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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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Zahra, Nina. "PENGARUH GAYA KEPEMIMPINAN TERHADAP KOMITMEN ORGANISASI MELALUI ASPEK KEPUASAN KERJA KARYAWAN DAN KEPERCAYAAN PADA SEKTOR PERBANKAN." Jurnal Manajemen dan Pemasaran Jasa 8, no. 1 (March 16, 2015): 145. http://dx.doi.org/10.25105/jmpj.v8i1.1406.
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<p>This research refers to the previous research which has done by Chiang and Wang (2012)<br />and also completed by Kalber and Cenker (2007). This research is about “the impact of leadership<br />style on organization commitment mediating by job satisfaction and trust on employed at bank<br />sectors”. The background of this research is to know the impact of leadership style on organization<br />commitment. The purpose of this research is to examine the impact of leadership style on<br />organization commitment mediating by job satisfaction and trust. The research is using primary<br />data by spreading questionnaires to 250 employes of banking sectors in DKI Jakarta, such as:<br />Bank Mandiri, Bank Negara Indonesia, Bank Jabar, Bank Bukopin and Bank Central Asia during<br />2015, however there are 201 questionnaires were returned. The method of data analysis used is<br />Structural Equation Model (SEM). The result of this research concludes that there are positive<br />impacts of leadership style on organization commitment mediating by job satisfaction and trust.<br />Keywords: Leadership Style, Job Satisfaction, Trust, Organization Commitment, Banking Sectors.</p>
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Amrizal, Amrizal. "Measuring Of Banking Performance Based On Job Satisfaction For Conventional (STATE) Banks In Indonesia." Liquidity 4, no. 2 (December 14, 2015): 66–77. http://dx.doi.org/10.32546/lq.v4i2.67.
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Dalam penelitian ini saya mengukur kinerja perbankan berdasarkan konsep kepuasan kerja (job satisfaction). Job Satisfaction disusun menjadi lima indikator, yaitu: achievement (JS1), recognition (JS2), work itself (JS3), responsibility (JS4) dan advancement (JS5). Hasil penelitian menunjukan bahwa Job Satisfaction secara signifikan dipengaruhi oleh lima indikator itu. Nilai dari masing indikator sebagai berikut: JS1=>JS = 0.7753, JS=> JS2 = 0.7464, JS=>JS3 = 0.7647, JS => JS4 = 0.8402 dan JS => JS5 = 0.7843. Rata-rata korelasi job satisfaction terhadap indikatornya adalah 0,7822. Artinya bahwa job satisfaction merupakan perspektif yang membutuhkan perhatian bagi manager bank.
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Asmike, Metik, and Bagus Setiono. "Pengaruh Person Job-Fit Dan Stres Kerja Terhadap Kepuasan Kerja Karyawan (Studi pada Karyawan Outsource Bank BCA KCU Madiun)." Capital: Jurnal Ekonomi dan Manajemen 3, no. 2 (February 26, 2020): 174. http://dx.doi.org/10.25273/capital.v3i2.6082.
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<p>PT. Bank Central Asia Tbk, branch office Madiun is a private company engaged in banking. The purpose of this study are to determine the effect of person job-fit and job stress on job satisfaction in outsourced employees of Bank BCA KCU Madiun. This research is a quantitative study with data collection techniques through questionnaires distributed to employees. Sampling of this study using a questionnaire. With a population of 50 outsourced employees. The collected data is then processed using multiple linear regression analysis. The results of the test found that: (1) There is a significant influence between job-fit person on job satisfaction; (2) There is a significant negative effect between job stress on job satisfaction on Outsourced Bank BCA KCU Madiun employees.</p><p><br />Keywords: Person Job-Fit, Job Stress and Job Satisfaction</p>
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Al-Abdullat, Bayan M., and Amr Dababneh. "The mediating effect of job satisfaction on the relationship between organizational culture and knowledge management in Jordanian banking sector." Benchmarking: An International Journal 25, no. 2 (March 5, 2018): 517–44. http://dx.doi.org/10.1108/bij-06-2016-0081.
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Purpose The purpose of this paper is to examine the positive effect of organizational culture on knowledge management (KM) by clarifying the mediating effect of job satisfaction on the banking sector in Jordan. The study was conducted on Jordanian banks to develop the organizational culture concept to be reflected in the bank activities. The population of this study consists of junior and senior customer service and administrative employees working at Jordanian banks in Jordan. Design/methodology/approach The sample of this research is purposive one because the research cannot get a list containing names of customer service employees for privacy reasons. Various statistical tests were employed to test the research hypotheses. The study utilized two statistical packages – Statistical Package for Social Sciences (SPSS) and SPSS-AMOS – for analyzing the data. Findings The development of organizational culture at banks in Jordan is still not stable and efficient. This may be affected by the management style and teamwork spirit in Jordan and other factors related to bank culture and how it will be reflected in customer service. The creation and application of KM at banks in Jordan is still modest. Knowledge is mainly shared internally within the bank with little efforts dedicated to soliciting knowledge from the external environment including customers. The job satisfaction at banks in Jordan is still modest. Originality/value The purpose of this study is to investigate how the organizational culture can improve job satisfaction for efficient work knowledge. The relationship between organizational culture and KM of organizational members is developed and analyzed herein by proposing a mediating role of job satisfaction. Few research papers have focused on job satisfaction and its mechanism contributing to individual effectiveness in the Jordanian market, and many ignored the benefits of KM and value of culture in many sectors.
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Mehta, Ahmed Muneeb, Muhammad Bilal Ahmad, Muhammad Ahsan Khan, and Rabia Shahid. "Impact of Practices by Human Resource on Job Satisfaction of Foreign & Local Bank Employee." Journal of Social Science Studies 6, no. 1 (December 11, 2018): 101. http://dx.doi.org/10.5296/jsss.v6i1.14041.
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The job satisfaction is more important in any firm. This research has a bearing of HR practices e.g. performance analysis, promotional practices, compensation practices, operating atmosphere and superior association on job satisfaction of workers in banking sector of Pakistan. Research study reveals that however workers operating in numerous native and foreign banks in Lahore have totally different levels of satisfaction. This analysis conducted on the premise of primary information collected from the branches of Bank Alfalah, Habib Bank Ltd. and NIB bank in Lahore. SPSS sixteen is employed to research the information by mistreatment T take a look at, correlation and multivariate analysis. OLS-regression methodology is employed to test the normality and one-dimensionality of knowledge and alternative assumptions helps to test the link between variables. By applying simple regression model, we have a tendency to determine that there's a powerful & positive relationship between the various human resource practices and job satisfaction of workers.
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Raksayudha, Aldy Mochammad Faiz, and Regina Agustina. "Linking Religiosity and Job Performance in Islamic Rural Banks." International Journal of Applied Business Research 1, no. 02 (July 29, 2019): 155–69. http://dx.doi.org/10.35313/ijabr.v1i02.77.
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Islamic banking is a dynamic segment in the banking industry. However, although having enormous potential, Islamic banks, especially micro banks which have emerged only recently, are perceived as less popular and as less experienced than conventional banking. Therefore, they need a proper strategy to compete and have a high performance compared to their competitors. To conduct this research, 250 Islamic bank employees were gathered using a self-administered questionnaire in West Java Province, Indonesia. This research examines the construct validity and reliability by applying variance-based Structural Equation Modeling (SEM-PLS). This method was used to verify the model that has been proposed. This research shows that Religiosity directly and indirectly affects the job performance in Islamic Rural Bank. This study is also intended to assess the effect of religiosity on job performance through strengthening employee job satisfaction and employee engagement. It also gives a reference for the managers of Islamic Bank that in the recruitment of employees they must also observe their individual religiosity beside their working ability. Then, it needs to be considered and improved to increase their performance and to make it in accordance with the standards expected by the company
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Neupane, Bashu. "A Study on Factors Influencing the Job Satisfaction of Bank Employees in Nepal (With special reference to Kathmandu, Lalitpur, and Bhaktapur District)." NCC Journal 4, no. 1 (July 4, 2019): 9–15. http://dx.doi.org/10.3126/nccj.v4i1.24728.
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Job satisfaction means the positive feeling or attitude that employees have towards their job, which acts as a motivation to work. It is a combination of emotion, belief, feeling, sentiment, and other allied behavioral tendencies. This study is focused on analyzing the job satisfaction of banking employees on the basis of the working environment, cooperation among employees, training and promotion and salaries. Employees of Nepalese commercial banks were selected using a convenience sampling method for the study. A total of 112 respondents were selected to sample the employees of banks located in Kathmandu, Lalitpur, and Bhaktapur. The descriptive, as well as analytical research designs were used to analyze and draw a conclusion about the job satisfaction of bank employees. The self-structured questionnaire has been used. The major influencing factors for job satisfaction were salary, followed by training and promotion, working environment, and cooperation among them.
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Lamalewa, Funnisia. "PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI KERJA PADA BANK DI KOTA MERAUKE." JURNAL ILMU EKONOMI & SOSIAL 6, no. 1 (April 30, 2015): 11–19. http://dx.doi.org/10.35724/jies.v6i1.83.
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As benefits an organization, one of the strategic functions play an important role in banking is its human resources. This aim of the research was to find out the significant influence of compensation and job satisfaction on employee performance through job motivation, either directly or indirectly. The objectof the research were bank employees in Merauke City. The data consisted of primary data obtained using questionnaire give to respondents related to compensation, job satisfaction, motivation and performance of employees. The data were analyzed using quantitative approach through path analysis to test the hypothesis. The results of the research indicate that (1) compensation and job satisfaction have a positive and significant influence on job motivation, (2) compensation and job satisfaction have a positive and significant influence on employees performance. (3) compensation indirectly has a positive and significant influence on employees performance through job motivation, and (4) job satisfaction indirectly has a positive and significant influence on employess performance through job motivation of bank employees' in Merauke City.
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Septiadi, Pande Putu Surya, I. Nengah Suardhika dan, and Anik Yuesti. "Determinant Analysis of Job Satisfaction and Its Efect on Employee Performance at Pt. Bank Mandiri (Persero) Tbk." International Journal of Contemporary Research and Review 9, no. 05 (May 2, 2018): 20760–70. http://dx.doi.org/10.15520/ijcrr/2018/9/05/505.
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This study aims to improve and optimize leadership and communication on job satisfaction, as well as its effect on employee performance. This research was conducted at Micro Banking Cluster Denpasar PT. Bank Mandiri (Persero) Tbk with a sample of all micro employee sales credit that work on the Micro Banking Cluster Denpasar PT. Bank Mandiri (Persero) Tbk, as many as 77 people. All data obtained from the questionnaire distribution is feasible to use, then analyzed using the model being developed with Partial Least Square (PLS).
The result of the research shows that (1) leadership has positive and significant effect on job satisfaction, (2) communication has positive and significant effect to job satisfaction, (3) leadership has positive and significant effect to employee's performance, (4) communication has positive and significant influence to employee’s performance, (5) job satisfaction has a positive and significant effect on employee's performance, (6) leadership has positive and significant effect on employee performance through job satisfaction and (7) communication has positive and significant influence to employee performance through job satisfaction.
The implication of this research is that leadership can be improved by paying attention to the influence to increase employee performance, the communication that has been running well, job satisfaction can be improved by paying attention to the supervision of superiors to improve employee performance and employee performance can be improved by paying attention to the quality of work.
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Puni, Albert, Ibrahim Mohammed, and Emmanuel Asamoah. "Transformational leadership and job satisfaction: the moderating effect of contingent reward." Leadership & Organization Development Journal 39, no. 4 (June 4, 2018): 522–37. http://dx.doi.org/10.1108/lodj-11-2017-0358.
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Purpose The purpose of this paper is to investigate the mechanisms that link transformational leadership to employee job satisfaction by examining the moderating effect of contingent reward on the relationships. Design/methodology/approach The study employed explanatory and cross-sectional survey design. Data were obtained from 315 bank employees and analyzed using correlational and multiple regression techniques. Findings The results revealed that there are positive relationships between the dimensions of transformational leadership and job satisfaction which are augmented by contingent reward. However, the relationships of idealized influence and intellectual simulation to job satisfaction are moderated by contingent reward, implying that, in the banking sector, the positive influence of these transformational leadership traits on employee job satisfaction can be enhanced by contingent reward. Originality/value The paper makes an important contribution to the existing organizational literature by establishing the utility of contingent reward as a moderator on the relationship between transformational leadership and employee job satisfaction in a banking sector.
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Adriansyah, Ahmad, and Bayu Wiranto. "Impact of Learning Culture, Transformational Leadership and Motivation Language on Gen Y’s Employee Job Satisfaction: Case Study on a Islamic Banking." Jurnal Ilmu Manajemen & Ekonomika 10, no. 1 (March 29, 2018): 22. http://dx.doi.org/10.35384/jime.v10i1.60.
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One of the internal factors in the organization of Islamic Banks, or hereby BUS, considered important by regulators to be increased is their Human Resources, including in Bank X. Current human resources in the organization, including bank X, consisting of three generations, Generation Y, Generation X and Baby Boomer Generation. Each generation has different cognitive conditions, emotional states, and social conditions. This generation difference also affects the management of human resources in one company. This condition is the basis for doing human resources research on one generation only, namely Generation Y. Generation Y selection is because this generation will be the next generation in the company. One of the important factors related to human resources is its job satisfaction, which can determine the success of the organization, increase the productivity of employees and companies. Job satisfaction is caused by several factors, including those used in this study are Learning Culture, Transformational Leadership, and Motivating Language. The research was conducted at Bank X and attended by 216 employees who entered in Generation Y category. The test was conducted with SPSS 23, with Multiple Regression statistic methods. All measuring tools show good validity and reliability. The test results revealed that together the three factors above affect job satisfaction, with the proportion of influence of 47%. Transformational and Motivating Language Leadership variables significantly affect job satisfaction, while Learning Culture is not.
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Siahaan, Elisabet. "Antecedents of employee performance and the influence on employee job satisfaction in banking service sector in Indonesia." Banks and Bank Systems 12, no. 4 (November 30, 2017): 75–89. http://dx.doi.org/10.21511/bbs.12(4).2017.07.
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The purpose of this study is to determine the difference between three antecedent variables of performance and the impact on employee job performance through reward, compared with institutions led by men and women. The method used was survey method. Quantitative explanation method was also used to explain the relation, difference, and influence between the variables. The type of data in this research is quantitative data. The data used in this study are primary those from the respondents' perception of the variables used. The population in this study was all bank employees in Jakarta in PT Bank X Tbk, PT Bank Negara Indonesia Tbk, PT Bank Rakyat Indonesia Tbk, PT Bank Tabungan Negara and Bank BCA. The research sample consisted of employees who directly worked under female and male middle managers in the same division. The sampling method was probability sampling according to which all population units have chance to be sampled because of the population’s homogeneity. The sample was determined by simple random sampling. Sampling of male and female employees was proportion of multistage random sampling method and sampling using procedure. To solve the problems of this study Structural Equation Modeling (SEM) analysis tool was employed using Analysis of Moment Structures (AMOS) 5 software. The result showed that the performance of employees led by male middle managers was determined by organizational culture and employee work motivation, but transactional leadership style couldn’t influence employee performance. Female managers’ leadership style had reciprocal influence on organizational culture while male managers’ leadership style didn’t have reciprocal influence on organizational culture. Employee work motivation was influenced by male and female middle managers’ leadership style. The reward received by employees led by male and female middle managers was influenced by employee performance. The job satisfaction of employees led by male and female middle managers was determined by intrinsic and extrinsic rewards they received. Male middle managers generally applied transactional leadership style while female used transactional and transformational leadership styles. Gender difference caused differences in behaviors, mentality, and emotional characteristics which are the results of socio-cultural constructs in the society which produced differences in leadership style, behavior and work attitude.
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Al-khrabsheh, Abdullah Abbas, Ahmed Kh Muttar, Omar Rabeea Mahdi, Islam A. Nassar, and Sakher A. I. AL-Bazaiah. "The Impact of Organisational Factors on Organizational Commitment at the Arab Bank in Jordan." Asian Social Science 14, no. 7 (June 22, 2018): 26. http://dx.doi.org/10.5539/ass.v14n7p26.
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This study aims to examine the impact of emotional intelligence and job satisfaction on organisational commitment. Data are collected from sample of 102 employees working in the Arab Bank which is a one of the most important bank in Jordan. The multiple regression analysis is used to analyze the proposed hypotheses. The results indicate that emotional intelligence and job satisfaction have strong and positive impacts on organizational commitment. Lastly, the implications of this study provided support for the scholars of organizational factors, particularly in banking sector.
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Weerasinghe, Salinda, Harshani Dedunu, and Chiranthani Jayani. "Factors Affecting to Job Satisfaction of Banking Employees in Sri Lanka Special Reference Public and Private Banks in Anuradhapura District." Business and Management Horizons 5, no. 1 (May 25, 2017): 62. http://dx.doi.org/10.5296/bmh.v5i1.10987.
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Employees are the backbone of any organization. They are the most precious and important asset among all the assets of any organization. Job satisfaction is a part of employee life satisfaction. So the employee job satisfaction becomes one of the top priority issues in the banking industry. Therefore, the study aims to identify the level of job satisfaction of banking employees’ in private and public banks in Sri Lanka with special reference to Anuradhapura District. All employees who are working in either public or private banks in Anuradhapura District were the population of the study and out of them 226 employees were selected as sample of the study based on stratified sampling technique. Data were processed through number of rigorous analysis to derive a robust conclusion. The findings of the study indicated higher level of job satisfaction in public sector banking employees than private sector employees in Sri Lanka. Further study regression result highlighted statistically significant impact of work itself, salary, job security and recognition on employee job satisfaction in baking sector Sri Lanka, however possibility of growth and working conditions no longer make significant impact on employee job satisfaction. Finally, study identified salary as a greatest explanatory variable of employee job satisfaction in banking sector Sri Lanka. Key words: Banking Sector, Job satisfaction, Salary, Job security
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Arif, Muhammad. "The Effect of Managerial Competencies, Compesation and Career Planning Toward Employee Performance Through Job Satisfaction at PT. Bank BTPN Tbk Mikro Banking Division (MUR) Pekanbaru Branch." Journal of Management Info 6, no. 1 (February 18, 2019): 17–21. http://dx.doi.org/10.31580/jmi.v6i1.489.
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This aim of research is to know the effect of implementation managerial competencies, compensation and career planning toward employee performances through Job satisfaction at PT. BANK BTPN Tbk Micro Banking Division (MUR) Pekanbaru Branch. The number of populations in this research was 71 employee at PT. Bank BTPN Tbk Micro Banking Division (MUR) Branch Pekanbaru. According to sampling qualification, all of population will be used for sampling research. Data collecting method employed questioner within conducted validity test, reliability test. Hypothesis test employed normality test, linierity test, Multicolinearity test, path analysis, F test, and test t. The result of this research found that : 1) there is a significant effect of managerial competencies toward job satisfaction with path analysis of 0,234; 2) there is a significant effect of compensation on job satisfaction with path analysis of 0,233; 3) there is significant effect of career planning on job satisfaction with path analysis of 0,237; 4) there is a significance effect of managerial competencies on employee performance with path analysis of 0,339; 5) there is a significance effect of compensation on employee performance with path analysis of 0,264; 6) there is a significance effect of career planning on employee performance with path analysis of 0,222; 7) there is a significance effect of job satisfaction on employee performance with path analysis of 0,208. This research also found that the most influence factors is the managerial competencies.
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Zubair, Abdullah, and Hamid Hasan. "Exploring Service Quality in Islamic Banking Industry of Afghanistan: An Analysis of Customer Satisfaction." iRASD Journal of Economics 2, no. 2 (December 31, 2020): 73–97. http://dx.doi.org/10.52131/joe.2020.0101.0018.
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Service quality is an essential organizational factor that has a positive relationship with customer satisfaction. Thus, in this paper, we measure the service quality of the Islamic banking industry of Afghanistan and customer satisfaction through the modified CARTER model. We collected data in Kabul province from customers of the following banks: Afghanistan International Bank (AIB), Afghan United Bank (AUB), Bank-e-Millie Afghan (BMA), Ghazanfar Bank (GB), and Islamic Bank of Afghanistan (IBA). In nutshell, our study results reveal that in the Islamic banking industry of Afghanistan out of seven dimensions of service quality only four dimensions are significant namely; compliance (COM), reliability, empathy (EMP), responsiveness (RES) while the other three dimensions namely; assurance (ASR), tangibles (TAN), and corporate social responsibility (CSR) are insignificant for the customers of Islamic banking in Afghanistan. Thus, our study suggests that the Islamic banking industry in Afghanistan needs improvement in innovative products and services with their pricing and designing policies. Similarly, the Islamic banking industry of Afghanistan needs to determine a fair profit ratio for bank management, making easy required conditions and terms in the agreement with customers, and taking a fair commission on services. This research will help the Islamic banking industry of Afghanistan to adjust and design truly their operational and managerial policies.
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Elfani, Ervina Yusvita. "Peran mediasi kepuasan kerja pada pengaruh kepemimpinan Islam terhadap loyalitas karyawan BNI Syariah di Surabaya." Journal of Business and Banking 9, no. 1 (November 25, 2019): 109. http://dx.doi.org/10.14414/jbb.v9i1.1718.
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Today, sharia banking industry is demanded to provide quality banking services in order to win increasingly tight business competition. For this reason, they need to increase their employees’ loyalty for producing superior performance. Employee loyalty is believed to be influenced by leadership and job satisfaction. This study aims to determine and analyze the effect of Islamic leadership on loyalty mediated by the job satisfaction of Bank BNI Sharia employees in Surabaya. It used a purposive sampling for taking the sample, consisting of 81 BNI Sharia employees in Surabaya. The data were collected through survey method by distributing the questionnaires. Hypothesis testing was conducted using WarpPLS 5.0. It shows that Islamic leadership has no significant effect on employee loyalty. Islamic leadership has a significant effect on job satisfaction. In turn, job satisfaction has a significant effect on employee loyalty. It can be implied that job satisfaction is an important mediating variable for the leaders in order to increase their employee loyalty. The leaders should be able to behave in such a way that they can create employee job satisfaction, their satisfied employees finally become loyal to the company.
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Dhamija, Pavitra, Shivam Gupta, and Surajit Bag. "Measuring of job satisfaction: the use of quality of work life factors." Benchmarking: An International Journal 26, no. 3 (April 1, 2019): 871–92. http://dx.doi.org/10.1108/bij-06-2018-0155.
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PurposeBanking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.Design/methodology/approachThis study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) andχ2statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.FindingsThe results of the study show the presence of variance (R261.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.Research limitations/implicationsThe opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.Practical implicationsA planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.Originality/valueThe paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.
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Ahmad, Mir Rouf, and Rameez Raja. "Employee Job Satisfaction and Business Performance: The Mediating Role of Organizational Commitment." Vision: The Journal of Business Perspective 25, no. 2 (February 19, 2021): 168–79. http://dx.doi.org/10.1177/0972262920985949.
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Purpose: The aim of this research article is to scrutinize the influence of employee job satisfaction on organizational commitment and business performance in the context of retail banking sector in northern India. Design/methodology/approach: A research design of quantitative in nature was used via a structured questionnaire on a sample of 440 Indian commercial bank employees. Research hypotheses were tested by using the structural equation modelling (SEM) technique to evaluate and test the proposed model. Findings: The result of the present study confirms that all facets of job satisfaction affect the satisfaction of employees significantly and, thus, influence the employee’s organizational commitment and business performance, respectively. The significance of the indirect path of employee job satisfaction on business performance through organizational commitment has also been tested with the Sobel test, which exhibited significant results. Research implications: This study provides insight into the influence of employee job satisfaction on the organizational commitment and business performance in the Indian commercial banking context in particular, which could benefit management and policymakers as well as other enterprises operating in the same segment. The results suggest that employee job satisfaction strongly contributes to employees’ organizational commitment and business performance. Therefore, organizations require that their employees must be contented and pleased with what they do. Originality/value: This research study contributes one more brick to the existing body of knowledge by investigating the casual relation of employee job satisfaction, and organizational commitment as a mediator with business performance, as these causal relations with business performance are very scarce in the context of commercial banking context. Research limitations: This research survey was restricted to commercial banks operating only in northern India. Thus, it limits the generalizability of the results for the context specified only.
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Cherif, Fatma. "The role of human resource management practices and employee job satisfaction in predicting organizational commitment in Saudi Arabian banking sector." International Journal of Sociology and Social Policy 40, no. 7/8 (April 2, 2020): 529–41. http://dx.doi.org/10.1108/ijssp-10-2019-0216.
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PurposeThe purpose of this study was to investigate the role of human resource management and employee job satisfaction in predicting organizational commitment in the Saudi Arabian banking sector.Design/methodology/approachFor the purpose of this study, quantitative survey research was employed. The independent variables are human resource management and employee job satisfaction, while the dependent variable is organizational commitment.FindingsHuman resource management correlated positively with employee job satisfaction and organizational commitment. On the other hand, employee job satisfaction was found to be positively correlated with organizational commitment. The two independent variables made significant individual contributions to the prediction of organizational commitment.Research limitations/implicationsThis study has some limitations. First, convenient sampling method was used to recruit the participants. Therefore, the findings of the study have limited generalizability in other regions and age groups. Second, as a cross-sectional study, there has to be caution in making any generalization of the results. Future researchers should get more respondents from wider geographical location, that is from different bans, private and public. Furthermore, self-report questionnaires were used to collect data from respondents. It is recommended that future researchers use different methods such as personal interview or telephone interview to collect data. This may help get reliable data after clarifying and removing what may be ambiguous.Practical implicationsThe results of this study have corroborated with previous research and confirmed correlations between and among human resource management (HRM), employee job satisfaction and organizational commitment in the Saudi Arabian banking sector. These findings have practical implications. Having high levels of job satisfaction among bank employees will prevent low levels of turnover rate, absenteeism and levels of productivity and increase organizational commitment. HRM practices, on the other hand, help in career development opportunities and hence provide better job opportunities. This study can recommend that to ensure high levels of job satisfaction among employees and enhanced organizational commitment, organizations, especially banks, should emphasize more on HRM practices.Originality/valueThis study could contribute to the literature on HRM, job satisfaction and organizational commitment in the Saudi Arabian banking sector. There is a rapid growth in the banking sector in Saudi Arabia. Therefore, there is an urge for recruiting efficient and experienced human resources (Mizan et al., 2013). This study will contribute to the development of the Saudi Arabian banking sector, which may lead to maintain this sector work effectively that will have a positively impact on the economy of the Saudi society. It also will highlight the nature and importance of the HRM practices for the benefit of the banking sector.
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Auda, Riza Mutimma. "Pengaruh Kecerdasan Emosional Terhadap Komitmen Organisasi Melalui Kepuasan Kerja Sebagai Variabel Mediasi pada Bank DKI Kantor Cabang Surabaya." BISMA (Bisnis dan Manajemen) 8, no. 2 (February 27, 2018): 156. http://dx.doi.org/10.26740/bisma.v8n2.p156-176.
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DKI Bank is a commercial bank and Regional Enterprises which is owned by Jakarta Provincial Government and PD Pasar Jaya. DKI Bank now has grown into a commercial bank that has IDR 30.74 trillion assets, with the office network reached 221 offices in Jakarta and other major cities in Indonesia, and 2,549 human resources employee and range of banking products and services to more than one million customers.This rapid development occurs because of their employees who properly implement the organization's commitment to the company for the betterment of the company. Organizational commitment cannot be separated from emotional intelligence employee and satisfaction work which is obtained by employees. This study aims to identify and explain the influence of emotional intelligence toward organizational commitment through job satisfaction as a mediating variable. This is causal research using quantitative approach. The sampling technique using 72 respondents saturated sample and collected as many as 64 respondents in DKI Bank Branch Office Surabaya. The statistical analysis used is Structural Equation Modeling (SEM) with the support of smartPLS software.This study results explains that emotional intelligence has positive and significant effect on job satisfaction. Job satisfaction has positive effect and significant on organizational commitment. Emotional intelligence has positive and significant effect on organizational commitment. Job satisfaction mediates the influence of emotional intelligence on organizational commitment.
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Misra, Sunil, and Kailash B. L. Srivastava. "Team-building Competencies, Personal Effectiveness and Job Satisfaction: The Mediating Effect of Transformational Leadership and Technology." Management and Labour Studies 43, no. 1-2 (February 2018): 109–22. http://dx.doi.org/10.1177/0258042x17753178.
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The study examined the relationship of team-building competencies with personal effectiveness and job satisfaction, and the mediating role of leadership and technology. The data were collected from 307 executives using survey instruments from public and private sector banks across hierarchy. The study was carried out in a confirmatory framework to examine the causal linkage among the variables. The results showed a positive relationship between team-building competencies and outcome variables suggesting that team competencies play a vital role in determining the employee effectiveness and satisfaction. Further, the study shows the emergence of leadership style and technology as mediators in enhancing effectiveness and job satisfaction among employees. The study has implications for the management of banking sector that they need to develop team competencies, follow transformational leadership style and make use of latest information technology to facilitate higher bank performance and greater job satisfaction among employees.
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Gheitani, Alborz, Saheb Imani, Nader Seyyedamiri, and Pantea Foroudi. "Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector." International Journal of Islamic and Middle Eastern Finance and Management 12, no. 1 (March 4, 2019): 76–95. http://dx.doi.org/10.1108/imefm-01-2018-0029.
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Purpose In line with the general purpose mentioned, this paper aims to determine the impact of the Islamic work ethic (IWE) on job satisfaction and organizational commitment among the employees of Bank Maskan by examining the mediating role of intrinsic motivation. Design/methodology/approach Analysis of data obtained from 220 questionnaires related to research variables with AMOS software shows a positive and significant relationship between IWE and job satisfaction and organizational commitment with the mediating role of intrinsic motivation. Findings The findings revealed a direct effect of IWE on job satisfaction, but there was no direct significant relationship between this variable and organizational commitment. Also, intrinsic motivation plays a partial and completely mediatory role in the relationship between IWE and job satisfaction and between IWE and organizational commitment. Research limitations/implications The impact of participation in strategic planning on managers’ creation of budgetary slack: The mediating role of autonomous motivation and affective organizational commitment. Originality/value As the nature of bank employees’ work is such that it confronts them with numerous ethical choices, the adherence to ethical standards, particularly IWE, can greatly affect their enthusiasm and, as a result, their satisfaction and organizational commitment.
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Sindhuja, K., and S. Sekar Subramanian. "Impact of Work-Life Balance on Employee Retention- A Study on Banking Sector." Shanlax International Journal of Management 7, no. 3 (January 1, 2020): 78–81. http://dx.doi.org/10.34293/management.v7i3.1629.
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Work is an essential aspect of life; it provides a sense of accomplishment, identification, and means of income to fulfill the basic requirements. Due to the development of technology, the number of women workforces and dual-earner families, it is important for both employers and workers to balance both professional and personal life. This study examines the effectiveness of the work-life Balance of bank employees and its impact on employee retention in the selected banks in Sivakasi, Virudhunagar district. This paper also identifies the various work-life balance initiatives taken by the banks to reduce employee turnover and to enhance employee job satisfaction. A sample of 245 respondents was randomly selected to participate in the study. A well-structured questionnaire was used to collect the data. The findings revealed that the work-life balance has a direct impact on employee’s retention and it also helps to improve the employee’s job satisfaction.
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Djangkarang, Sri M., William A. Areros, and Roy F. Runtuwene. "Peranan Kepuasan Kerja Pada Karyawan PT. Bank Syariah Mandiri KCP Manado Pasar 45." JURNAL ADMINISTRASI BISNIS 8, no. 2 (April 8, 2019): 91. http://dx.doi.org/10.35797/jab.8.2.2019.23567.91-97.
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The purpose of this study was to determine the differences in job satisfaction between permanent employees and contract employees. The benefits of this research so that it can become one of the information for all relevant parties and provide input for the company in an effort to improve employee job satisfaction. The research location was conducted at PT. Bank Mandiri Syariah Bank KCP Manado Pasar 45 where the company is one of the companies engaged in banking services. This research is comparative research and uses data collection methods in the form of job satisfaction scales. Based on the results obtained in this study, the significance value is 0.335 which indicates that 0.335 5 0.05 so that the hypothesis is accepted, there is a difference in the level of job satisfaction between permanent employees and contract employees. Then the test results of the difference in mean values of contract employees get a value of 114.70 which is greater than permanent employees who only get a mean value of r 106.10. Thus it can be said that the work satisfaction of contract employees is higher in employment in the company or contract employees are more satisfied at work
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Ahmed, Ishfaq, and Sahar Latif Rana . "Jobs satisfaction mediates relationship between facets of job and citizenship behavior: a study of female employees of banking sector of Pakistan." Information Management and Business Review 3, no. 4 (October 15, 2011): 228–34. http://dx.doi.org/10.22610/imbr.v3i4.938.
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Several articles have reported and discussed the job satisfaction and dissatisfaction of female workers in miscellaneous organizations. However, very few empirically-supported explanations have been given to explain how job satisfaction mediates the relationship between facets of job and citizenship behavior in banking sector of Pakistan and specially focusing on female employees. Probes into the explanations of determining how job satisfaction mediates the relationship between facets of job and citizenship behavior, the data were collected from female employees of banking sector of Pakistan. Total 200 self-administered questionnaires were distributed among the female staff of different banks. 188 completed questionnaire were received back with response rate of 94%. The participation in survey was voluntary and confidentiality of responses was ensured. Statistical analysis reveals that there exists significant relationship between facets of job (pay, promotion, supervisor’s behavior and coworker’s behavior) and dependent variables (organizational citizenship behavior); likewise, job satisfaction mediates the relationship between facets of job and citizenship behavior. Limitations and future implementations of this research are also discussed.
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Hidayat, Darra Pradita. "PENGARUH KEADILAN ORGANISASI TERHADAP KOMITMEN AFEKTIF MELALUI KEPUASAN KERJA PADA PERUSAHAAN PERBANKAN SWASTA DI DKI JAKARTA." Jurnal Manajemen dan Pemasaran Jasa 8, no. 2 (August 16, 2016): 1. http://dx.doi.org/10.25105/jmpj.v8i2.1589.
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<p>This research refers to a previous study conducted by Matthew S. Crow, Chang-Bae Lee Jae-Jin and Joo (2011) and completed by Andy Myhill & Ben Bradford (2012). This research is about “The Impact of Organizational Justice to Affective Commitment mediated by Job Satisfaction on Banking Companies In Jakarta”. The background of this research is to analyze the Affective Commitment as determining factors dedication and loyalty in banking industry. The purpose of this research was to examine the impact of Organizational Justice to Affective Commitment mediated by Job Satisfaction. The design of this research using primary data obtained by distributing questionnaires to 130 employees of Private Bank in Jakarta. Data analysis method used in this research is Structural Equation Model (SEM). The results of this research concluded that there is a positive effect of Organizational Justice, Procedural Justice, Distributive Justice, Interactional Justice against Affective Commitment through Job Satisfaction.<br /><br /></p>
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Akhter, Nadeem, Umar Kayani Safdar, and Muhammad Tahir. "MEDIATING ROLE OF EMPLOYEES JOB ENGAGEMENT FOR RELATION OF EMOTIONAL LABOR WITH LIFE SATISFACTION." December 2020 36, no. 02 (December 28, 2020): 25–36. http://dx.doi.org/10.51380/gujr-36-02-03.
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Considering the role of life satisfaction of an employee’s as vital factor for employees' performance which directly affects the firms' success, this study explores the role of emotional labor as an antecedent of life satisfaction via mediating role of the job engagement of bank officers working in private and public banks of Pakistan. The sample of 314 employees of officer rank 314 employees of banking sector are selected randomly for data collection. Results of cross-sectional data of 314 employees working in both private and public sector banks of Pakistan predict that employees having higher emotional labor have lesser job engagements, reducing overall life satisfaction of an employee. For genializing the result this kind of research may include the broad sample i.e., Islamabad, Bahawalpur, Faisalabad, Multan, and Karachi. In future this type of research will also be conducted on the telecom, education, textile sector and education sector.
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Al-dalahmeh, Mahmoud, Ra’ed Masa’deh, Rana Khaled Abu Khalaf, and Bader Yousef Obeidat. "The Effect of Employee Engagement on Organizational Performance Via the Mediating Role of Job Satisfaction: The Case of IT Employees in Jordanian Banking Sector." Modern Applied Science 12, no. 6 (May 10, 2018): 17. http://dx.doi.org/10.5539/mas.v12n6p17.
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This study sought to investigate the effect of IT employees' engagement on organizational performance through the mediating role of job satisfaction for IT employees within the IT Departments in Jordanian banking sector. Quantitative research design and regression analysis were applied on a total of 429 valid returns that were obtained in a questionnaire based survey. The results showed that IT employee engagement significantly affected organizational performance and three of its dimensions, vigor, absorption, and dedication contributed significantly to organizational performance. The results also showed that IT employee engagement positively and significantly affected job satisfaction, where vigor had the most contribution. In addition, it was found that job satisfaction significantly and positively affected organizational performance. Furthermore, job satisfaction only partially mediated the association between IT employee engagement and organizational performance. This study implies that IT departments in Jordanian banking should try their best to promote and facilitate IT employees' engagement and satisfaction in an effort to improve their performance, which will eventually yield positive results for the bank as a whole. In light of these results, the research presented many recommendations for future research, the most important ones were the application of this study in other sectors, cultures, and countries, the exploration of the moderating role of job satisfaction instead of mediating role, and the use of other sampling techniques.
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Khan, Rabia Inam, Hassan Danial Aslam, and Irfan Lodhi. "Compensation Management: A strategic conduit towards achieving employee retention and Job Satisfaction in Banking Sector of Pakistan." International Journal of Human Resource Studies 1, no. 1 (August 29, 2011): 89. http://dx.doi.org/10.5296/ijhrs.v1i1.809.
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This paper explores some basic facts about one of the very important aspect of HRM that is Compensation Management and how it affects the job satisfaction and employee retention in banking sector of Pakistan. This paper seeks to add some contribution towards the compensation management in the banking sector of Pakistan. Researchers have analyzed the success factors of one of the leading bank of Pakistan as a case study in current research in order to explore the leading satisfactory factors, issues and challenges regarding compensation policy of the case study bank. A sample of 450 employees of case study bank has been selected for current research using questionnaire and in depth interviews as leading technique of data collection. Research reveals the changing trend of employees from financial rewards to non financial rewards as well. Along with various success factors by which bank retains its employees, results have shown that work overload, lack of practical approach towards training and seniority oriented incentive plans are some of the major issues which need immediate attention by the administration.
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Gyawali, Achyut. "Impact of Employee Participation on Job Satisfaction, Employee Fairness Perception and Organizational Commitment: A Case of Nepalese Commercial Banks." Saptagandaki Journal 8 (October 20, 2017): 1–13. http://dx.doi.org/10.3126/sj.v8i0.18457.
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Bank is one of the major institutions in the financial sector of any economy. Banking sector plays a vital role as a financial intermediary in the economic development of the country. Among those factors, impact of employee participation on job satisfaction, employee fairness perception and organizational commitment, is also considered as one of the most important factors that improves the performance of commercial banks. This study deals with the fundamental issues associated with the impact of employee participation on job satisfaction, employee fairness perception and organizational commitment of commercial banks of Nepal. In selecting the most reliable and representative samples, stratified sampling techniques was used. The population of the commercial banks was stratified as joint ventures, non-joint ventures and public banks. 15 commercial banks were selected as the sample. The total number of observations used for this study is 200 which include 70 observations from the joint venture banks, 110 observations from the non-joint venture banks and 20 observations from the public banks. Impact of employee participation on job satisfaction, employee fairness perception and organizational commitment have positive significant relation. Among all three determinants organizational commitment is more influenced by employee participation as it has highest correlation coefficient. Most of the surveyed employees agreed that management gives recognition for job performance and they are satisfied with the freedom in work; every employee has opportunity to get promotion in bank, and they are willing to put in a great deal of effort beyond expected in order to help the organization to be successful.The Saptagandaki Journal Vol.8 2017: 1-13
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Abdolshah, Mohammad, Seyed Amir Mohammad Khatibi, and Mostafa Moghimi. "Factors Influencing Job Satisfaction of Banking Sector Employees." Journal of Central Banking Theory and Practice 7, no. 1 (January 1, 2018): 207–22. http://dx.doi.org/10.2478/jcbtp-2018-0009.
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AbstractSatisfaction in life and everyday work is important in everyone’s life. We spend most of our time working or being involved in some economic activity to make a living. This paper focuses on the relative importance of job satisfaction factors and their impact on the overall job satisfaction of employees. The present study is a cross-sectional type of research performed in 2015. The study population is senior executives of the Asgariyeh and MehrIran Banks in Qazvin and Alborz. The research instruments included two questionnaires based on individual characteristics and proprietary. The Individual characteristics questionnaire consists of 4 questions and the Proprietary questionnaire consists of 70 items, including a dependent variable of Job satisfaction. SPSS software was used for data analysis. One-sample t-Test was used to investigate the condition of each of the dependent and independent variables in the research. In conclusion, it can be said that the colleagues, upgrade, and compensation variables are respectively in the first, second, and third place influencing job satisfaction.
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Yang, Yi-Feng. "Leadership and Satisfaction in Change Commitment." Psychological Reports 108, no. 3 (June 2011): 717–36. http://dx.doi.org/10.2466/01.28.pr0.108.3.717-736.
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Managerial transformational leadership skills may directly influence banking counter staff toward change commitment and improve job satisfaction and service quality, or the influence instead may be mediated by change commitment. For a sample comprised of 246 managers from four large Taiwanese banks, the following path relationships were tested: (1) the association of transformational leadership with change commitment, (2) the association of change commitment with job satisfaction, and (3) the direct or indirect (through the mediation of change commitment) effect of transformational leadership on job satisfaction. Regression was utilized to gain insight into the effects of transformational leadership and change commitment on job satisfaction. Transformational leadership may foster change by providing psychological support to the banking counter staff, enabling them to use their skills to meet the needs of individual customers in response to complex environments.
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Hussain, Salar, Arjumand Bano Soomro, Arifa Bhutto, Sobia Shah, and Shazia Shahab Shaikh. "Impacting Factors on the Employees’ Performance during Acquisitions: A Study on KASB Bank into Bank Islami Pakistan Ltd." International Business Research 12, no. 4 (March 25, 2019): 123. http://dx.doi.org/10.5539/ibr.v12n4p123.
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Employee performance has a huge effect on success of modern organization. Employees are considered as backbone for any organization that cannot be emulated from the competition, therefore employee performance should be considered major valuable resource. This study has focused on the banking sector where employees’ performance having huge impact on organization. For this purpose, we chose two banks from Pakistan for acquisition, one is Bank Islami Pakistan Ltd and second KASB Bank were chosen, their acquisition took place on 8th of May 2015. In this study, the employees’ performance was examined on the bases of few factors like an organizational cultural change, communication between the acquirer and target bank, organizational change managed by the acquirer firm, and job satisfaction of both the acquirer and the target banks’ employees. We collected the Primary data by using the questionnaire methodology where we collected data from 200 respondents of both banks representing the overall population of the acquirer bank and target bank. The findings of this study were interpreted with the help of Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM), which were used to find the impact of independent variables; cultural change, communication gap, organizational change and job satisfaction on dependent variable(s) which is employees’ performance. The outcome of our questionnaires data shows that proper management of independent variables can decrease the level of anxiety amongst employees, which affect the industry making a successful acquisition.
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Yildirim, Seda, Ali Acaray, and Kenan Aydin. "Exploring the impact of marketing culture on job satisfaction." World Journal of Entrepreneurship, Management and Sustainable Development 13, no. 2 (May 8, 2017): 151–62. http://dx.doi.org/10.1108/wjemsd-01-2017-0001.
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Purpose The literature has shown that organizational culture influences job satisfaction in various industries such as tourism, banking and retail. As a result, investigating the impact of culture and organizational structure is a topic of growing interest. In this context, the purpose of this paper is to examine whether marketing culture has a positive effect on job satisfaction in banking firms. Design/methodology/approach This study employed a survey methodology. Surveys were conducted in Istanbul, Turkey, with service industry employees of private banks and insurance companies. To measure the marketing culture, Webster’s (1990) marketing culture model with 34 items was adopted. Six basic dimensions of “service quality, interpersonal relationships, selling task, organization, internal communication and innovativeness” were measured using the survey instrument. Job satisfaction was measured using the 20-item Minnesota Satisfaction Questionnaire on the following two dimensions: intrinsic satisfaction and extrinsic satisfaction. The data were analyzed with SmartPLS 2.0 and SPSS 21 programs. Findings It was found that marketing culture had a significant and positive effect on job satisfaction. In particular, the marketing culture factors had a greater effect on extrinsic satisfaction in banking firms. In this regard, service quality, organization, selling task and innovativeness had a positive effect on extrinsic satisfaction. Originality/value This study supports the argument that the concept of marketing culture is different from the market-oriented culture type. In addition, this study shows that marketing culture has a positive effect on job satisfaction in banking firms.
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Lee, Myoung-Soung, and Sang-Lin Han. "The effects of relationship bonds on bank employees’ psychological responses and boundary-spanning behaviors." International Journal of Bank Marketing 38, no. 3 (November 8, 2019): 578–99. http://dx.doi.org/10.1108/ijbm-12-2018-0358.
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Purpose The purpose of this paper is to examine the effects of relationship bonds on the psychological response and behavior of bank employees based on the job demands–resources theory. Specifically, it examines the effects of relationship bonds in terms of person–job (P–J) fit, emotional exhaustion, job satisfaction and boundary-spanning behaviors, all of which comprise the behavioral dimensions of bank employees. In addition, the study examines how the resiliency of bank employees influences their emotional exhaustion and determines whether a moderating effect related to emotional exhaustion exists. Design/methodology/approach To achieve this aim, data were collected from 365 customer-facing banking employees in South Korea. Reliability, validity and the hypotheses were verified through structural equation modeling; any moderating effects were identified using the bootstrap method and the process model. Findings Study results showed that financial, structural, internal social and external social bonds – the bonds pertaining to relationship elements – have positive effects on P–J fit. P–J fit influenced emotional exhaustion negatively and job satisfaction positively. Furthermore, emotional exhaustion negatively influenced job satisfaction. Job satisfaction had positive effects on service delivery, external representation and internal influence, the elements comprising boundary-spanning behavior. Finally, resiliency was shown to lower emotional exhaustion but revealed no moderating effect. Originality/value First, this study examined relationship bonds, which reference relationship marketing when introducing organizational resources that influence the psychological and behavioral responses of bank employees. Second, this study introduced resiliency as a personal resource and clarified the way it applies to an individual’s psychological response. Third, existing literature has been limited to conducting fragmented research of the psychological factors that intervene in predisposing factors and job outcomes. This study makes a unique contribution by establishing a psychological response process.
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Božović, Jelena, Ivan Božović, and Isidora Ljumović. "Impact of HRM Practices on Job Satisfaction of Employees in Serbian Banking Sector." Management:Journal of Sustainable Business and Management Solutions in Emerging Economies 24, no. 1 (March 19, 2019): 63. http://dx.doi.org/10.7595/management.fon.2018.0035.
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Research Question: The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees’ satisfaction in the banking sector of Serbia. Motivation:The aim of this research is to measure the satisfaction of employees in the banking sector of Serbia. In addition to the overall goal of this study, it is necessary to list some specific objectives: to provide human resource management (HRM) analysis, to focus on the main dimensions of HRM in practice, to present a test for measuring employee satisfaction in practice, to identify weaknesses in management that affect employee satisfaction and to propose measures to improve employee satisfaction and increase motivation. The research attempts to point out the basic driving factors for better work and effects, as common motives for all workers, such as salary, job interest, the opportunity of further progress, the degree of autonomy in the performance of tasks, and the possibility of personal affirmation. The challenge that puts the management of human resources and its application into practice becomes a very relevant field of inquiry. It is important to know the answer to the research question in order to arrive at a response to whether or not to comply with Pareto optimum: “When we know where and why we are headed, little things can point us to the right direction” (Debreu, 1954). The novelty in the study is that some aspects (career improvement and job security) bring employees a greater degree of satisfaction, while others (salary and business climate) are rated as bringing significantly lower levels of satisfaction. The work is based on the applied Kruger study (Kruger et al., 2008). It is used for research, because in this specific case it makes it possible to collect the results of mortgage execution on a sample of employees of 10 banks, whose results would be useful at the level of the banking sector in Serbia. Idea: The basic idea of this paper is to evaluate different levels of employee satisfaction with different dimensions of quality of work in banking institutions. The study involves analyzing the level of satisfaction from the aspect of selection and selection of employees, job security, employee salaries, career advancement, professional training and professional development, management style, job responsibilities, awards and recognitions and, finally, business climate as key dependent variables. The key independent variables are gender, age, education and length of service, as demographic characteristics of the respondents. Data: The analysis was carried out through a questionnaire sent to the employees of the bank. The target population is employed in the banking sector on the territory of Serbia. Among the different banks, this study takes into account ten banks. 93 questionnaires were available for statistical analysis. Tools: Statistical analysis of all collected data (Z-test, correlation analysis) were used to draw conclusions about relationships between variables, specifically what employees start in the organization. With the help of the Pierson correlation coefficient, statistical significance is determined, which shows motivational effects in the behavior of employees. Findings: The findings revealed a high level of effectiveness of all HRM practices. A strong positive relationship has been identified between the effectiveness of HRM and employees’ satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees’ satisfaction. Contribution: This paper expands the existing research related to the developing employee motivation in the banking sector and formulates practical suggestions for increasing motivation and avoiding its relativization. Promoting transparency and publicity and an effective system of rewards, compensation and salaries according to merit and contribution to work tasks should be promoted. It is possible to achieve a business climate by respecting the individuality and dignity of each employee, and thus to build trust among employees and loyalty to the institution.
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Parveen, Nazia. "Impact of Transformational Leadership on Job Satisfaction & Turnover Intention, Moderating Role of Organizational Culture: A Study of Banking Sector in Pakistan." Jinnah Business Review 03, no. 01 (January 1, 2015): 01–07. http://dx.doi.org/10.53369/xsmi3430.
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The aim of this study was to find out the impact of Transformational Leadership Style on job satisfaction and turn over intention moderated by organizational culture in the banking sector of Pakistan. Data was collected from 135 working employees of two foreign and seven local banks of Pakistan. Results indicated that transformational leadership had a positive and significant impact on job satisfaction, while turnover intention was not directly affected by transformational leadership. Results also indicated that organizational culture did not moderate the relationship between transformational leadership and job satisfaction, but the combined effect of transformational leadership and existing organizational culture reduce the turnover intention of employees in the banking sector of Pakistan.and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.
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Hashmi, Maryam Saeed, and Dr Imran Haider Naqvi. "Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan." International Journal of Learning and Development 2, no. 4 (July 9, 2012): 146. http://dx.doi.org/10.5296/ijld.v2i4.2077.
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This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization. Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment
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OYEWALE, Kayode, Ayodeji ILESANMI, and kehinde ALLIU. "MANAGING STRESS IN A RECESSED ECONOMY: IMPLICATIONS FOR BANK EMPLOYEES." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (December 1, 2020): 202–15. http://dx.doi.org/10.36108/ljerhrm/0202.02.0141.
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This study examines the notion of stress management in a recessed Nigerian economy with the implications for bank employees. In the process, it further considers the stiff competition in the banking sector coupled with the current sharp decline in the global price of crude oil with its attendant implications for the performance of the Nigerian economic growth which has a spillover effect on indwelt elements like stress factor facing the banking employee. Based on this foundational philosophy, 300 structured questionnaires were administered of which 218 were found usable and on which an in-depth analysis was conducted via the use of Statistical Package for Social Sciences’ (SPSS) data analysis; whilst Correlation and Regression analyses were applied to test the formulated hypotheses. The finding of the research effort affirms that stress issue in the workplace is of a growing concern particularly in the banking sub-sector. This development portends a detriment to the health and psychic of bank employees – and thus poses a great threat to work place performance. Further findings from the study; reveal amongst others; the potential stress-propelled debacle facing the bank employees in different dimensions. These include work overload, low level of job satisfaction (in spite of measurable remunerations and lack of autonomy–including job insecurity. The study recommends amongst others; that effective management of bank staffers require developing action plans by bank management that would entail monitoring, re-assessing (via feed-back mechanism) the dynamics of the internal workplace and the turbulent external environment. It concludes on the note that, where the optimum of an average bank employee is sought, the work environment should embrace his participation in decision making process at appropriate level of the affected organization. This is largely achievable through his engagement in state of the art training programs amongst other incentives.