Imad Ali

This empirical study aims to explore the factors that impact job satisfaction among employees in private banks in Bangladesh, considering the prevailing atmosphere of intense competition in the country’s banking sector. Recognizing that employees are a crucial asset to any organization’s success, it is essential to explore the variables that contribute to their work contentment. The methodology adopted for this study follows a quantitative approach, employing regression analysis for scrutinizing the relationships between job satisfaction and selected variables. This study included a sample of 320 individuals employed in private banks in Bangladesh. This sample size was considered suitable for conducting a robust quantitative regression analysis. To collect the necessary data, the questionnaire was given to the bank personnel and employees via their email addresses. The survey instrument utilized in this investigation was modified from earlier research endeavors to ensure validity and reliability. To analyze the collected data, the researchers utilized the statistical software SPSS version 29.0. The regression analysis feature of SPSS was employed to test the model and hypotheses formulated for this study. The findings of the study reveal that green HR practices
(β = 0.284), which encompass environmentally friendly policies and practices in human resource management, significantly contribute to employee job satisfaction. Additionally, remuneration (β = 0.224) emerges as another vital factor influencing job satisfaction. Furthermore, work environment (β = 0.298) was found to have a significant positive and highest effect among other two variables on job satisfaction levels.

The purpose of this study is to explore how internal and external dynamic capabilities and green human resource (HR) practices enhance sustainable outcomes in SMEs. Data were collected using a survey methodology targeting employees of SMEs located in the northern region of Bangladesh and West Bengal, India. A total of 327 employees participated in the survey conducted between May and June 2024. A five-point Likert scale was employed to assess the responses, and regression analysis was used to test the study’s hypotheses. The analysis was conducted at a 5% significance level, and the data were analyzed using the SPSS software package to ensure accuracy and reliability. The results indicate that internal and external dynamic capabilities, as well as green HR practices, play a significant role in shaping the sustainable performance of SMEs. External dynamic capabilities (β = 0.498, p < 0.05**) have the highest effect on the sustainable performance of SMEs, and internal capability (β = 0.384, p < 0.05**) has the second highest effect on SME performance. Additionally, a significant positive correlation (r = 0.498) was found between green HR practices and the overall performance of SMEs. This study contributes to the growing body of literature by providing empirical evidence on the critical factors driving sustainable performance in SMEs. It highlights the importance of integrating dynamic capabilities and environmentally conscious HR practices to achieve long-term sustainability in the SME sector, particularly in the context of developing countries like Bangladesh and India.