This study aims to investigate the complicated dynamics between Human Resource Management (HRM) practices and job satisfaction in the banking sector, with a particular focus on understanding how gender diversity mediates these relationships. By examining the roles of HRM practices particularly Compensation and Benefits, Workplace Environment, Recruitment and Selection, Safety and Security and Training and Development, the research seeks to disclose the differential impacts of these HRM practices on male and female job satisfaction in Bangladesh.
By employing a quantitative research design, this study utilizes a self-structured questionnaire administered to a random sample of banking sector employees in Bangladesh, covering both male and female respondents. The Partial Least Squares Structural Equation Modeling (PLS-SEM) is used to determine the hypothesized relationship among the variables also incorporating tests for construct validity, reliability, discriminant validity and multicollinearity to determine and validate the mediating role of gender diversity and job satisfaction.
The findings disclose that certain HRM practices, particularly Compensation and Benefits are universally significant in enhancing job satisfaction, which is mediated by the gender diversity. However, the impact of Recruitment and Selection, Safety and Security and Training and Development, and Workplace Environment on job satisfaction shows and marked gender-specific variations. For males, equitable recruitment and selection practices and workplace environment play a crucial role, whereas, for females, safety and security, and training and development are more significant for ensuring job satisfaction through gender diversity.
The study emphasizes the necessity for banking sector policymakers and Human Resources (HR) practitioners to incorporate gender diversity considerations into HRM strategies particularly. To adapt HRM practices to address through gender-specific needs and preferences can significantly increase job satisfaction. Besides, it will also help to improve organizational performance and employee success. The research is constrained to the banking sector in Bangladesh, which limits the generalizability of the findings across different industries and geographies. However, future studies could explore these dynamics in diverse sectors and cultural contexts to broaden the understanding of gender diversity’s role in HRM.
This research will significantly contribute to the HRM literature and diversity management by providing practical evidence on the mediating role of gender diversity in the relationship between HRM practices and job satisfaction within the banking sector. It also challenges the conventional HRM paradigms by demonstrating the different ways in which gender considerations influence the efficacy of HRM practices in promoting job satisfaction.
