Book Chapters
Rubel, M. R. B. (2022). COVID-19: Effect of job insecurity on employee performance. In Y. Meduri & V. Kutchu (Eds.), Repositioning Business: A Strategic Response to COVID 19 (1st ed., pp. 17–32). Routledge (Taylor & Francis Group).
Rubel, M. R. B., & Rimi, N. N. (2022). High performance human resource management and organizational performance. In Management Education for Achieving Sustainable Development Goal in the Context of Bangladesh (pp. 41–59). Department of Management, Faculty of Business Studies, University of Dhaka.
Journals
Rubel, M. R. B., Kee, D. M. H., Daghriri, Y. Q., & Rimi, N. N. (2023). Does perceived organizational support matter? The effect of high-commitment performance management on supervisors’ performance. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.837481
Riva, F., Magrizos, S., Rubel, M. R. B., & Rizomyliotis, I. (2022). Green consumerism, green perceived value, and restaurant revisit intention: Millennials’ sustainable consumption with moderating effect of green perceived quality. Business Strategy and the Environment, 31(7), 2807–2819. https://doi.org/10.1002/bse.3048
Rubel, M. R. B., Kee, D. M. H., Daghriri, Y. Q., & Rimi, N. N. (2022). Sustainable performance of green garment organizations in Bangladesh: Effect of green supply chain management. Dhaka University Journal of Management, 14(1), 1–22.
Rubel, M. R. B. (2022). The impact of sustainable human resource management on employee sustainable performance. Dhaka University Journal of Management, Special Is.
Riva, F., Magrizos, S., & Rubel, M. R. B. (2021). Investigating the link between managers’ green knowledge and leadership style, and their firms’ environmental performance: The mediation role of green creativity. Business Strategy and the Environment, 30(7), 3228–3240. https://doi.org/10.1002/bse.2799
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2021). Green human resource management and supervisor pro-environmental behavior: The role of green work climate perceptions. Journal of Cleaner Production, 313. https://doi.org/10.1016/j.jclepro.2021.127669
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2021). High commitment human resource management practices and hotel employees’ work outcomes in Bangladesh. Global Business and Organizational Excellence, 40(5), 37–52. https://doi.org/10.1002/joe.22089
Hung Kee, D. M., & Rubel, M. R. B. (2021). Technology adaptation is on its way: The role of high involvement work practice. International Journal of Business Innovation and Research, 25(1), 35–50. https://doi.org/10.1504/IJBIR.2021.115011
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2020). Matching people with technology: Effect of HIWP on technology adaptation. South Asian Journal of Human Resources Management, 7(1), 9–33. https://doi.org/10.1177/2322093719875567
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2020). The influence of green HRM practices on green service behaviors: The mediating effect of green knowledge sharing. Employee Relations, 43(5), 996–1015. https://doi.org/10.1108/ER-04-2020-0163
Rubel, M. R. B., Hung Kee, D. M., & Rimi, N. N. (2020). High-performance work practices and medical professionals’ work outcomes: The mediating effect of perceived organizational support. Journal of Advances in Management Research, 18(3), 368–391. https://doi.org/10.1108/JAMR-05-2020-0076
Rubel, M. R. B. (2020). Relational e-HRM practices, employee trust and performance of pprivate banking organizations in Bangladesh. Jahangirnagar University Journal of Marketing, 8, 150–164.
Rubel, M. R. B. (2020). Employee retention in mobile operating organizations in Bangladesh: The effect of human resource management practices. Jahangirnagar University Journal of Management, 3(47–60).
Rubel, M. R. B., Rimi, N. N., Yusliza, M.-Y., & Kee, D. M. H. (2018). High commitment human resource management practices and employee service behaviour: Trust in management as mediator. IIMB Management Review, 30(4), 316–329. https://doi.org/10.1016/j.iimb.2018.05.006
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2017). The mediating role of work–family conflict on role stressors and employee turnover intention relationship in labour-oriented organizations. Global Business Review, 18(6), 1384–1399. https://doi.org/10.1177/0972150917713061
Rubel, M. R. B., Rimi, N. N., & Walters, T. (2017). Roles of emerging HRM and employee commitment: Evidence from the banking industry of Bangladesh. Global Business Review, 18(4), 876–894. https://doi.org/10.1177/0972150917692223
Rimi, N. N., Yusliza, M. Y., Walters, T., & Rubel, M. R. B. (2017). The role of devolution in HR-line manager collaboration and HRM effectiveness relationship: A study of private commercial banks in Bangladesh. Global Business and Organizational Excellence, 36(4), 43–51. https://doi.org/10.1002/joe.21789
Rubel, M. R. B., Kee, D. M. H., Rimi, N. N., & Yusoff, Y. M. (2017). Adapting technology: Effect of high-involvement HRM and organisational trust. Behaviour and Information Technology, 36(3), 281–293. https://doi.org/10.1080/0144929X.2016.1222552
Rubel, M. R. B., Kee, D. M. H., Quah, C. H., & Rimi, N. N. (2017). Ethical climate and employee turnover intention in the ready-made garment industry of Bangladesh. Global Business and Organizational Excellence, 36(2), 61–73. https://doi.org/10.1002/joe.21770
Mannan, M. A., Islam, M. S., Rubel, M. R. B. (2017) External Pressure on Ready-Made Garments (RMG) Industry for Disclosing Corporate Social and Environmental Reporting. Jagannath University Journal of Business Studies, 5(1 &2), 149-164.
Rubel, M. R. B., & Kee, D. M. H. (2015). Perceived fairness of performance appraisal, promotion opportunity and nurses turnover intention: The role of organizational commitment. Asian Social Science, 11(9), 183–197. https://doi.org/10.5539/ass.v11n9p183
Rubel, M. R. B., & Kee, D. M. H. (2015). High commitment compensation practices and employee turnover intention: Mediating role of job satisfaction. Mediterranean Journal of Social Sciences, 6(6), 321–332.
Rubel, M. R. B., & Kee, D. M. H. (2014). Quality of work life and employee performance: Antecedent and outcome of job satisfaction in partial least square (PLS). World Applied Sciences Journal, 31(4), 456–467. https://doi.org/10.5829/idosi.wasj.2014.31.04.142
Rimi, N. N., & Rubel, M. R. B. (2014). Balancing work and family life conflict through human resource management. Journal of Business, XXXV(1). https://www.fbs-du.com/news_event/146648295712.pdf
Rubel, M. R. B., & Rimi, N. N. (2014). High performance work system and employee service behavior in the banking industry of Bangladesh- A PLS analysis. The Cost and Management Journal (ICMAB), XLII(2), 4–12.
Rubel, M. R. B., & Rimi, N. N. (2014). Quality of work Life and job satisfaction of RMG operators in Bangladesh- A Partial Least Square (PLS) analysis. Dhaka University Journal of Management, 5(1&2), 33–47.
Rubel, M. R. B., & Kee, D. M. H. (2013). Perceived support and employee performance: The mediating role of employee engagement. Life Science Journal, 10(4), 2557–2567.
Rubel, M. R. B., & Kee, D. M. H. (2013). Inside the ready-made garment (RMG) industry: The role of perceived support on employee performance. Middle East Journal of Scientific Research, 18(7), 1023–1034. https://doi.org/10.5829/idosi.mejsr.2013.18.7.12461
Rubel, M. R. B., & Hung, D. K. M. (2013). High performance work practice (HPWP) and employee turnover intention in South Asian countries. International Business Management, 7(6), 452–462. https://doi.org/10.3923/ibm.2013.452.462
Rubel, M. R. B., & Rabbani, M. G. (2013). Antecedents of perceived organizational support and organizational commitment as outcome: A Partial Least Square (PLS) approach. Stamford Journal of Business Studies, 9(2).
Rimi, N. N., & Rubel, M. R. B. (2013). Role stressors as predictors and job attitude and turnover intention as outcomes of work family conflict. International Journal of Business and Innovation, 1(1), 52–70.
Rimi, N. N., & Rubel, M. R. B. (2009). Human resource planning in business organization; problems and prospects of implementation. Journal of Banking and Financial Services, 3(1), 183–194.
Rahman, S. A., Rubel, M. R. B., & Rimi, N. N. (2007). Leadership practices in successful project management. Stamford Journal of Business Studies, 2(2).
Rubel, M. R. B., Rahman, S. A., & Rimi, N. N. (2007). Enterprise resource planning (ERP) implementation in business organization – A conceptual analysis. Stamford Journal of Business Studies, 2(1).
Rubel, M. R. B., & Sarkar, J. B. (2006). IPO share distribution system: A case study on insider trading in a particular Bank. Journal of Business and Technology (Dhaka), 1(2), 28–34.
Rubel, M. R. B., Rimi, N. N., & Rahman, M. O. (2006). Factors of entrepreneurship development of Bangladesh- highlighting the consequence of education. Journal of Business and Technology (Dhaka), 1(1), 58–68.