This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

The study aimed to explore challenges and solutions in applying green human resource management practices for the sustainable workplace. The field of enquiry is ready‐made garments factories, with the study drawing on qualitative research. The researchers interviewed 12 managers from leading ready‐made garments factories in Dhaka, Bangladesh. The participants interviewed provided rich qualitative data and identified a number of challenges such as a poor level of knowledge, no rules for practicing, a lack of managerial interest and organisational support, high costs of practicing, and high employee turnover as the main challenges in applying green human resource management practices in the factories of the industry. The study also found that strict rules and regulations, monitoring, courses in universities, training programs, and monetary incentives could be effective solutions in applying green human resource management practices in the organisations. This study is amongst the first in academic research to reveal the challenges and solutions in applying green human resource management practices in organisations; therefore, primary data could be useful for academicians and policymakers for further research and subsequent decision‐making.

This study explores and examines barriers faced by female graduate entrepreneurs founding and growing SMEs in Bangladesh. It particularly seeks to address the current gap in the literature on the barriers faced specifically by female graduate entrepreneurs in Bangladesh, and is among the first of its kind. We conducted 12 semi-structured interviews including 6 graduate female entrepreneurs of SMEs and 6 scholars in entrepreneurship in Dhaka, Bangladesh, and found that educated, graduate, females faced more barriers than uneducated or non-graduate females because of their educational background. It appears from our research that those women who had graduated from university were more likely to join in a company rather than starting and continuing to develop their own business. In addition to these key findings, we also found that Bangladeshi female graduate entrepreneurs had a lack of negotiation and pitching skills, little confidence, little access to institutional training and courses on SMEs and entrepreneurship. They also faced barriers such as lengthy, biased, and expensive loan facilities, corruption, operating in a conservative culture, a lack of support from their families and partners, barriers in mobility caused by traffic congestions in Dhaka, and risks to personal security. All of our findings from the interviews are well supported by additional research in the form of scientific observations of 79 entrepreneurs and 20 private and 5 public universities. The practical implications of these barriers are discussed in the paper and recommendations offered to key stakeholders to facilitate female graduate entrepreneurs in opening and operating SMEs in Bangladesh.

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Purpose The purpose of this study is to confirm that work to family conflict (W to FC), family to work conflict (F to WC) and work family balance (WFB) are the predictors of job satisfaction (JS) for Malaysian academic community. To achieve the fundamental objective, the authors first test the direct (structural model) effects of W to FC and F to WC on JS. Secondly, using mediation model, the indirect effects of WFB were calculated through W to FC, F to WC and JS. Design/methodology/approach Using convenience sampling, the data was collected from 280 academic people who work at private universities in Malaysia. Structural equation modelling technique was applied to complete the data analyses procedures. Findings The findings revealed that W to FC and F to WC have negative significant effects on JS. Besides, WFB partially mediates only the relationship between W to FC and JS while no mediation effect was found for F to WC and JS. Research limitations/implications All the research variables in this study were individual-level variables, thus it is suggested to use some organizational and national level variables such as religion and culture as they might be good intervening variables for predicting JS. Practical implications Using the findings of this research, the Malaysian private universities community can take some necessary initiatives to mitigate work family conflict (W-FC) and ensure WFB and JS that might enhance the standard of higher education in Malaysia. Originality/value To the best of the authors’ knowledge, this is the first attempt to test the mediation effect of WFB in the relationship between both directions of W-FC and JS of employees from the perspective of Malaysia (a collectivist community).