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Relevant bibliographies by topics / Bank and banking – Job satisfaction

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Academic literature on the topic 'Bank and banking – Job satisfaction'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Bank and banking – Job satisfaction"

1

George, Elizabeth, and Zakkariya K.A. "Job related stress and job satisfaction: a comparative study among bank employees." Journal of Management Development 34, no. 3 (April 13, 2015): 316–29. http://dx.doi.org/10.1108/jmd-07-2013-0097.

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Purpose – The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors. Design/methodology/approach – Questionnaire were administered to 337 employees from various banks belonging to private sector, public sector and new generation banks. One way ANOVA was conducted to find out whether job satisfaction and job relates stress varied on the basis of three different sectors of banks. Further post hoc test was conducted to find out which sector differs significantly. Findings – Results indicated that employees of different sectors of bank had different level of job satisfaction and job-related stress. Further it was revealed that public sector banks have lower job-related stress when compared to private sector banks and new generation banks; and higher job satisfaction when compared to new generation banks. Practical implications – With the rapid developments and competition in banks, measures should be taken in private sector banks and new generations banks to reduce job-related stress and enhance job satisfaction level of employees. This may also result in increased quality of services and reduced labour turnover in banks. Originality/value – The study is original and empirical in nature. It shows that the job satisfaction and job-related stress differ among employees of different groups of banks in the banking sector. If banking sector is considered as a true representative of the service sector, the results of this study has wider implication in the service industry as a whole.

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Bailey, Ainsworth Anthony, Faisal Albassami, and Soad Al-Meshal. "The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship." International Journal of Bank Marketing 34, no. 6 (September 5, 2016): 821–40. http://dx.doi.org/10.1108/ijbm-06-2015-0097.

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Purpose The purpose of this paper is to assess the impact of a global measure of internal marketing on bank employee job satisfaction and employee commitment to the bank. In addition, the authors assessed the subsequent impact of job satisfaction and employee commitment on employee-bank identification. The dual mediating role of job satisfaction and employee commitment in the internal marketing-employee bank identification relationship was also explored. Design/methodology/approach Using self-administered questionnaires, the authors collected data from a convenience sample of Saudi Arabian bank employees attending training at the Institute of Banking, Saudi Arabia. Structural equation modeling was used to assess the predicted structural relationships. Findings Internal marketing has highly significant positive effects on job satisfaction and employee commitment to the bank. These in turn influence employee bank identification. Internal marketing also impacts employee bank identification indirectly through its impact on both job satisfaction and employee commitment. Practical implications Bank management needs to take a holistic approach to internal marketing and ensure that they create an environment where employers will be satisfied and committed to the point that they will feel proud to be associated with the organization. Originality/value The study uses a global measure and provides evidence of the dual mediating effects of job satisfaction and employee commitment to the bank in the internal marketing-employee bank identification relationship. This evidence is unearthed in the Saudi Arabian banking sector, characterized by conventional and Islamic banks.

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Adhikari, Naba Raj. "Dimensions of Job Satisfaction among Employees of Banking Industry in Nepal." Journal of Balkumari College 9, no. 1 (July 15, 2020): 59–64. http://dx.doi.org/10.3126/jbkc.v9i1.30086.

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Objective: The purpose of the study was to find out the impact of employee empowerment, team work, bank facilities, training; performance appraisal and quality performance upon job satisfaction of employees that how would these factors affect employees’ job satisfaction in banking sector of Nepal. Methodology: Data was collected through questionnaire and the questionnaire was distributed among 200 employees of twenty eight commercial banks. Random sampling technique was applied in this procedure. Correlation coefficient and regression were used to analyze and interpret the data. Results and Conclusion: Regression analysis showed that employee empowerment, team work, and bank facilities affect positively whereas training, performance appraisal and quality performance affect adversely on the job satisfaction level of employees. There exists a positive relation overall and boost job satisfaction, which would in turn enhance the productivity of the organization.

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Ngigi, Elizabeth Wanjiru, and Dinah Jeruto Kipkebut. "Effect of employee demographic characteristics and job characteristics on job satisfaction among employees in the banking industry: A case of commercial banks in Nakuru Town, Kenya." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 9, no. 3 (April 30, 2014): 1698–711. http://dx.doi.org/10.24297/ijmit.v9i3.657.

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The banking industry in Kenya is operating in an environment that is becoming increasingly complex due to increased competition, rapid technological changes, globalisation and growth of alternative banking institutions. In order for the banks to achieve success and to satisfy their customer needs, they must attract and retain a satisfied workforce as a source of competitive advantage. The objective of the present study is to examine the effects of demographic characteristics (age, gender, marital status, education, tenure and bank sector) and job characteristics (namely; job autonomy, job variety, role stress, co-worker and supervisory support) on job satisfaction among employees in commercial banks in Nakuru Town in Kenya. The sample of the study consisted of 126 employees drawn from a population of 180 employees from three (3) locally owned banks and five (5) foreign-owned banks. Questionnaires were used to collect data which were analysed using inferential statistics which included Independent Samples T-Test, One Way Analysis Of Variance (ANOVA), Pearsons Correlation and Multiple Regression analysis. The results showed that (a) demographic characteristics partially influenced job characteristics and job satisfaction; (b) Job autonomy, job variety, co-worker and supervisory support had significant, positive effects on job satisfaction; (c) Role stress did not have a significant effect on job satisfaction. The study recommends that bank managers adopt various managerial interventions in order to create a pleasant and supportive work environment in which job satisfaction will thrive.

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Sumitha, C., and R. Padmaja. "A STUDY ON JOB SATISFACTION OF BANK EMPLOYEES (WITH SPECIAL REFERENCE TO INDIAN BANK-VELLORE CITY)." International Journal of Research -GRANTHAALAYAH 5, no. 7(SE) (July 31, 2017): 12–23. http://dx.doi.org/10.29121/granthaalayah.v5.i7(se).2017.2038.

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The study of job satisfaction among Bank employees is important because there are various aspects of the job that are highly attractive and lead to satisfaction and aspects of the job that lead to dissatisfaction. Positive aspects include the opportunity to work in Bank and employees to accomplish common goals, developing banking background and the ability to work with co-workers. It is important to identify which factors contribute to job satisfaction as well as those that may lead to job dissatisfaction to assure that the manager ship is attractive to potent. There are many variables that have been hypothesized to be a result of job satisfaction or dissatisfaction. It is an established fact that the success of any organization depends on the satisfaction of its work force. The aim of this study is to determine that bank employees are satisfied with their job and also to identify those factors that are of high concern to bank employees regarding their satisfaction.

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Mainardes, Emerson Wagner, Lázaro Silva Rodrigues, and Aridelmo Teixeira. "Effects of internal marketing on job satisfaction in the banking sector." International Journal of Bank Marketing 37, no. 5 (July 1, 2019): 1313–33. http://dx.doi.org/10.1108/ijbm-07-2018-0190.

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Purpose The purpose of this paper is to verify the relationship of job satisfaction in the banking sector with its antecedent constructs (financial rewards and psychological rewards) and the mediating role of internal marketing in this relationship and to verify the relationship between job satisfaction in the banking sector and its consequent constructs (work engagement and the intention to leave) and the moderating effect of internal marketing on this relationship. Design/methodology/approach The paper adopts a quantitative, descriptive, cross-sectional research methodology. Data are collected through an online questionnaire, which involves 355 bank employees. Partial least squares–structural equation modeling is used to verify the predicted relationships. Findings The results show that internal marketing tends to mediate the relationship between financial rewards and job satisfaction and the relationship between psychological rewards and job satisfaction. Internal marketing presents a moderating effect on the relationship between job satisfaction and work engagement, but internal marketing does not moderate the relationship between job satisfaction and the intention to leave the bank. Originality/value This study expands the understanding of the scope of internal marketing by exploring its mediating and moderating effects on the interactions among the behaviors of banking sector employees.

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Lekić, Snežana, Jelena Vapa-Tankosić, Slavica Mandić, Jasmina Rajaković-Mijailović, Nemanja Lekić, and Jelena Mijailović. "Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas." Sustainability 12, no. 13 (July 6, 2020): 5448. http://dx.doi.org/10.3390/su12135448.

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Banking sector performance is directly related to the economic performance of the country. This research is an effort to establish the parameters of job satisfaction among bank employees and to ascertain whether there were differences in job satisfaction between employees in urban and rural branches. A randomly selected sample was made of bank employees in the Republic of Serbia. To date, the relative job satisfaction of bank employees in urban and rural areas has not been investigated, and for this reason, it is important to analyze the different facets of job satisfaction such as salaries, cooperation with closest associates, promotion, remuneration policy, cooperation and relationship with superiors, and the nature of the job. The bank employees’ satisfaction with their salaries has a major influence on total job satisfaction. Perceptions of teamwork effectiveness and its relationship to overall job satisfaction were analyzed. Team quality has the greatest influence on the bank employees’ job satisfaction. These insights can offer guidance for future action on building the quality of the employee–organization relationship.

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Uddin, Mohd Kamal, and Mohammad Jonaed Kabir. "Satisfaction towards Banking Profession: A Comparative Study on Male and Female Executives." IIUC Studies 12 (December 10, 2016): 127–38. http://dx.doi.org/10.3329/iiucs.v12i0.30586.

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Banking sector in Bangladesh is recruiting women more in number than ever before. Women are now viewed by planners and policy makers as equal partners in the process of development and great contributors to state economy. Banks, as development catalysts, need to evaluate both the male and female employees, in a timely manner to enhance their effort to work. This paper attempts to evaluate job satisfaction of bank officers considering sex differences to determine a fruitful comparison. The research work was conducted through JDI administered questionnaire on a sample of 210 employees from six banks (Two public and four private banks). A popular measure of job satisfaction - the Job Descriptive Index (JDI) - measure satisfaction in terms of five aspects of a persons job: pay, promotion, supervision, the work itself and co-workers (Hellriegel and Woodman, 1995). As the two gender groups were not normally distributed, a Mann-Whitney U test was applied to test relationship between gender and job satisfaction with each facet. The findings of the study show that higher satisfaction among females for three of the five job facets while male officers dominate the rest two factors. The present study attempts to enrich the existing knowledge base in the area of job satisfaction in banking sector adding a new dimension of HRM-issues.IIUC Studies Vol.12 December 2015: 127-138

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Nasreen, Amira, and Khawaja Khalid Mehmood. "Effect of Transformational Leadership, Job Design, and Human Resource Practices on Job Satisfaction of Banking Staff in Pakistan." Sukkur IBA Journal of Management and Business 5, no. 1 (July 4, 2018): 1. http://dx.doi.org/10.30537/sijmb.v5i1.116.

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Employee job satisfaction has been one of the crucial factors behind an organization’s success. Review of literature in the field of management, leadership, and organization behavior regarding antecedents of job satisfaction indicates that job design, transformational leadership, and human resource management practices are essential antecedents of job satisfaction as accounted by a variety of researches. However, there have been limited researches that study impact of job design, transformational leadership, and HR practices on job satisfaction in one research outline. Further, literature review indicates that such research is warranted in Pakistan because there is extremely limited research on this topic in Pakistani context. To fulfil this research gap, this study took data from banking sector as this sector is considered to be essential one contributing to Pakistan economy; and job satisfaction among bank staff has always been an important concern. The study utilized final response of 170 questionnaires from various private banks in Southern Punjab, and relied on SmartPLS3.0 for analyses of data. The study suggests that job satisfaction is affected positively by HR practices and transformational leadership, whereas job design does not affect job satisfaction in the banking context. This study makes invaluable contribution to transformational leadership theory, organization behavior, and dynamic capabilities perspective through its hypotheses testing. The study recommends banks’ management to improve quality of HR practices as well as concentrate on promoting transformational leadership style in their banks.

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Kaur, Gagandeep. "Perception of bank employees’ towards working environment of selected Indian universal banks." International Journal of Bank Marketing 33, no. 1 (February 2, 2015): 58–77. http://dx.doi.org/10.1108/ijbm-10-2013-0117.

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Purpose – The purpose of this paper is to evaluate the job satisfaction level of universal bank employees in India. It focusses on identifying the factors of job satisfaction and their influence on the overall job satisfaction of universal bank employees. Design/methodology/approach – Data were collected from a sample of 380 bank employees using convenience sampling technique. Findings – The results of exploratory factor analysis reveal that eight factors, i.e. workplace environment, supervision, cooperation from peers, work discrimination, employee acceptance, work allocation, job security and remuneration extracted as important determinants of job satisfaction. The results of multiple regression analysis shows that supervision, cooperation from peers, work allocation and employee acceptance (independent variables) influences the level of job satisfaction (dependent variable of bank employees. Originality/value – Since liberalization, banking sector is considered to be one of the major recruiters. People prefer bank as a career and social status. In order to further improve the satisfaction level of bank employees, bank management should provide regular feedback to the employees about their performance. In the absence of feedback, employees will be discouraged because they do not know how they are doing or may believe their contribution is unacknowledged. The most important factor effecting employee satisfaction with their job is their immediate supervisor. Many employees dislike their supervisor though they like the work they do. To make employees happier in their position, stay longer and the most important to ensure that customers receive better services, banks must start improving the management skills of supervisors.

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Dissertations / Theses on the topic "Bank and banking – Job satisfaction"

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Lee, Shu-ho. "A study of supervisor job satisfaction of a mainland Chinese bank in Hong Kong /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983587.

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Yü, Ying-siu. "Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.

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Chan, Chiu-kuen Hilia. "Employees' perceptions to quality management in different organizational settings and its relation to job satisfaction /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1798256X.

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Simpson, Eric Phillip. "Examining Employee Satisfaction, Customer Service and Customer Satisfaction in a Retail Banking Organization." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5211/.

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In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.

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Ochoa, Rolando Mario. "Voluntary Turnover: An Empirical Study of the Factors Influencing the High Turnover of Bank Tellers." NSUWorks, 2009. http://nsuworks.nova.edu/hsbe_etd/85.

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This study will focus on the critical problems encountered by banks due to voluntary turnover of tellers. Voluntary turnover of bank tellers is a past and present problem for bank management. Job satisfaction and its relationship to voluntary turnover has been extensively studied since the mid-1950's, and continues to be an important topic. This dissertation is based partly on the Job Enrichment (or Two-Factor) Theory (Herzberg, 1959), and also on many other seminal studies conducted since then. This study analyzes how pay satisfaction, job satisfaction, and organizational commitment influence the intention to quit among bank tellers. The research question was: Does low pay satisfaction and low organizational commitment lead to high intention to quit among bank tellers? This study's results indicate that there was strong support for the relationship of these variables with intention to quit. The study was based on a representative sample and the results of the correlations rejected all four proposed null hypotheses. This study finds support for the hypotheses: pay satisfaction is negatively related to intention to quit; organizational commitment is negatively related to intention to quit; job satisfaction is negatively related to intention to quit; and job satisfaction is positively related to organizational commitment. At a confidence level of 99.99%, these results were highly significant. The study results indicate that pay satisfaction and overall job satisfaction were not at a fully satisfied level. Meanwhile, organizational commitment was high, which explains why the overall intention to quit was low. The tellers responded that they would be "somewhat likely" to "actively look for a new job in the next year." They also responded to the statement "I often think about quitting" with slight disagreement. Overall, the tellers participating in this study are somewhat committed to their banks and not quite satisfied with their pay or their overall job. The results of this study, one of a few involving more than one bank and with a statistically large sample, could also motivate management in banks and other industries to design and implement changes that will reduce voluntary turnover. This study of bank tellers was conducted while the banking industry is experiencing very difficult and unprecedented market conditions. Most banks have not only implemented a hiring freeze, but some have also cut personnel to try to increase profitability. The results of the study could have been influenced by the market conditions.

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Lee, Shu-ho, and 李樹豪. "A study of supervisor job satisfaction of a mainland Chinese bank in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267403.

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Chapoval, Iêda. "Privatization and its labor consequences in developing countries : a case study of the Brazilian banking industry privatization process." Thesis, McGill University, 2001. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=38168.

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Research on the labor impact of privatization usually equates the process to other types of restructuring processes, such as downsizing, mergers or acquisitions. It is argued that not unlike other restructuring processes, privatization is likely to generate organizational changes that may lead to major alterations in employment quality. Few studies, however, have investigated the labor effects of privatization and other restructuring processes in a comparative manner, especially in developing countries. The overall purpose of this dissertation is to contribute to the understanding of the labor consequences of privatization in developing countries. This objective is undertaken through an exploration of the association between privatization and other restructuring processes occurring within the Brazilian banking industry and changes in employment quality, i.e., fluctuations in wages, non-wage benefits and job security. The most basic premise guiding this study's comparative framework is that the process of privatization is likely to affect labor in unique ways, that is, generating employment quality changes unlike those occurring at other sectors undergoing alternative restructuring processes.
The sample consists of 476 respondents: employees (survivors) and ex-employees (retrenched) of public, privatized and private banks. Data were collected in 1998 by using a method of triangulation, i.e., surveys and in-depth semi-structured interviews. The principal results for this study confirm that changes in employment quality are more significant for workers associated with the privatized sector when compared to workers affiliated with other sectors of the Brazilian banking industry. Both quantitative and qualitative data for this study suggest that significant transformations in employment quality occurred as a result of privatization. It is further argued that the decline in employment quality after privatization can be conversely understood as a negative commitment on the part of Brazilian employers. This lack of commitment can be ultimately associated with a new developmental model with a particular type of economic orientation and specific form of labor organization based on flexibility.

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Chan, Chiu-kuen Hilia, and 陳肖娟. "Employees' perceptions to quality management in different organizational settings and its relation to job satisfaction." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31266940.

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Yü, Ying-siu, and 余瑛韶. "Employee motivation and satisfaction in different organizational levels: a study of banking industry in HongKong in transition to 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266927.

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Koo, Leung-chee. "Determinants of employee-organization linkage behaviours : a longitudinal case study of tellers in Hongkong Bank /." [Hong Kong] : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13671492.

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Books on the topic "Bank and banking – Job satisfaction"

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Sinha, Anand Kumar. Job satisfaction: A study of bank employees. New Delhi, India: Commonwealth Publishers, 1988.

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George, Elizabeth, and Zakkariya K.A. Psychological Empowerment and Job Satisfaction in the Banking Sector. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9.

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Bayard, Nicole. Unternehmens- und personalpolitische Relevanz der Arbeitszufriedenheit. Bern: P. Haupt, 1997.

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Oldham, Frank. Job descriptions in banking: The complete guide to planning, writing, and using job descriptions. 2nd ed. Rolling Meadows, Ill: Bank Administration Inst., 1988.

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Stäger, Christina. Multi Channel Management: Mehrdimensionale Optimierung der Kundenbeziehung zur nachhaltigen Steigerung der Profitabilität im Retail Banking. Bern: P. Haupt, 1999.

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Aaron, Pettman, and Canadian Centre for Policy Alternatives., eds. Aboriginal employment in the banking sector in Manitoba. Ottawa: Canadian Centre for Policy Alternatives = Centre canadien de politiques alternatives, 2006.

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George, Elizabeth, and Zakkariya K. A. Psychological Empowerment and Job Satisfaction in the Banking Sector. Palgrave Pivot, 2018.

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Oldham, Frank Jr, and Jeffrey L. Seglin. Job Descriptions in Banking. 2nd ed. Irwin Professional Publishing, 1989.

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Changpetch, Vissanee. Job satisfaction in a reengineered organisation: Thai Farmers Bank PLC. 1996.

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McGladrey & Pullen. and Sheshunoff Information Services, eds. Bank director's operating and compliance handbook. Austin, Tex: Sheshunoff, 1993.

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Book chapters on the topic "Bank and banking – Job satisfaction"

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George, Elizabeth, and Zakkariya K.A. "Job Satisfaction and Job-Related Stress." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 87–126. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_4.

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George, Elizabeth, and Zakkariya K.A. "Banking Sector in India." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 127–37. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_5.

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Belias, D., D. Kyriakou, Athanasios Koustelios, K. Varsanis, and G. Aspridis. "Personal Characteristics and Job Satisfaction of Greek Banking Employees." In Strategic Innovative Marketing, 65–71. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-33865-1_8.

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George, Elizabeth, and Zakkariya K.A. "Introduction." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 1–20. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_1.

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George, Elizabeth, and Zakkariya K.A. "An Overview of Employee Empowerment." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 21–46. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_2.

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George, Elizabeth, and Zakkariya K.A. "Perception of Empowerment: A Psychological Perspective." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 47–86. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_3.

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George, Elizabeth, and Zakkariya K.A. "Analysis and Elucidation." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 139–60. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_6.

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George, Elizabeth, and Zakkariya K.A. "Results and Discussion." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 161–76. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_7.

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George, Elizabeth, and Zakkariya K.A. "Concluding Contemplations." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 177–82. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_8.

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Wong, Macy Mei Chi, and Cheung Ronnie. "Job Satisfaction and Organizational Commitment—Retail Banking Services in Hong Kong." In Proceedings of the International Conference on Managing the Asian Century, 365–73. Singapore: Springer Singapore, 2013. http://dx.doi.org/10.1007/978-981-4560-61-0_41.

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Conference papers on the topic "Bank and banking – Job satisfaction"

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Kartono, Kartono, Moh Yudi Mahadianto, and Mardi Mardi. "Mediate Job Satisfaction: Effect of Transformational Leadership on Organizational Citizen Behavior (OCB) (Studies on employees PD. Rural Banks (BPR) in Cirebon)." In International Conference on Economics and Banking. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/iceb-15.2015.20.

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Loke, Siew-Phaik, Norlida Mohd Noor, and Khalizani Khalid. "Customer satisfaction towards internet banking services: Case analysis on a Malaysian bank." In 2012 IEEE Colloquium on Humanities, Science and Engineering (CHUSER). IEEE, 2012. http://dx.doi.org/10.1109/chuser.2012.6504302.

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Aflah, Cut Nurul, and Mirza. "Work-balance and Job Satisfaction among Public Banking Employee in Banda Aceh." In International Conference on Psychology. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009448402980305.

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Ismail, Waddah, and Nooraini Mohamad Sheriff. "Impact of Internal Marketing on Job Satisfaction Among Bank Employees in Yemen." In BE-ci 2016 International Conference on Business and Economics. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.11.02.19.

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Zhu Xiaoyan and Li Yanping. "A study on psychological contract, job satisfaction and turnover intention in banking industry." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5691029.

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Rusyandi, Deddy. "Employee Engagement Toward Intention To Quit With job Insecurity As Moderating Variable At Goverment Bank In Bandung City." In International Conference on Economics and Banking. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/iceb-15.2015.46.

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"Analyzing the Relation Between Client Satisfaction and E-Banking Quality: Case of Rafidain Bank." In rd Joint International Conference on Accounting, Business, Economics and Politics. Tishk International University, 2021. http://dx.doi.org/10.23918/icabep2021p20.

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Akbar, Muhamad, and Fetty Sary. "Job Satisfaction Factors Influence on Turnover Intention of PT Bank BRI Syariah Employees." In 1st International Conference on Sustainable Management and Innovation, ICoSMI 2020, 14-16 September 2020, Bogor, West Java, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.14-9-2020.2304372.

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Uranus, Hanna Christina, and P. Tommy Y. S. Suyasa. "The Impact of Leader-Member Exchange Towards Subordinate’s Job Satisfaction in Bank X." In International Conference on Economics, Business, Social, and Humanities (ICEBSH 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210805.163.

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Shaikh, Aijaz A., and Heikki Karjaluoto. "The effects of mobile banking application user satisfaction and system usage on bank-customer relationships." In AcademicMindtrek'16: Academic Mindtrek Conference 2016. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2994310.2994330.

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