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1
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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Malhotra, Neeru. "Analysing relationships among frontline employee perceptions of rewards, attitudes and service quality in banking call centres : an internal marketing perspective." Thesis, University of Bradford, 2004. http://hdl.handle.net/10454/3465.
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The basic purpose of the research is to understand the significance of internal marketing in influencing frontline employees'job-related attitudes and service quality. Since rewards are considered to be an important compqnent of internal marketing, this research investigates relationships among frontline employee perceptions of rewards (extrinsic and intrinsic), attitudes (three components of organisational commitment viz. affective, normative and continuance, and job satisfaction), and service quality, in banking call centres. In this context, a conceptual model is presented comprising rewards as the antecedentsa, ttitudes as the mediating variables, and service quality of the frontline employees as the outcome variable. The model is empirically tested through a large sample study that is conducted among 4 call centres of a major retail bank in the UK. Following certain qualitative in-depth interviews at the exploratory stage, structural equation modelling (using AMOS) is carried out on 342 useable questionnaires (response rate of more than 50%), to empirically test the proposed framework for the study. The measurement and structural models, after validation and purification, provided satisfactory fit estimates across absolute, incremental and parsimonious measures. The results highlight the importance of rewards, as part of internal marketing, in maintaining employee attitudes, and improving service quality. Intrinsic rewards (like role clarity, training and skill variety) emerged as the most significant of all, as they were found to impact on service quality directly. Extrinsic social rewards (like supervision and team support) were not found to be significant, while the finding regarding extrinsic organisational rewards-service quality relationship was surprising. Although assumed important for perfon-nance, some had no direct effect (pay, and benefits satisfaction, extrinsic exchange), while others (working conditions and promotional opportunities) exerted a negative direct effect on service quality, although the indirect effect of most of these rewards was found to be positive. However, these rewards were considered important for influencing employee attitudes, which in turn influence service quality. In this context, the importance of employee attitudes like affective commitment and job satisfaction is emphasisedfor service quality. The empirical results of the study also reveal that it is the nature of commitment that matters in commitment-service quality relationship. Affective commitment emerged as the only attitude variable to bear a significant positive relationship with service quality. Job satisfaction was not found to impact on service quality directly, although the indirect effect was found to be positive. Normative commitment impacted on service quality indirectly, while continuance commitment was not found to be effective at all. Besides theoretical and methodological contributions, the thesis also provides strong managerial implications and directions for future research in applying internal marketing for improving service quality of frontline employees in call centres. Keywords: internal marketing, rewards, service quality, commitment, job satisfaction, UK banks, call centres, frontline employees.
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Waugh, Geoffrey William. "A study exploring the relationship between employee happiness and financial performance within a South African financial institution." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012080.
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This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theoretical foundation in this study. Data collection was through a survey instrument called the job descriptive index. The results of the multiple linear regression analysis showed that the regression model significantly predicted job satisfaction, F (5, 95) = 10.806, p < .05, R2 = .363. Both supervision and coworker relationships were statistically significant predictors of job satisfaction among bank employees in Nigeria, while there were no statistically significant relationships between the predictors' work on the present job, pay, and opportunities for promotion, and the dependent variable, job satisfaction. The implications of this study for positive social change include the potential to provide senior bank executives with an understanding of factors that relate to job satisfaction among bank employees, including creating a desirable work environment, improving the quality of supervision in the organization, increasing job satisfaction, and making the organization more desirable for employees.
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Baosuwan, Siriwan. "Attitude and satisfaction with internet banking of Bank of Ayudhya Public Company Limited, Thailand." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2727.
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The purpose of this study is to gather information for the management of the Bank of Ayudhya to improve its internet banking service. It explored customer satisfaction, customer attitudes, and the correlation between the frequency of Internet banking usage and customer demographic data.
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Ramesar, Shashika. "Does social support moderate between job autonomy and job satisfaction? / Shashika Ramesar." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1370.
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Iqbal, Muhammad Naveed, and Sidra Rizvi. "Construction Development and Consequences of Job Satisfaction : Banking Sector of Pakistan." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-11920.
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Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result & Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader
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Chiu, Mun-chi Ruby. "Improving marketing performance through customer satisfaction : Hongkong Bank /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19876518.
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Bahmanabadi, Somaye. "A Case Study of the Impact of Leadership Styles on Bank Employees´Job Satisfaction." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29232.
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Leadership always plays an important role in the growth and performance of an organization. Changes in organizational structure, vision and leadership are inevitable in any institution. Leadership style is a special characteristic that distinguishes a leader from another and this powerful force is what pushes an employee or employees to complete a task that produces maximum results; especially in the banking sector. Survey questionnaires were used in this study as a main method for data collection. The data was analyzed by using the Structural Equation Modeling (SEM) Method using Lisrel software. This research has been conducted to determine the impact of using transformational, relation-oriented and transactional leadership styles and their direct effect on job Satisfaction. A total of one hundred questionnaires were distributed among SEB and Swede bank´s employees and seventy-one fully answered questionnaires were used for statistical analysis. In other words, seventy-one percent of the questionnaires were returned. The results clearly show that leadership style (Relation-oriented, Transactional, and Transformational) have a significantly positive effect on both the employer and employee’s satisfaction with the job. The results indicate that the Transformational approach ads the most contribution toward job satisfaction compared to the Transactional and Relation-oriented styles of leadership.
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Al-Rasheed, M. Adel Mahmoud. "Bank managers in Jordan : a study of motivation, job satisfaction and comparative organizational practices." Thesis, University of Kent, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.357637.
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Lok, Lai-mai. "An exploratory investigation of the determinants of satisfactory service quality in corporate bank operation /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724200.
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Zeng, Guo Xiong. "Perceived machiavellian leadership and job satisfaction : a study of retail bank employees in Zhuhai, China." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636677.
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Meshi, Chantale, and Asiya Muazu Tukur. "The influence of motivation on employee's job satisfaction : a study of First Bank Nigeria PLC." Thesis, Högskolan i Gävle, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-23151.
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Purpose: The purpose of this study is an attempt to find out the influence motivation has on employees’ job satisfaction based on our case which is First Bank Nigeria Plc. To be able to meet this objective, several motivation theories were discussed and intrinsic/extrinsic motivational factors as found in related literature were taken into consideration. Methodology: The researchers carried out a qualitative study where secondary data was obtained from textbooks and peer reviewed journal articles from the school library in order to identify existing scientific knowledge concerning this topic. Also, primary data used were collected through Skype interview and through email with the aid of formulated open-ended questions. Both the company and the interviewee were chosen based on convenience sampling. Data obtained underwent a reduction phase as the authors reduced the work into keywords. Data was later organized and emerged patterns were interpreted for better understanding by the reader. Result & Conclusions: From this study, the authors found that both intrinsic and extrinsic motivation enhances employees’ job satisfaction. This was evident through the various factors like increment in salary, perceived equality in pay, conducive environment amongst others numerated by respondents as what will increase their satisfaction in the work they do. Limitations: The study is limited to one case company and thirteen respondents from a specific branch. As such the results obtained cannot be easily generalized. Secondly, employees whose job did not connect directly to banking activities like securities, messengers and cleaners were not considered in this study. Scope for further studies: Due to our limitations, we suggest that similar studies should be carried out on the influence of motivation on employees’ job satisfaction in several banks and including securities, messengers and cleaners to see if the results differ from the results of our study. Also our theoretical framework can be extended by showing the influence job satisfaction or job dissatisfaction has on employees’ attitude towards work. Contribution of the thesis: This study contributes to the previous literature on the concept of motivation and job satisfaction especially the influence motivation has on employees’ job satisfaction. The practical implications of this research work for managers is to pay their workers appropriately in order to enhance job satisfaction.
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Wyngaard, Shaun Peter. "The impact of leadership on job satisfaction at a specific bank in the Eastern Cape." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62050.
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This study aimed at investigating the relationship between leadership and employee job satisfaction in the banking sector of South Africa. The study drew from the fact that there is a growing emphasis in organisations to reduce employee turnover by keeping their employees satisfied. The ultimate performance, effectiveness and competitiveness of an organisation are directly related to an organisation’s ability to keep its employees optimally productive and satisfied. Numerous research studies have been conducted on transformational, transactional and passive-avoidant leadership to determine the significance of their respective relationship with the job satisfaction of employees in different scenarios. Results show that the transformational leadership style has a significant relationship with job satisfaction; while the transactional leadership style or the passive-avoidant style are applied according to changing circumstances. The study adopted a quantitative approach, using online questionnaires as an instrument for collecting primary data. The target population of the study was 380 bank employees, and the target sample was 218; 121 questionnaires were completed and used as the actual final sample. Questionnaires were completed from managers and employees of the selected bank, with the two population groups being investigated using different scales. SPSS was used in analysing the collected data. The findings of this research showed that the leadership styles under investigation have a direct impact on the job satisfaction of employees. Transformational leadership was found to have a significant positive relationship with job satisfaction, while the relationship between transactional leadership and job satisfaction was positive but moderate. A significant negative relationship was found between passive-avoidant leadership and job satisfaction. It is thus the responsibility of the financial institution under investigation to highlight the significant links and benefits of this leadership style to its management to ensure increased job satisfaction and lower turnover of employees in the institution. Literature explored in this study supported the close link between the different leadership styles and job satisfaction.
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Lok, Lai-mai, and 駱麗梅. "An exploratory investigation of the determinants of satisfactory service quality in corporate bank operation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266733.
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Mak, Ka Yee. "An investigation of determinants of job satisfaction for Macau civil servants." Thesis, University of Macau, 2006. http://umaclib3.umac.mo/record=b1676429.
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Bleske, Adrian. "The antecedents of customer satisfaction in a financial institution : a qualitative study." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1015482.
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The following is a case study report on the Cape Town business unit of Standard Bank Properties. The research project falls within the ambit of services marketing which introduces several unique management challenges for service businesses that sell services as a core offering. The principal aim of the case study is to gain an understanding of why customers bank at the business unit and to discover what aspects are critical to customer satisfaction. A further goal of the research is to examine how the business unit could improve customer satisfaction and to highlight any impediments to further improving customer satisfaction at the business unit. It is generally regarded that quality customer service is essential to building customer relationships and hence the research project emphasis on services marketing and customer satisfaction within a financial services context. The paper commences with an overview of the South African Banking Sector and its unique challenges such as the Financial Service Charter and newly introduced legislation such as Financial Intelligence Centre Act. The case study will specifically investigate the property finance industry and a detailed analysis of the business unit's operations and process flow will also be undertaken. The reason for this background information is to assist the reader to understand how the business unit operates. The research project will investigate four unique differences between goods marketing and services marketing whereafter three theoretical propositions are introduced, namely the dyadic interaction and service encounter, the Service Profit Chain and finally Relationship Marketing. Evidence in the form of a narrative will be led from insights obtained from interviews conducted with customers and staff at the business unit against these propositions with support (or otherwise) from independent surveys and documents from the business unit. The result of this analysis is the identification of several areas of concern specifically: New employees and the service encounter, Problems with FICA, Lack of a customer complaint handling system, Empowerment issues, Turnaround times, Reliance on key staff These insights together with the evidence from the literature review will be analysed and several recommendations made to improve customer service and ultimately customer satisfaction at the business unit. Several recommendations for further research are offered as well as the identification of limitations including but not limited to the specificity of the case study report.
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Kissoonlall, Avikash. "Employee involvement in work related issues and job satisfaction in Standard Bank branches within the KZN region." Thesis, 2006. http://hdl.handle.net/10413/1227.
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Mkhaliphi, Nhlanhla Willy. "The relationship between employee satisfaction, customer satisfaction, and sales performance in retail banking." 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001559.
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M. Tech. Business AdministrationIn many developing countries, including South Africa, the banking sector is highly concentrated resulting in intense competition among the big four banks in South Africa (e.g. Standard Bank, Nedbank, First National Bank and Absa, and one emerging bank Capitec). In favourable economic conditions, the banking sector plays an essential role in the economic growth of the country. However, the global financial crisis of late 2007 changed the outlook for an already slowing economy, and South Africa was not immune to the impact of the global financial crisis-induced economic slowdown. The banks have been faced with increasing competition and rising costs as a result of regulatory, financial and technological innovation, entry of the foreign banks in the retail banking environment, local competitors who are introducing new and innovative product offering and the challenges of the recent financial crisis. These changes have had a dramatic impact on the performance in sales for commercial banks. Retail banking offers a comprehensive suite of products (e.g. Home Loans, Vehicle Finance, Sales and Investments and Cheques) to customers. It also provides these products through extensive branch networks. Over a period of six months, certain branches of Absa Bank have not been able to meet set targets in sales of the banking products and have caused under-performance in sales for the relevant branches. There are 47 branches in the Gauteng East Region and, among these, six branches were randomly selected under-performing branches in terms of sales targets. This research aims to determine the causes behind under-performance in these East Gauteng branches, as such information would provide management with useful information. The aim of the study is to tests the influence of employee satisfaction, service quality, and customer satisfaction on sales performance, i.e., how these variables impact on sales performance at the branch level.
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Hall, Bradley W. "Is Japanese management culturally-specific an examination of employee/employer values of Japanese and American banks in California /." 1989. http://catalog.hathitrust.org/api/volumes/oclc/27933923.html.
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"A study of job satisfaction of internal auditors in Hong Kong banking industry." Chinese University of Hong Kong, 1995. http://library.cuhk.edu.hk/record=b5888298.
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by Lam Man-ho, Leung Yee-mei, Annie.Thesis (M.B.A.)--Chinese University of Hong Kong, 1995.
Includes bibliographical references (leaves 68-70).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF TABLES --- p.v
ACKNOWLEDGEMENT --- p.vi
Chapter
Chapter I. --- INTRODUCTION --- p.1
Objective of Study --- p.2
Scope --- p.3
Limitations --- p.3
Chapter II. --- THE DEVELOPMENT OF INTERNAL AUDITING --- p.5
"Nature, Roles and Value" --- p.5
Historical Development --- p.7
Audit Committee --- p.8
Evolution of Audit Approaches --- p.10
Implications of Behavioural Issues --- p.12
Chapter III. --- CONCEPTUAL FRAMEWORK --- p.13
The Need for Behaviouralism in Internal Auditing --- p.13
Job Satisfaction --- p.14
Stress --- p.15
Sources of Stress --- p.15
Organizational Factors --- p.16
Organizational Status --- p.16
Relations with Audit Committee --- p.17
Career Prospect --- p.17
Departmental Support --- p.17
Task and Role Factors --- p.18
Audit Scope --- p.19
Internal Auditor Role --- p.21
Interpersonal Factors --- p.22
Internal Auditor-Auditee Relations --- p.23
Working Relationship with External Auditors --- p.27
Chapter IV. --- METHODOLOGY AND RESULTS --- p.29
Methodology --- p.29
Structure of Questionnaire --- p.29
Organizational Factors on Job Satisfaction --- p.30
Organizational Status --- p.30
Audit Committee --- p.34
Career Prospect --- p.37
Departmental Support --- p.37
Task and Role Factors on Job Satisfaction --- p.39
Audit Scope --- p.39
Internal Auditor Roles --- p.42
Interpersonal Factors on Job Satisfaction --- p.43
Internal Auditor-auditee Relations --- p.46
Relations with External Auditors --- p.49
Chapter V. --- CONCLUSIONS AND RECOMMENDATIONS --- p.51
Summary and Conclusions --- p.52
Organizational Factors --- p.52
Task and Role Factors --- p.53
Interpersonal Factors --- p.53
Recommendations --- p.54
APPENDICES
Chapter I. --- The Structure of Hong Kong Banking Industry --- p.60
Chapter II. --- Survey Questionnaire Sample --- p.63
BIBLIOGRAPHY --- p.68
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"Job satisfaction and expectations of the graduate employees in the Bank of China Group." Chinese University of Hong Kong, 1988. http://library.cuhk.edu.hk/record=b5885852.
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Cheng, Chun-te, and 鄭俊德. "A Study of Job Satisfaction and Work Pressure of Banking Staffs:The Case Study of F Bank." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/929ns9.
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碩士國立高雄大學
國際高階經營管理碩士在職專班(IEMBA)
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Because of the trend of global liberalization, internationalization, and competition of the banking industry, state owned banks are forced to be merged or privatized. With the challenge of the new working environment, banks’ employees encounter severe challenge from work environment, individual work items and sales targets. Therefore, in the changing operation environment, the reactions of banking staffs on their job satisfaction and working pressure become an important issue. This research adopts the method of in-depth interview. With semi-structured interviews of the questionnaire, twelve employees of bank F are chosen to be the interviewees through judgment sampling. The purpose of this study is to investigate job satisfaction and working pressure of banking staffs. The results show that the bank employees, overall, are satisfied with the job although there might be some unsatisfied events existing.
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Chin, Pei Fang, and 金培芳. "Banking Clerk Work Stress ,Job Satisfaction and Willings to Work :An Empirical Studies on Bank of Taiwan." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/42907648763014142675.
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Hoa, Le Thai, and 梨太和. "Factors Affecting Job Satisfaction among Banking Employees: A Case Study of Asia Commercial Bank –NgoQuyen Branch, HaiPhong City." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/452enw.
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碩士美和科技大學
企業管理系經營管理碩士班
107
By employing a dataset collected from a survey in 2018 using a questionnaire on 7-point Likert scale at ten Asia Commercial Bank (ACB) Branches in Hai Phong City, Descriptive Statistics, Frequency Statistics, One Sample T-Test, Independent Sample T-test, One-way ANOVA Analysis, this research finds that: Firstly, mentioning overall Job Satisfaction, 100 percent of banking employees are satisfied with their current job at ten ACB Branches in Hai Phong. Secondly, regarding Job Satisfaction and Demographic Variables, Gender, Job Experience, Age, Marital Status, and Levels of Education. The analysis results indicate that there are significant differences in the levels of job satisfaction between Male and Female employees however there are no significant differences in the level of job satisfaction between Married and Single groups at ACB Branches in Hai Phong city. The results also show that Job experience of banking employees at ten ACB Branches in Hai Phong city does not affect to their job satisfaction but there are differences between groups of different Levels of Education on their job satisfaction. Finally, there are ages groups differ significantly regarding their levels of job satisfaction at ten ACB Branches in Hai Phong city. Thirdly, considering Job Satisfaction and other Variables, the author finds that Salary, Efficiency in work, Fringe benefit, Supervision, Leadership style, Loyalty to bank, Co-worker relation, and Work ability are the main factors affecting Job Satisfaction among banking employees at ten ACB Branches in Hai Phong city just because all of these variables are significant at the level of 1 percent. However, banking employees at ten ACB Branches are not satisfied with Supervision, Leadership style, Loyalty to bank, and Work ability. From this research result, it is necessary for leaders at ACB Ngo Quyen to perfect the Supervision to have enough supports for its bankers to perform their tasks effectively and efficiently; ACB also needs to transform itself into autonomous, systems-thinking institutions, professional learning communities that can create a high-performing learning environment; And, ACB should immediately find the pathway to increase the loyalty of their employees through income policy, promotion policy... These results will have an important policy implication for the ten ACB Branches in Hai Phong city in specific and other ACB Branches nationwide in general to have suitable strategy/policy to increase job satisfaction of banking employees as Job Satisfaction will have direct effects to business performance and profitable ability of the bank and the productivity of employees either.
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Kuvarjee, Shirmila. "Factors affecting the retention of employees in a global markets division of an investment bank." Thesis, 2014. http://hdl.handle.net/10210/10500.
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M.Com. (Leadership in Performance and Change)This research focuses on the factors affecting retention of employees in a global markets division of an investment bank comprising 500 employees. The research is quantitative in nature. Five factors are discussed and used as basis to see which factors contribute the most to retention of employees. These factors are remuneration, the job, the profile of the organisation, organisational processes and leadership style. Sub-factors relating to these factors were identified and discussed by way of a literature review. A questionnaire was compiled based on the five factors and the sub-factors in relation to the retention of employees. A statistical analysis was done using factor analysis, reliability analysis (Cronbach alpha) and descriptive statistics. From the results it can be concluded that employees are satisfied with the physical work environment, the company’s employer brand in the market and the opportunity to learn new skills and develop themselves for further advancement. Employees also feel confident about the leadership team; are satisfied that their co-workers share their expertise and there is teamwork. The one area about which employees differ, is related to remuneration. Based on the results of this study, it is recommended that the employer use its positive employer brand more aggressively to retain employees since overall most employees seem to be happy with the current employment practices
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Sabbagha, Michelle Fontainha de Sousa. "A model of employee motivation and job satisfaction for staff retention practices within a South African foreign exchange banking organisation." Thesis, 2016. http://hdl.handle.net/10500/23278.
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Foreign exchange banking organisations afford individuals great career opportunities, and therefore endeavour to attract high-caliber employees who are self-motivated and create the dynamic, innovative and professional culture characteristic of the organisation. Retaining key talent characterised by skills shortages has become an imperative for sustaining competitive business performance in a fast-changing economic environment. The general aim of this research was to develop a model of employee motivation and job satisfaction for staff retention practices in a foreign exchange banking organisation. The concepts of employee motivation, job satisfaction and employee retention were discussed with regard to their history, conceptual foundation, theoretical approaches, types, variables and consequences. The theoretical model was developed accordingly on the basis of the literature review, and revealed the factors that could influence employee retention. The main purpose of the empirical research was to operationalise the theoretically derived motivation and job satisfaction concepts, statistically determine the underlying variables of motivation and job satisfaction that influence employee retention and develop a structural equation model to verify the theoretical model. A quantitative empirical research paradigm using the survey method was followed. Explanatory and descriptive research was used in this study, with a sample of 341 foreign exchange banking individuals drawn from a financial institution. Three questionnaires and a biographical questionnaire were adapted and administered to employees. The Work Preference Inventory (WPI) measured employee motivation, the Job Satisfaction Survey (JSS) measured job satisfaction, and the Employee Retention Questionnaire (ERQ) measured employee retention intention.
A structural equation model development strategy produced a new best-fitting retention model based on the new constructs postulated in the factor analysis. The model indicated that job satisfaction explained the highest variance of retention when compared to motivation.
The research should contribute towards a comprehensive understanding of the factors that influence employee retention. The new model of employee motivation and job satisfaction for staff retention practices in a South African foreign exchange banking organisation could assist organisations in retaining skilled and talented staff.
The study should encourage practitioners to take cognisance of the fact that organisations are different and that the motivation and job satisfaction factors for employee retention need to be considered.Public Administration and Management
D. Com. (Industrial and Organisational Psychology)
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Singh, Ashlesha. "Female employees' perceptions of work-life balance at a banking institution in the Durban region." Thesis, 2013. http://hdl.handle.net/10413/9316.
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This study was interested in female bank employees’ perceptions of work life balance at a banking institution in the Durban region. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilise to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within the sales and credit division at a large banking institution in the Durban region. Theory-led thematic analysis was used to analyse the interview transcripts.
The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets within the sales and credit divisions. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organisations to appropriately prioritise WLB as a quality strategy in an attempt to retain talented women in their sales and credit divisions.Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.
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De, Villiers Jonathan. "Frontline employee service quality: antecedents to enhance employee service quality in a South African retail bank." Diss., 2020. http://hdl.handle.net/10500/27205.
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Abstract in English, Zulu and Sothern SothoSouth African banks need to attract and retain customers in a highly competitive environment. Within this environment, the service quality of banks has been noted as an ongoing pressing issue. With all major banks embracing the technological revolution and offering similar financial services, the service quality offered through frontline employees has become a means to attain a competitive advantage. While a substantial body of research demonstrates the importance of service quality and identifies its dimensions, there is a lack of research specifically focusing on the antecedents for frontline employee service quality. This study set out to investigate the extent to which internal service quality, service climate and frontline employee satisfaction contribute to frontline employee service quality in a South African retail bank. With the aid of a structured questionnaire, a cross-sectional internet-based survey research design was applied to collect information from frontline employees pertaining to four constructs. From the full population of 8 720 frontline employees, 581 completed responses were received during the main study, and empirically tested with the aid of descriptive statistics, confirmatory factor analysis, correlation analysis and multivariate regression analysis. The findings culminate in a multivariate regression model indicating that service climate is not a significant predictor of frontline employee service quality, whereas frontline employee satisfaction and internal service quality are, with internal service quality being the larger predictor. Drawing from these findings, ten recommendations are made to improve frontline employee service quality in a retail bank.
Amabhange aseNingizimu Afrika adinga ukuheha futhi agcine amakhasimende endaweni enokuncintisana okukhulu. Ngaphakathi kwalesi simo, insebenzo yekhwalithi yamabhange ibhekwe njengengqinamba eqhubekayo. Ngawo wonke amabhange amakhulu amukela inguquko kwezobuchwepheshe futhi ahlinzeka ngezinsizakalo ezifanayo zezezimali, insebenzo yekhwalithi enikezwa ngabasebenzi abaphambili iba yindlela yokuthola inzuzo yokuncintisana. Ngenkathi ucwaningo oluningi lukhombisa ukubaluleka kwensebenzo yekhwalithi futhi lukhomba ubukhulu balo, kukhona ukungabi bikho kocwaningo okugxile kakhulu ezichasisweni zensebenzo yekhwalithi yomsebenzi ophambili. Lolu cwaningo luhlose ukuphenya ukuthi izinga lensebenzo yekhwalithi yangaphakathi, insebenzo yesimo sezulu kanye nokwaneliseka kwabasebenzi abaphambili kunikela kangakanani ensebenzweni yekhwalithi yomsebenzi ebhange lokuthengisa eNingizimu Afrika. Ngosizo lwemibuzo ehleliwe, kusetshenziswe ukwakheka kocwaningo olususelwa ku-inthanethi lokuqoqa imininingwane evela kubasebenzi abaphambili maqondana nokwakhiwa okune. Kusuka enanini eligcwele labantu abayizi-8 720 labasebenzi abaphambili, izimpendulo ezigcwalisiwe ezingama-581 zamukelwa phakathi kocwaningo oluyinhloko, futhi zahlolwa ngamandla ngosizo lwezibalo ezichazayo, ukuhlaziywa kwezinto eziqinisekisayo, ukuhlaziywa kokuhlobana kanye nokuhlaziywa kokuphindaphinda okuningi. Okutholakele kugcina kube yisifanekiso sokuhlehliswa sokuphindaphinda esikhombisa ukuthi insebenzo yesimo sezulu akusona isibikezelo esibalulekile sensebenzo yekhwalithi yomsebenzi ophambili, kanti ukwaneliseka komsebenzi ophambili kanye nensebenzo yekhwalithi yangaphakathi, ngensebenzo yekhwalithi yangaphakathi eyisibikezelo esikhulu. Ngokususelwa kokutholakele, kwenziwa izincomo eziyishumi zokuthuthukisa insebenzo yekhwalithi yomsebenzi ophambili ebhange lokuthengisa.
Dibanka tsa Aforikaborwa di tlhoka go ngoka le go tswelela go tshola badirisi mo tikologong e e tletseng kgaisano. Mo tikologong eno, boleng jwa tirelo ya dibanka bo lemogilwe jaaka ntlha e e tswelelang go tshwenya. Jaaka fa dibanka tsotlhe tse dikgolo di amogetse tiriso ya thekenoloji mme di tlamela ka ditirelo tsa ditšhelete tse di tshwanang, boleng jwa tirelo jo bo tlamelwang ka badiri ba ba kwa pele ke tsela ya go iponela molemo wa kgaisano. Le fa dipatlisiso tse dintsi di bontsha botlhokwa jwa boleng jwa tirelo mme di supa bogolo jwa jona, ga go na dipatlisiso tse di totang batlapele ba boleng jwa tirelo ya badiri ba ba kwa pele. Thutopatlisiso eno e ne e ikaeletse go batlisisa gore boleng jwa tirelo ya ka fa gare, tikologo ya tirelo le kgotsofalo ya badiri ba ba dirang kwa pele bo tshwaela go le kana kang mo boleng jwa tirelo ya badiri ba ba dirang kwa pele mo bankeng ya badirisi ya Aforikaborwa. Ka thuso ya lenaanepotsolotso le le rulaganeng, go dirisitswe patlisiso e e ralalang dikarolo ya mo inthaneteng go kokoanya tshedimosetso go tswa mo badiring ba ba dirang kwa pele malebana le dintlha tse nne. Go tswa mo sampoleng ya badiri ba ba dirang kwa pele ba le 8 720, go amogetswe ditsibogo tse di tladitsweng di le 581 ka nako ya thutopatlisiso e kgolo, mme di ne tsa lekelediwa ka maitemogelo ka thuso ya dipalopalo tse di tlhalosang, tokololo ya tlhomamiso, tokololo ya tsamaelano le tokololo e e lebelelang dipoelo tse di farologaneng. Diphitlhelelo di ile setlhoeng fa sekao se se lebelelang dipoelo tse di farologaneng se supa gore seemo sa tirelo se ka se ke sa dirisiwa go bonela pele boleng jwa tirelo ya badiri ba ba dirang kwa pele, mme go ka dirisiwa kgotsofalo ya badiri ba ba dirang kwa pele le boleng jwa tirelo ya ka fa gare, le gore boleng jwa tirelo ya ka fa gare bo ka dirisiwa thata. Go tswa mo diphitlhelelong tseno, go dirwa dikatlenegiso di le lesome go tokafatsa boleng jwa tirelo ya badiri ba ba dirang kwa pele mo bankeng ya badirisi
Business Management
M. Com. (Business Management)
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Huang, Chiu-Chin, and 黃秋琴. "Effects of Bank Managers’ job Involvement and Job Satisfaction on Organizational Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/71457206603948895015.
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碩士國立高雄應用科技大學
財富與稅務管理研究所碩士在職專班
101
The main purpose of this research is discussing about the effect between managers , job involvement and job satisfaction on organizational commitment. Therefore,we design a model to examine the relationship of those concerning variables and all information in this research is collected by the questionnaire. In this research, we use recursive analysis to examine the two main hypotheses and we mainly focus on the managers of banks in Kaohsiung area.Among the total number of questionnaire (which is 200), 180 of them are taken back and they have showed that the managers , job involvement has a significantly positive impact on job satisfaction.Second, managers , job satisfaction has a significantly positive impact on organizational commitment. Besides, there is difference on general satisfaction between various ages of managers. Finally, we offer the result and meaning of this research.
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Brown, Carolyn Shaw. "Customer satisfaction as a function of bank teller friendliness." 1990. https://scholarworks.umass.edu/theses/2193.
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SHIH, WEN-LING, and 石芠菱. "A Study in Banking Professionals ' Personality Emotional Intelligence , and Job Satisfaction." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/g8c6fx.
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碩士南臺科技大學
企業管理系
104
The purpose of this study was to explore the role of personality, emotional Intelligence, and job satisfaction of banking professionals in financial industry. Total 225 sample copies were distributed and 192 valid questionnaires were analyzed. The effective response rate was 85.33％.The research tool of this study includes personality scale, emotional Intelligence scale and job satisfaction scale, and SPSS was used for statistical analysis. The results of this study demonstrate as followings :(1)The relationship between personality and job satisfaction has significant correlations；(2)The relationship between personality and emotional or has significant correlations；(3)The relationship between emotional Intelligence and job satisfaction has significant correlations；(4) emotional Intelligence that operates in between job characteristics and job satisfaction of banking professionals. Keywords:Banking Professionals,Personality,Emotional Intelligence Job Satisfaction
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Oyunsuren, Oyunbold, and Oyunbold Oyunsuren. "Determinants of Job Satisfaction of State Bank Employees in Ulaanbaatar, Mongolia." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/39909438403978218200.
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碩士亞洲大學
經營管理學系
104
Purpose – The purpose of this study is to investigate the relationship among high-level employees' work values, levels of job stress and job satisfaction in State Bank of Mongolia. Design/methodology/approach – This study uses a quantitative approach to test the proposed hypotheses. Causal research design is used in this research to identify cause and- effect relationship between construct. Primary data collection is used to gather data. Originality/value – Limited studies have examined a general construct of job satisfaction and more importantly cultural diversity differences. This study provides the better understanding about key factors that influence Mongolian public banking sector. Findings – Organizational Climate identified as the most influential variable toward Job Satisfaction, followed by Job Stress, and Pay. Job Stress has a mediating effect between Organizational Climate and Job Stress. Pay has a mediating effect between Organizational Climate and Job Stress. Research Limitations - This research limits the respondents only in Mongolian public bank employees as an object. Keywords: Job satisfaction, Job stress, Mongolia, Banking Industry.
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CHIH-MIN, PAN, and 潘自敏. "Correlation between Working Time and Job Performance and Job Satisfaction—Bank Officers as Case Study." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/536ssn.
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碩士東吳大學
國際經營與貿易學系
103
In the early Industrial Revolution period, working conditions were satisfactory for both labors and capital. Then you see that capital pressed labors to work more than 12 hours. Taiwan’s government established “Labor Standards Law” to provide minimum standards for labor conditions. LSL article 30 states “A worker shall not have regular working time in excess of eight hours a day.” But company’s owners or directors needed to seek higher efficiency and performance. So, a new work type, “System of Job Responsibility” was created for all walks of life. Labor committee’s ranking of the most fatigued work figured out that the financial sector is the most fatigued. Workers want to enhance their job performance, so they frequently work over time. The samples used in this study were people who were currently holding a job in banking. It will research how different job features affect job performance and job satisfaction. Will the different job features affect job performance or affect job satisfaction？This study extended 205 total questionnaires with an effective sample count of 202, and 3 ineffective samples. After statistical analysis, this study arrived at the following conclusions: 1.The different job features have something to do with job performance. The more hours within a day a worker works, they have better performance. But there is no relative about whether the work time is stationary or not. 2.The different job features have something to do with job satisfaction. The more hours within a day a worker works, they have worse satisfaction. But there is no relative about whether the work time is stationary or not.
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Lee, Feng-Ying, and 李鳳英. "Female Managers' Leadership Styles to the Bank Employee Job Satisfaction and Job Performance of Research." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2w8m32.
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碩士國立嘉義大學
管院碩士在職專班
106
In the past, Taiwanese society was basically man-oriented. With the open society and the women’s self-awareness, many modern women have generally entered the workplace. In the wakes of several organizational emphases on interpersonal relationships, teamwork and other related issues, women had the advantages of flexibility and sensitivity. It often leads to the more and faster promotion opportunities, for the women’s leadership in the workplace. The issue of female leaders became noticeable in the meanwhile. However, previous researches related to the female leadership styles were limited. In general, the stereotypes of female leaders still exist. Many people of us believed that women are indecisive, emotionally affective, and often burdened with the upbringing of their children. The organizational operation performance is usually the sum of the employees' work performance, and their work performance is different based on the job satisfaction level. Therefore, this study focused on the subjects of the female managers working in the bank. Regression analysis was used to conduct the relevance between the work performance and job satisfaction on the leadership of the female managers. The questionnaire was issued on February 26, 2018. Questionnaires were distributed to the female managers leading the Bank F, which had 62 branches over a year. Questionnaires were sent basing on the ratio of the expected number of questionnaires over the population. The actual number of sent questionnaires was 361 and 339 of them were recovered. The recovery rate was 94.18%. There were 34 invalid and 305 valid questionnaires respectively, bringing along the effective questionnaire rate of 84.49%. The results are shown as follows:There is a significantly positive relationship between the transformational leadership styles of female managers and the employees' job satisfaction;There is a significantly positive relationship between the transactional leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the participatory leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the transformational leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the transactional leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the participatory leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the employees’ job satisfaction and the work performances.
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丘曉菁. "Customers' satisfaction wiht online customer service on internet banking of siam commercial bank." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/71657616246228482588.
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Lin, Wen-Pin, and 林文彬. "Investigation the Relationship on Job Stress and Job Satisfaction between Banking IT and non-IT staff." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/14520857530386373806.
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碩士世新大學
資訊管理學研究所(含碩專班)
93
For the fast popularization of information technology and network, the information technology personnel of banks represent the key resources of the using complicated information technology and successful implementation. Since the environment of the domestic banks has become keen competition, most banks reduce the operating cost and adopt the new information technology for increasing the competition advantage. For the information technology outsourcing become more popular, lots of banks have already adopted the strategy of part outsourcing or whole outsourcing. On the other hand, information technology personnel should face the pressure of insecurity job and the challenge of career planning. For the information technology personnel of banks, in order to consolidated the manpower, promote their working satisfaction, and bring the efficiency into full play and organization, the only way is to understand the factor of their working pressure and satisfaction. Based on the purpose of this research, the first thing is that this thesis states the management status of the domestic banks and the challenge of information technology personnel faced, and then probes into the relevant document and theory of working pressure and satisfaction, and proposes the research structure. Finally, in order to verify this research structure, the research will go on questionnaire investigation and expert interview. After the researching, we get the following results. No matter the information department staff or not, the lowest composition of working satisfaction of personnel is “the promotion of position”, and the highest composition of working pressure of personnel is “the overload of work”. For the above reasons, the research provides the improvement suggestions as following: 1. Promotion of state: The domestic bank still regards the service seniority of the work as the important factor on the promotion system, and then it consults the working performance, communicating and coordinating ability etc. However, it can not meet the staff's promotion demand naturally. To improve this phenomenon, the domestic banks should break the restriction of the service seniority on the promotion system, and open the promotion rule publicly. The domestic bank should also process the promotion under the fair, just and open method, and let the hardworking and enterprising staffs have the rule to follow. 2. Overload of work: In order to seek survival under the environment of keen competition, the domestic banks certainly will bring the new product to replace the old. Therefore, the staff will always work tensely. The staff’s pressure of busy work causes staff flow frequently, influence the stability of the work, and pass on of experience seriously. In order to solve the staff’s load of overworking, the domestic banks should fill the manpower, plan a set of procedure of reducing the work for different department or task, and implement the new information technology. Finally, the domestic banks should strengthen the staff's professional technical ability by cooperating with on-the-job education and training to improve the ability of work, and get the good performance for creating win-win of enterprise and staff.
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謝凱旭. "Banking business ethical climate on job satisfaction, organizational commitment and employee Behavior." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/05689562365348712192.
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碩士明新科技大學
企業管理研究所
98
In recent years, many domestic enterprises are not ethical behavior occurred the scandal, the company with a great deal of harm to the public, and even a sound financial system, strict U.S. is also true, particularly in banking sector often grasp a lot of money, if the banking sector. In case of unethical behavior, it often will be the company credit losses, thereby affecting the entire financial market stability, the banking industry practitioners in this study as the research object, of which the domestic banking industry is composed of ethical climate and according to different demographic variables on business ethics climate, job satisfaction, organizational commitment and the difference between employee behavior and relationships, and the use of SPSS statistical software to conduct reliability and validity analysis; descriptive statistical analysis; ANOVA and Pearson related statistical methods research. Conclusion is mainly for the domestic banking law-abiding type, utility type, the independent judging and consideration is composed of four ethical climate; male-line staff and line staff over the age of 40 and work in the Financial Holding Company line of law-abiding types, perceived ethical climate more strongly, while working on the line years 4-7 the efforts of staff commitment to a larger organization; when employees for the company memory business ethics in the climate of higher cognition, then the employee job satisfaction is also higher; When the employee for the company business ethics of memory in understanding climate higher, then the employee organizational commitment is also higher; when the employees for the company corporate memory in understanding the ethical climate of the higher, then the employees will not produce more is not ethical behavior; when the employee job satisfaction, then the employee organizational commitment is also higher; when the employee job satisfaction, then employees will not produce more is not ethical behavior; when the staff organizational commitment. The higher the employee will not produce not more ethical behavior.
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Chang, Kwei-Jung, and 張貴忠. "The Study on the Influence of Bank Merger for Organizational Culture, Job Characteristics, Job Satisfaction, Organizational commitment :A Case of Bank Sinopac." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/17026744754160566763.
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碩士國立臺灣海洋大學
航運管理學系
98
The Bank-merging policy is one of the most convenient ways of pursuing rapid growth to the financial industry. It can not only increase the scale of operation but also the market share.But under the storm of bank mergering,bank workers have to face the impact of financial reform.In the process of bank vergering, some factors like:cultural differences between banks or employees’working conditions should be emphasized by the management authorities.In this study, we use the mergered Bank Sinopac for example, with statistical analysis to verify the following research goals. Differ the difference between the two banks, like organizational culture, the awareness toward job characteristics, job satisfaction and organizational commitment. Found the relationship between organizational culture, awareness of job characteristics and job satisfaction and organizational commitment relationship. 1.There are huge differences between organization culture, job characteristics,job satisfaction and organizational commitment. 2.Organization culture has a .positive impact in the job satisfaction. 3.Job satisfacation has a positive impact in the job satisfacation. 4.Job satisfaction has a positive impact in the organizational commitment. 5.Organizational culture has a significant positive effect on organizational commitment. 6.Job characteristics has a positive impact on organizational commitment
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Hsieh, Shan-Ni, and 謝姍霓. "The Impact of Bank Staff’s Emotional Labor and Emotional Exhaustion on Job Satisfaction and Job Resignation." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/r7k9tm.
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碩士銘傳大學
管理研究所碩士在職專班
97
In order not to lose the support from old customers as well as to win the interest and attention from potential customers, a lot of financial companies are trying to consolidate their position and also to develop their own services in such competitive market. Except the regular survey of customers’ equirements, the service quality from bank staff is urgently required. Everyday facing ifferent customers, bank staff is working under stress – they have to be an expert; especially, they have to put on their best smile to work out any problems and questions if customers are tough or rough.Otherwise, customers will change their support and interest. That is why the topic of this research focused on whether the emotional labor and emotional exhaustion of bank staff 「Banking desk attendant and Debt collector」will have a great influence on their job satisfaction and job resignation. The bank staff「Banking desk attendant and Debt collector」were recruited to participate in this research. A total of 450 questionnaires were distributed, and 450 were returned, of which 366 were valid. The data were analyzed with descriptive statistics by using SPSS, t-test, correlation analysis, and regression analysis, to validate the hypotheses. Some findings in this research showed (1) the “expression of basic emotion” is at the highest level among the emotional labor of bank staff Banking desk attendant and Debt collector; (2) the emotional exhaustion of bank staff Banking desk attendant and Debt collector is at an intermediate level; (3) the “social satisfaction” is at the highest level among the job satisfaction of bank staff Banking desk attendant and Debt collector; (4) there are significant relations between emotional labor and emotional exhaustion; (5) there is a significant negative relation between emotional exhaustion and job satisfaction; (6) there is a significant negative relation between job satisfaction and job resignation; (7) social supports have part of moderating effect on the relation between emotional labor and emotional exhaustion; (8) emotional intelligence have part of moderating effect on the relation between emotional labor and emotional exhaustion; (9) emotional exhaustion does not have a mediation effect on the relation between emotional labor and job satisfaction. According to the above findsings, some suggestions are made as follows: (1) establishing “psychological consultation call” and “internet service”; (2) formulating a manual of standard service process for lowering the emotional labor of bank staff; (3) regularly holding activities to share experience for improving skills of customer service; (4) having a better understanding between bank staff and customers, and exactly grasping the requirements from customers; (5) recruiting new staff, using an aptitude test including emotional management (6) decreasing emotional exhaustion, and increasing job satisfaction; (7) skillfully using social satisfaction, and having a good interact on employers and employees; (8) for improving ability, staff should actively participate in each course and activity
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Pyng, Chou Shwu, and 周淑萍. "An empirical study of the relationship among personal attributes、 job characteristics、 job stress and job satisfaction of bank employees." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/14261779038332604373.
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