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Research Proposal Outline - Group D

This research proposal examines employee turnover at Ha-Meem Group in Bangladesh. It investigates how meaningful work, relational identification, organizational based self-esteem, personality, and total work experience relate to employee turnover when moderated by prudence. The researchers aim to answer five research questions and test five hypotheses about these relationships. A theoretical framework is presented showing how the variables are expected to interact.

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Rabeya Jui
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158 views4 pages

Research Proposal Outline - Group D

This research proposal examines employee turnover at Ha-Meem Group in Bangladesh. It investigates how meaningful work, relational identification, organizational based self-esteem, personality, and total work experience relate to employee turnover when moderated by prudence. The researchers aim to answer five research questions and test five hypotheses about these relationships. A theoretical framework is presented showing how the variables are expected to interact.

Uploaded by

Rabeya Jui
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Business Research Methods

BUS485

Research Proposal on
Employee Turnover of Ha-Meem Group in context of Bangladesh

Submitted by

Rabeya Sultana Jui (ID # 1730323)


Sumayya Rahman (ID # 1420190)
Sadia Rubyath ( ID # 1620374)
Syeda Shamira Maisha ( ID # 1610860)

Submitted to

Dr. Nadim Jahangir


Professor
School of Business

INDEPENDENT UNIVERSITY, BANGLADESH

September 15, 2020


Introduction

Ha-Meem Group is a leading wholesale clothing manufacturer in Bangladesh and in the


world. The company produces some of the most fashionable denim fabrics and garment products
and owns one of the most comprehensive and resourceful manufacturing facilities in Bangladesh.
Ha-Meem today is working with some of the biggest fashion brands of the world. The company
has a rich history of 30 years in the textile business that has today evolved into a company with
diverse interests like shipping, newspapers, tea gardens etc. It all started with a garment company
in 1984 and two enterprising men Mr. A. K. Azad and Mr. Delwar’s vision to break through in
the textile industry, making Ha-Meem Group a leading wholesale clothing manufacturer in
Bangladesh. Also, Ha-Meem Group is very renowned for its wholesale apparel manufacturing in
both Europe and America.
The top management of the company has noticed that since 2011 the blue-collar
employees are leaving the garments. Hence, the top management of garments authority is
interested to find out the reasons why the employees are leaving Ha-Meem Group.

Problem Statement

Jena and Pattnaik (2020) conducted a study in an aeronautical company in India on


meaningful work, relational identification, and organizational based self-esteem (OBSE) to
understand prudence in relation to employee’s turnover. Authors further stated that to better
understand employee’s turnover, prudence needs to be investigated in relation to personality and
total work experience. Therefore, in this study the researchers will investigate meaningful work,
relational identification, OBSE, personality, and total work experience in relation to employee’s
turnover moderated by prudence in the context of Ha-Meem group in Bangladesh.

Research Questions

1. How does meaningful work affect employee turnover moderated by prudence in context
of Ha-Meem Group in Bangladesh?
2. How does relational identification affect employee turnover moderated by prudence in
context of Ha-Meem group in Bangladesh?
3. How does OBSE affect employee turnover moderated by prudence in context of Ha-
Meem group in Bangladesh?
4. How does personality affect employee turnover moderated by prudence in context of Ha-
Meem group in Bangladesh?
5. How does total work experience affect employee turnover moderated by prudence in
context of Ha-Meem group in Bangladesh?

Hypothesis

1. Meaningful work affects employee turnover moderated by prudence in context of Ha-


Meem Group in Bangladesh.
2. Relational identification affects employee turnover moderated by prudence in context of
Ha-Meem group in Bangladesh.
3. OBSE affects employee turnover moderated by prudence in context of Ha-Meem group
in Bangladesh.
4. Personality affects employee turnover moderated by prudence in context of Ha-Meem
group in Bangladesh.
5. Total work experience affects employee turnover moderated by prudence in context of
Ha-Meem group in Bangladesh.
Framework

Meaningful Work

Relational Identification

Organization based self-


esteem Prudence Employee Turnover

Personality

Total Work Experience

Figure 01: Theoretical Framework of Research Variables and Their Relationships

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