Journal articles: 'Bank employees – Job satisfaction – Brazil'

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Thangaswamy, A. "JOB SATISFACTION IN STATE BANK OF INDIA." International Journal of Research -GRANTHAALAYAH 4, no. 7(SE) (July 31, 2016): 55–61. http://dx.doi.org/10.29121/granthaalayah.v4.i7(se).2016.2628.

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The present study “A study on job satisfaction of bank employees with reference to State Bank of India, Kanyakumari District” is an empirical study based on the survey conducted through census method among the employees working in the State Bank of India in Kanyakumari District. The primary data related to the employees working in the State Bank of India in Kanyakumari District have been collected through a pre-structured questionnaire, prepared by the researcher. The questionnaire contains questions pertaining to personal data, socio economic data, employment details and satisfaction in work.

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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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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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Sekaran, Uma. "Paths to the job satisfaction of bank employees." Journal of Organizational Behavior 10, no. 4 (October 1989): 347–59. http://dx.doi.org/10.1002/job.4030100405.

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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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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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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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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. Keywords: Person Job-Fit, Job Stress and Job Satisfaction

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Neupane, Bashu, and Nischal Risal. "Building Block of Job Satisfaction in the Employees of Bank and Financial Institutions in Nepal." Batuk 6, no. 2 (July 1, 2020): 1–6. http://dx.doi.org/10.3126/batuk.v6i2.34441.

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The study aims at analyzing the determinants of job satisfaction in bank employees of Kathmandu valley, Nepal. The research has adopted analytical research design. The Exploratory Factor Analysis has been conducted to analyze the factor influencing job satisfaction of junior level bank employees in Kathmandu valley. The 31 usable sample sizes have been taken for the study purpose. The study found most significant factor as job security, years of experience, social status and financial status. The study concludes that the job security, experience and salary ad allowance are the building block of job satisfaction for junior level bank employees in Kathmandu valley.

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Ahmed, Shiraz, Junaid Ansari, Yamna Waqas Khan, and Muhammad Sufyan Ramish. "Are Bank Employees Satisfied with Perceived Leadership and Empowerment?" Lahore Journal of Business 7, no. 2 (March 1, 2019): 95–120. http://dx.doi.org/10.35536/ljb.2019.v7.i2.a4.

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One of the reasons affecting job satisfaction is the leadership style that engages the employees on a daily basis. Although perceived leadership has been studied well in the past, but there are fewer studies focusing on the mediating effect of employee empowerment. The key objective of this research is to study the relationship of perceived leadership, employee empowerment and job satisfaction of the employees, and also to study the mediating role of employee empowerment on the relationship between perceived leadership, and job satisfaction of the employee. A sample of 200 professionals from different banks was selected for the purpose of this study. Moreover, the Smart PLS 3.0 software was used to analyze whether the model was fit by referring to the PLS-SEM. The results of this study revealed that the independent variable (perceived Leadership) has a significant and positive influence on job satisfaction. All the hypotheses were accepted, and there were none that could be rejected after the results were revealed. The study proves that a partial mediating effect of employee empowerment exists between perceived leadership and job satisfaction. This study can help managers in designing the right strategies for retaining their employees by empowering them according to the boundaries set by their organizations. The results can help organizations to identify the potential reasons for job satisfaction, which will eventually lead to higher productivity and profitability.

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Chaisunah, Chaisunah, and Ani Muttaqiyathun. "PENGARUH KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA KARYAWAN (STUDI KASUS PADA PT. BANK PERKREDITAN RAKYAT SHINTA DAYA)." Jurnal Fokus Manajemen Bisnis 1, no. 2 (September 30, 2011): 116. http://dx.doi.org/10.12928/fokus.v1i2.1306.

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This research entitled compensation and work environment influence job satisfaction of employees of PT. Bank Perkreditan Rakyat Shinta Daya. Basic research is whether the compensation and work environment has a significant impact on job satisfaction. The purpose of this study was to determine whether the compensation and work environment has a significant impact on job satisfaction of employees of PT. Bank Perkreditan Rakyat Shinta Daya either partially or in unison. In this research, compensation (X1) and the working environment (X2) as independent variables and job satisfaction (Y) as the dependent variable. The study involved PT. Bank Perkreditan Rakyat Shinta Daya as objects of research hypothesis is the influence of compensation and work environment on job satisfaction. The population in this study are all permanent employees in PT. Bank Perkreditan Rakyat Shinta Daya. The sample is selected by using the technique of saturated samples (census), which totaled 80.

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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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Krishnabudi, Nyoman Gede, Wiji Utami, and Sudarsih Sudarsih. "The influence of emotional dissonance, emotional intelligence and organizational commitment on job satisfaction of employees of Bank BUMN in Indonesia." Jurnal Istiqro 6, no. 1 (July 3, 2020): 1. http://dx.doi.org/10.30739/istiqro.v6i1.561.

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This study aims to determine emotional dissonance, emotional intelligence as well as organizational commitment and their influences on job satisfaction of employees of Bank BUMN (state-owned banks) in Indonesia. The approach used in this research is a quantitative approach. The research population is 283 front office employees from 7 state-owned banks in Indonesia consisting of tellers, customer services staff, and marketing staff. All the 283 populations studied entirely. The methods of data analysis used multiple linear regression analysis. The results of test and analysis show that emotional dissonance has a negative and significant effect on job satisfaction of employees of Bank BUMN in Indonesia, emotional intelligence has a significant effect on employee job satisfaction and commitment have a positive and significant impact on job satisfaction of employees of Bank BUMN in Indonesia.

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Chux, Gervase Iwu, and I. Ukpere Wilfred. "Revisiting incentives and job satisfaction of Nigerian bank employees." African Journal of Business Management 6, no. 46 (November 30, 2012): 11536–48. http://dx.doi.org/10.5897/ajbm12.1332.

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Saner, Tulen, and Serife Zihni Eyupoglu. "The Job Satisfaction of Bank Employees in North Cyprus." Procedia Economics and Finance 23 (2015): 1457–60. http://dx.doi.org/10.1016/s2212-5671(15)00594-8.

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Sari, Ajeng Purnama, Syamsul Hadi Senen, and Masharyono Masharyono. "Studi Komitmen Organisasi Karyawan Bank: Peran Job Involvement Dan Kepuasan Kerja." Strategic : Jurnal Pendidikan Manajemen Bisnis 19, no. 1 (June 11, 2019): 7. http://dx.doi.org/10.17509/strategic.v19i1.17670.

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Employees who are committed to the organization have a tendency to continue working in the organization. The loss of employee commitment means organizations lose support and loyalty from employees in achieving organizational goals. One of the companies that experienced a decline in employee organizational commitment was X Bank. The purpose of this study is to determine how much influence job involvement and job satisfaction on organizational commitment. The object in this study was employees of X bank, one of Indonesia's conventional banks. This study used saturated samples with 54 respondents. The data analysis technique used is Partial Least Squares (PLS) with computer software program smartPLS version 3.0. The results reveal that job involvement and job satisfaction influence organizational commitment. This shows that the higher job involvement and employee job satisfaction together, the higher the organizational commitment of X Bank employees.

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Indriyani, Ratih, Yussi Ramawati, and Stephanie Theacini. "THE INFLUENCE OF PERSON JOB FIT TOWARD JOB SATISFACTION : THE ROLE OF JOB BURNOUT ON PT BANK CENTRAL ASIA OFFICE MAIN BRANCH DIPONEGORO SURABAYA." Journal of Economics and Business 2, no. 2 (October 4, 2018): 69–81. http://dx.doi.org/10.25170/jebi.v2i02.37.

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This aims of the research are to determine the effect of person job fit on job satisfaction, person job fit on job burnout and the influence of job burnout on job satisfaction of PT Bank Central Asia employees of Diponegoro Branch Office. Collecting data collection using questionnaires. The sample were front desk employees of PT Bank Central Asia Main Branch Office Diponegoro Surabaya. The analysis method used is Partial Least Square (PLS). The results showed that person job fit has an effect on the job-faction, the person job fit has an effect on job burnout, but job burnout does not effect employeess job satisfaction.

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Agustina, Dian, Syamsul Hadi Senen, and Masharyono Masharyono. "Analisis kepuasan kerja karyawan bank penkreditan rakyat dilihat dari lingkungan kerja dan kompensasi." Journal of Business Management Education (JBME) 4, no. 1 (May 15, 2019): 79–87. http://dx.doi.org/10.17509/jbme.v4i1.16362.

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The aim of the research is to find out the influence of work environment on job satisfaction, compensation on job satisfaction, and work environment and compensation on job satisfaction. The object which used as analysis unit in this research were employees of citizenry’s bank X. This research used verifivicative and explanatory survey as method. Data collection techniques is using questionnaires with 25 respondents as sample. The results of this research found that the influence of work environment on job satisfaction is in the strong category, compensation that affects employee job satisfaction is in the strong category, and work environment and compensation have a strong influence on employee job satisfaction of the citizenry’s bank X. However, this research found that if the condition of work environment is conducive, it will increase employee job satisfaction. On the other hand, if the implementation of compensation goes well, the employee job satisfaction will increase. Moreover, if the condition of work environment is conducive and implementation of compensation goes well, then the job satisfaction of employees citizenry’s bank X will increase

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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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Tunnufus, Zakiyya, Sholeh Rosyad, and Anoesyirwan Moeins. "THE IMPLEMENTATION OF SMART METHOD FOR IMPROVING JOB SATISFACTION." Dinasti International Journal of Management Science 2, no. 3 (January 21, 2021): 336–46. http://dx.doi.org/10.31933/dijms.v2i3.695.

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The assessment of performance are subjective can have an impact on decreasing the job satisfaction of employees. when employees feel that they have worked well but based on the results of the assessment of their performance is not considered to provide optimum performance of them will feel disappointed. This study aims to evaluate the performance assessment by using the SMART method in PT. BNI Tbk. Main Branch Tangerang. The method used in this research is descriptive verificative, with a total sample of 98. Leverage data is done using kuesianer distributed to the employees of the bank PT. BNI Tbk. Main Branch Tangerang. The results showed that the performance assessment by using the SMART method can not be applied because some of the indicators SMART can not be implemented, while the job satisfaction provided by Bank BNI to the employee is still not optimal. The test results also indicate that performance assessment has positive and highly significant impact on job satisfaction of employees in the Bank PT. BNI Tbk. Main Branch Tangerang.

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Yousuf, Muhammad, and Muhammad Saqib. "Impact of Job Satisfaction on Employee Turnover Intention at Bank Al-Habib." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (January 15, 2021): 1–26. http://dx.doi.org/10.52633/jemi.v3i1.49.

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This study aims to examine the impact of job satisfaction on employee turnover intention in Bank Al Habib in Pakistan. This research is quantitative in nature and has utilized the double linear regression analysis and the data was collected through self-administrated structured questionnaire. A sample of 375 employees in the Bank Al Habib was selected randomly. The collected data was analyzed through partial least square technique using the Smart PLS software. The findings and results demonstrated that job satisfaction has a significant relationship with turnover intention. Five job-satisfaction dimensions as prescribed by the job descriptive index were employed to measure the job satisfaction variable, which include salary satisfaction, promotion satisfaction, work environment satisfaction, task satisfaction, and supervision satisfaction. The first-dimension salary satisfaction was found to have a significant relationship with turnover intention, which validates that if more salaries are offered to the employees, the job satisfaction level increases and turnover intention decreases. Similarly, the second dimension, promotion satisfaction was to also be found to have a significantly relationship with turnover intention which asserts that higher promotion and career development opportunities reduce the employee turnover intention. Correspondingly, the third variable, work environment satisfaction has a significant relationship with turnover intention which demonstrates that the better co-worker relationships and better physical work environment characteristics reduces employees’ turnover intention. Likewise, the fourth and fifth variables task satisfaction and supervision satisfaction, respectively, also validate a significant relationship with job satisfaction and a significant relationship with turnover intention. The purpose of this study was to provide a valid framework to the managers and decision makers at bank Al-Habib which would help them devise appropriate job motivational strategies to increase job satisfaction, reduce turnover intention and overall promote organizational productivity and efficiency.

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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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Hutami Pramesti, Ida Ayu Agung, and Putu Saroyeni Piartrini. "PERAN MEDIASI STRES KERJA PADA HUBUNGAN BEBAN KERJA DENGAN KEPUASAN KERJA." E-Jurnal Manajemen Universitas Udayana 9, no. 7 (July 3, 2020): 2663. http://dx.doi.org/10.24843/ejmunud.2020.v09.i07.p10.

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This study aims to determine the relationship of work stress and workload with job satisfactionand also know the role of work stress in mediating the relationship of workload with job satisfaction. The population in this study were all employees of the paramedics BRI branch of Gajah Mada Denpasar, amounting to 90 employees. The analys technique uses multiple linear regression analysis. The result of the analysis show that workload has a negative and significant effect on job satisfaction. Jobstress has a negative and significant effect on job satisfaction. Workload has a positive and significan effect on work stress. The results of this study also indicate that work stres is not considered to mediate the relationship between workload and employee job satisfaction. The bank should pay attention again to the communication that is established within the company, the time given to carry out additional tasks every day more attention so that employees do not feel drained at the time of doing work given, the bank should continue to maintain the health standards that have been enforced in the bank. Keywords: work load, job stress, job satisfaction

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Widianto, Tri, and Supriyono Supriyono. "PENGARUH KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN BANK SYARIAH DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING." ProBank 3, no. 2 (November 18, 2018): 52–59. http://dx.doi.org/10.36587/probank.v3i2.379.

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This research aims to know: 1) the influence of a leadership toward the employees performance, 2) the influence of an organization culture toward the employees performance, 3) the influence of a leadership toward the job satisfaction of the employee, 4) the influence of an organization culture toward the job satisfaction of the employee, 5) the influence of a job satisfaction toward the employees performance. The data are collected from 90 respondents by using a census method. They are analyzed through the research instruments such as a validity test by using a product moment test and the reliability test by using a cronbach alpha technique; path analysis; a determination coefficient (R2); t test; F test and direct and indirect effect. The research result shows that 1) the influence is positive significant of a leadership toward the employees performance, 2) the influence is positive significant of an organization culture toward the employees performance, 3) the influence is positive significant of a leadership toward the employees job satisfaction, 4) the influence is positive but not significant of an organization culture toward the employee job satisfaction, 5) the influence is positive significant of a job satisfaction toward the employee performance, 6) the influence is positive not significant of an organization culture toward the employee performance via employee job satisfaction, but the leadership influences positive significant toward the employee performance via the employee job satisfaction as intervening variable, 7) the coefficient determination the first similarity shows that R Square is 0,093 or 9.3%, means job satisfaction variable explains leadership and organization culture is 9.3% and while its remain 90.7% is explained by other variables which are not involved in the regression model such as a job environment and discipline, so that coefficient determination of the second similarity shows that R Square is 0.652 or 65.2%, means the performance explains a leadership, organization culture and job satisfaction is 65.2% and while its remain 34.8% is explained by other variable which is not involved in the regression model such as a job environment and discipline. Key word: leadership, organization culture, job satisfaction, performance

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Widianto, Tri, and Supriyono Supriyono. "PENGARUH KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN BANK SYARIAH DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING." ProBank 3, no. 2 (November 18, 2018): 52–59. http://dx.doi.org/10.36587/probank.v3i2.379.

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This research aims to know: 1) the influence of a leadership toward the employees performance, 2) the influence of an organization culture toward the employees performance, 3) the influence of a leadership toward the job satisfaction of the employee, 4) the influence of an organization culture toward the job satisfaction of the employee, 5) the influence of a job satisfaction toward the employees performance. The data are collected from 90 respondents by using a census method. They are analyzed through the research instruments such as a validity test by using a product moment test and the reliability test by using a cronbach alpha technique; path analysis; a determination coefficient (R2); t test; F test and direct and indirect effect. The research result shows that 1) the influence is positive significant of a leadership toward the employees performance, 2) the influence is positive significant of an organization culture toward the employees performance, 3) the influence is positive significant of a leadership toward the employees job satisfaction, 4) the influence is positive but not significant of an organization culture toward the employee job satisfaction, 5) the influence is positive significant of a job satisfaction toward the employee performance, 6) the influence is positive not significant of an organization culture toward the employee performance via employee job satisfaction, but the leadership influences positive significant toward the employee performance via the employee job satisfaction as intervening variable, 7) the coefficient determination the first similarity shows that R Square is 0,093 or 9.3%, means job satisfaction variable explains leadership and organization culture is 9.3% and while its remain 90.7% is explained by other variables which are not involved in the regression model such as a job environment and discipline, so that coefficient determination of the second similarity shows that R Square is 0.652 or 65.2%, means the performance explains a leadership, organization culture and job satisfaction is 65.2% and while its remain 34.8% is explained by other variable which is not involved in the regression model such as a job environment and discipline. Key word: leadership, organization culture, job satisfaction, performance

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Islam, Md Zahidul, Ikramul Hasan, Md Munir Hossain, and Kim Cheng Patrick Low. "Total quality management and job satisfaction among the bank employees." International Journal of Learning and Intellectual Capital 14, no. 4 (2017): 347. http://dx.doi.org/10.1504/ijlic.2017.087373.

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Hasan, Ikramul, Kim Cheng Patrick Low, Ikramul Hasan, and Md Munir Hossain. "Total Quality Management and Job Satisfaction among the Bank Employees." International Journal of Learning and Intellectual Capital 1, no. 1 (2017): 1. http://dx.doi.org/10.1504/ijlic.2017.10006900.

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Wu, Xiaoyu. "Influence of job stress on job satisfaction among younger bank employees in China." Chinese Management Studies 14, no. 1 (November 23, 2019): 257–73. http://dx.doi.org/10.1108/cms-07-2017-0182.

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Purpose This study aims to examine distinct influences of two dimension job stress on job satisfaction and the moderating effects of guanxi-oriented attitude on the relationship between job stress and job satisfaction under cognitive appraisal theory and transactional theory. Design/methodology/approach In this study, surveys are conducted among state-owned younger bank employees. The author uses the scale of job challenge stress and hindrance stress developed among Chinese younger bank employees to measure the two dimension job stress. After demonstrating guanxi-relative concepts, the moderating effects of guanxi-oriented attitude are examined in this study. Findings The results demonstrate that guanxi-oriented attitude does not significantly moderate the influence of challenge stress on job satisfaction, while it significantly moderates the noxious influence of hindrance stress on job satisfaction. Theoretical contributions are also discussed. Originality/value First, this study suggests specific procedures to conduct hierarchical regression analysis and confirms the effects by parameters. It also proposes and summarizes specific procedures on how to calculate regression equations and draw regression lines to check the interaction received from the hierarchical regression analysis visually. Second, based on cognitive appraisal theory, guanxi-oriented attitude, a Chinese indigenous cognitive concept, was verified in this study. According to the importance of guanxi in Chinese society, the paper shows that employees who value guanxi more will buffer the noxious effects of job stress. Trainings and counseling should be designed to regulate the normal guanxi-oriented-related cognition.

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Winarsih, Sri, Ahmad Alim Bachri, and Akhid Yulianto. "PENGARUH MOTIVASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN (Studi Pada Bank Kalsel Syariah Kandangan)." JWM (Jurnal Wawasan Manajemen) 6, no. 2 (February 26, 2019): 197. http://dx.doi.org/10.20527/jwm.v6i2.153.

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Results of multiple linear regression analysis in this study produces constant of 0354 stating that if there is no work Morivasi ( x1 ) and job satisfaction ( x2 ) then job satisfaction is equal to 0.354 . Regression coefficient of work motivation ( x1 ) of 0.396 states that any additions ( as a positive sign ) 1 point will increase the job satisfaction of job satisfaction on job satisfaction assuming 0.396 ( x2 ) fixed . Job satisfaction regression coefficient ( x2 ) of 0.688 states that any additions ( as a positive sign ) 1 point of work motivation will increase employee job satisfaction in 0688 with the notion of work motivation ( x1 ) remains.Significant test simultaneously / together ( test statistic F ) result in calculated F value of 78 145. At Kalsel Bank Syariah Kandangan or it can be said that the work motivation ( x1 ) and job satisfaction ( x2 ) jointly affect the performance of employees at Bank Syariah Kandangan South Kalimantan. Calculations using the t -test, concluded that motivation is a significant effect on the performance of employees at Bank Syariah Kandangan Kalsel zero hypothesis ( Ho ) is rejected and Ha accepted, so this hypothesis has been tested empirically.

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Wibowo, Joko, and Taofik Hidajat. "PENGARUH EFIKASI DIRI, MOTIVASI KERJA DENGAN DIMEDIASI KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. BANK BNI SYARIAH KANTOR CABANG PEKALONGAN." Magisma: Jurnal Ilmiah Ekonomi dan Bisnis 8, no. 2 (August 7, 2020): 1–16. http://dx.doi.org/10.35829/magisma.v8i2.95.

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The purpose of this study is to determine and analyze the Effect of Self-Efficacy, Work Motivation, and Mediated by Job Satisfaction on Employee Performance at PT. Bank BNI Syariah Pekalongan Branch Office. The method of this research uses quantitative research with SMART PLS analysis tools. In this study the entire population is also sample because the population are 57 employees, consisting of 34 male and 23 female employees. The results of this study indicate that:There is a positive and significant direct effect of self-efficacy on employee job satisfaction at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee Job Satisfaction at PT Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee performance at PT. Bank BNI Syariah Bank Pekalongan Branch Office.There is a positive and significant direct effect of employee job satisfaction on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate work motivation on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office

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Hakim, Md Abdul. "Organizational Culture and Job Satisfaction in Bank: Perceptions and Reactions of Employees." Global Disclosure of Economics and Business 4, no. 2 (December 31, 2015): 167–80. http://dx.doi.org/10.18034/gdeb.v4i2.145.

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This study examines employees’ perceptions and reactions regarding the organizational culture for their job satisfaction where the five variables or organizational culture are selected as working conditions, compensations, respect from co-workers, relationships with supervisors and opportunity for advancement. The key purpose of this study effort was to investigate how organizational culture can affect job satisfaction of the employees in response their perceptions and reactions towards the organizational culture factors. This study operationally defined culture in terms of working conditions, compensations and benefits, respect from co-workers, relationships with supervisors and opportunity for advancement. To this research, both primary and secondary data are used where the statistical population included the employees of bank organizations in Bangladesh. Almost primary based, the data were collected through the distribution of a standardized questionnaire among 500 employees through convenience sampling. This study revealed that Respects from the co-workers as the components of organizational variable has the most domination in framing Job Satisfaction in respect of the employees perceptions of the bankers where working conditions has the least among five explanatory variables. The statistical result of this paper also found that the selected organizational culture related variables have the direct effect over the level of job satisfaction to either increase or decrease. The results of this study supported the reliability measures of the organizational culture questionnaire over the populations, regardless of the reality that the sample size for this study was inadequate. A further suggestion for future research would be to establish whether improving measurement and response mechanisms in the jobs of social workers would positively influence job satisfaction and perception of organizational culture by employees in this job category.

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Heidary, Akbar, Hashem Kozechian, and Siavash Rashidi. "The study and prioritization of job satisfaction dimensions in Zanjan-based Refah Bank employees." International Journal of Finance & Banking Studies (2147-4486) 1, no. 1 (January 21, 2012): 35–38. http://dx.doi.org/10.20525/ijfbs.v1i1.135.

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Theories associated with job satisfaction are based on the principle that all environmental elements could shape entire career satisfaction. In literature, major studies illustrate that positive and negative emotions are largely associated with job satisfaction. Job satisfaction source is not only job position but also other factors such as the physical and social work environment, relationships with supervisors and colleagues, group culture and management style of the managers. In this study, it is aimed to evaluate and prioritize the five dimensions of job satisfaction in Zanjan Refah Bank employees: (i) the nature of the job (ii) supervisor, (iii) peer, (iv) promotion and (v) payment. In this study a field research was applied with a survey study. To testify the hypothesis, the Pearson parametric and Friedman test was conducted. The major findings of this study are (i) there is a negative correlation exists between level of education and nature of the job (ii) job promotion and payment, (iii) there is not any significant differences in job satisfaction between men and women.

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Heryenzus, Heryenzus, and Restui Laia. "PENGARUH KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KARYAWAN SEBAGAI VARIABEL INTERVENING PADA PT BANK NEGARA INDONESIA CABANG BATAM." JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) 6, no. 2 (September 4, 2018): 12. http://dx.doi.org/10.33884/jimupb.v6i2.674.

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This study aims to determine the effect of compensation, motivation, compensation on employee performance, employee performance motivation and to determine the effect of job satisfaction on employee performance at PT. Bank Negara Indonesi Batam Branch. This study uses saturated samples for all employees at PT. Bank Negara Indonesi Batam Branch. Analysis method of this research using path analysis. Based on the results of the analysis found that compensation has a positive effect on job satisfaction, motivation has a positive and significant effect on job satisfaction, compensation has a positive and significant impact on employee performance, motivation has a positive and significant impact on employee performance, job satisfaction has a positive and significant influence on performance and employee satisfaction. Working mediates the effect of compensation and motivation on employee performance. Based on research results, PT. Bank Negara Indonesi Batam Branch. Should be fair compensation, motivate employees with promotion.

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Larasati, Ghanita, and Ika Susilowati. "Pengaruh Transformational Leadership, Job Satisfaction, dan Organizational Commitment Terhadap Organizational Citizenship Behavior." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 3, no. 1 (April 5, 2021): 1–12. http://dx.doi.org/10.32639/jimmba.v3i1.772.

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The purpose of this study was to investigate the effect of Transformational Leadership, Job Satisfaction and Organizational Commitment on Organizational Citizenship Bahavior (OCB) employees of Bank CIMB Niaga, Kebumen Branch, either partially or simultaneously. This research is a survey research with 33 respondents. The data collection uses a questionnaire that has been tested for validity and reliability, while the data analysis uses multiple linear regression analysis (t test and F test), which previously tested prerequisite analysis including normality, multicollinearity, and heteroscedasticity tests. After analyzing the data, the results were obtained. and the following words: (1) Transformational leadership has a positive and significant effect on the Organizational Citizenship Behavior (OCB) of Bank CIMB Niaga's employees at the Kebumen Branch. (2) Job Satisfaction has a positive and significant influence on the Organizational Citizenship Behavior (OCB) of Bank CIMB Niaga's employees at the Kebumen Branch Office. (3) Organizational Commitment has a positive and significant influence on the Organizational Citizenship Behavior (OCB) of Bank CIMB Niaga Branch Offices in Kebumen. (4) Transformational Leadership, Job Satisfaction and Organizational Commitment have a significant effect simultaneously (simultaneously) on Organizational Citizenship Bahavior employees of Bank CIMB Niaga, Kebumen Branch.

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Maulidyansah, Fahmi Abdillah. "Pengaruh Komitmen Organisasi terhadap Kepuasan Kerja yang dimoderasi Keterlibatan Kerja pada BRI Kantor Cabang Kusuma Bangsa." BISMA (Bisnis dan Manajemen) 8, no. 1 (May 22, 2018): 64. http://dx.doi.org/10.26740/bisma.v8n1.p64-71.

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This study aimed to analyze the influence of organizational commitment on job satisfaction with job involvement as a moderator variable. The sample used in this study around 35 employees, that is all employees of the Bank Rakyat Indonesia Surabaya Kusuma Bangsa Branch Office. However, from 35 sample of employees, only 31 returned. The data analyze technique used in the study is Structural Equation Model Partial Least Square with the help of SmartPLS 2.0 software. The results shows that there is a positive effect between organizational commitment on job satisfaction and job involvement weakens the positive influence of organizational commitment on job satisfaction.

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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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Yasyifa, Afina Azka, and Sri Raharso. "Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)." Jurnal Riset Bisnis dan Investasi 4, no. 3 (February 6, 2019): 34. http://dx.doi.org/10.35697/jrbi.v4i3.1255.

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The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

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Al Saed, Rashad, and Sahar Moh’d Abu Bakir. "The Impact of Retail Setting Antecedents on Organizational Citizenship Behavior through Job Satisfaction." International Business Research 12, no. 7 (June 18, 2019): 34. http://dx.doi.org/10.5539/ibr.v12n7p34.

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This study aims to investigate the impact of retailing antecedents on Organizational Citizenship Behavior through job satisfaction of front line employees in Arabic Bank branches at Amman Capital. The study’s population included all front line employees in these branches at Amman Capital totaling (52) branches. The study sampling unit consists of individuals working at front line servicing clients in these branches totaling (235) individuals, where 235 questionnaires distributed at the surveyed employees, retrieved (232) and excluded (5) which comes to a total (227). To achieve the study objectives, the study used quantitative (descriptive analytical approach) through different statistical tools, most notably multiple regression analysis. The study showed number of results namely: The retail system antecedents (Leadership support, Empowerment and Professional Development) impacted the organizational citizenship behavior of frontline employees of Arabic Bank. The study is proposed a few recommendations for Arabic Bank branches; The managerial practices of Arabic bank management are better to link OCBs and job satisfaction, view it as a base to their strategies to manage the frontline employees.

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Chandra, Andoko, Andreas Saputra, Anto Broto, Dorotea Pamungkas, and Khomensyah Nasution. "Factors in Building Employee Commitment: Mediating Role of Job Satisfaction at Bank Central Asia." IJHCM (International Journal of Human Capital Management) 5, no. 1 (May 31, 2021): 42–58. http://dx.doi.org/10.21009/ijhcm.05.01.4.

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This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.

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Rudaleva, Irina A., and Askar N. Mustafin. "The Impact of Stress Stability on Job Satisfaction and the Quality of Human Capital." Journal of History Culture and Art Research 6, no. 5 (November 28, 2017): 333. http://dx.doi.org/10.7596/taksad.v6i5.1252.

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Long professional stress has a significant impact on the psychological state of employees that inevitably affects the activities of any organization. Therefore, at present, more and more attention is being paid to minimize the negative consequences of stressful staff conditions, with the help of specific procedures of stress management. In this paper, we investigated the impact of stress, the types of stress-resistance of staff individual, and the influence of stress on the degree of job satisfaction of bank employees. The study concludes that the following factors affect the level of job satisfaction of bank employees: wage satisfaction, the level of stress at the workplace, and the relationships in the team. The main factor of the bank employees stress is a large amount of work and a short time period for doing the work.

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Yati, Nurul Hida, Ruslan Abdul Ghofur, and Erike Anggraeni. "STRATEGIES TO IMPROVE THE EMPLOYEE SATISFACTION AT ISLAMIC RURAL BANK IN LAMPUNG, INDONESIA." JURNAL PERSPEKTIF EKONOMI DARUSSALAM 6, no. 1 (March 25, 2020): 82–99. http://dx.doi.org/10.24815/jped.v6i1.14283.

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This study aims to describe the strategy of increasing job satisfaction employees of the Islamic Rural Bank in Lampung, Indonesia through Islamic leadership and work ethics. The approach used in this study is descriptive verification research using survey methods. The population of this study was Islamic Rural's Bank, which amounted to 11 Islamic Rural's Financing Bank. Data were obtained by using questionnaires given to employees of two banks which were the samples of the study, namely Islamic Rural Bank Kotabumi and Islamic Rural Mitra Agro Usaha with a total sample of 43 employees. Data were analyzed using linear regression analysis. Based on the results of the study successfully proved that, "The leadership style and Islamic work ethics have a significant influence partially (t test) and simultan (f test) on employee job satisfaction." Keywords: Islamic banks, leadership, ethics, satisfaction

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Marwah Aya Shofia. "THE INFLUENCE OF COMPETENCE AND COMMUNICATION ON EMPLOYEE PERFORMANCE OF INTERNAL AUDIT WORK UNIT AT PT BANK MANDIRI (PERSERO), TBK WITH MEDIATION VARIABLE JOB SATISFACTION." JURNAL DINAMIKA MANAJEMEN DAN BISNIS 3, no. 1 (May 20, 2021): 54–77. http://dx.doi.org/10.21009/jdmb.03.1.4.

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This study aims to analyze the influence of competence and communication on internal audit employees' performance at PT Bank Mandiri (Persero) Tbk with the mediating variable of Job Satisfaction. The population in this study were 284 employees of the internal audit of PT Bank Mandiri Tbk. Whereas in this study using saturated samples, the entire population of this study became research respondents. The data collection method is by distributing questionnaires as a primary data collection tool. Furthermore, the data is processed and analyzed using the Amoss 26 Structural Equation Models method. This study uses competency and communication independent variables as well as employee performance-dependent variables and job satisfaction mediation variables. The results of the study prove that there is an effect of competence on job satisfaction; there is an effect of communication on job satisfaction; there is an influence of competence on performance; there is an effect of communication on performance; there is an effect of job satisfaction on performance; there is an influence of competence on performance through job satisfaction; there is an effect of communication on performance through job satisfaction.

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Rahayu, Dwi Lestari, and Mawarta Onida. "Kompensasi Dan Sistem Kepemimpinan Terhadap Kepuasan Kerja Karyawan Outsourcing." Epigram 17, no. 1 (October 25, 2020): 51–58. http://dx.doi.org/10.32722/epi.v17i1.3364.

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Job satisfaction is important because it has proven to be of many benefits to the interests of the public, industry and society, namely in efforts to increase production and reduce costs through improving employee attitudes and behavior. Viewed from the organization, employee job satisfaction is related to productivity, positive work behavior, controlling turnover and performance. This research was conducted by taking existing cases at PT. Bank BNI (Persero). PT. Bank BNI is a company that uses an outsourced labor system as a process of transferring business activities to third parties. The purpose of this study was to determine whether compensation and leadership systems can affect job satisfaction for outsourcing employees. The results showed that there was a strong positive correlation between compensation and leadership systems on the job satisfaction of outsourcing employees by 64% with the contribution of the independent variables of 41%. The analysis of variance produces an F value of 20.463> F table 3.15, which states that compensation and the leadership system together have an effect on job satisfaction of outsourcing employees. The results of the partial significance of each variable also show a significant value smaller than 0.05 and the t test for each variable also produces a calculated t value that is greater than the t table. So it can be concluded that compensation and leadership systems have a significant effect on the satisfaction of outsourcing employees at PT. Bank BNI (Persero).

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Zahara, Rizki Novriyanti, and Hajan Hidayat. "PENGARUH KEPUASAN DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BANK DI KOTA BATAM." JOURNAL OF APPLIED MANAGERIAL ACCOUNTING 1, no. 2 (September 28, 2017): 150–56. http://dx.doi.org/10.30871/jama.v1i2.500.

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This study aims to identify and analyze the influence of job satisfaction and work discipline on employee performance. Approach method used for sampling is purposive sampling technique. Respondents were used in this study were 173 employees working in state-owned banks in Batam. This study uses regression analysis to examine how the influence of these two variables on the performance of employees with SPSS 22.0 application. Results of the t test obtained by value t count 3,979> t table 1,973, which means that H1 is accepted and t value 4,623> t table 1973, which means H2 is accepted. The higher the satisfaction is fulfilled and the higher discipline of work that employees have the higher the employee's performance. Based on the results of research conducted, it can be concluded that there is influence between the variables of job satisfaction and work discipline on employee performance state-owned banks in Batam. Keywords: Job satisfaction, Discipline, Employee Performance

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Fahruna, Yulyanti. "Servant Leadership dan Kepuasan Kerja terhadap Kinerja Karyawan di Lembaga Keuangan Non Bank Pontianak." Jurnal Ekonomi Bisnis dan Kewirausahaan 5, no. 3 (December 24, 2016): 179. http://dx.doi.org/10.26418/jebik.v5i3.19080.

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This research aims to assess and obtain empirical evidence by testing different response toward servant leadership, job satisfaction on the performance of employees in non bank financial institutions of Pontianak. Non probability sampling technique in the form of purposive sampling is applied. The study was conduct 100 respondents, consist of 50 employees of PT. Pegadaian (Persero) Area Pontianak and 50 employees of PT. Finansia Multi Finance Pontianak. The result shows that among PT. Pegadaian (Persero) Area Pontianak and PT. Finansia Multi Finance Pontianak there is a difference in case of servant leadership, job satisfaction and performance of employees where as the similarity between both non bank financial institutions on Pontianak.

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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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Madhavan, N. "Job Satisfaction and Mental Health among Bank Employees of Chidambaram Town." Indian Journal of Public Health Research & Development 10, no. 7 (2019): 1184. http://dx.doi.org/10.5958/0976-5506.2019.01745.5.

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Kumar, Dhanonjoy. "Job Satisfaction of Commercial Bank Employees in Bangladesh: An Empirical Study." ABC Journal of Advanced Research 5, no. 2 (2016): 61–70. http://dx.doi.org/10.18034/abcjar.v5i2.59.

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Neela, M., and V. Gomathi. "The Impact of Administrative Practices on Job Satisfaction of Bank Employees." International Journal of Management Studies V, no. 3(8) (July 1, 2018): 63. http://dx.doi.org/10.18843/ijms/v5i3(8)/08.

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Ahmed, Riaz Uddin. "A comparative research on job satisfaction and HRM practices: Empirical investigation of few commercial bank employees in Bangladesh." International Journal of Human Resource Studies 5, no. 2 (July 5, 2015): 290. http://dx.doi.org/10.5296/ijhrs.v5i2.7765.

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This research study was focused on the effect of HRM practices namely recruitment & selection, training & development, salary & benefits, job security, reward and supervisory role on job satisfaction of few commercial bank employees of Bangladesh. A sample of 50 respondents were selected randomly from ONE Bank Ltd, The City Bank Ltd, ICB Islamic bank Ltd, Prime Bank Ltd and Eastern Bank Ltd using purposive sampling method. A survey was carried out with a self-designed structured closed ended questionnaire with five point Likert scale and the data were analyzed with descriptive statistics, Pearson correlation and multiple linear regression. The findings revealed that recruitment & selection, training & development, salary & benefits and reward have positive effect on employees’ job satisfaction whereas supervisory role and job security have adverse effect. It was recommended to the authorities of said banks that they should emphasize more on these two HRM practices to ensure sustainable growth and development of their organization.

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Maulidiyah, Nailin Nikmatul. "Peran Budaya Organisasi Dalam Meningkatkan Kepuasan Kerja Serta Dampaknya Terhadap Kinerja Karyawan Bank Indonesia." Jurnal Manajemen Bisnis 17, no. 2 (April 30, 2020): 273. http://dx.doi.org/10.38043/jmb.v17i2.2383.

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ABSTRACTThe purpose of this research was to determine the effect of organizational culture on employee performance and the role of job satisfaction as an intervening variable. This research used an explanatory research design. The population of this research were all employees of Bank Indonesia Jember Representative Office consisting of 69 organic and non organic employees. The type of data analysis of this research was path analysis. The result of this research showed that organizational culture (X) having a positive and significant effect on job satisfaction (Z) of 50,2%, organizational culture (X) having a positive and significant effect on performance (Y) of 29,2%, job satisfaction (Z) has a positive and significant effect on performance (Y) by 34,4%, organizational culture (X) has a positive and significant effect on performance (Y) through job satisfaction (Z) of 46,4%.

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Journal articles on the topic 'Bank employees – Job satisfaction – Brazil'

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