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Dr. Amlan Haque
CQUniversity Australia

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0 performance management
0 presenteeism
0 Responsible Leadership
0 HRM Organizations Practices

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Original article
Published: 22 June 2021 in Journal of Environmental Studies and Sciences
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Although the significance of global leadership in combatting climate change has been widely studied, the effectiveness of local government leadership has been neglected in the literature. This study explores the relationships among climate-change belief, resilience to climate change, and local government leadership (LGL). It also examines local government’s leadership in mediating and moderating the climate-change beliefs (specifically, that climate change is occurring and that it is the result of human activity) and resilience to climate change of victims of river erosion in Bangladesh and uses mediation and moderation analyses to determine the effectiveness of LGL in Bangladesh. Survey data were collected from 200 riverbank-erosion victims, and two focus-group discussions were conducted in the northern districts (Bogra and Sirajganj) of Bangladesh. Applying a mixed-methods approach, this study used adaptive capacity and vulnerability theory (ACVT) as an analytical tool along with structural equation modelling to examine the proposed model. The results suggest that climate-change belief, resilience to climate change, and LGL have significant positive relationships with each other. However, while LGL shows a partial mediation on the relationship between climate-change belief and resilience to climate change, no moderation impact was revealed that demonstrated effective LGL influence among the victims. The study extends the literature regarding the outcomes of LGL activities and initiatives on climate-change belief and resilience to climate change within a non-western context. It also provides empirical evidence from the perspective of ACVT. These results can help both policymakers and local government leaders responsible for climate-change disaster management to expedite the UN’s sustainable development goal (SDG 13), especially in developing countries like Bangladesh.

ACS Style

Amlan Haque; Anita Jahid. Climate-change beliefs and resilience to climate change in Bangladesh: is leadership making any difference? Journal of Environmental Studies and Sciences 2021, 1 -16.

AMA Style

Amlan Haque, Anita Jahid. Climate-change beliefs and resilience to climate change in Bangladesh: is leadership making any difference? Journal of Environmental Studies and Sciences. 2021; ():1-16.

Chicago/Turabian Style

Amlan Haque; Anita Jahid. 2021. "Climate-change beliefs and resilience to climate change in Bangladesh: is leadership making any difference?" Journal of Environmental Studies and Sciences , no. : 1-16.

Earlycite article
Published: 28 May 2021 in Asia-Pacific Journal of Business Administration
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Purpose The dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions. Design/methodology/approach This paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways. Findings A shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism. Research limitations/implications The implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention. Originality/value The systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.

ACS Style

Amlan Haque; Mario Fernando; Peter Caputi. Responsible leadership and employee outcomes: a systematic literature review, integration and propositions. Asia-Pacific Journal of Business Administration 2021, ahead-of-p, 1 .

AMA Style

Amlan Haque, Mario Fernando, Peter Caputi. Responsible leadership and employee outcomes: a systematic literature review, integration and propositions. Asia-Pacific Journal of Business Administration. 2021; ahead-of-p (ahead-of-p):1.

Chicago/Turabian Style

Amlan Haque; Mario Fernando; Peter Caputi. 2021. "Responsible leadership and employee outcomes: a systematic literature review, integration and propositions." Asia-Pacific Journal of Business Administration ahead-of-p, no. ahead-of-p: 1.

Journal article
Published: 19 April 2021 in Sustainability
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Smart farming has the potential to overcome the challenge of 2050 to feed 10 billion people. Both artificial intelligence (AI) and the internet of things (IoT) have become critical prerequisites to smart farming due to their high interoperability, sensors, and cutting-edge technologies. Extending the role of responsible leadership, this paper proposes an AI and IoT based smart farming system in Bangladesh. With a comprehensive literature review, this paper counsels the need to go beyond the simple application of traditional farming and irrigation practices and recommends implementing smart farming enabling responsible leadership to uphold sustainable agriculture. It contributes to the current literature of smart farming in several ways. First, this paper helps to understand the prospect and challenges of both AI and IoT and the requirement of smart farming in a nonwestern context. Second, it clarifies the interventions of responsible leadership into Bangladesh’s agriculture sector and justifies the demand for sustainable smart farming. Third, this paper is a step forward to explore future empirical studies for the effective and efficient use of AI and IoT to adopt smart farming. Finally, this paper will help policymakers to take responsible initiatives to plan and apply smart farming in a developing economy like Bangladesh.

ACS Style

Amlan Haque; Nahina Islam; Nahidul Samrat; Shuvashis Dey; Biplob Ray. Smart Farming through Responsible Leadership in Bangladesh: Possibilities, Opportunities, and Beyond. Sustainability 2021, 13, 4511 .

AMA Style

Amlan Haque, Nahina Islam, Nahidul Samrat, Shuvashis Dey, Biplob Ray. Smart Farming through Responsible Leadership in Bangladesh: Possibilities, Opportunities, and Beyond. Sustainability. 2021; 13 (8):4511.

Chicago/Turabian Style

Amlan Haque; Nahina Islam; Nahidul Samrat; Shuvashis Dey; Biplob Ray. 2021. "Smart Farming through Responsible Leadership in Bangladesh: Possibilities, Opportunities, and Beyond." Sustainability 13, no. 8: 4511.

Journal article
Published: 04 March 2021 in Sustainability
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Applying the organisational climate of corporate social responsibility (CSR) and human resource management (HRM) behavioural theories, this paper examines the associations among socially responsible HRM (SRHRM), organisational citizenship behaviour (OCB), turnover intention, and bank reputation. The proposed model, including seven hypotheses, was examined on a sample of 711 Bangladeshi bank employees. The results suggest that SRHRM has significant positive effects on both OCB and bank reputation, and a significant negative influence on turnover intention. OCB was positively significant for bank reputation but was estimated as insignificant for bank employees’ turnover intention. Moreover, perceived bank reputation was significant and negative on Bangladeshi employees’ turnover intention. Finally, a partial mediation effect was found for OCB on the direct relationship between SRHRM and bank reputation. This paper recommends that banks should aim at higher levels of OCB and reputation and lower turnover intentions should encourage SRHRM in their strategic approaches for HRM and CSR. The implications of the results of this study can help financial organisations to recognise the significance of SRHRM and its favourable effects on employee motivation and institutional reputation.

ACS Style

Farid Sobhani; Amlan Haque; Shafiqur Rahman. Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh. Sustainability 2021, 13, 2753 .

AMA Style

Farid Sobhani, Amlan Haque, Shafiqur Rahman. Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh. Sustainability. 2021; 13 (5):2753.

Chicago/Turabian Style

Farid Sobhani; Amlan Haque; Shafiqur Rahman. 2021. "Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh." Sustainability 13, no. 5: 2753.

Earlycite article
Published: 18 August 2020 in Journal of Health Research
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Purpose The purpose of this paper is to highlight the current pandemic situation of coronavirus disease 2019 (COVID-19) in Bangladesh, how the Government is managing this unprecedented condition and encountering these increasing public health challenges. Design/methodology/approach This paper is a viewpoint of the current COVID-19 pandemic situation in Bangladesh. Findings As one of the most densely populated countries, Bangladesh is vulnerable to COVID-19. Currently, the infection of COVID-19 is spreading fast and started to capture all the parts of Bangladesh. The Government of Bangladesh has already taken several preventive measures to overcome the pandemic such as declaring hotspots of COVID-19 and setting lockdowns, increasing mass awareness through social media and satellite TV channels. They are also encouraging private and community healthcare initiatives to increase hospital beds and COVID-19 treatment facilities. Besides, the Government has deployed defence force and additional health workers and increased public holidays to reduce the number of coronavirus infections. However, both the number of infected people and the death toll is rising, and there are growing challenges that the Government and public healthcare professions need to overcome. Originality/value This paper delivers information about the present developing situation of COVID-19 in Bangladesh, how the Government is handling and public health challenges that have raised. This paper can be helpful for the policymakers and Government officials for effective public health interventions.

ACS Style

Amlan Haque. The COVID-19 pandemic and the public health challenges in Bangladesh: a commentary. Journal of Health Research 2020, 34, 563 -567.

AMA Style

Amlan Haque. The COVID-19 pandemic and the public health challenges in Bangladesh: a commentary. Journal of Health Research. 2020; 34 (6):563-567.

Chicago/Turabian Style

Amlan Haque. 2020. "The COVID-19 pandemic and the public health challenges in Bangladesh: a commentary." Journal of Health Research 34, no. 6: 563-567.

Earlycite article
Published: 02 June 2020 in International Journal of Productivity and Performance Management
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Purpose The increasing number of corporate scandals and averseness to employee commitment have brought the concept of responsible leadership (RL) to the forefront of organisational studies. Many studies have found that leadership practice is an antecedent of employees' organisational commitment. However, little attention has been devoted to exploring the newly evolved RL for its impact on employee commitment. This study examines the influence of RL on the three-component model of organisational commitment. Design/methodology/approach Applying the Social Identity Theory of Leadership (SITL), this study investigates the relationships between RL and the three-component model of organisational commitment. In particular, this study is framed to apply RL as a value-based leadership approach to examine its relationship on employees’ three types of organisational commitment such as affective, continuance and normative commitment. A web-based self-administered survey was applied to collect data targeting a sample of 200 full-time Australian employees. Findings The study results show that RL significantly effects all three components of organisational commitment. Both affective and normative commitments were significantly associated by RL compared to employees' continuance commitment. Originality/value The paper extends the knowledge regarding newly evolved concept of RL which explains the significance of employee commitment and, further it provides empirical evidence from the perspective of SITL. The main contribution in this paper comes from new knowledge about the associations among RL and the three-component model of organisational commitment.

ACS Style

Amlan Haque; Mario Fernando; Peter Caputi. How is responsible leadership related to the three-component model of organisational commitment? International Journal of Productivity and Performance Management 2020, 70, 1137 -1161.

AMA Style

Amlan Haque, Mario Fernando, Peter Caputi. How is responsible leadership related to the three-component model of organisational commitment? International Journal of Productivity and Performance Management. 2020; 70 (5):1137-1161.

Chicago/Turabian Style

Amlan Haque; Mario Fernando; Peter Caputi. 2020. "How is responsible leadership related to the three-component model of organisational commitment?" International Journal of Productivity and Performance Management 70, no. 5: 1137-1161.

Journal article
Published: 16 July 2019 in Asia-Pacific Journal of Business Administration
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PurposeThe purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.Design/methodology/approachUsing social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.FindingsThe results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.Practical implicationsThis paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.Social implicationsForm the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.Originality/valueThis paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.

ACS Style

Amlan Haque; Mario Fernando; Peter Caputi. Perceived human resource management and presenteeism. Asia-Pacific Journal of Business Administration 2019, 11, 110 -130.

AMA Style

Amlan Haque, Mario Fernando, Peter Caputi. Perceived human resource management and presenteeism. Asia-Pacific Journal of Business Administration. 2019; 11 (2):110-130.

Chicago/Turabian Style

Amlan Haque; Mario Fernando; Peter Caputi. 2019. "Perceived human resource management and presenteeism." Asia-Pacific Journal of Business Administration 11, no. 2: 110-130.

Journal article
Published: 11 February 2019 in Leadership & Organization Development Journal
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PurposeDrawing on social learning theory, the purpose of this paper is to explore the mediational effect of affective commitment on the relationship between responsible leadership and intention to quit.Design/methodology/approachThis study applied a two-step process of the structural equation modelling technique to test the proposed hypothesised model. A web-based survey was administered to collect data targeting a sample of 200 full-time Australian employees.FindingsThe results suggest that responsible leadership significantly influences employees’ affective commitment and their intention to quit. As predicted, both responsible leadership and affective commitment negatively influenced intention to quit. Notably, the direct influence of responsible leadership on intention to quit was found to be partially mediated by employees’ affective commitment.Practical implicationsThis study shows how leaders can expect to reduce employees’ intention to quit by leading responsibly through valuing employees’ affective commitment.Originality/valueThis study makes a unique contribution to responsible leadership literature by linking it with social learning theory. Moreover, there are only a handful of studies examining responsible leadership and its influence on employees’ behavioural outcomes. This study extends the limited understanding of responsible leadership and its relationship with affective commitment and intention to quit.

ACS Style

Amlan Haque; Mario Fernando; Peter Caputi. Responsible leadership, affective commitment and intention to quit: an individual level analysis. Leadership & Organization Development Journal 2019, 40, 45 -64.

AMA Style

Amlan Haque, Mario Fernando, Peter Caputi. Responsible leadership, affective commitment and intention to quit: an individual level analysis. Leadership & Organization Development Journal. 2019; 40 (1):45-64.

Chicago/Turabian Style

Amlan Haque; Mario Fernando; Peter Caputi. 2019. "Responsible leadership, affective commitment and intention to quit: an individual level analysis." Leadership & Organization Development Journal 40, no. 1: 45-64.

Original paper
Published: 20 May 2017 in Journal of Business Ethics
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Contemporary leaders are increasingly challenged to execute their leadership roles with a higher sense of responsibility. However, only a handful of studies have empirically examined the influence of responsible leadership on employee and organisational outcomes. Using Social Identity Theory and Psychological Contract Theory, this paper reports the findings of the relationship between responsible leadership and organisational commitment through the mediating role of employee turnover intentions. A web-based online survey was administered to collect data targeting a sample of 200 Australian employees working full time. Structural equation modelling was used to analyse the data. The results reveal that perceived responsible leadership significantly influences employees’ organisational commitment and their turnover intentions. Moreover, the direct relationship between responsible leadership and organisational commitment was found to be partially mediated by employees’ turnover intentions.

ACS Style

Amlan Haque; Mario Fernando; Peter Caputi. The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees. Journal of Business Ethics 2017, 156, 759 -774.

AMA Style

Amlan Haque, Mario Fernando, Peter Caputi. The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees. Journal of Business Ethics. 2017; 156 (3):759-774.

Chicago/Turabian Style

Amlan Haque; Mario Fernando; Peter Caputi. 2017. "The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees." Journal of Business Ethics 156, no. 3: 759-774.