Reverse logistics is a known supply chain practice and has been proven effective in recent decades. In developing countries, these practices are already employed and considered beneficial for the business or firms. The reverse logistics concept creates value for customers and firms. Considering this, this study intends to highlight reverse logistics practices in Pakistan and examine the reverse logistics impacts on competitive advantage with the mediating role of the firm’s organizational performance in Pakistan’s manufacturing industries. In this study, plastic bottle manufacturing firms working in Pakistan were selected to collect the data. Hence, to collect the data from these firms, a survey technique was sought to determine the impact of reverse logistic practices on competitive advantage with the mediating role of organizational performance. A structured and adapted questionnaire was used in this regard. Organizational performance was assumed as the operational and financial performance of these firms. Data were collected using a convenience sampling technique, and the targeted population was the middle-level employees of bottle manufacturing firms. The statistical tool was adopted as the study was quantitative, and results were extracted numerically. IBM SPSS and AMOS version 24 were used as supporting statistical analysis and interpretation tools. Data analysis demonstrated that out of 219 respondents, 68 were supervisors, and others were middle managers. Statistics show that most females were supervisors, and most males were middle managers. “Confirmatory Factor Analysis (CFA)” was performed to examine the fit of the three-factor model, showing good fit indices (Chi-square/df = 2.71, CFI = 0.902, TLI = 0.896, RMSEA = 0.081), which indicates that the model fits the data well. According to the study’s findings, a significant impact was examined between reverse logistics and competitive advantage, and a mediating role was confirmed between those variables. This study poses unique strengths in theoretical and practical ways and helped enrich the available literature and findings.

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Background: Diabetes Mellitus (DM) has been a global epidemic in the new millennium and the majority of all diabetic patients constitute Type 2 diabetes mellitus. Medication adherence to prescribed treatments is a key determinant to achieve therapeutic success reduces diabetic complications. Objectives: The aim of the study was to examine the level of medication adherence to Type 2 diabetic patients hospitalized at tertiary care hospital in Bangladesh. Methods: The study was descriptive cross-sectional design. A total of 112 Type 2 diabetic patients were conveniently recruited from tertiary care hospital in Bangladesh. Results: The mean age of the participants was 57.46 (SD=11.65) years. More than half of the patients (60.7%) were male and majority of them (94.6%) were married. The mean score of diabetic medication adherence was calculated as 26.46 (SD=1.58). Adherence to diabetic medications was significantly associated with age (p=.01), occupation (p=.003), duration of DM (p=.003), oral hypoglycemic agents (p=.02), HbA1c (p=< .01) and Fasting Blood Ssugar (p=< .01). Medication non-adherence significantly found in patients with presence of diabetic retinopathy (p=<.01), microabuminuria (p=.01), dyslipidemia (p=.006), hypertension (p=.01) and other chronic diseases (p=.01). Conclusion: The level of medication adherence among Type 2 diabetic patients was found to be suboptimal. Good adherence has beneficial effects on HbA1c and FBS. For improving adherence particular focus should pay to diabetic patients with different age groups and the presence of comorbidities. Keywords: Medication Adherence; Type 2 Diabetes Mellitus; Oral Hypoglycemic Agents; Comorbidities.

Performance of employees is the lifeline of every organization a firm that aims to put maximum effort into obtaining the desired outcome. Therefore, the unitary role of human resources management becomes more extensive and versatile. The demands of the new century pose a new challenge to people management functions, requiring them to adopt new ways of work and bid farewell to classical methods. The new way of working is heavily reliant on technology. It replaced man with machines and pen with keyboards. The major attempt of the study is to assess the role of adopting electronic human resource management on performance of employees in Bangladesh. While investigating the association, the study also measured the role of knowledge-sharing behavior and top management support. In accordance to an extensive literature review, the research developed a four-dimensional model of electronic human resource management, encompassing eRecruitment and selection, eTraining and development, ePerformance appraisal, and eCompensation and payroll, as well as unidimensional model of performance of employees, knowledge sharing behavior, and top management support. The model of the study has been drawn under the lens of technology accepted model and social exchange theory. This quantitative research collected data from 320 respondents with the help of structured questionnaire and analyzed data. After finishing the pretesting, the study conducted a pilot survey. The survey, as indicated by the final questionnaire, began after confirmation of validity and reliability. By applying a seven -point Likert scale, the data coded and analyzed using statistical software such as SPSS and SmartPLS version 4. Specifically, the software applied in descriptive analysis, reliability testing, common method bias tests, factor loading, structural equation modeling, model fit tests, and other applications. The research attempted an emerging issue and produced exciting findings. The adoption of ePerformance appraisal does not significantly influence performance of employees. In contrast, eRcruitment and selection, eTraining and development, and eCompensation and payrolls have a significant impact on performance of employees. Similarly, the knowledgesharing behavior mediates (fully or partially) the association between four-dimensional electronic human resource adoption and performance of employees except the nexus between electronic recruitment and selection to performance of employees. On the other hand, top management support does not moderate the association between knowledge sharing behavior and performance of employees. Moreover, the open-ended questionnaire provided meaningful insights, including performance of employee’s comparisons before and after the adoption of electronic human resource management, positive consequences, challenges encountered, a list of available software, and employee suggestions for efficient adoption. The outcome of this emerging research will significantly contribute to organizations in reassessing their existing adoption levels and guiding firms that are planning for future adoption. Keeping performance of employees as a priority, the firm may introduce technology-based workplaces, implement necessary policies for knowledge sharing, and encourage greater involvement from top management to enable employees to perform at their best. Practitioners may apply the outcome to handle the performance management and technology adoption matters. The research experience suggested that future research may be conducted with a bigger sample size, employ different tools and techniques, and include comparative analysis between the government and private sectors, as well as case study-based research, in the context of Bangladesh.

Purpose. This study aims to investigate how social media affects teachers’ attitudes towards this medium, their knowledge and ultimately sustainable education. Methodology. The Theory of Reasoned Action is presumed to provide theoretical underpinning. Based on TRA and extant literature, our research structure began. We made use of a stratified random sampling technique to obtain and analyze quantitative data by using 451 valid responses from university teaching staff. We made use of PLS-SEM as a technique for multivariate analysis. Findings. The findings indicate that using social media has a positive influence on teachers’ attitudes toward social media, which in turn enhances their knowledge. Additionally, both teachers’ attitudes toward social media and their knowledge contribute positively to sustainable education. Originality. Our study found that teachers’ knowledge development and sustainability of education are supported by social media, which fosters positive attitudes towards the medium. Practical value. The findings of this research have both academic and practical implications, which serve as the foundation for promoting sustainable education.

The term compliance is simply meant conformity of any developed standard. It revealed the exposition of disciplines, rules, norms, processes, policies, manuals, conducts, and similar matters pertinent to relevant courses of action. compliance signifies a suitable and absolute plan to ensure the vision of the business. Business firms are said to be compliant where there is an established process, policies, rules, and regulations in the business setup. Therefore, compliance is an important area of interest for the stakeholder to leverage the business sustainability in a fiercely competitive market, Moreover, compliance becomes a desk of discussion to manage human resources. compliance is not only adding value in the total process of an organization but also acts as a stimulator for the business entity. Academically the HRM activity is composed of HR core functions and HR support functions. The mainstream HRM process includes recruitment, selection, training, performance appraisal, and compensation. Besides, there are supporting functions such as employee services, employee assistance programs, safety and security, leave and attendance, and other organizational supports. In the last few decades, the scope of HRM functions has gradually been explored through organizational practices. Related research in the context of Bangladesh has claimed some very important areas and findings in light of mainstream functions (Atffi-et a1.,201.2; Hosain, 2017; Nurul et a1.,2019). The objective of the chapter is to define the meaning, importance, scope, and practices of human resources management compliance (HRC) in the context of Bangladesh. Additionally, this chapter is entailed some limited practices of HRC such as service rule and service policy compliance, maternity benefits compliance, wage compliance, compensation for injury by accident compliance, provident and gratuity fund compliance, health and hygiene compliance, welfare compliance, working hours, leaves and holidays compliance, that extracted from the previous Literature review in the context of Bangladesh. Human resources management compliance stands to ensure the relevant adoption of human resources rules, policies, and processes to manage people. It is the heart of business governance to comply with relevant rules, Laws, and acts to apply in the firm. A more specific meaning of HRC can be evolved as the process in hand, complying and conformance, maintaining the code of conduct, given rules and regulations (Tsui et a1.,2006; wald & Winterfeldt, z-oLz). The HRC influence all types of HR functions such as HRM core functions, support, HRM strategy, and policy. particularly, HRC is a guiding tool of firms to go by the book in the object of confirming the standards. In a wider sense, HRC has closely connected the legal structure and makes the obligations to the organizations in the adoption of definite HR policies, standard work process (SOp), and support services. Prior scholars in this field Jensen [2015) stated that HRC is composed of "Direct employment-related external regulations" namely the employment regulations, the law of workplace diversity and discrimination, the law of occupational health and safety, income and compensation security. And all regulations are influenced by the state law, culture, size and nature of business firms, market maturity and structure to adherence the law, best practices, and the ethical values to perform HR role (Edwards & Wolfe,2005; Interligi,2010; Rossi,20L0). Thus, we can conclude that the HRC is an important branch of human resources to leverage and conform the HR functions, process adherences to the need io the state, and also guided by labour law as well as relevant employment laws of the country.