Employee performance is the secret to success for every company. Companies want their employees to understand the company’s vision and objectives and meet the individual goals set by the managers. The insurance industry in Bangladesh has stagnant growth compared to other industries. Moreover, insurance companies are lagging in managing human resources, especially permanent employees. Sustainable employee performance will help companies to achieve sustainable growth. This study aimed to identify the influencing factors that impact sustainable employee performance of insurance industry employees in Bangladesh. The study utilized the social exchange theory as the underpinning theory. The study modified the social exchange theory and proposed a research framework with five indicator variables: compensation, job satisfaction, work environment, leadership style, and motivation. The survey included 200 insurance company employees from various departments and companies. The collected data were analyzed using the partial least square–structural equation modeling (PLS–SEM) method using SMART PLS 3.2.7 software. The findings revealed that all the factors significantly positively impacted sustainable employee performance. The results of the study are helpful for academicians and researchers to analyze employee performance further. In addition, the results will help insurance companies and policymakers to make appropriate decisions to ensure sustainable employee performance in the organization.

Background: Employee retention remains a significant challenge in the information technology (IT) sector, especially in developing economies where attracting and retaining skilled professionals is critical for organizational sustainability and competitiveness. Objective: Drawing on Herzberg's Motivation–Hygiene Theory, this study examines the relationships between career advancement, salary, working conditions, job satisfaction, and turnover intention among IT professionals in Bangladesh. The study also investigates the moderating role of Islamic Work Ethics. Methods: A cross-sectional survey was conducted among 202 IT professionals employed in large ICT firms in Bangladesh. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS. Results: The results indicate that career advancement, salary, working conditions, and job satisfaction are significantly and negatively associated with turnover intention. The findings further show that Islamic Work Ethics moderates these relationships, suggesting that the associations between workplace factors and turnover intention vary according to employees’ ethical orientation. Conclusions: The study highlights the importance of career development opportunities, competitive salary structures, supportive working conditions, and job satisfaction in understanding turnover intention among IT professionals. The findings also emphasize the contextual relevance of Islamic Work Ethics in shaping employee responses to workplace factors within the Bangladeshi IT sector.