THE INFLUENCE OF VIRTUAL HRM PRACTICES ON ORGANIZATIONAL CULTURE IN THE INFORMATION TECHNOLOGY (IT) SECTOR OF BANGLADESH
Keywords:
Virtual HRM, Organizational culture, Remote work, E-recruitment, Virtual teams, IT sectorAbstract
This study investigates the influence of Virtual Human Resource Management (VHRM) practices on organizational culture within the IT sector of Bangladesh. With the growing reliance on digital HR practices, it has become essential to understand how VHRM impacts cultural elements such as employee engagement, communication effectiveness, collaboration, and job satisfaction. This research focuses on four primary VHRM practices: tech-based remote work, e-recruitment, virtual team management, and e-learning and development. Data was collected through a survey distributed to IT professionals in various organizations across Bangladesh. Structural equation modeling (SEM) was used to analyze the relationships between VHRM practices and organizational culture components, providing a robust statistical foundation for the findings. Results reveal that tech-based remote work, virtual team management, and e-learning positively contribute to strengthening organizational culture by promoting flexibility, collaboration, and continuous learning. However, e-recruitment showed a limited effect on cultural alignment, highlighting a gap in the integration of new employees within existing cultural frameworks. These findings underscore the importance of a well-integrated VHRM system to foster a productive and engaging work environment in the rapidly evolving IT industry of Bangladesh.References
[1] N Anjum, M A Islam. Employees’ behavioral intention to adopt e-HRM system-an approach to extend technology acceptance model. International Journal of Academic Research in Accounting Finance and Management Sciences, 2020, 10(3): 544-561.
[2] N Noor, S Rehman, M A Shah, R Altaf. E-HRM Practices and Organizational Success in IT Sector: Mediating Role of Perceived Usefulness. 2024. DOI: 10.1111/hrm.12456.
[3] N Anjum, M S Rahaman, M I Choudhury, et al. An insight into green HRM practices for sustainable workplace in the banking sector of Bangladesh: the role of electronic HRM. Journal of Business Strategy Finance and Management, 2022, 4(1): 66.
[4] S Rahman, M Z Islam, M Hossain, et al. Organizational Factors, ICT Support, and Affective Commitment: The Case of Bangladesh-Based Service Organizations. Journal of Global Information Management (JGIM), 2022, 30(1): 1-18. DOI: 10.4018/JGIM.2022010101.
[5] S S Alam, K Z Islam. Examining adoption of electronic human resource management from the perspective of technology organization environment framework. IEEE Engineering Management Review, 2021, 49(4): 59-75.
[6] A Islam, A Naseem. Role of Industry 4.0 tools in organizational performance of the IT sector. Kybernetes, 2023.
[7] S H B Shahriar, M S Alam, S Arafat, et al. Remote work and changes in organizational HR practices during corona pandemic: a study from Bangladesh. Vision, 2022: 09722629221115234.
[8] B Barua. Impact of total quality management factors on knowledge creation in the organizations of Bangladesh. The TQM Journal, 2021, 33(6): 1516-1543.
[9] F Bhuiyan, M O Gani. Usage of Human Resource Information System and Its Application in Business: A Study on Banking Industry in Bangladesh. iBusiness, 2015, 7(3): 111-122.
[10] G M A A Quaosar. Adoption of human resource information systems in developing countries: An empirical study. International Business Research, 2018, 11(4): 133-144. DOI: 10.5539/ibr.v11n4p133.
[11] M T Ahmed. E-HRM Practices and its impact on Organizational Performance: A study on the Manufacturing industry in Bangladesh. European Journal of Business and Management, 2019, 11(6): 50-60.
[12] F Syarief, H Nindiasari, M Martanto, et al. e-HRM: Changes in Business and Labor Culture in the Digital Paradigm, 2022, 6(1).
[13] M H Mia, F Faisal. Digital Human Resource Management: Prospects & Challenges for Garments Industries in Bangladesh. European Journal of Business and Management, 2020, 12(7): 18-25. DOI: 10.7176/ejbm/12-7-03.
[14] F Shahriar, M S B Tonmoy, F Yeasmin. Revolutionizing Organizational Communication in Industry 4.0: Unlocking Opportunities and Overcoming Challenges in Bangladesh. Journal of Current Social and Political Issues, 2024, 2(1): 1-9.
[15] A Talukdar, A Ganguly. A dark side of e-HRM: mediating role of HR service delivery and HR socialization on HR effectiveness. International Journal of Manpower, 2022, 43(1): 116-147.
[16] M K Ganeshan, C Vethirajan. Electronic human resource management practices and employees' perception towards information technology industry. International Journal of Scientific & Technology Research, 2020, 9: 86-90. DOI: 10.1109/IJSTR.2020.00932.
[17] M N I. Noyal. The impact of technology adoption on HR practices in the Bangladeshi construction industry. 2023. DOI: 10.1111/bmj.12867.
[18] H Halid, S N A Halim, K Ravesangar. Human resource management practices in the digital era. In: Technological Challenges: The Human Side of the Digital Age. Cham: Springer International Publishing, 2022: 109-158. DOI: 10.1007/978-3-030-69239-4_6.
[19] M S Rahman, M S Hosain. E-HRM practices for organizational sustainability: Evidence from selected textile firms in Bangladesh. Asian Journal of Economics, Business and Accounting, 2021, 21(1): 1-16. DOI: 10.9734/ajeba/2021/v21i130371.
[20] L Wijaya, J Valerie, C K Meng, et al. Factors Influencing the Adoption of Augmented Reality on Consumers. Online Shopping Purchase Intentions, 2024.
[21] S M Ventura, F Castronovo, D Nikoli?, et al. Implementation of virtual reality in construction education: a content-analysis based literature review. Journal of Information Technology in Construction, 2022, 27: 705. DOI: 10.36680/j.itcon.2022.035.
[22] A Gabriel, A D Ajriya, C Z N Fahmi,et al. The influence of augmented reality on E-commerce: A case study on fashion and beauty products. Cogent Business & Management, 2023, 10(2). DOI: 10.1080/23311975.2023.2208716
[23] M M Ali, A M Islam. Macroeconomic impacts of the global financial crisis on the Bangladesh economy. Savings and Development, 2024: 305.
[24] C Soderstrom, P Mikalef, N AUTHOR_ID, et al. Augmented reality (AR) marketing and consumer responses: A study of cue-utilization and habituation. Journal of Business Research, 2024, 182: 114813. DOI: 10.1016/j.jbusres.2024.114813.
[25] N Muqaddim, M S Hosain. E-HRM practices and operational efficiency: Evidence from Bangladeshi garment industry. Asian Journal of Economics, Business and Accounting, 2021, 21(4): 81-96. DOI: 10.9734/ajeba/2021/v21i430334.
[26] Sarstedt M, Hair JF, Pick M, et al. Progress in partial least squares structural equation modeling use in marketing research in the last decade. Psychology & Marketing, 2022, 39(5): 1035-64.
[27] Fornell C, Larcker DF. Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 1981, 18(1): 39-50.
[28] A R Khan, N Hasan, M. Rubel. Factors affecting organizations adopting human resource information systems: a study in Bangladesh. J. Bus. Manage, 2015, 17: 45-54.
[29] N Yaqoob, Z Ali, I Ahmed,