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Employees View on Job Satisfaction: A Study on Garments Industry in Bangladesh
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Employees View on Job Satisfaction: A Study on Garments Industry in Bangladesh (2011)Employees View on Job Satisfaction: A Stu…THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER (2005)THE RELATIONSHIP BETWEEN HR P…Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System (2004)Understanding HRM-Firm Perfor…Which comes first: Employee attitudes or organizational financial and market performance? (2003)Which comes first: Employee a…Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. (2002)Business-unit-level relations…Human resources and the resource based view of the firm (2001)Human resources and the resou…ATTITUDES AND EFFECTIVENESS: EXAMINING RELATIONS AT AN ORGANIZATIONAL LEVEL (1996)ATTITUDES AND EFFECTIVENESS: …The relationship between satisfaction, attitudes, and performance: An organizational level analysis. (1992)The relationship between sati…The nature and causes of job satisfaction (1976)The nature and causes of job …The Impact of The Organizational Rewards on the Sewing Machine Operator’s Job Satisfaction: With Reference To Seethawaka Board of Investment Sri Lanka (2022)The Impact of The Organizatio…Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh (2020)Assessing the Nature of Job S…EMPLOYEE RELATIONS WITH TOP LEVEL MANAGEMENT IN BANGLADESHI GARMENTS SECTOR: AN EMPIRICAL STUDY (2017)EMPLOYEE RELATIONS WITH TOP L…Total Quality Management (TQM) Adoption in Bangladesh Ready-Made Garments (RMG) Industry: A Conceptual Model (2016)Total Quality Management (TQM…Level of job satisfaction among the garments workers in selected compliant garments (2014)Level of job satisfaction amo…Handbook of Industrial and Organizational Psychology. (1977)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. 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(1995)Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions (2000)Corporate responsibility and financial performance: the role of intangible resources (2009)Human resource management and performance: still searching for some answers (2011)Partial least squares structural equation modeling in HRM research (2018)Work and motivation (1964)Statistical Methods for Meta-Analysis (1988)Doing more with less? Flexible working practices and the intensification of work (2009)Well-Being for Public Policy (2009)Employee engagement, human resource management practices and competitive advantage (2015)Dynamic capabilities and strategic management (1997)The resource-based view of the firm: Ten years after 1991 (2001)Firm resources and sustained competitive advantage (2004)HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE (2006)How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012)A Conceptual Model of Service Quality and Its Implications for Future Research (1985)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Comparative fit indexes in structural models. (1990)Why do lay people believe that satisfaction and performance are correlated? possible sources of a commonsense theory (2003)Relation of principal transformational leadership to school staff job satisfaction, staff turnover, and school performance (2004)Organizational Mindfulness and Mindful Organizing: A Reconciliation and Path Forward (2012)Quality, productivity, and competitive position (1982)An Instrument for Measuring the Critical Factors of Quality Management (1989)A framework for quality management research and an associated measurement instrument (1994)The linkage between corporate social responsibility and the main benefits obtained from the integration of multiple management systems in Bangladesh (2022)Job satisfaction and gender: Why are women so happy at work? (1997)Employee satisfaction, intrapreneurship and firm growth: a model (2011)Relationship between job satisfaction and organisational performance (2016)Understanding Information Systems Continuance: An Expectation-Confirmation Model1 (2001)CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)Levels Issues in Theory Development, Data Collection, and Analysis (1994)Teachers' self-efficacy beliefs as determinants of job satisfaction and students' academic achievement: A study at the school level (2006)The Benefits of Climate for Inclusion for Gender-Diverse Groups (2012)
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References

  • 1976The nature and causes of job satisfaction6,848 cited
  • 2002Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.4,617 cited
  • 2004Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System2,992 cited
  • 2001Human resources and the resource based view of the firm2,601 cited
  • 1992The relationship between satisfaction, attitudes, and performance: An organizational level analysis.1,286 cited
  • 2005THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER1,085 cited
  • 2003Which comes first: Employee attitudes or organizational financial and market performance?516 cited
  • 1996ATTITUDES AND EFFECTIVENESS: EXAMINING RELATIONS AT AN ORGANIZATIONAL LEVEL363 cited

Cited by

  • 2016Total Quality Management (TQM) Adoption in Bangladesh Ready-Made Garments (RMG) Industry: A Conceptual Model12 cited
  • 2020Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh6 cited
  • 2017EMPLOYEE RELATIONS WITH TOP LEVEL MANAGEMENT IN BANGLADESHI GARMENTS SECTOR: AN EMPIRICAL STUDY2 cited
  • 2022The Impact of The Organizational Rewards on the Sewing Machine Operator’s Job Satisfaction: With Reference To Seethawaka Board of Investment Sri Lanka2 cited
  • 2014Level of job satisfaction among the garments workers in selected compliant garments

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1 cited