研究的主要数据来源。第四，在过去的50年里，孟加拉国的人力资源管理研究没有进行过纵向研究。尽管存在一些局限性，但本综述通过确定现有的研究差距，对孟加拉国人力资源管理领域做出了显着贡献，因为这是孟加拉国人力资源管理研究的第一次广泛和系统的综述。此外，本研究提供了未来的研究方向，可以有助于孟加拉国的工业发展，经济增长，人力资源管理知识的进步和传播。

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

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.