2026-10-12T09:27:29Z https://api.figshare.com/v2/oai

oai:figshare.com:article/34025800 2026-09-29T17:25:37Z category_21 category_24 category_106 category_132 portal_5 item_type_3 month_year_09_2026

<p>Model fitness.</p> Moumita Tanjila (25138204) Umme Kulsum (21703011) Shadia Sharmin (724615) Rezwan Ul Haque Aubhi (23927707) Md. Sohel Rana (9514758) Md. Abu Hasnat (23927704) Biotechnology Evolutionary Biology Science Policy Infectious Diseases women &# 8217 social exchange theory related hr infrastructure gendered conversion mechanism sensitive leadership practices career development opportunities organizational setting rather perceived industry gender career development perceived size associational rather organizational culture leadership support xlink "> workplace resources study informs study extends study examines resources model relationally enacted life integration job demands infrastructurally credible inclusive workplaces flexible scheduling equity support equitable access direct association cultural influences cultural association <div><p>This study examines the determinants of women’s employee engagement in Bangladesh, focusing on socio-cultural influences, organizational culture, leadership support, work-life integration, and career development opportunities. Drawing on a cross-sectional survey of 242 women employees across four industries, the study applies partial least squares structural equation modeling (PLS-SEM) to estimate the associations between these five determinants and women’s employee engagement. Organizational culture, leadership support, and work-life integration are each positively associated with women’s employee engagement, whereas socio-cultural influences and career development opportunities show no direct association. Career development is associated with engagement only where perceived size-related HR infrastructure is high, while perceived industry gender-equity support does not condition the socio-cultural association. Engagement strategies therefore need to be tailored to the organizational setting rather than to the sector. The study extends the Job Demands-Resources model and Social Exchange Theory by specifying a gendered conversion mechanism: workplace resources are associated with engagement only where they are relationally enacted and infrastructurally credible. The findings are relevant to organizations and policymakers, underscoring the need for gender-sensitive leadership practices, flexible scheduling, and equitable access to promotion. The design is cross-sectional, and the sample is non-probabilistic, so the findings are associational rather than causal. The study informs the design of supportive and inclusive workplaces that sustain women’s engagement in the Bangladeshi formal sector.</p></div> 2026-09-29T17:25:28Z Dataset Dataset 10.1371/journal.pone.0359645.t005 https://figshare.com/articles/dataset/_p_Model_fitness_p_/34025800 CC BY 4.0