Diversity‐related employee attitudes and perceptions in Bangladesh
A case study on the Bangladesh Rural Advancement Committee
Bibliographic Data
| ID | 12916310 |
|---|---|
| Authors | Sangmi Cho (0000-0001-7653-8542, Ewha Womans University, corresponding author), Sultana Razia (0000-0002-3636-8718, Ewha Womans University) |
| Year | 2017 |
| Volume | 11 |
| Issue | 2 |
| Pages | 143-157 |
| Publication date | 2017-05-15 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Asian Social Work and Policy Review (JOURNAL) |
| Journal identifiers | ISSN: 1753-1403 • E-ISSN: 1753-1411 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/aswp.12121 |
| OpenAlex | W2614471342 |
| Language | EN |
| Citations received | 2 |
| References cited | 42 |
Bangladesh is perceived as homogenous, often resulting in hidden discrimination for those considered to belong to minority groups. Little research has been conducted on the characteristics of diversity as predictors of work attitude and behavior in relation to organizational commitment and job performance in Bangladesh. This study examines conditions in a leading international, non‐governmental development organization, the Bangladesh Rural Advancement Committee ( BRAC ). The purpose of this study is to explore employees' perceptions and work attitudes and how these relate to organizational commitment and job performance. A phenomenological research strategy was used to understand the unique culture of Bangladesh and workplace diversity at BRAC . Data was collected through in‐depth interviews with BRAC employees currently working in the head office, using a purposive, convenient sampling method. Both positive and negative feelings and perceptions were revealed: positive factors include gender sensitivity in the workplace, positive organizational support, organizational goodwill, organizational culture, and longer tenure and seniority; negative factors include job insecurity, dissatisfaction with salary grades and gaps, promotions, and issues pertaining to disabilities, ethnicity, and supervisors' evaluations. These results have implications for organizational and governmental policy
Diversity (politics · Job satisfaction · Nonprobability sampling · Organizational commitment · Organizational culture · Political science · Population · Public relations · Salary · Seniority · Sociology · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges
Culture's consequences
Phenomenological research methods
Affective, Continuance, and Normative Commitment to the Organization
Burnout and Turnover Intention Among Social Workers
Integrating Justice and Social Exchange
Understanding Procedural Justice and Its Impact on Business Organizations
The Role of Justice in Organizations
Justice at the millennium
The Effects of Organizational Demographics and Social Identity on Relationships among Professional Women
Rediscovering the Social Group
Cultural Diversity at Work
A Tool to Expand Organizational Understanding of Workforce Diversity
A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment
Demographic and Psychological Factors Predicting Organizational Commitment among Industrial Workers
A field study of group diversity, workgroup context, and performance
A field study of group diversity, participation in diversity education programs, and performance
Distributive and procedural justice as predictors of employee outcomes in Hong Kong
Presumed fair
Men, Women, and Attitudinal Commitment
Organizational Commitment
Unequal Pay
How Affirmative Action Became Diversity Management
Outside of the corporate mainstream and excluded from the work community
| Citations per year | 1 |
|---|---|
| Citation span | 2024 - 2024 (1) |
| Highly cited | No |