Underpinned by upper echelons theory, this study examines a mediated model to understand the link between human resource (HR) managers’ international experience and the adoption of supportive HR practices, and whether their attitudes towards women as managers and anticipated affective reactions mediate this link. Structural equation modelling based on a sample of 183 organisations in Bangladesh reveals that HR managers’ international experience has both direct and indirect effects on theadoption of supportive HR practices. Our findings indicate that the extent to which supportive HR practices are implemented in the organisation is contingent upon the cognitive and affective evaluation of managers’ attitudes towards the initiative of a gender-balanced top management team. Therefore, our study offers novel contributions to our understanding of how HR mangers’ attitudes shape the adoption of supportive HR practices in organisations.
- anticipated affective reaction
- attitudes towards women as managers
- international experience
- supportive HR management policies and practices