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.

中文翻译：

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国际经验，对妇女的态度以及人力资源支持做法的采用

在上层梯队理论的基础上，本研究研究了一种中介模型，以了解人力资源经理的国际经验与采用支持性人力资源做法之间的联系，以及她们对妇女担任经理的态度和预期的情感反应是否介导了这种联系。根据孟加拉国183个组织的样本进行的结构方程建模显示，人力资源经理的国际经验对采用支持性人力资源实践有直接或间接的影响。我们的发现表明，在组织中实施支持性人力资源实践的程度取决于对经理对性别平衡的高层管理团队的主动性态度的认知和情感评估。因此，