PhD Thesis

A Study on Performance Management Systems of Private Commercial Banks in Bangladesh

2026-08-06T04:32:52Z

A Study on Performance Management Systems of Private Commercial Banks in Bangladesh Sharmin, Nazia Private commercial banks in today's highly competitive market need expert performance management if they are to survive. Individuals, departments, and even whole companies may get an efficiency boost and a competitive edge by using performance management systems. In this paper, it is empirically investigated how the PMS and ethics directly affect the financial sector employees’ morale in Bangladesh. Structured around several pivotal objectives, the research primarily seeks to analyse the correlation between PMS as well as workers' satisfaction. Furthermore, it proves the impact of PMS on ethical behaviour in the private banking domain. Additionally, it aims to explore the intermediary role of ethics in the PMS-employee satisfaction relationship. Relying on purposive sampling, the research involved a sample size of 300. Four hypotheses were formulated to determine relationships among PMS, employee satisfaction, and ethics. These hypotheses, constituting the backbone of the research, were formulated drawing upon the established academic and empirical discourse, with slight modifications to suit the specificities of the Bangladesh banking context. Therefore, this study adopts a deductive approach to theory development. The first hypothesis was that PMS positively impacts employee satisfaction, which was confirmed with a prominent path coefficient of 0.309 (p < 0.001). The resultant sense of clarity, fairness, and recognition can lead to improved employee satisfaction levels. Furthermore, PMS contributes to a performance-driven culture, promoting employee development, career growth, and perceived fairness in reward distribution. The second hypothesis proposed that PMS positively affects organisational ethics. One path coefficient supported this hypothesis, 0.535 (p < 0.001). PMS, by providing clear expectations, conduct guidelines, and conduct standards, contributes significantly to the ethical climate within an organisation. The third hypothesis posits a positive correlation between ethics also employee well-being, which was affirmed with the path coefficient of 0.172 (p < 0.01). A healthy workplace culture, defined by equity, respect, and trust, nurtures job satisfaction. Ethical behaviour promotes a feeling of achievement, moral viii alignment, and psychological well-being among workers, positively influencing their satisfaction levels. The final hypothesis posits that ethics mediates the relationship between PMS and employee satisfaction, which was confirmed with a significant path coefficient of 0.092 (p < 0.05). This mediating role of ethics indicates that PMS impacts employee satisfaction through the enhancement of ethical behaviour. The outcomes of the paper firmly align with the hypothesised relationships between PMS, ethics, and employee satisfaction. They underscore the significant, positive impacts of PMS, ethics, and their interplay on employee satisfaction. Moreover, the findings bolster the current body of knowledge, elucidating the variables influencing employee satisfaction and ethical conduct regarding PMS. It bears practical values for organisations aspiring to improve employee satisfaction, along with fostering ethical conduct. Organisations should focus on implementing effective PMS, aligning with ethical principles, and providing clear guidelines, regular monitoring, fair appraisals, and constructive feedback. By doing so, organisations can create a performance-oriented culture, fostering employee development, career advancement, and fairness in reward allocation. Ethics, integrated through the performance management system, improve the culture of integrity, trust, as well as engagement, ultimately boosting employee satisfaction and organisational effectiveness. This integration of ethics into PMS involves a conducive workplace, enhancing employee satisfaction and involvement. In conclusion, the research generates informative proof substantiating the important correlation among PMS, ethics, as well as employee satisfaction. It underlines the significance of well-designed and implemented PMS that emphasise ethical considerations in improving employee satisfaction and ethical behaviour. Recognising the crucial role of ethical behaviour in PMS can help organisations shape a healthy workplace, promoting employee satisfaction, engagement, and contributing to organisational success. This thesis is submitted for the degree of Doctor of Philosophy.

The Dynamics of Digital Transformation in Employees’ Performance Management Systems in Bangladesh

2026-08-03T04:07:47Z

The Dynamics of Digital Transformation in Employees’ Performance Management Systems in Bangladesh Hossain, Tanjela The rapid growth of digital technologies has led to significant changes in performance management systems. This doctoral thesis explores the nexus of digital transformation of performance management systems (PMS) in the Bangladeshi telecom workforce. The telecommunications industry is a significant contributor to economic growth and innovation in Bangladesh, and this study aims to examine the dynamics of digital transformation of employees’ performance management systems in the telecommunications sector in Bangladesh. Therefore, this study aims to understand the trends of Digital Performance Management Systems (hereafter DPMS) implementations, and their impact on organizational capabilities, employee perceptions, competitive advantages, sustainability, and data privacy & Security challenges. The telecommunication sector has been selected for this study since it is one of Bangladesh’s most technologically dynamic and rapidly changing industries. This study uses a theoretical framework that combines Maximilian`s Theory of Digital Transformation and the Technology Acceptance Model (TAM). This study addresses theoretical gaps through empirical evidence on the effect of DPMS on performance evaluation and management processes. Through a comprehensive mixed-methods approach, the study entailed pilot testing, Focus Group Discussions (FGDs), Key Informant Interviews (KIIs), and a guided survey of 176 employees from top telecom firms. Quantitative data were examined through SPSS for ascertaining reliability and regression analysis, along with Smart PLS for Structural Equation Modeling (SEM). The analysis validated six hypotheses, revealing strong connections between digital Performance Management System (PMS) adoption and important factors such as employee perceptions, organizational capabilities, sustainability, competitive advantage, employee privacy, and security concerns. The findings indicate that Digital Performance Management Systems (DPMS), if strategically adopted, drastically improve employee engagement, data accuracy, timely decision-making, and organizational sustainability in the long term. Privacy and security concerns, however, must be addressed meticulously to establish trust and effectiveness. Furthermore, this research highlights the need for customizing digital PMS tools based on the specific requirements of employees and the strategic agenda of the organization. The study makes a significant contribution to literature by reporting empirical findings from a ii developing country setting where these changes are in emerging stages. Secondly, the study offers practical recommendations for human resource practitioners and policy makers in the areas of performance appraisal strategy improvement, system uptake improvement, and fostering digital resilience. Lastly, this thesis contends that digital transformation is more than a technological change; it is a strategic enabler of organizational excellence and nurtures employee-centric performance cultures. This thesis is submitted for the degree of Doctor of Philosophy

SKILL GAP ANALYSIS OF THE MIGRANT WORKERS OF BANGLADESH

2026-04-19T09:38:01Z

SKILL GAP ANALYSIS OF THE MIGRANT WORKERS OF BANGLADESH Islam, Md Shahedul Bangladesh, the eighth most populous and most densely populated country in the world, faces severe challenges as its population exceeds the available land and resources. This imbalance has resulted in widespread unemployment and underemployment, placing immense pressure on the economy, social safety nets, basic human needs, and the Human Development Index (HDI). In response, large-scale migration for employment began in the 1970s, primarily toward Middle Eastern countries. Today, overseas employment has become a critical driver of foreign currency earnings, contributing approximately 27 billion United States dollars (USD) in 2024, or 5.3% of the Gross Domestic Product (GDP). This trend is expected to accelerate. However, the overseas employment sector has long faced numerous challenges, exacerbated by the rapid rise of automation and digitalization in the era of Industry 4.0, as a large proportion of Bangladeshi migrant workers remain unskilled and less educated. Skilled workers earn significantly more than unskilled workers, enjoy greater job security, and benefit from improved working and living conditions. This study explores the critical skill development needs in the service sector of Gulf Cooperation Council (GCC) countries for skilled and semi-skilled jobs, identifying both the skill needs and skill gaps among Bangladeshi workers. The research employed an exploratory sequential mixed-methods approach, combining qualitative data from 12 Key Informant Interviews (KIIs) with quantitative analysis based on surveys of 100 employers and 408 workers. Grounded in Human Capital Theory, which asserts that investments in skills directly improve productivity and earning potential, the study followed a systematic analytical process involving reliability tests (Cronbach’s Alpha = 0.944), sample adequacy tests (KMO = 0.911), and correlation and regression analysis (R = 0.940; R² = 0.883). The findings reveal significant skill gaps among Bangladeshi workers, including lack of experience, inadequate educational backgrounds, absence of professional technical skills, poor language proficiency, and deficient communication skills. Statistical analysis shows that technical training (Beta = 0.684, p = 0.000) and work experience (Beta = 0.224, p = 0.000) are strong predictors of higher earnings. English-speaking and writing proficiency, educational qualifications, ICT skills, manners and etiquette, cultural awareness, and basic knowledge of legal aspects were also found to influence wage earnings. 8 To develop the aforementioned skills among Bangladeshi workers, the study recommends strengthening the vocational and technical education system, improving ICT skills, enhancing language proficiency, and developing soft skills such as communication, manners and etiquette, and cultural adaptability. Furthermore, the study advocates for the establishment of a standardized national certification system aligned with GCC market requirements. These measures are expected to improve the skill levels of Bangladeshi workers, ultimately enhancing the employability and earning potential of Bangladeshi migrant workers. This thesis is submitted for the degree of Doctor of Philosophy.

Factors Affecting Adoption of Human Resource Information Systems by Small and Medium Enterprises in Bangladesh

2026-03-02T04:05:59Z

Factors Affecting Adoption of Human Resource Information Systems by Small and Medium Enterprises in Bangladesh Jabber, Mohammad Abdul This study empirically examines the factors influencing the adoption and use of Human Resource Information Systems (HRIS) among Small and Medium Enterprises (SMEs) in Bangladesh. Devising an integrated model based on the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2), Task-Technology Fit (TTF), and Revised Theory of Planned Behavior (RTPB), the research identifies both individual and organizational determinants of HRIS adoption. Data were collected from 708 human resource managers and administrative officers from SMEs and were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal SMEs in Bangladesh primarily use HRIS for administrative purposes, with limited engagement in its strategic and analytical applications. In terms of adoption factors, performance expectancy, effort expectancy, social influence, facilitating conditions, hedonic motivation, task-technology fit, and firm maturity significantly influence HRIS adoption and use behavior. The findings further underscore the moderating effects of SME size on multiple adoption relationships. The study offers practical and theoretical insights to support effective HRIS implementation in the context of emerging economies. This thesis is submitted for the degree of Doctor of Philosophy.