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1
Chapoval, Iêda. "Privatization and its labor consequences in developing countries : a case study of the Brazilian banking industry privatization process." Thesis, McGill University, 2001. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=38168.
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Research on the labor impact of privatization usually equates the process to other types of restructuring processes, such as downsizing, mergers or acquisitions. It is argued that not unlike other restructuring processes, privatization is likely to generate organizational changes that may lead to major alterations in employment quality. Few studies, however, have investigated the labor effects of privatization and other restructuring processes in a comparative manner, especially in developing countries. The overall purpose of this dissertation is to contribute to the understanding of the labor consequences of privatization in developing countries. This objective is undertaken through an exploration of the association between privatization and other restructuring processes occurring within the Brazilian banking industry and changes in employment quality, i.e., fluctuations in wages, non-wage benefits and job security. The most basic premise guiding this study's comparative framework is that the process of privatization is likely to affect labor in unique ways, that is, generating employment quality changes unlike those occurring at other sectors undergoing alternative restructuring processes.The sample consists of 476 respondents: employees (survivors) and ex-employees (retrenched) of public, privatized and private banks. Data were collected in 1998 by using a method of triangulation, i.e., surveys and in-depth semi-structured interviews. The principal results for this study confirm that changes in employment quality are more significant for workers associated with the privatized sector when compared to workers affiliated with other sectors of the Brazilian banking industry. Both quantitative and qualitative data for this study suggest that significant transformations in employment quality occurred as a result of privatization. It is further argued that the decline in employment quality after privatization can be conversely understood as a negative commitment on the part of Brazilian employers. This lack of commitment can be ultimately associated with a new developmental model with a particular type of economic orientation and specific form of labor organization based on flexibility.
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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theoretical foundation in this study. Data collection was through a survey instrument called the job descriptive index. The results of the multiple linear regression analysis showed that the regression model significantly predicted job satisfaction, F (5, 95) = 10.806, p < .05, R2 = .363. Both supervision and coworker relationships were statistically significant predictors of job satisfaction among bank employees in Nigeria, while there were no statistically significant relationships between the predictors' work on the present job, pay, and opportunities for promotion, and the dependent variable, job satisfaction. The implications of this study for positive social change include the potential to provide senior bank executives with an understanding of factors that relate to job satisfaction among bank employees, including creating a desirable work environment, improving the quality of supervision in the organization, increasing job satisfaction, and making the organization more desirable for employees.
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Yü, Ying-siu. "Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.
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Bahmanabadi, Somaye. "A Case Study of the Impact of Leadership Styles on Bank Employees´Job Satisfaction." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29232.
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Leadership always plays an important role in the growth and performance of an organization. Changes in organizational structure, vision and leadership are inevitable in any institution. Leadership style is a special characteristic that distinguishes a leader from another and this powerful force is what pushes an employee or employees to complete a task that produces maximum results; especially in the banking sector. Survey questionnaires were used in this study as a main method for data collection. The data was analyzed by using the Structural Equation Modeling (SEM) Method using Lisrel software. This research has been conducted to determine the impact of using transformational, relation-oriented and transactional leadership styles and their direct effect on job Satisfaction. A total of one hundred questionnaires were distributed among SEB and Swede bank´s employees and seventy-one fully answered questionnaires were used for statistical analysis. In other words, seventy-one percent of the questionnaires were returned. The results clearly show that leadership style (Relation-oriented, Transactional, and Transformational) have a significantly positive effect on both the employer and employee’s satisfaction with the job. The results indicate that the Transformational approach ads the most contribution toward job satisfaction compared to the Transactional and Relation-oriented styles of leadership.
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Lee, Shu-ho. "A study of supervisor job satisfaction of a mainland Chinese bank in Hong Kong /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983587.
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Zeng, Guo Xiong. "Perceived machiavellian leadership and job satisfaction : a study of retail bank employees in Zhuhai, China." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636677.
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Chan, Chiu-kuen Hilia. "Employees' perceptions to quality management in different organizational settings and its relation to job satisfaction /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1798256X.
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Koo, Leung-chee. "Determinants of employee-organization linkage behaviours : a longitudinal case study of tellers in Hongkong Bank /." [Hong Kong] : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13671492.
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Chan, Chiu-kuen Hilia, and 陳肖娟. "Employees' perceptions to quality management in different organizational settings and its relation to job satisfaction." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31266940.
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Simpson, Eric Phillip. "Examining Employee Satisfaction, Customer Service and Customer Satisfaction in a Retail Banking Organization." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5211/.
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In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.
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Koo, Leung-chee, and 顧良智. "Determinants of employee-organization linkage behaviours: a longitudinal case study of tellers in Hongkong Bank." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31233600.
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Yü, Ying-siu, and 余瑛韶. "Employee motivation and satisfaction in different organizational levels: a study of banking industry in HongKong in transition to 1997." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266927.
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Mhlanga, Tatenda Shaleen. "An investigation into the relationship between certain personality traits and job satisfaction: a case of selected employees in the Eastern Cape Province." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007148.
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There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organizational effectiveness and is influenced by organizational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioral reactions to organizational settings. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of bank employees. A quantitative design was used in the empirical study. The sample consisted of 126 bank employees. The current research found that employees who are high in openness, conscientiousness and low in neuroticism tend to be more satisfied with their job. Agreeableness personality did not have a significant relationship with job satisfaction, while employees with high levels of extraversion had negative significant correlation with job satisfaction. However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment. Key words: extroversion, neuroticism, agreeableness, conscientiousness, openness, job satisfaction, bank employees.
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Waugh, Geoffrey William. "A study exploring the relationship between employee happiness and financial performance within a South African financial institution." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012080.
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This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
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Oyunsuren, Oyunbold, and Oyunbold Oyunsuren. "Determinants of Job Satisfaction of State Bank Employees in Ulaanbaatar, Mongolia." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/39909438403978218200.
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碩士亞洲大學
經營管理學系
104
Purpose – The purpose of this study is to investigate the relationship among high-level employees' work values, levels of job stress and job satisfaction in State Bank of Mongolia. Design/methodology/approach – This study uses a quantitative approach to test the proposed hypotheses. Causal research design is used in this research to identify cause and- effect relationship between construct. Primary data collection is used to gather data. Originality/value – Limited studies have examined a general construct of job satisfaction and more importantly cultural diversity differences. This study provides the better understanding about key factors that influence Mongolian public banking sector. Findings – Organizational Climate identified as the most influential variable toward Job Satisfaction, followed by Job Stress, and Pay. Job Stress has a mediating effect between Organizational Climate and Job Stress. Pay has a mediating effect between Organizational Climate and Job Stress. Research Limitations - This research limits the respondents only in Mongolian public bank employees as an object. Keywords: Job satisfaction, Job stress, Mongolia, Banking Industry.
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Pyng, Chou Shwu, and 周淑萍. "An empirical study of the relationship among personal attributes、 job characteristics、 job stress and job satisfaction of bank employees." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/14261779038332604373.
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"Job satisfaction and expectations of the graduate employees in the Bank of China Group." Chinese University of Hong Kong, 1988. http://library.cuhk.edu.hk/record=b5885852.
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Wang, Yi Ping, and 王懿屏. "Exploring the Role of Job fit in Full Marketing Jobs on Job Satisfaction: A Study on Bank Employees." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6spcz7.
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Hall, Bradley W. "Is Japanese management culturally-specific an examination of employee/employer values of Japanese and American banks in California /." 1989. http://catalog.hathitrust.org/api/volumes/oclc/27933923.html.
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TAI-HSING, HSU, and 徐泰興. "The Research of The Bank Employees’ Attributes Between Job Satisfaction and Turnover Tendency─The Case Study of E Bank." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/48349383915596020697.
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碩士國立高雄應用科技大學
商務經營研究所
99
The best prediction of resignation is turnover tendency. There are many factors influencing employees’ intention of resignation but the acknowledged and most important factor is job satisfaction. The participants of the survey are the employees of E.SUN Bank. It’s hoped to know the relationship between bank tellers’ job satisfaction and turnover tendency through investigation and research. The purposes of this study below are as follows. 1. To collect the relevant theories and literatures of job satisfaction and turnover tendency in the foreign and domestic and discuss the related relationships. 2. Whether the bank employee’s background variables affect job satisfaction or not. 3. Whether the bank employee’s background variables affect turnover tendency or not. 4. Whether job satisfaction affects turnover tendency or not. The period of research was from December 5 th to December 31th 2010. For the research, 120 questionnaires were distributed, and 118 responses were collected. 114 responses were valid and the valid rate was 95%. This research was made by using PASW Statistics 18.0 Chinese version as a tool of data analysis. It was analyzed according to One-way ANOVA and Pearson product-moment correlation. The results below are as follows. 1. There is no obvious difference between individual different background variables and job satisfaction for bank employees. 2. bank employees’ different ages、educations、marriage situations and positions are not obvious difference than turnover tendency. 3. There is a negative relation between bank employees’ job satisfaction and turnover tendency.
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Pai, Yuan-Ching, and 白苑靜. "The Effect of Different Humor Styles and Personality Traits on Job Satisfaction of Bank Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/z6qh5s.
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碩士國立臺灣師範大學
高階經理人企業管理碩士在職專班(EMBA)
105
The Effect of Different Humor Styles and Personality Traits on Job Satisfaction of Bank Employees abstract This research was disgined to focuse on the employees of a Taiwanese local bank and aim to discuss the effect of humor styles and personality traits on their job satisfaction. The discussion is divided into three stages. First, humor styles and personality traits, as well as their current job satisfaction, were explored; followed by an examination of the relationship between their humor sytles, personality traits and job satisfaction; and lastly, the predictable effect of humor sytles and personality traits on job satisfaction of bank employees. A questionnaire was used as the research method. In total, 156 effective samples were collected and the results after analyses via descriptive statistics, Pearson product-moment correlation and hierarchical regression are shown as below. 1. Bank employees tended to apply positive, namely affiliative and self-enhancing humor. In terms of personality traits, bank employees tended to agreeableness and conscientiousness. Overall, the bank employees felt satisfied with their job. 2. Bank employees’ humor styles were partly correlated to their personality traits; Aggressive humor style has the best predictable and negative effect on one’s agreeableness. Their affiliative humor style has positive effect on extraversion. Positive humor style has positive effect on extraversion and openness to experience and negative effect on neuroticism. 3. The predictale effect of humor styles and personality traits on job satisfaction of bank employees are as below: (1) Bank employees’ backgrounds do not have any significant predictable effect on job satisfaction. (2) Self-enhancing humor style has the positive predictable effect on one’s job satisfaction. The more Self-enhancing humor style the bank employees use, the less they feel less satisfied with their jobs. Affiliative humor style, aggressive humor style and self-defeating humor style do not have any significant predictable effect on job satisfaction. (3) Extraversion, agreeableness and openness to experience do not have any significant predictable effect on job satisfaction. Both conscientiousness and neuroticism of the bank employees have the best predictable effect on job satisfaction. Conscientiousness has positive predictable effect and neuroticism has negative effect on one’s job satisfaction. Bank employees with higher conscientiousness or lower neuroticism feel more satisfied on their jobs. Suggestions were made for future reference in terms of bank employees, organization and future work, based on the results and discussion of this research. Keywords: Humor style, Personality trait and Job satisfaction.
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HSU, WEN-YI, and 許文怡. "A Study of the Relationships between the Job Stress and Satisfaction for Bank Employees： Communication Satisfaction as a Mediator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/uu9j7d.
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碩士世新大學
資訊管理學研究所(含碩專班)
107
The number of domestic bankers has increased from 24 in 1987 to 37 in 2018, and the number of branches has increased from 868 to 3,403. The number of bank houses has increased rapidly, and the degree of competition in the domestic banking industry has been raised to recapitalize the banking industry. With the development of science and technology finance, the traditional banking service model is gradually being replaced by it. In addition to the heavy performance of the bank employees, they are faced with the challenge of being replaced by digitization and automated operations, the transformation and reorganization of bank personnel. Therefore, in such an environmental transition process, the impact on the working pressure, job satisfaction, and communication satisfaction of bank employees is a subject worthy of further discussion. This study aims to understand the current situation and related situations of the working pressure, job satisfaction and communication satisfaction of the banking practitioners, and to compare the differences between employees with different background variables. With the results of this study, we hope that we can have a rough understanding of the working pressure and related factors of the banking practitioners and use them as an important reference for human resources management in response to strategic planning. In this study, the survey was conducted by using the online questionnaire method. The research target locked the bank practitioners and collected 421 valid questionnaires. The statistical software SPSS was used for analysis, and the research hypothesis was verified by hierarchical regression analysis and other statistical methods. According to the statistical analysis results, it concludes that the work pressure of bank employees has a significant negative effect on job satisfaction； job stress has a significant negative effect on communication satisfaction； communication satisfaction has a positive and significant effect on job satisfaction； communication satisfaction has a mediating effect on job stress and job satisfaction.
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Lin, Shanju, and 林珊如. "A Study of the Relationships among Foreign Bank Supervisors’ Behavioral Integrity, Employees’ Psychological Ownership and Job Satisfaction." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/12476170637711543677.
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碩士大葉大學
管理學院碩士在職專班
101
The purpose of the study is to investigate the relationships among supervisors’ be-havioral integrity, employees’ psychological ownership and job satisfaction. The research subjects were employees of foreign banks in Taiwan. 291 effective questionnaires were retrieved and the valid response rate is 72.8%. Pearson and regression analysis were used to show the correlation between the variables. The results were as follows： 1. Supervisors’ behavioral integrity positively influenced employees’ job satisfaction. 2. Supervisors’ behavioral integrity positively influenced employees’ psychological ownership. 3. Employees’ psychological ownership positively influenced employees’ job satisfac-tion. 4. Employees’ psychological ownership had the partially mediating effect to the rela-tionship between supervisors’ behavioral integrity and employees’ job satisfaction. Finally, according to the research results, the study provided some meanings and suggestions in the theories, empirical studies, practices and future directions.
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Sun, Li-ying, and 孫麗櫻. "The study of job satisfaction､ organization commitiment and turnover intention-- An example of employees of Bank of Taiwan." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/nzzcms.
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碩士國立中山大學
企業管理學系研究所
96
Under the everchanging circumstances, financial industry find it’s hard without being affected by the international financial and economic situations. In face of globalization and liberlization, enterprize purchasing and merging are in surging. Taiwan as an island country, with so many financial organizations in this tiny land including basic level farmer’s and fisher’s credit departments, credit cooperative agencies, postal offices, local banks, foreign banks, large financial holding Co.﹐and even super stores are fighting the finite share of market.In the rule of “big becomes bigger”merging turns out to be the best way of increasing one’s market share rate. At the guiding policy of the overnment,Bank of Taiwan and Central Trust of China combined at July 1st, 2007 and becomes the biggest official financial holding group in Taiwan. It also sets the historic record for the biggest state-run financial holding group in scheme. This research takes the employees of Bank of Taiwan in the Kaohsiung City, Kaohsiung County and Pintung area as the object of the case, and investigating the influence of job satisfaction, organization commitment on the intentions of job rotation and resign. Four hundred and fifteen questionaires are given out, with three hundred and five copies are effectively returned, the effective return rate is beyond seventy percent. Main results of this study are as follows : 1.job feeling and job independece of the job satisfaction have been positive influence significantly on the intention of rotation. 2.Job feeling of job satisfaction shows obvious negative influence significantly on the resign intention. 3.Emotional commitment and persisting commitment of the organization commitment play strong positive influence significantly on the rotation intention. 4.Emotional commitment of the organization commitment play negative influence significantly on the resign intention.
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Hoa, Le Thai, and 梨太和. "Factors Affecting Job Satisfaction among Banking Employees: A Case Study of Asia Commercial Bank –NgoQuyen Branch, HaiPhong City." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/452enw.
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碩士美和科技大學
企業管理系經營管理碩士班
107
By employing a dataset collected from a survey in 2018 using a questionnaire on 7-point Likert scale at ten Asia Commercial Bank (ACB) Branches in Hai Phong City, Descriptive Statistics, Frequency Statistics, One Sample T-Test, Independent Sample T-test, One-way ANOVA Analysis, this research finds that: Firstly, mentioning overall Job Satisfaction, 100 percent of banking employees are satisfied with their current job at ten ACB Branches in Hai Phong. Secondly, regarding Job Satisfaction and Demographic Variables, Gender, Job Experience, Age, Marital Status, and Levels of Education. The analysis results indicate that there are significant differences in the levels of job satisfaction between Male and Female employees however there are no significant differences in the level of job satisfaction between Married and Single groups at ACB Branches in Hai Phong city. The results also show that Job experience of banking employees at ten ACB Branches in Hai Phong city does not affect to their job satisfaction but there are differences between groups of different Levels of Education on their job satisfaction. Finally, there are ages groups differ significantly regarding their levels of job satisfaction at ten ACB Branches in Hai Phong city. Thirdly, considering Job Satisfaction and other Variables, the author finds that Salary, Efficiency in work, Fringe benefit, Supervision, Leadership style, Loyalty to bank, Co-worker relation, and Work ability are the main factors affecting Job Satisfaction among banking employees at ten ACB Branches in Hai Phong city just because all of these variables are significant at the level of 1 percent. However, banking employees at ten ACB Branches are not satisfied with Supervision, Leadership style, Loyalty to bank, and Work ability. From this research result, it is necessary for leaders at ACB Ngo Quyen to perfect the Supervision to have enough supports for its bankers to perform their tasks effectively and efficiently; ACB also needs to transform itself into autonomous, systems-thinking institutions, professional learning communities that can create a high-performing learning environment; And, ACB should immediately find the pathway to increase the loyalty of their employees through income policy, promotion policy... These results will have an important policy implication for the ten ACB Branches in Hai Phong city in specific and other ACB Branches nationwide in general to have suitable strategy/policy to increase job satisfaction of banking employees as Job Satisfaction will have direct effects to business performance and profitable ability of the bank and the productivity of employees either.
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Shun-Chou, Cheng, and 鄭順洲. "The Relationships Study among Bank Employees' Work Stress, Job Satisfaction, and Turnover Intention─Integrated Housing and Land Taxation." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/77286205196304616993.
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碩士國立高雄應用科技大學
金融系金融資訊碩士在職專班
105
As from January first, 2016, the government implements integrated housing and land tax system for property to refrain investors from short-term real estate investing. This paper investigates the topic that people work in the banks, different from ordinary office workers, whether decrease the job satisfaction and quit the job because of this strategy. The participants in the study are bank employees who engage in credit operations for many famous banks (Bank of Taiwan, Land Bank of Taiwan, Chang Hwa Bank, Hua Nan Commercial Bank, Taiwan Business Bank, Mega International Commercial Bank, Taiwan Cooperative Commercial Bank, First Commercial Bank, Union Bank of Taiwan, CTBC Bank, Bank of Kaohsiung). In order to expore that the effects of integrated housing and land tax system, bank employees’ work stress and job satisfaction on turnover intention. The study is issued a total of 400 questionnaires. 349 questionnaires are retrived and valid samples are 303 copies which are the effective response rate of 75.75％. Through the statistical analysis, correlation, variance, regression and other statistical analysis, the results are as follows: 1.The relation between work stress and job satisfaction reveals low positive correlation, namely, the higher work stress, the greater job satisfaction. For banks, the characteristics of banks are that bank employees will set goals for the project, and do the project under pressure. After achieving the goal, the bank employees get the relative return from the project. Consequently, the integrated housing and land tax system will not boost work stress in short time. 2.The relation between job satisfaction and turnover intention reveals low negative correlation, namely, the greater job satisfaction, the lower turnover intention. 3.The relation between work stress and turnover intention reveals moderate positive correlation, namely, the higher work stress, the higher turnover intention.
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Almanae, Mohieddin Ali. "Organizational environment and its effect on performance and job satisfaction of employees and customers satisfaction :an applied study on Gumhouria Bank, Libya /." Doctoral thesis, 2009. http://www.nusl.cz/ntk/nusl-93008.
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Kuvarjee, Shirmila. "Factors affecting the retention of employees in a global markets division of an investment bank." Thesis, 2014. http://hdl.handle.net/10210/10500.
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M.Com. (Leadership in Performance and Change)This research focuses on the factors affecting retention of employees in a global markets division of an investment bank comprising 500 employees. The research is quantitative in nature. Five factors are discussed and used as basis to see which factors contribute the most to retention of employees. These factors are remuneration, the job, the profile of the organisation, organisational processes and leadership style. Sub-factors relating to these factors were identified and discussed by way of a literature review. A questionnaire was compiled based on the five factors and the sub-factors in relation to the retention of employees. A statistical analysis was done using factor analysis, reliability analysis (Cronbach alpha) and descriptive statistics. From the results it can be concluded that employees are satisfied with the physical work environment, the company’s employer brand in the market and the opportunity to learn new skills and develop themselves for further advancement. Employees also feel confident about the leadership team; are satisfied that their co-workers share their expertise and there is teamwork. The one area about which employees differ, is related to remuneration. Based on the results of this study, it is recommended that the employer use its positive employer brand more aggressively to retain employees since overall most employees seem to be happy with the current employment practices
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Mkhaliphi, Nhlanhla Willy. "The relationship between employee satisfaction, customer satisfaction, and sales performance in retail banking." 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001559.
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M. Tech. Business AdministrationIn many developing countries, including South Africa, the banking sector is highly concentrated resulting in intense competition among the big four banks in South Africa (e.g. Standard Bank, Nedbank, First National Bank and Absa, and one emerging bank Capitec). In favourable economic conditions, the banking sector plays an essential role in the economic growth of the country. However, the global financial crisis of late 2007 changed the outlook for an already slowing economy, and South Africa was not immune to the impact of the global financial crisis-induced economic slowdown. The banks have been faced with increasing competition and rising costs as a result of regulatory, financial and technological innovation, entry of the foreign banks in the retail banking environment, local competitors who are introducing new and innovative product offering and the challenges of the recent financial crisis. These changes have had a dramatic impact on the performance in sales for commercial banks. Retail banking offers a comprehensive suite of products (e.g. Home Loans, Vehicle Finance, Sales and Investments and Cheques) to customers. It also provides these products through extensive branch networks. Over a period of six months, certain branches of Absa Bank have not been able to meet set targets in sales of the banking products and have caused under-performance in sales for the relevant branches. There are 47 branches in the Gauteng East Region and, among these, six branches were randomly selected under-performing branches in terms of sales targets. This research aims to determine the causes behind under-performance in these East Gauteng branches, as such information would provide management with useful information. The aim of the study is to tests the influence of employee satisfaction, service quality, and customer satisfaction on sales performance, i.e., how these variables impact on sales performance at the branch level.
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LU, YI-XIANG, and 盧益祥. "A comparison of the relationship between personal sttributes and job satisfaction of instant service and extended service bank employees." Thesis, 1992. http://ndltd.ncl.edu.tw/handle/30770911067380202473.
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Chen, Huei-Jing, and 陳蕙靜. "The Effect of Employees’ Perception of Organizational Change on Job Satisfaction, Career Development, and Organizational Commitment in the L Bank." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/5t6746.
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碩士龍華科技大學
企業管理系碩士班
107
With the advent of the financial technology era, the rise of the “de-banked” phenomenon, and the change in payment patterns, in 2015 the financial supervisory commission (FSC) in Taiwan promoted the plan of “Building a Digital Financial Environment 3.0.” All of these forced some banking businesses to be gradually replaced with non-financial organizations. The power and innovative business model is constantly subverting the mode of financial service provision, changing the way banks interact with consumers, and the bank is embarking on another wave of industrial transformation. The purpose of this study is to explore the effects of banking employees’ perception of organizational change on their job satisfaction, career development and organizational commitment. In this study, a paper-based questionnaire survey was conducted, and the copies of the questionnaire were distributed to the employees in the L bank in the northern region. Data obtained from the 146 valid copies of the questionnaire was statistically analyzed by SPSS software. The analyses included the descriptive analysis, factor analysis, correlation analysis, and regression analysis to verify the hypotheses proposed in the study. The results of the study show that employees’ perception of organizational change positively affected job satisfaction and career development; job satisfaction and career development positively affected organizational commitment; job satisfaction and career development had a mediating effect on the relation between perception of organizational change and organizational commitment. Based on the literature and empirical research results, this study proposes relevant suggestion and implication for banking organizations and follow-up researchers, as well as assisting banking executives to understand their staff and organizational change to enhance the overall competitiveness of their bank.
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WANG, TSUI-YUH, and 王翠玉. "The Moderating Effect of Work Values on the Relationship between Compensation Satisfaction and Job Performance-A Case study of Bank Employees." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/85p64y.
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碩士崑山科技大學
企業管理研究所
104
Finance service industry plays a key role in modern economic system. The high service quality in finance is apparently consequent upon the strong competition in financing market. For banks, the first-line staff is the most effective bridge between the enterprises and the customers in customer-orientated economic market. Regarding to have competitive advantages, each bank needs to consider using appropriate compensation system, hiring employees with suitable work value for improving work performance. Consequently, this study investigated the relationship among compensation satisfaction, work value and job performance. By using survey method, we distributed 600 questionnaires to A Bank’s branches in Tainan City and Kaohsiung City , 560 valid questionnaires were collected from employees,and the rate of return is 93%. The results, by using hierarchical regression, revealed that compensation satisfaction and work values have a significant impact on job performance. In the part of interference effect, the interaction of salary, wage structure and group had influence on task performance.
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LEE, CHAI-YUAN, and 李財源. "The Study On Relationship Among Internal Service Quality, Job Satisfaction, Organization Trust, Organization Commitment and Professional Dedication- A Case Study of Bank Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/wk2ngh.
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碩士中華大學
企業管理學系
105
With changes of industry environment, it is now an age of buyers’ market with customer orientation in twenty first century. Service and efficiency are particularly stressed and requested in all trades and professions. Human Resource is considered one of the most critical elements for success and victory of enterprises. By the financial deregulation and internationalization, many domestic state-owned financial corporations in Taiwan were privatized. How to attract or retain talented people and thereafter to cultivate employees with professional dedication is now becoming a significant issue of management. In addition, service attitude of employees plays a critical role during the whole process. Undoubtedly it is the key to success of company while satisfied employees can then satisfy customers. It is only through management practice to enhance Internal Service Quality and create Job Satisfaction and Organization Trust of employees toward the company, and further to improve their passion and sense of mission. Based on the above description, this study targets on domestic bank employees to discuss the relationship among Internal Service Quality, Job Satisfaction, Organization Trust, Organization Commitment and Professional Dedication via questionnaire survey and utilizes SPSS17 and AMOS 20 to examine each assumption. Positive analysis was conducted with 304 effective questionnaires and the result showed as follows: 1.Internal Service Quality in domestic financial corporations has positive influence on Job Satisfaction of employees. 2.Internal Service Quality in domestic financial corporations has positive influence on Organization Trust of employees. 3.Organization Trust of bank employees has positive influence on Job Satisfaction. 4.Job Satisfaction of bank employees has positive influence on Organization Commitment. 5.Job Satisfaction of bank employees has positive influence on Professional Dedication. 6.Organization Trust of bank employees has positive influence on Professional Dedication. Among these assumptions, Internal Service Quality on Organization Trust, Job Satisfaction on Organization Commitment, and Organization Trust on Professional Dedication are three relations with the most positive influence. This study provides some practical suggestions according to the above research result as guidance for the financial industry in respect of talent recruitment and cultivation, and for people to self-assess competence to join this industry. In addition, this study also provides some following issues which can be further discussed in the future.
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Chang, Shih-Chia, and 張世佳. "The Influence of Organizational Justice and Interpersonal Satisfaction on Organizational Commitment and Job Satisfaction－Using Samples of Employees in the Taiwan Shin Kong Commercial Bank after the Merger Process." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/53162147680400216484.
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碩士淡江大學
企業管理學系碩士在職專班
98
The trend of financial liberalization and internationalization in recent years has triggered off a tide of merger and acquisition (M&A) among financial institutions seeking to build an optimum corporate edge. However, in addition to the scale economy, the M&A has an impact on the employees of financial institutions. This research emphasizes at how do organizational justice and interpersonal satisfaction influence the employee''s organizational commitment and job satisfaction. By literature exploring and using empirical survey methods with the Taiwan Shin Kong Commerical Bank employees, we investigate factors that affect organizational commitment and job satisfaction, and various relationships among demographic variables, organizational commitment, job satisfaction and other variables. This study examines how organizational justice and interpersonal satisfaction influence employees’organizational commitment and job satification. Drawing on the extant literature and survey data collected from employees of the Taiwan Shin Kong Commercial Bank, this study looks at the cause-effect of organizational Justice and interpersonal satisfaction on o employees’organizational commitment and job satisfaction, and also search for the relationship between the demographic characteristics of the respondents with their organizational commitment and job satisfaction. Findings from the present study highlight the importance of enhancing employees’organizational commitment to and job satisfaction with the new institution after the implementation of an M&A, hence provide useful information for the improvement of managerial effectiveness in practice. The study utilizes a convenient sampling method for data collection. The final sample includes 481 valid samples. Using factor analysis and cluster analysis methods for data analysis, the respondents were divided into sub-groups by their self-reported organizational commitment and interpersonal satisfaction for group comparisons. Meanwhile, the sample was also divided into two types of sub-groups: the first types includes “high distributive justice” and “high reciprocation justice” in terms of respondents’ organizational commitment, and the second one includes “high trust and high friendship” and “high attribution” in terms of their interpersonal satisfaction. Based on the results of ANOVA (analysis and variance) and regression analysis, this study suggests several major findings as followed: 1.There are significant differences in employees'' organizational commitment with different organizational justice. 2.There are significant differences in employees'' job satisfaction with different organizational justice. 3.Organizational justice and interpersonal satisfaction of employees cause a significant impact on organizational commitment. 4.Organizational justice of employees cause a significant impact on organizational commitment. 5.Interpersonal satisfaction of employees cause a significant impact on organizational commitment. 6.Organizational justice and interpersonal satisfaction of employees cause a significant impact on job satisfaction. 7.Organizational justice of employees cause a significant impact on job satisfaction. 8.Interpersonal satisfaction of employees cause a significant impact on job satisfaction. 9.Part of employees’ demographic variables will have significant differences in the organizational justice, interpersonal satisfaction, organizational commitment and job satisfaction.
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Singh, Ashlesha. "Female employees' perceptions of work-life balance at a banking institution in the Durban region." Thesis, 2013. http://hdl.handle.net/10413/9316.
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This study was interested in female bank employees’ perceptions of work life balance at a banking institution in the Durban region. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilise to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within the sales and credit division at a large banking institution in the Durban region. Theory-led thematic analysis was used to analyse the interview transcripts.
The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets within the sales and credit divisions. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organisations to appropriately prioritise WLB as a quality strategy in an attempt to retain talented women in their sales and credit divisions.Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.
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Sabbagha, Michelle Fontainha de Sousa. "A model of employee motivation and job satisfaction for staff retention practices within a South African foreign exchange banking organisation." Thesis, 2016. http://hdl.handle.net/10500/23278.
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Foreign exchange banking organisations afford individuals great career opportunities, and therefore endeavour to attract high-caliber employees who are self-motivated and create the dynamic, innovative and professional culture characteristic of the organisation. Retaining key talent characterised by skills shortages has become an imperative for sustaining competitive business performance in a fast-changing economic environment. The general aim of this research was to develop a model of employee motivation and job satisfaction for staff retention practices in a foreign exchange banking organisation. The concepts of employee motivation, job satisfaction and employee retention were discussed with regard to their history, conceptual foundation, theoretical approaches, types, variables and consequences. The theoretical model was developed accordingly on the basis of the literature review, and revealed the factors that could influence employee retention. The main purpose of the empirical research was to operationalise the theoretically derived motivation and job satisfaction concepts, statistically determine the underlying variables of motivation and job satisfaction that influence employee retention and develop a structural equation model to verify the theoretical model. A quantitative empirical research paradigm using the survey method was followed. Explanatory and descriptive research was used in this study, with a sample of 341 foreign exchange banking individuals drawn from a financial institution. Three questionnaires and a biographical questionnaire were adapted and administered to employees. The Work Preference Inventory (WPI) measured employee motivation, the Job Satisfaction Survey (JSS) measured job satisfaction, and the Employee Retention Questionnaire (ERQ) measured employee retention intention.
A structural equation model development strategy produced a new best-fitting retention model based on the new constructs postulated in the factor analysis. The model indicated that job satisfaction explained the highest variance of retention when compared to motivation.
The research should contribute towards a comprehensive understanding of the factors that influence employee retention. The new model of employee motivation and job satisfaction for staff retention practices in a South African foreign exchange banking organisation could assist organisations in retaining skilled and talented staff.
The study should encourage practitioners to take cognisance of the fact that organisations are different and that the motivation and job satisfaction factors for employee retention need to be considered.Public Administration and Management
D. Com. (Industrial and Organisational Psychology)