Dewan Niamul Karim is currently serving as a Professor in the Department of Management Studies at Jahangirnagar University. Prior to being appointed as a Professor, he served as an Associate Professor and an Assistant Professor in the same department at Jahangirnagar University since 2011. He obtained his PhD in Human Resource Management from the Universiti Utara Malaysia (UUM), Malaysia. Earlier, he completed his MBA in Human Resource Management and BBA in Management from the University of Dhaka. He has more than 17 years of teaching experience in several private and public universities including Jagannath University, Comilla University, BRAC University, and Stamford University. His research expertise is in the field of high-performance HR practices, employee attitudes, employee motivation, personalities, workplace behavior, organizational practices, power and politics, and knowledge management.
High-Performance HR Practices; Organizational Justice; Organizational Culture; Designing Jobs; Personalities; Power and Politics; Employee Attitude, Motivation & Behavior; Knowledge Management.
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JOURNAL PAPERDewan Niamul Karim & Abdul Halim Abdul Majid, Opportunity-enhancing HRM Practices and Knowledge Sharing Behaviour: The Mediating Role of Public Service Motivation., International Journal of Knowledge Management Studies, 13, 4, pp.359 - 383., 2022. Indexed in Scopus, ESCI (Web of Science), ABDC & ABS. doi: https://doi.org/10.1504/IJKMS.2022.126150
In response to a growing concern over an inadequate level of knowledge sharing among the academics in higher education institutions (HEIs), the study, drawing on the self-determination theory, aims to examine the role of opportunity-enhancing HRM practices and public service motivation (PSM) in promoting knowledge sharing behaviour (KSB) of academics. Using a self-administered questionnaire, data were conveniently collected from 203 full-time faculty members serving in 12 private HEIs in Bangladesh. The results based on the structural equation modelling indicate that two HRM practices (i.e., teamwork and employee participation) have direct effects on KSB; whereas job autonomy is insignificantly related with KSB. Moreover, PSM mediates the relationship between all the three HRM practices (i.e., teamwork, employee participation, and job autonomy) and KSB. The findings suggest that jobs should be designed around the opportunity-enhancing HRM practices to promote PSM and KSB among the academics in HEIs.
Dewan Niamul Karim & Md. Siddikur Rahman, Effect of Job Characteristics on Work Engagement: An Empirical Study in the Banking Sector of Bangladesh, Dhaka University Journal of Management, Special Issue, pp.69 – 80, 2022. doi: https://doi.org/10.57240/DUJMJUNE05
An engaged workforce is considered indispensable for providing superior customer service and gaining a competitive advantage in any service firm. Despite the fact, there is scant research on the antecedents and consequences of work engagement in the context of the service sector in Bangladesh. In particular, the role of job characteristics in shaping work engagement is still undiscovered in the country’s present literature. To fill this gap, this study aims to explore the effect of job characteristics on the work engagement of bankers in Bangladesh. Using the convenience sampling method with a structured questionnaire, the study collected 113 self-reported responses (response rate 34.77%) from the branch-level managerial employees serving in the private banks. Using SPSS, data were analyzed with both descriptive and inferential statistics. The findings of the study suggest that all the five dimensions of job characteristics (skill variety, task identity, task significance, autonomy, and feedback) have a significant positive effect on work engagement. The findings indicate that jobs that are designed with favorable characteristics will drive the job holders towards greater engagement at work. Accordingly, the study suggested implications for bank administrators.
Dewan Niamul Karim, Linking Dark Triad Traits, Psychological Entitlement, and Knowledge Hiding Behavior, Heliyon, 8, 7, pp.e09815, 2022. Indexed in Scopus (Q1), SCIE (Web of Science), PubMed. doi: https://doi.org/10.1016/j.heliyon.2022.e09815
This research attempts to empirically examine the role of dark personalities (i.e., narcissism, psychopathy, and Machiavellianism) on academics’ knowledge hiding behavior (KHB) with the mediating effect of psychological entitlement. The data were conveniently collected using Google Form from the faculty members serving in 5 public universities of Bangladesh. This study employed PLS-SEM estimation to test the hypotheses on a sample of 219. The results of this study revealed a significant direct influence of narcissism, psychopathy, and Machiavellianism on KHB. Moreover, psychological entitlement mediated the relationship between the dark triad traits and KHB. This research contributes to the literature by revealing how dark triad traits influence academics’ KHB via psychological entitlement. The practical implications for the concerned authorities, limitations, and avenues for future research are also highlighted.
Shahnaz Sharmin, Md. H Asibur Rahman & Dewan Niamul Karim, Green Human Resource Management Practices and Organizational Citizenship Behaviour towards the Environment in the Banking Sector in Bangladesh, Bangladesh Journal of Public Administration, 30, 1, pp.29 - 48, 2022. doi: https://doi.org/10.36609/bjpa.v30i1.111
The purpose of this study is to investigate the impact of green human resource management practices on organizational citizenship behaviour towards the environment based on the Ability-Motivation-Opportunity (AMO) theory. To support statistical analyses, relevant data were gathered from 132 employees working in the commercial banking sector of Bangladesh. To assess the research model, the PLS-SEM approach was applied using SmartPLS 3.0. The study found a significant positive impact of green training and development, green performance appraisal, and green employee empowerment on organizational citizenship behaviour towards the environment. Besides, deviated from previous studies, we found green recruitment and selection, and green rewards were not significant predictors to employee green behaviour. The results of the study suggest that organizations should provide more attention to green employee empowerment, and green training and development to develop responsible eco-friendly behaviour among the participants. Moreover, the study suggests some new research perspectives considering organizational and individual variables to get more insights on the issue and to overcome the limitations of this research.
Dewan Niamul Karim, The Effect of Organizational Politics on Workplace Incivility in Higher Education Institutions in Bangladesh, The Jahangirnagar Journal of Business Studies, 10, 1, pp.17-26, 2021.
In response to the existing literature’s little attention to exploring antecedents of workplace incivility and the teachers’ active involvement in organizational politics in public universities in Bangladesh, the study aims to explore the role of organizational politics in shaping workplace incivility in academic setting. Using cross-sectional research approach with convenience sampling method, the study collected 123 self-reported responses from the faculty members of public universities. Both descriptive and inferential statistics were used to analyze the data. Findings of the study suggest that all the three dimensions of organizational politics, namely, general political behavior, go along to get ahead, politicized reward and promotion have significant positive impact on workplace incivility. The findings indicate that organizational politics play a significant role in promoting uncivil behaviors in the universities. Accordingly, the study suggested managerial implications of the findings.
Dewan Niamul Karim, Abdul Halim Abdul Majid, Khatijah Omar & Omar Jaber Aburumman, The Mediating Effect of Interpersonal Distrust on the Relationship between Perceived Organizational Politics and Workplace Ostracism in Higher Education Institutions, Heliyon, 7, 6, pp.e07280, 2021. Indexed in Scopus (Q1), SCIE (Web of Science), PubMed. doi: https://doi.org/10.1016/j.heliyon.2021.e07280
Despite a widespread consensus towards the implications of workplace ostracism to employees, little research attention has been paid to exploring its determinants, especially in the educational sector. In the context of higher education institutions, workplace ostracism can lead to a number of undesired outcomes, such as deviant workplace behavior, turnover, and decreased job performance. Thus, this study aims to explore the role of perceived organizational politics in promoting workplace ostracism. Drawing on the social exchange theory, the study also attempts to identify the mediating role of interpersonal distrust in the relationship between perceived organizational politics and workplace ostracism in higher education institutions. Data were conveniently collected from 154 full-time faculty members serving in five public universities in Bangladesh. To test the research hypotheses, the study employed partial least squares path modeling. The findings revealed that there is a significant positive association between perceived organizational politics and workplace ostracism and that interpersonal distrust plays an intervening role in the relationship. These results highlight the role of perceived organizational politics and interpersonal distrust in shaping academics’ workplace ostracism. Based on the findings, the study suggests both practical and theoretical implications with directions for future research.
Dewan Niamul Karim, Relationship between Perceived Organisational Politics and Workplace Ostracism at Higher Education Institutions, International Journal of Management in Education, 15, 4, pp.318-336, 2021. Indexed in Scopus, ERA, ACER (Australian Council for Educational Research). doi: https://doi.org/10.1504/IJMIE.2021.116529
The purpose of this paper is to evaluate the relationship of the three dimensions of perceived organisational politics: general political behaviour, go along to go ahead, and pay and promotion policies with workplace ostracism at higher education institutions. A total of 127 complete responses from full-time faculty members serving in six Bangladeshi public universities were used for the data analysis. The study employed partial least squares path modelling to test the research hypotheses. Drawing on the social exchange theory, the findings of this cross-sectional study revealed a significant positive relationship between three dimensions of perceived organisational politics and workplace ostracism. The findings provided initial evidence that perceived organisational politics is associated with greater employees' feeling of being ostracised in the workplace. Based on the findings, the study suggested theoretical and practical implications, and directions for future research.
Dewan Niamul Karim, Effect of Dark Personalities on Knowledge Hiding Behaviour at Higher Education Institutions, Journal of Information & Knowledge Management, 19, 4, pp.2050031, 2020. Indexed in ABDC, Scopus, ESCI (Web of Science). doi: https://doi.org/10.1142/S0219649220500318
A key concern in the way of improving knowledge sharing practices is knowledge hiding behaviour. Literature shows that knowledge hiding is a prevalent phenomenon in organisations including higher education institutions (HEIs) and is largely determined by the personality of the knowledge holders. Thus, the present study attempts to examine the effect of dark personalities (undesirable personality traits comprising of Machiavellianism, narcissism, and psychopathy) on knowledge hiding behaviour of faculty members at HEIs. Based on 139 valid responses from the full-time faculty members serving in various private universities in Bangladesh, the study revealed that both Machiavellianism and psychopathy have significant positive association with knowledge hiding behaviour of the academics, whereas narcissism is insignificantly related with knowledge hiding behaviour. This study indicated that dark personalities play a key role in academics’ inclination to hide knowledge.
Dewan Niamul Karim & Muhammad Abdul Baset, Effect of Organizational Justice on Work Engagement in the Banking Sector in Bangladesh, Jahangirnagar University Journal of Management Research, 3, 1, pp.1-17, 2020.
The study examines the effect of organizational justice and its four dimensions (distributive justice, procedural justice, interpersonal justice, and informational justice) on work engagement of bankers. Using the convenience sampling method, the study collected cross-sectional, self-reported data from 113 branch-level bank officers working in various private commercial banks in Bangladesh. SPSS version 25 was employed to analyze data with the help of ANOVA, Pearson correlation, and regression. Findings suggest that organizational justice and its all four dimensions have significant positive effects on work engagement. The study discusses the results in the light of social exchange theory and provides theoretical and managerial implications of the findings.
Muhammad Abdul Baset & Dewan Niamul Karim, Relationship between Perceived Organizational Support and Work Engagement: An Empirical Evidence from Bangladesh, The Jahangirnagar Journal of Business Studies, 9, 1, pp.1-19, 2020.
An organization's competitiveness and success greatly depend on how successfully it can build a constructive, rewarding, work-related state of mind of its employees on a long-term basis. In this regard, work engagement (WE) is increasingly turning into an issue of central importance for today’s business organizations. Organizations are gradually getting interested in promoting WE due to its enormous positive consequences on employee and organizational outcomes. Literature shows that perceived organizational support (POS) plays a vital role in stimulating WE by shaping the employees’ feelings and work-related state of mind positively, actively, dedicatedly, and enthusiastically towards their work and activities in the organization. However, very little research attention has been paid to studying the relationship of POS with the various dimensions of WE. Thus, the objective of the research is to investigate the effect of POS on WE and its three dimensions (i.e., vigor, dedication, and absorption). The research model is assessed using the statistical package for social science (SPSS) approach on the data from a sample of 120 bankers serving in the private commercial banks in Bangladesh. The research findings suggest that POS has a direct effect on employees’ WE and also on the three dimensions of WE distinctly. The findings imply that if banking organizations want to enhance their employees’ WE, they should devote more efforts toward caring about their employees’ well-being.
Dewan Niamul Karim, Muhammad Abdul Baset, & Md Mizanur Rahman, The Effect of Perceived Organizational Support on Intention to Stay: The Mediating Role of Job Involvement, The Jahangirnagar Journal of Business Studies, 8, 1, pp.21-30, 2019.
The competitiveness and success of organizations are increasingly relying on their ability to retain skilled and knowledgeable employees on a long-term basis. This is more inevitable for the banking sector due to severe competitive business environment. Literature shows that perceived organizational support (POS) plays a vital role in shaping the employees' feelings and intention to stay (ITS) in the organization. However, little research attention has been paid on the mediating mechanism between POS and ITS. Thus, the study proposes job involvement as a mediator in the aforesaid relation. The research model is assessed using partial least squares structural equation modeling (PLS-SEM) approach on the data from a sample of 105 bankers serving in the private commercial banks in Bangladesh. The results of the study suggest that POS has a direct effect on employees' ITS. Moreover, POS promotes employees' ITS through improving their job involvement. This study indicates that organizations should concentrate more on promoting POS in order to enhance employees' job involvement and ITS.
Muhammad Abdul Baset, Dewan Niamul Karim, & Kanis Fatema, The Mediating Effect of Corporate Code of Ethics on the Relationship between Organizational Culture and Business Ethics: An Empirical Study on Telecommunication Industry in Bangladesh, Jahangirnagar University Journal of Management Research, 2, 1, pp.1-19, 2019.
The effectiveness and image of organizations are becoming dependent on how successfully the organizations build and maintain positive attitudes, beliefs, and psychology of the people on a long-term basis. In this regard, business ethics is increasingly turning into a central concern of today's socially responsible business organizations. Organizations are gradually getting interested in cultivating ethical business practices due to its enormous positive consequences. Literature shows that organizational culture (OC) plays a vital role in shaping the ethical business practices in organizations. However, very little research attention has been paid on the mediating mechanism between OC and BE. Thus, the study aims to examine the mediating effect of corporate code of ethics (CCoE) in the relationship between organizational culture (OC) and business ethics (BE) in the context of telecommunication industry in Bangladesh. Business ethics is obvious for the telecommunication industry for keeping up their goodwill and image to compete in the competitive business environment. In this concern, ethical business practice of a firm plays a vital role in not only creating a goodwill but also obtaining and sustaining a competitive advantage. The study assesses the research model using statistical software SPSS (Statistical Package for Social Science) 25.0 version on the data from a sample of 127 employees from 5 mobile telecommunication firms in Bangladesh. It is found that OC significantly shapes BE. Moreover, corporate code of ethics successfully mediates the effect of OC on BE. The findings imply that greater concentration should be given on promoting a strong OC and corporate code of ethics for cultivating BE in the firms.
Dewan Niamul Karim & Abdul Halim Abdul Majid, Autonomous Job Design and Knowledge Sharing Behavior: The Mediating Role of Public Service Motivation, International Journal of Economics, Commerce and Management, 11, 4, pp.607-622, 2018.
There has been a rising concern with regards to an inadequate level of knowledge sharing among the faculty members of higher education institutions (HEIs) situated in the various parts of the world. Scholars argue that improving academic research and quality of education at these institutions greatly depends on the level of knowledge sharing practices among their faculty members. Thus, it is important to explore the factors that may stimulate knowledge sharing among the academics. Accordingly, this paper attempts to develop a conceptual framework articulating that autonomous job design may boost up academics’ knowledge sharing behavior (KSB) with the mediating effect of public service motivation (PSM). It is expected that further empirical studies will justify the framework and provide better insights into promoting academics’ KSB at HEIs.
Dewan Niamul Karim & Abdul Halim Abdul Majid, The Effect of High Performance HR Practices on Knowledge Sharing Behavior: The Mediating Role of Employee Engagement., International Postgraduate Business Journal, 9, 1, pp.74-88, 2017.
Since Bangladesh has been experiencing a rapid expansion of higher education institutions (HEIs), particularly in private sector, there has been a rising concern with regard to their quality of research and education. The evidences highlight that there is a lack of academic research, lack of knowledge and eexperience and poor quality of teaching in these institutions. Scholars argue that enhancing knowledge sharing practices among the faculty members can serve as a powerful lever for improving academic research and quality of education. However, literature shows that faculty members are usually less inclined to share knowledge voluntarily with their colleagues. Therefore, it is important to explore the factors that may stimulate knowledge sharing among the faculty members in the HEIs. Accordingly, this paper attempts to develop a conceptual framework that introduces employee engagement as a mediator in the relationship between high performance HR practices (HPHRPs) and knowledge sharing among the faculty members serving in the private universities in Bangladesh.
Dewan Niamul Karim & Muhammad Abdul Baset, Perceived Service Quality as a Mediator in the Relationship between Servicescape and Customer Loyalty: A Theoretical Review., The Jahangirnagar Journal of Business Studies, 6, 1, pp.31-40, 2016.
The purpose of this paper is to examine the relationship between servicescape and customer loyalty with the mediating effect of perceived service quality. Enhancing customer loyalty is of paramount importance for the survival and success of any organization. In particular, customer loyalty is more crucial for the service sector as it is primarily customer-centered. The service sector in Bangladesh has made remarkable expansion in recent years. For being successful in the intensively competitive environment, this sector must concentrate on different mechanisms in order to foster customer loyalty and retention. Relying on the reviews of prior studies, a research framework is proposed with the aim of enhancing the understanding of the antecedents of customer loyalty in the service sector of Bangladesh. Future research should validate and examine the predictive power of the proposed research framework (4) (PDF) Perceived Service Quality as a Mediator in the Relationship between Servicescape and Customer Loyalty.
Md. H Asibur Rahman & Dewan Niamul Karim, Organizational Justice and Organizational Citizenship Behavior: The Mediating Role of Work Engagement, Heliyon, 8, 5, pp.e09450, 2022. Indexed in Scopus (Q1), SCIE (Web of Science), PubMed. doi: https://doi.org/10.1016/j.heliyon.2022.e09450
The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (i.e., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (i.e., OCBI and OCBO) through WE. Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.
Md H Asibur Rahman, Dewan Niamul Karim, The effect of performance appraisal on organizational citizenship behaviour (OCB): a study on the Islamic Banks in Bangladesh, Bangladesh Journal of Public Administration, 25, 2, pp.17-43, 2019. doi: https://doi.org/10.36609/bjpa.v25i2.34
The current study examines the impact of performance appraisal (PA) on organizational citizenship behaviour (OCB) comprising of OCB directed toward organization (OCBO) and OCB directed toward individuals (OCBI) in the Islamic banks operating in Bangladesh. Using the convenience sampling method, data were collected through a structured questionnaire from the managerial and non-managerial employees working at the branch level of these banks. The study explored that PA had a significant positive impact on OCB. Moreover, implications for human resource professionals and managers were discussed. Finally, the study mentioned the relevant limitations for context generalization and recommended scope for future investigations.
CONFERENCE PAPERDewan Niamul Karim & Abdul Halim Abdul Majid, Barriers to Knowledge Sharing Among Academics in Tertiary Institutions, First International Conference on Materials Engineering and Management-Management Section (ICMEMm 2018), 75, pp.1-6, Indonesia, 2019. doi: https://doi.org/10.2991/icmemm-18.2019.1
There has been a rising concern with regard to an inadequate level of knowledge sharing among academicians in tertiary institutions across the globe. Scholars argue that improving academic research and quality of education at these institutions greatly depends on the level of knowledge sharing practices among them. Thus, it is important to explore the potential barriers to such knowledge sharing. Accordingly, this paper reviews pertinent literature on barriers to knowledge sharing and knowledge withholding among academics in tertiary institutions.
|Course Code||Course Title||Semester/Year|
|MGT208||Organizational Behavior||2nd Year|
|MGT301||Human Resource Management||3rd Year|
|MGT406||Strategic Management||4th Year|
Period: 2015 - 2019
PhD in Human Resource Management
Period: 2001 - 2002
MBA in Human Resource Management
Period: 1996-2000 to 2000-2001
BBA in Management
Period: December 08, 2022 (Afternoon) – Present
Department of Management Studies
Position: Associate Professor
Period: November 07, 2018 (Afternoon) – December 8, 2022
Department of Management Studies
Period: December 29, 2011 – December 28, 2014
Department of Management Studies
Position: Assistant Professor
Period: November 21, 2011 – November 07, 2018
Department of Management Studies
Period: September 20, 2010 – November 20, 2011
Department of Management Studies
Position: Chairperson (Acting)
Period: July 01, 2007 – July 14, 2008
Department of Management Studies
Period: May 06, 2007– September 19, 2010
Department of Management Studies
Period: January 19, 2006 – May 03, 2007
BRAC Business School
Period: June 02, 2005 – January 18, 2006
Department of Business Administration
Dewan Niamul Karim, PhD
Department of Management Studies
Jahangirnagar University, Savar, Dhaka-1342, Bangladesh.
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