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Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh

Author

Listed:
  • Farid Ahammad Sobhani

    (School of Business & Economics, United International University, Dhaka 1212, Bangladesh)

  • Amlan Haque

    (School of Business & Law, Sydney Campus, CQUniversity, Sydney, NSW 2000, Australia)

  • Shafiqur Rahman

    (Higher Education, Kent Institute Australia, Sydney, NSW 2000, Australia)

Abstract

Applying the organisational climate of corporate social responsibility (CSR) and human resource management (HRM) behavioural theories, this paper examines the associations among socially responsible HRM (SRHRM), organisational citizenship behaviour (OCB), turnover intention, and bank reputation. The proposed model, including seven hypotheses, was examined on a sample of 711 Bangladeshi bank employees. The results suggest that SRHRM has significant positive effects on both OCB and bank reputation, and a significant negative influence on turnover intention. OCB was positively significant for bank reputation but was estimated as insignificant for bank employees’ turnover intention. Moreover, perceived bank reputation was significant and negative on Bangladeshi employees’ turnover intention. Finally, a partial mediation effect was found for OCB on the direct relationship between SRHRM and bank reputation. This paper recommends that banks should aim at higher levels of OCB and reputation and lower turnover intentions should encourage SRHRM in their strategic approaches for HRM and CSR. The implications of the results of this study can help financial organisations to recognise the significance of SRHRM and its favourable effects on employee motivation and institutional reputation.

Suggested Citation

  • Farid Ahammad Sobhani & Amlan Haque & Shafiqur Rahman, 2021. "Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh," Sustainability, MDPI, vol. 13(5), pages 1-17, March.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:5:p:2753-:d:510066
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    Cited by:

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    3. Maria Arnal-Pastor & Nuria Chaparro-Banegas & José A. Belso-Martínez & Norat Roig-Tierno, 2025. "An Anatomy of Social Practices: Unveiling Necessary Conditions," SAGE Open, , vol. 15(3), pages 21582440251, August.
    4. Ahmad, Naveed & Ullah, Zia & AlDhaen, Esra & Han, Heesup & Scholz, Miklas, 2022. "A CSR perspective to foster employee creativity in the banking sector: The role of work engagement and psychological safety," Journal of Retailing and Consumer Services, Elsevier, vol. 67(C).
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    6. Amlan Haque & Nahina Islam & Nahidul Hoque Samrat & Shuvashis Dey & Biplob Ray, 2021. "Smart Farming through Responsible Leadership in Bangladesh: Possibilities, Opportunities, and Beyond," Sustainability, MDPI, vol. 13(8), pages 1-18, April.
    7. Erum Shaikh & Mohsen Brahmi & Pham Chien Thang & Waqas Ahmad Watto & Ta Thi Nguyet Trang & Nguyen Thi Loan, 2022. "Should I Stay or Should I Go? Explaining the Turnover Intentions with Corporate Social Responsibility (CSR), Organizational Identification and Organizational Commitment," Sustainability, MDPI, vol. 14(10), pages 1-16, May.
    8. Nurul’Ashykiin Mohd Fuzi & Nordahlia Umar Baki, 2025. "Understanding Turnover Intentions in the Financial Services Sector: A Systematic Review of the Quit Mindset," SAGE Open, , vol. 15(4), pages 21582440251, November.

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