Purpose: The purpose of this study is to explore and examines the theoretical frameworks of Islamic human resource management practices and trust in organization. Additionally, to investigate the extent to which Islamic HRM practices inspire and revival employees trust in organization.

Design/methodology/approach: This study comprised sample of 236 Islamic Bank employees in Bangladesh. A cross-sectional research design was used to examine the relationship between Islamic Human Resource Management practices and trust. Data were gathered based on personal administered questionnaire.

Findings and Originality/value: This study results show that knowledge, understanding and practices of Islamic principles, recruitment and selection, training and development, and reward system significantly related to the trust. But performance appraisal are found have insignificant relationship.

Research limitations/implications: The data for this study are collected by self-administered questionnaire, a method with well-known shortcomings. Second, this study concentrated on the Islamic bank employees in Bangladesh.

Practical implications: An important implication of this research is that the interesting findings give some insight to the management of Islamic bank to focus on improving Islamic Human Resource Management practices, in their all kind of management, as that could improve their trust in the bank.

This research empirically examines the mediating role of organizational trust on human resource management, and affective commitment. An independent variable may not provide the significant effect on a dependable variable whereas, the effect may be found significant through a third variable or indirect relationship. Thus, the research paradigm is determining the function of indirect variable whether it role as a full mediator or a partial mediator in the relationship analysis. The study is based on human resource management, employee psychology and organizational behavior literature, hypotheses were tested by using Baron and Kenny's mediating analysis. The study reported mixed results on research key variables. Theoretically, the study contributes to conceptualized human resource management practices affective commitment and organizational trust theory. It also provides practitioners' implications and awareness that lack of organizational trust, employee affective commitment might be reduced and management can be failure to accomplish organizational success and managerial acumen.

This article examines the reliability of the instruments by using Partial Least Squares PLS and determined the convergent validity and discriminant validity of the latent variable under study. Specifically, the suggestion for applying PLS-SEM in media and communication studies have followed to prove the potentials of PLS-SEM using 228 datasets. Hence, the current study involves 7-constructs, 51-item which were adopted and adapted from various scholars to measure the complete process of political socialization of youth. The results of the measurement model show that the out of 51 items 42 items are with loadings greater than 0.50. In applying PLS-SEM, the measurement model gives assurance that indicators have a strong relationship with their corresponding latent constructs. Also, items show the convergent and discriminant validity of corresponding constructs. The implication of the measurement model results proved that PLS will assist communication and media studies that are designed as exploratory studied that will lead to theory building.