http://reposit.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/46 2026-04-13T11:21:21Z http://reposit.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/4776 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. 2026-03-02T00:00:00Z http://reposit.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/4732 Impact of Microcredit on the Rural Poverty Alleviation in Bangladesh: An Evaluation Mistry, Kalyan The 21st century global development economy has been enriched and enlightened with the rapid expansion of microcredit (MC) that works for eradicating poverty and promoting human potentiality in order to build a poverty-free better world for the upcoming generations. The thousands of millions of MC members especially the downtrodden, destitute, rural poor women are fighting against poverty and changing their fate with the help of MC. For this reason, the scientist community and the climate expert groups of the world including Intergovernmental Panel on Climate Change (IPCC) have also recommended microcredit for reducing climate vulnerability and educating climate adaptation (Cannon, 2002; Fenton et al. 2017; Heltberg and Jorgensen, 2009; Hammilli, et al. 2008, IPCC, 2001). The principal objective of this study is to examine the impact of microcredit on the rural poverty alleviation in Bangladesh. For doing this examination, an integrated theoretical framework, has been developed based on the previous related literature review. All items of the framework have been adapted from the related studies. A field survey was conducted amongst 430 respondents across the whole Bangladesh. Partial least square (PLS)-structural equation modeling (SEM) was deployed for examining the validity of the theoretical framework and testing the hypotheses. The research model of this study was tested using the SmartPLS 4.0. The research model test was constructed with two stages—one is measurement model test and another is structural model test (Crocker, L. and Algina, J. 1986 and Hair, J.F. et al. 2009). Measurement model and structural model tests were dully measured. Besides these tests, eight case studies, selected one case from each division of Bangladesh, and descriptive analysis, social-cost benefit analysis (SCBA) were also done. There are 9 hypotheses in the study. All of them have been accepted in the hypotheses test. As an advanced test, specific indirect effects were also tested for making the analysis more perfect, credible and acceptable. The result of hypotheses test is given below: This thesis is submitted for the degree of Doctor of Philosophy. 2025-11-05T00:00:00Z http://reposit.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/3600 Organizational Training Environment and Training Effectiveness: The Mediating Role of Motivation Hoque, Mahanaz The study titled Organizational Training Environment and Training Effectiveness: The Mediating Role of Motivation investigates into the complex relationships that shape the effectiveness of training programs within organizational settings. Recognizing the essential role of the training environment, this research explores its impact on training outcomes, further nuanced by the mediating influence of training motivation. In alignment with established literature, the results affirm a positive relationship between the organizational training environment and training effectiveness. This research reinforces the fundamental significance of a supportive training context in optimizing training outcomes, grounding these principles in a contemporary organizational context. Moreover, the research identifies training motivation as a significant mediator in the association between the organizational training environment and training effectiveness. This research emphasize the centrality of trainees' motivation in shaping training outcomes, extends the understanding by delineating a specific mediation pathway within the organizational training environment. Methodologically, the application of Structural Equation Modeling (SEM) provides a robust statistical framework for scrutinizing the intricate relationships among the organizational training environment, training motivation, and training effectiveness, thereby contributing to the methodological rigor of the research. This study used quantitative approach. The primary data collected through structured questionnaire on the basis of 5 point scale from 420 bankers of 18 banks in Dhaka, Chottogram, Rajshashi and Khulna of Bangladesh based on simple random sampling. Collected data analyzed through demographic, descriptive and structural equation modeling by using SPSS 23 and SmartPLS 4. Reliability assessed through Cronbach’s alpha and Validity through AVE. x The study used SPSS 23 for descriptive statistics and SmartPLS 4 for hypothetical relationship among the variables in SEM Analysis. The study found reliability through Cronbach's alpha should be greater than 0.70. (Nunnally, 1978). All the items of study with a threshold value greater than 0.70 (Hair et al., 2019) that indicate reliability (Table 5.14). Validity measured on the basis of AVE and HTMT (Hair et al., 2010). Average Variance Extracted (AVE) with a threshold value of 0.50 should be used to identify convergent validity (Fornell & Larcker, 1981; Hair et al., 2019). All the AVE value of constructs more than .50 (Table 5.18) and that indicate study is valid. The HTMT analysis revealed that the HTMT ratios were all below the threshold of 0.85 (Table 5.19), indicating that these constructs exhibit discriminant validity (Henseler et al., 2015; Hair et al., 2019). Similarly, the HTMT ratios between training effectiveness and training motivation were also below the threshold, further confirming the distinctiveness of these constructs (Hair et al., 2019). I examined several key fit indices, including the Normative Fit Index (NFI), and Standardized Root Mean Square Residual (SRMR). These indices collectively provide insights into different aspects of model fit, including goodnessof- fit, parsimony, and approximation error (Hair et al., 2019; Kline, 2016). Collectively, the results of our model fit analysis indicate that the proposed research model aligns well with the observed data (Table 5.23). Path coefficients play a crucial role in structural equation modeling (SEM) as they quantify the strength and direction of the relationships between variables in a hypothesized model threshold value below .05 (Hair et al., 2019; Kline, 2016). The study found that all hypothesized relations are supported (Table 5.25 and 5.26) that indicates organization training environment has significant impact on training effectiveness with mediating role of motivation. The theoretical implications of this research shed light on the complicated relationships within organizational training, emphasizing the mediating role of Training Motivation in xi the connection between the training environment and effectiveness. This contributes to the existing theoretical framework by offering a good appreciative of how motivational factors influence the translation of a supportive training environment into tangible training outcomes. On a practical level, organizations can leverage these findings to enhance their training programs by fostering a conducive learning environment and understanding the important role of motivating trainees. Aligning training strategies with the identified mediation pathway may lead to more impactful and tailored interventions, ultimately optimizing the effectiveness of organizational training initiatives. This research provides a valuable bridge between theory and practice, offering actionable insights for organizations aiming to refine their training approaches and achieve tangible results. This Dissertation is submitted to the Faculty of Business Studies, University of Dhaka as Fulfillment of the Requirement for the Degree of Doctor of Philosophy (Ph.D.) in Management. 2025-02-10T00:00:00Z http://reposit.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/3565 Work-Family Conflict of Female Teachers at Private Universities in Bangladesh Tasneem, Fariha Work-family conflict (WFC) affects people everywhere, regardless of their nationalities or cultural backgrounds. Nonetheless, it is possible that the nature and severity would vary depending on the society and its distinct cultural traits. This research makes an effort to determine the causes of WFC, its consequences of WFC, WFC's effects on job satisfaction, and the turnover intention of female teachers working at private universities in Bangladesh. Employees, their families, and workplace communities are all negatively impacted by WFC, which is a pervasive issue. WFC also affects job satisfaction and turnover intentions of female teachers at private universities in Bangladesh. In traditional societies like Bangladesh, it is harsher for female employees when compared to male employees. Throughout the past few decades, female participation in the workforce has gradually increased. Role conflicts arise for working women due to responsibilities to their families. This research relies on original data. To better understand work-family conflict, its causes, and effects, as well as its implications on job satisfaction and intention to leave the job, 50 female teachers from five universities were chosen as a sample. They were then asked a series of questions related to these topics. By distributing questionnaires, the data are acquired. The study identifies a few factors that lead to WFC of female teachers at Private universities in Bangladesh, Like- Excessive workload, long working hours, ambiguity of role, work demand, family demand, family commitment, negative attitude of supervisors/colleagues, organization culture, unsupportive family members, demand for relaxation time, job dissatisfaction, poor performance appraisal system, unsupportive management, etc. The study also shows some consequences of the WFC of female teachers at private universities in Bangladesh, which are- low productivity, low job performance, high turnover intentions, high level of job absenteeism, weak tie with family and friends, physical health problems, etc. A hypothesis test was conducted to see whether WFC has an impact on female teachers' intentions to leave their jobs and their job satisfaction at private universities in Bangladesh. This study also recommends some ways to improve the work-family conflict of female teachers at private universities in Bangladesh. The respondents are given some ways how to improve WFC and they need to select some options from them according to their preferences. Software called SPSS (Statistical Package for the Social Sciences) was used to evaluate the collected data. Frequency distribution, Cronbach’s reliability test, Mean, and Hypothesis (t-test) test are incorporated in this paper. Thesis Submitted to the University of Dhaka in the Partial Fulfillment of the Requirements for the Degree of Masters of Philosophy (MPhil) in Management. 2025-02-05T00:00:00Z