Human resource is considered the most valuable asset of organizations. Studies have suggested tha... more Human resource is considered the most valuable asset of organizations. Studies have suggested that effective human resource management (HRM) leads to positive attitudes and behaviors at the workplace. On the contrary, ineffective utilization of human resources results in negative consequences in the form of lower job satisfaction, lower commitment, or even high employee turnover and poor workforce quality. The study examined the relationship between Islamic HRM and organizational commitment. Islamic HRM variables include aspects of performance appraisal, compensation system, selection and recruitment. Data was obtained via self-administered questionnaires distributed among employees of Islamic Banks in Bangladesh. The sampling method employed was purposive sampling. Based on 165 responses obtained, the study revealed that IHRM explains about 40 per cent of the variances in organizational commitment. All factors, except recruitment were found to be significantly related to the dependent variable. Implications for future studies were also discussed.
Human resource is considered the most valuable asset of organizations. Studies have suggested tha... more Human resource is considered the most valuable asset of organizations. Studies have suggested that effective human resource management (HRM) leads to positive attitudes and behaviors at the workplace. On the contrary, ineffective utilization of human resources results in negative consequences in the form of lower job satisfaction, lower commitment, or even high employee turnover and poor workforce quality. The study examined the relationship between Islamic HRM and organizational commitment. Islamic HRM variables include aspects of performance appraisal, compensation system, selection and recruitment. Data was obtained via self-administered questionnaires distributed among employees of Islamic Banks in Bangladesh. The sampling method employed was purposive sampling. Based on 165 responses obtained, the study revealed that IHRM explains about 40 per cent of the variances in organizational commitment. All factors, except recruitment were found to be significantly related to the dependent variable. Implications for future studies were also discussed.
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