Relevant bibliographies by topics / Bank employees

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Bank employees'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Bank employees"

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Tahir, Khizar Hayat khan, Athar Iqbal, and Muhammad Bilal. "EMPLOYEE’S JOB TURNOVER IN BANKING SECTOR AND ITS IMPACT ON SOCIETY AND POLICY FORMULATION." Global Journal for Management and Administrative Sciences 2, no. 2 (December 31, 2021): 45–61. http://dx.doi.org/10.46568/gjmas.v2i2.31.

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The aim of study is to carry out an analysis of determinants of employee’s job turnover in banking sector. Further possible impacts on society and policy formulation are discussed at the end. Empiric witness has been evaluated across three major determinants i.e., job involvement, organizational culture and compensation with employee’s job turnover. For analysis, the data was collected through a questionnaire from a sample of 200 bank employees (male n = 119 and female n = 81) out of the population of 2600 employees of three most of the banks of Pakistan as Habib Bank Limited, Allied Bank Limited and Askari Bank Limited. The classification has been done on the basis of the financial worth of the banks and the number of employees. The results confirm that the selected factors do have an impact on employee job turnover but other factors do matter. Out of these three factors job involvement had a negative impact on employee retention whereas the organizational culture and compensation had positive impacts on the turnover of employees. The study is beneficial for employees and banks simultaneously. Policy implications are discussed in this paper.
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Kamunya, Magdalene, and Dr Joyce Nzulwa. "Influence of Coaching on Employee Retention in Commercial Banks in Kenya." Human Resource and Leadership Journal 5, no. 1 (October 14, 2020): 29. http://dx.doi.org/10.47941/hrlj.455.

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Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals. The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention
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Abedini Koshksaray, Amir, Allahyar (Arsalan) Ardakani, Naeimeh Ghasemnejad, and Ateneh Qhodsikhah Azbari. "The effect of customer orientation coaching on employee’s individual performance and financial and non-financial performance." International Journal of Islamic and Middle Eastern Finance and Management 13, no. 3 (May 4, 2020): 437–69. http://dx.doi.org/10.1108/imefm-04-2019-0169.

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Purpose Recently, banks have focussed on teaching marketing skills, especially customer orientation. This issue, according to previous studies, has led to improved employee and bank performance. In this regard, Tejarat bank (an Iranian Bank) also organised specialised customer orientation courses for its employees with the help of the Iranian Scientific Marketing Association. Consequently, the purpose of this study is to examine the effect of customer orientation coaching on employee’s individual performance and financial and non-financial performance of the bank. Design/methodology/approach Accordingly, by using theoretical foundations, this study attempted to present a comprehensive conceptual and theoretical model on the effect of customer orientation coaching on employee and bank performance. The structural equation modelling was run to test the relevant hypotheses. Findings The results showed the significant effect of customer orientation coaching on employee performance either directly or indirectly. Customer orientation, competitor orientation, sales orientation and the long-term orientation of the employees were mediating factors between customer orientation coaching and employee performance. The effect of employee’s performance on the financial and non-financial performance of the bank was also significant. Originality/value These results help to understand the importance of coaching for developing customer orientation and perception about competitor orientation, sales orientation and long-term orientation of employees and their effect on individual and organisational performance.
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Pariyanti, Eka, and Najmidun Najmidun. "MENGURANGI KONFLIK KARYAWAN MELALUI SPIRITUALITAS ISLAM DI TEMPAT KERJA "MENGANALISIS KINERJA KARYAWAN DI BANK SYARIAH”." Ekombis Sains: Jurnal Ekonomi, Keuangan dan Bisnis 6, no. 1 (April 19, 2021): 55–62. http://dx.doi.org/10.24967/ekombis.v6i1.1112.

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The research aims to empirically examine the effect of Employee Conflict through the workplace of Islamic spirituality and Analyze Employee performance at Islamic Banks. The data collection method uses a questionnaire. The total sample of 36 employees at the Islamic Bank in Indonesia. Data analysis techniques using linear regression and path path. The results showed that the Spiritual Workplace influenced the conflict of Islamic Bank employees. Conflict affects the performance of Islamic Bank employees. Spiritual Islamic Workplace affects the performance of Islamic Bank employees. Indirectly employee conflict through Islamic Workplace employees has a significant effect on the performance of Islamic Bank employees. The results of the study are expected to be an input for managers to reduce conflicts in the company with Islamic spirituality workplaces
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Pariyanti, Eka, and Najmudin Najmudin. "Reducing Employee Conflict through Islam Spirituality in Workplace "Analyzing Employee Performance In Islamic Banks"." IJEBD (International Journal of Entrepreneurship and Business Development) 4, no. 2 (March 29, 2021): 140–44. http://dx.doi.org/10.29138/ijebd.v4i2.1135.

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The research aims to empirically examine the effect of Employee Conflict through the workplace of Islamic spirituality and Analyze Employee performance at Islamic Banks. The data collection method uses a questionnaire. The total sample of 36 employees at the Islamic Bank in Indonesia. Data analysis techniques using linear regression and path path. The results showed that the Spiritual Workplace influenced the conflict of Islamic Bank employees. Conflict affects the performance of Islamic Bank employees. Spiritual Islamic Workplace affects the performance of Islamic Bank employees. Indirectly employee conflict through Islamic Workplace employees has a significant effect on the performance of Islamic Bank employees. The results of the study are expected to be an input for managers to reduce conflicts in the company with Islamic spirituality workplaces.
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M. Anwarul Islam, K., Md Mobarak Karim, Serajul Islam, Md Shariful Haque, and Tania Sultana. "Exploring the effect of job satisfaction, employee empowerment, and emotional intelligence on bank employee performance: A study on commercial banks in Bangladesh." Banks and Bank Systems 17, no. 3 (September 21, 2022): 158–66. http://dx.doi.org/10.21511/bbs.17(3).2022.13.

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Business organizations are facing ever-growing challenges in the competitive market regarding commitment, retention, engagement, and the belief of their employees. Employees are regarded as the lifeblood of every organization where the companies could not run their activities without skillful employees. The objective of this study is to explore the effect of job satisfaction, employee empowerment, and emotional intelligence on bank employees’ performance in the context of Bangladesh. In terms of the research purpose, non-probability convenience sampling has been used in this study. The targeted population was the commercial bank employees in Bangladesh. Regarding this study, total of 200 employees were asked to participate in this research. Among 200 employees, finally, 160 responses were received as complete with an 80% response rate. For analysis purposes, SPSS version 26.0 was used in this study. The study discovered that job satisfaction, employee empowerment, and emotional intelligence positively and significantly affect employee performance. The model explains 60 percent variance, and employee empowerment is found to have a higher impact on employee performance. Finally, this study will offer some extraordinary directions and implications for future research on commercial bank managers.
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Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (April 26, 2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.

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Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression analysis. The study results show that workplace environment, career growth & development opportunity, compensation management and job security have significant impact and association with the employee’s retention in Civil Bank and Mega Bank located in Kathmandu. It is recommended that plan for work life balance and better career planning for the employees could increase to establishing the stability of employees working in banking sectors.
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Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (April 26, 2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.

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Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression analysis. The study results show that workplace environment, career growth & development opportunity, compensation management and job security have significant impact and association with the employee’s retention in Civil Bank and Mega Bank located in Kathmandu. It is recommended that plan for work life balance and better career planning for the employees could increase to establishing the stability of employees working in banking sectors.
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Mirda, Rizyana, and Prasetyo Prasetyo. "Job Characteristics, Job Involvement, and Transformational Leadership’s Effects on Employee Performance through Work Engagement." Indonesian Journal of Multidisciplinary Science 2, no. 3 (December 25, 2022): 2129–40. http://dx.doi.org/10.55324/ijoms.v2i3.341.

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The conditions of employee performance in a company is inseparable from several factors that can influence it. Job characteristic, job involvement, and leadership are things that can affect employee performance. But they do not necessarily directly affect an employee's performance, and there can be factors that bridge them so that employee performance gets better. This research is to prove and analyze the influence of Job Characteristics, Job Involvement, Transformational Leadership on Work Engagement and Performance on Bank Jatim employees, and to prove and analyze the influence of Work Engagement on Performance on Bank Jatim employees. The sample population is 365 employees of Bank Jatim. The source of data in this study collected by survey method. Data analysis techniques used in research using SEM with Smart PLS software.The results of the analysis can be concluded that Job Characteristic, Job Involvement, Transformational Leadership has a significant and positive influence on Work Engagement and Job Involvement has a significant and positive influence on employee performance of Bank Jatim employees, but Job Characteristic and Transformational Leadership has no significant and positive influence on Employee Performance Bank Jatim employees, while Work Engagement has a significant and positive influence on employee performance of Bank Jatim employees.
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Kandel, Laxman Raj. "Effects of Performance Appraisal System on Employees’ Performance in the Joint Venture Banks of Nepal." Management Dynamics 24, no. 1 (July 4, 2021): 83–94. http://dx.doi.org/10.3126/md.v24i1.47547.

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This study examines the effects of performance appraisal systems on employees’ performance in joint venture banks. It focuses on the employees’ awareness of the appraisal system and their knowledge of the appraisal system and performance appraisal management, leading to effective employee performance in joint venture banks. This was a research project that was meant to be descriptive. Questionnaires were the methods of data collection and 100 respondents from Everest bank, Himalayan bank and NABIL bank were studied. Moreover, the collected data were analyzed and processed using a computer program (excel) and indicated clearly on tables. The study results exposed that employee performance appraisal at Everest bank, Himalayan bank and NABIL bank is not effective and not very well utilized. The mainstream employees were unaware and were absent knowledge of the performance appraisal practiced in their organizations. They were not involved in an argument with supervisors and were not given sufficient time to organize for the meeting as an outcome; there’s no feedback delivered to employees afterwards appraisal. These banks do not use the available appraisal system for making important employee decisions. Employee performance appraisal should be implemented properly to meet a certain organization’s context, according to the recommendations, communication between employees and management decisions like disciplinary actions, promotion and training.
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Dissertations / Theses on the topic "Bank 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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Lam, Kar-shin Cindy. "What is competence? : a case study on the effect of competence on the performance of the banking industry /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19908854.

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Ching'andu, Bruno Mubanga. "Client-centric strategy in South African banks: perceptions of bank employees as staff members and as bank customers." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59802.

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Client-centric strategy has been viewed by many authors as a winning strategy to gains and satisfy customers as products and services get more commoditised. Aside from commoditisation of services, the global banking sector has the additional problem of loss of trust and high dissatisfaction post the global financial crisis. Silo structures have also been found to hamper client-centricity in banks. In the South African banking sector, all banks have stated that client-centricity would form a key part of their strategies to win over and service customers. However, the prevalence of client-centricity in their strategies remains unexplored. This research set out to measure the extent of client-centric practices used in South African banks from and triangulate these with customer perceptions. The study looked at four pillars of client-centricity from the available literature. These pillars were targeting, value proposition development, metrics and collaboration. The research also investigated the presence of some benefits of client-centricity, namely, trust, customer satisfaction, positive word of mouth, cross selling and customer loyalty were investigated in this research. The study was conducted on one of the major South African banks. It was a mixed methods approach with a sample 57 senior bank officials to provide insights on the strategy and 394 other staff members who were surveyed as bank customers. The results show that while the bank states client-centricity as a key imperative, targeting and definition of their market is mostly segment driven and not client driven. As such, customers are not used in the product development process and metrics used in the bank are primarily product based with relationship and engagement metrics used to a lesser extent. Cross departmental collaboration is lacking despite a belief among senior bank staff that other departments are willing and able to improve value propositions to clients. While the client-centric practices were not used in the bank, customers in the survey indicated that they trust their bank, are satisfied, say positive things about their bank, are likely to use the bank for future needs and are loyal to their bank. The results did show that while the benefits were realised, over a third do not believe the bank they work for is not client-centric.
Mini Dissertation (MBA)--University of Pretoria, 2017.
ms2017
Gordon Institute of Business Science (GIBS)
MBA
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Mwanza, Besnat. "Retention strategies of key talent at the bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.

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Finding and developing key talent is one of the toughest business challenges that executives face. The main problem of this study was to identify strategies that could be implemented by the Bank of Zambia (BoZ) in order to retain key talent. To achieve this objective the following procedure was followed: - Talent management strategies that were used at that time to improve retention at the BoZ were presented and discussed. Four main strategies were identified; professional scales, promotions, cash awards and flexible working hours. - Data regarding the turnover of people with key talent at the BoZ was collected and analysed. Key talent was defined and key talent at the BoZ was identified. It emerged that a retention problem was experienced among employees with a first university degree or professional qualifications such as ACCA/CIMA. The employees were mainly employed at the middle management level. - A literature study was conducted to identify talent management strategies that organisations could use to manage key talent. The literature study focused on the talent management process as a whole. Attention was focused on who should take responsibility for talent management, the importance of talent management and talent management strategies related to motivation, leadership and human resource strategies were also highlighted. The three strategies were found to be inter-related. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which the strategies revealed in literature were utilised at the bank. The survey was administered to a randomly selected group of middle management employees at BoZ 5 and BoZ 6 levels. iv The empirical results revealed that all the strategies identified were used but that there was room for improvement in some areas. It was evident that many respondents felt that talent management was not a business priority at the bank. Many respondents felt that human resources played an adequate role in talent management but that their direct supervisors and senior management should play a bigger role than was currently the case. It was also evident from the results that most respondents felt that the leadership style of supervisors at the BoZ was effective and supportive. The extent to which some of the human resource strategies were used could lead to low morale and dissatisfaction among people with key talent. Specifically, the results revealed that most respondents felt that performance appraisals were not fairly and consistently applied or linked to incentives. On the basis of the literature study and the results of the empirical study, a talent management model was developed for the effective implementation of retention strategies. However, the effectiveness of these strategies would depend on the support of management. Managers, supervisors and employees themselves have to be involved in talent management.
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Chan, Chi-ping Eliza. "Hong Kong competitiveness : human resources in financial industry /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1883100X.

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Kojima, Koji. "Determinants of managers' choices in the Japanese banking industry /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/8799.

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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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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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Haggard, K. Stephen. "Three essays on banking agency, opacity, and fragility /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5887.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2006.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (March 2, 2007) Vita. Includes bibliographical references.
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Rossides, Yiannos. "Development and application of an analytical framework for the measurement of customer service quality in the banking industry of Cyprus." Thesis, University of Stirling, 2011. http://hdl.handle.net/1893/3455.

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The main objectives of this study are to demonstrate the significance of customer service quality in the banking sector of Cyprus in order to enable managers in banking organisations to identify the determinants of customer perceptions of service quality and ultimately to provide a method to measure the levels of service quality offered. Therefore, the objectives of this thesis are: • To evaluate the SERVQUAL model and assess whether it can be applied in the context of the Cypriot banking industry, and consequently establish a reliable and valid service quality measurement instrument for Cypriot banks, and • To identify the level of service from banks in Cyprus and detect ways to improve the service quality offered. This study evaluates SERVQUAL dimensions, and more specifically the perceptions side of the instrument, and modifies it through an extensive and in-depth analysis of the literature review published on the topic of service quality and through interviews with bank experts and quality specialists so as to assess its applicability to the banking industry in Cyprus. As a result of this analysis, a modified version of the perceptions’ side of SERVQUAL was constructed as a measurement scale of service quality in the banking sector of Cyprus. Data were collected through customer surveys conducted outside bank branches. Subsequently, the collected data were analysed through tools such as factor analysis, multiple regression analysis, and internal consistency measurement. This analysis helped to prove the validity and reliability of the modified instrument used to measure service quality and revealed the dimensional structure of the service quality construct in the Cypriot banking sector. The major findings of this study suggest a four-dimensional construct derived from 23 items in the questionnaire. These dimensions are employee proficiency, convenience, professionalism and assurance. All four factors are positive and significant predictors of service quality. This result is different from the SERVQUAL and the SERVPERF models as both indicate five dimensions composed of 22 items. The reliability and validity of the scale(s) in this study were fully supported. These results lead to several implications for both researchers and practitioners. For theorists, the results of this study can be used as foundations for further studies, for questionnaire scale development, to further support the use of a single scale and to raise the issue of the non-existence of the ‘tangibles’ dimension, which is not fully discussed in the literature and should be tested in future studies as well. For managers and practitioners this study offers much support for the importance of employees and for a continuous investment in service quality programmes. It also suggests incorporating service quality measurement into branch performance measurement. Finally, the results obtained in this study pose significant challenges to managers and support the idea that practitioners should have a comprehensive view of service quality in banking organizations to accurately measure customer perceptions of service quality.
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Books on the topic "Bank employees"

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

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Bradshaw, Laura. Strategies for obtaining & retaining scarce talent at Chase Manhattan. [United States]: Information Management Forum, 1997.

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Centre, Financial Institutions Training. Issues in human resource utilization: A study of the Nigerian banking sector. Apapa: Financial Institutions Training Centre, 2000.

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McGovern, John. Bank on your English: An elementary course in communication for bank employees. New York: Prentice Hall International, 1987.

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Bank of Montreal. Task Force on the Advancement of Women in the Bank. Report to employees. Toronto: [s.n.], 1991.

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Börnfors, Lennart. Bankmannen: En etnologisk studie av yrkesvardag och yrkesidentitet 1945-1995. Lund: Historiska media, 1996.

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Achille, Ardigò. Le bancarie: Lavoro, strategie emancipative, partecipazione e qualità della vita delle impiegate degli istituti di credito italiani. Milano, Italy: F. Angeli, 1985.

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Banḳ leʼumi le-Yiśraʼel. Agaf minhal ṿe-tifʻal mashʼabe enosh. עובד לאומי, יש לך את כל הסיבות להיכנס. Tel Aviv?]: Bank Leʼumi, Agaf minhal ṿe-tifʻal mashʼabe enosh, 2008.

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Bowker-Saur, ed. Who's who in international banking. 6th ed. London: Bowker-Saur, 1992.

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Tripartite Meeting on the Employment Impact of Mergers and Acquisitions in the Banking and Financial Services Sector (2001 Geneva, Switzerland). Note on the proceedings: Tripartite Meeting on the Employment Impact of Mergers and Acquisitions in the Banking and Financial Services Sector, Geneva, 5-9 February 2001. Geneva: International Labour Office, 2001.

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Book chapters on the topic "Bank employees"

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Balaji, Raghunathan, and V. Maiya Rajashekara. "Digital Innovations for Employees." In SMACing the Bank, 133–58. Boca Raton, FL : CRC Press, 2017.: Auerbach Publications, 2017. http://dx.doi.org/10.1201/9781315119632-3.

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Jungerhem, Sven, and Mats Larsson. "Banks, Employees, and Competence in a Changing Swedish Economy." In Bank Regulation, 231–54. New York : Routledge, 2016. | Series: Routledge studies in accounting ; 19: Routledge, 2017. http://dx.doi.org/10.4324/9781315563893-10.

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Emmanuel, Dominic Desmond Anil Abraham, Swee Chuan Tan, and Priyanka Gupta. "Analysing Online Review by Bank Employees: A Predictive Analytics Approach." In Information Integration and Web Intelligence, 35–42. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-48316-5_5.

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Hafiz, Tirza, Yeni Absah, and Isfenti Sadalia. "The Influence of Transformational Leadership, Workload, and Competence on SME Relationship Manager Performance at Bank BNI Territorial Office 1 North Sumatera." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 672–78. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_84.

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AbstractFierce competition in the banking industry requires companies to outperform and innovate to survive and evolve. As a driving force for a company, human resources have to play the most important role and work well to help the company achieve its goals. This research aims to analyze the relationship among cause and effect from the independent variables: transformational leadership, workloads, and competence, and the dependent variable: employee performance from the SME Relationship Manager of Bank BNI Territorial Office 01 North Sumatera. Data collection was conducted by a questionnaire distributed directly to all employees. The statistical method used was the multiple regression method. The result of this research showed that transformational leadership, workload, and competence have a positive and compelling impact on employee performance and all the independent variables have a partial effect and simultaneously influence employee performance from SME Relationship Manager of Bank BNI Territorial Office 01 North Sumatera.
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Dhengre, Nishant, Nitesh Singh Rajput, Rajnish Katarne, and Shweta Kulshreshtha. "Prevalence of Musculoskeletal Disorders Among Bank Employees of Maharashtra: A Case Study." In Advances in Mechanical Engineering, 579–85. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-0942-8_54.

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Godbole, Tanvi, Saikat Gochhait, and Dilip Ghosh. "Developing a Framework to Measure Cyber Resilience Behaviour of Indian Bank Employees." In ICT with Intelligent Applications, 299–309. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-4177-0_31.

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Arcangeli, Giulio, Gabriele Giorgi, Manfredi Montalti, and Francesco Sderci. "The Assessment of Work-Related Stress in a Large Sample of Bank Employees." In Advances in Intelligent Systems and Computing, 479–85. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96089-0_51.

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Kawiswara, Muhammad Abid Prima, Veny Megawati, and Stefanus Budy Widjaja Subali. "The Effect of Supply Chain Speed, Responsiveness, Flexibility and Competence on the Profitability of PT. Bank Negara Indonesia." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 1146–51. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_141.

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AbstractThis study aims to analyze the effect of supply chain agility, which consists of speed, responsiveness, flexibility, and competence, on the profitability of PT. Bank Negara Indonesia. This study applies a quantitative approach using Structural Equation Modeling. The data used in this study was primary data obtained from the results of a questionnaire. Respondents in this study were 189 respondents who are permanent employees who have worked for a minimum of one year and a minimum education of Diploma 3. The study’s results indicate a positive and significant effect between supply chain speed, flexibility, and competence on the profitability of PT. Bank Negara Indonesia. While supply chain responsiveness has no effect on the profitability of PT. Bank Negara Indonesia.
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Siahaan, Benyamin M. P., Yeni Absah, and Isfenti Sadalia. "The Influence of Implementation of the Four Disciplines of Execution on the Achievement of Commercial Credit Targets at PT Bank Sumut." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 600–606. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_76.

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AbstractEvery corporate entity certainly wants to maximize the achievement of its targets to obtain maximum revenue and profits. This study aims to determine the effect of implementing the 4 Disciplines of Execution (4DX) on achieving commercial credit objectives in the Credit Division. This research is interesting because it uses a mixed method. This study used primary data sources and secondary data sources. The 4DX consists of 1 focusing on the most important goals (focusing on the most important goals), 2 acting on Lead Measure (acting on the things that move the goal), 3 Creating a scoreboard (note the achievement on the scoreboard), and 4 Making sustainable rhythms (creating sustainable rhythms). The population used in this study were all employees who handle commercial loans or are called Relationship Managers (RM) under the credit division and then taken a sample of 43 employees. After conducting quantitative analysis, the results show that every discipline in the 4DX has a positive effect on the effort in achieving the target. To support quantitative analysis, a qualitative analysis was then carried out to find out other effects arising from the implementation of the 4DX. After conducting qualitative analysis, the results show that 1 Implementation of the 4DX can change employee behavior to be more responsible and consistent, 2 Implementation of the 4DX can be a solution to overcome problems related to employee habits, and 3 Every 4DX discipline is interrelated one and another.
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Wu, Shiann Ming, Dongqiang Guo, and Yung Chang Wu. "The Effects of Bank Employees’ Information Security Awareness on Performance of Information Security Governance." In Advances in Intelligent Systems and Computing, 657–63. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-69096-4_92.

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Conference papers on the topic "Bank employees"

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Tjahjaningsih, Endang, Kristina Anindita Hayuningtias, Ignatius Hari Santoso, and Ghoval Mohammad Syadly. "The Role of Work Environment on Bank Employees’ Performance." In Proceedings of the International Conference on Banking, Accounting, Management, and Economics (ICOBAME 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icobame-18.2019.28.

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ZAKERINIA, AMIN. "The Effects of IT management on empowering the bank employees in Tehran Case Study Employees of private banks in Tehran." In Fourth International Conference on Advances in Social Science, Economics and Management Study - SEM 2016. Institute of Research Engineers and Doctors, 2016. http://dx.doi.org/10.15224/978-1-63248-094-1-51.

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Kim, Moon-dol, and Sung-Je Cho. "The Effects on Stress by General Characteristics of Bank Employees." In Business 2014. Science & Engineering Research Support soCiety, 2014. http://dx.doi.org/10.14257/astl.2014.70.02.

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Leovani, Ega, and Anselmus Inharjano. "Turnover Intention as an Impact of Job Insecurity Among Bank Employees." In Proceedings of the 3rd International Conference on Innovative Research Across Disciplines (ICIRAD 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200115.006.

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Bai, Xiaoyu, and Yiwen Chen. "How Authentic Leadership Shapes Bank Employees' Work Engagement: A Moderated Mediation." In ICIBE 2022: 2022 The 8th International Conference on Industrial and Business Engineering. New York, NY, USA: ACM, 2022. http://dx.doi.org/10.1145/3568834.3568861.

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Ashfaq, Muhammad. "Effect Of Workplace Spirituality On The Affective Commitment Of Pakistani Bank Employees." In AIMC 2017 - Asia International Multidisciplinary Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.05.41.

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

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Williams, Adedayo Solomon, and Adebowale Ojo. "Factors Influencing Information Security Standards and Policies Compliance by Nigeria Bank Employees." In 2022 5th International Conference on Information and Computer Technologies (ICICT). IEEE, 2022. http://dx.doi.org/10.1109/icict55905.2022.00040.

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"Employees’ Satisfaction on Quality of Work Life in State Bank of India." In International Conference on Humanities, Literature and Management. International Centre of Economics, Humanities and Management, 2015. http://dx.doi.org/10.15242/icehm.ed0115031.

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Adwani, Vinod, and Mahendra Vishwakarma. "Productivity and Cost of Banking Employees: A Comparative Study of State Bank of India and ICICI Bank Limited." In The First Pamir Transboundary Conference for Sustainable Societies- | PAMIR. SCITEPRESS - Science and Technology Publications, 2023. http://dx.doi.org/10.5220/0012498800003792.

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Reports on the topic "Bank employees"

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Maffioli, Alessandro, Marcela Eslava, and Marcela Meléndez Arjona. Second-tier Government Banks and Firm Performance: Micro-Evidence from Colombia. Inter-American Development Bank, January 2012. http://dx.doi.org/10.18235/0011356.

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Despite the large potential gains from credit by second-tier development banks, little is known about the actual impact of these banks' lending activity. This study partially fills that gap by analyzing the impact of the lending activity of Bancoldex, the Colombian second-tier development bank, on firm performance. The evaluation uses data over a several-year period on loans granted to firms by Bancoldex and on performance for all manufacturing establishments with 10 or more employees.
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Schijman, Agustina, and Carlos Morales. Evaluation of the Results of the Realignment Background Paper: Organizational Change and Collaboration Dynamics: A Social Network Analysis of the IDB. Inter-American Development Bank, March 2014. http://dx.doi.org/10.18235/0009271.

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This paper analyzes the effects of the Realignment process of the Inter-AmericanDevelopment Bank (IDB) on internal collaboration outcomes. Network analysis methods are used to depict social networks and to measure the degree of collaboration between IDB employees at different points in time. Drawing on a before-and-after comparison, we conclude that the Realignment successfully dismantled the institution¿s regional segmentation and location silos. However, collaboration within and between sectors does not appear to have increased.
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Wiersch, AnnMarie, Barbara J. Lipman, Kim Wilson, and Lucas J. Misera. Clicking for Credit: Experiences of Online Lender Applicants from the Small Business Credit Survey. Federal Reserve Bank of Cleveland, August 2022. http://dx.doi.org/10.26509/frbc-cd-20220816.

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This report presents findings on the experiences of small businesses seeking credit from online lenders, based on data from the 2021 Small Business Credit Survey (SBCS). According to findings, firms that apply to online lenders are more likely to be newer and have fewer employees, lower revenues, and weaker credit scores. In addition, Black- and Hispanic-owned firms are more likely than white- and Asian-owned firms to report that they applied to an online lender. Furthermore, contrary to prior SBCS findings, online-lender applicants were less likely than bank applicants to be approved for the full amount of financing they sought. Generally, online-lender applicants reported lower overall satisfaction with their lenders than did bank applicants. Overall, approved applicants cited fewer challenges with their lender experiences than did applicants that were denied. The only exception was at online lenders, where approved applicants were more likely than denied applicants to cite challenges with high interest rates and unfavorable repayment terms.
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Heredia, Blanca. The Political Economy of Reform of the Administrative Systems of Public Sector Personnel in Latin America: An Analytical Framework. Inter-American Development Bank, November 2002. http://dx.doi.org/10.18235/0012273.

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This study develops a conceptual and analytical reference framework for the preparation of case studies on political determinants of the level of success of the reforms of the system of public-sector personnel in Latin America. Its main goal is to orient the empirical work toward the evaluation of the explanatory weights of the different structural, institutional and strategic variables that have a bearing on the ability of driving forces to initiate and sustain processes of change oriented toward improved efficiency, honesty and responsibility on the part of government employees. This document was commissioned by the Inter-American Development Bank as a Regional Policy Dialogue for the Public Policy Management and Transparency Network's 3rd Meeting on Civil Service Reform held on November 14th and 15th, 2002 in Washington, DC.
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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
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Saha, Amrita, Jodie Thorpe, Keir Macdonald, and Kelbesa Megersa. Linking Business Environment Reform with Gender and Inclusion: A Study of Business Licensing Reform in Indonesia. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.001.

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Business environment reform (BER) targets inadequate business regulations. It is intended to remove constraints to business investment, enabling growth and job creation, and create opportunities for international business to contribute to and benefit from this growth. However, there is a lack of detailed knowledge of the impact of BER on gender and inclusion (G&I). While a review of existing literature suggests that in general, there is no direct link between BER and G&I, indirect links are likely through the influence of BER on firm performance. Outcomes will be influenced by the differential ways in which women-led firms experience the business environment when compared to their male counterparts, with disparities based on how they are treated under the law, as well as structural and sociocultural factors. The fact that in many countries, female-led firms are fewer and smaller than those of their male counterparts, and may operate in different sectors, also affects these dynamics. This research offers new insights through an in-depth analysis of the impact of the Pelayanan Terpadu Satu Pintu (PTSP) or one-stop shop business licensing reform in 2009 on firm performance in Indonesia, and how these impacts vary based on the gender of firm leadership. The results find that on average, firms benefited from improved business performance (sales), as a direct or indirect effect of this reform, as well as an increase in the number of medium and large-scale firms. Outside Jakarta (Bali, Banten, Lampung), women-led firms experienced a small but significant benefit relative to male-led firms, related to both sales and the number of medium and large-scale firms they run. In Jakarta, women-led firms continued to lag behind men and there were no significant effects on employment, and this held across province and gender. These findings are based on an analysis of the PTSP reform using data from the World Bank Enterprise Survey (WBES), a survey of small, medium and large firms (i.e. with more than four employees) which took place in Indonesia between 2009 and 2015.
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Shibukawa-Kent, Renee L. A Case-Control Study of Risk Factors for Low Back Injury in Employees of a Large Home Improvement Retail Company. Fort Belvoir, VA: Defense Technical Information Center, February 2004. http://dx.doi.org/10.21236/ada419835.

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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, March 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds that the IDB-9 results framework is insufficient to allow a full assessment of the "full and effective implementation" of the HR mandates. Nonetheless, it finds progress in the implementation of some of the commitments, such as the strengthening of capacity in country offices, the implementation of a results-based performance framework, the promotion of gender diversity, the improvement of talent management, and the reform of the process for contracting consultants. It is too soon to judge whether these reforms are yielding the expected results in terms of cost-effectiveness, client satisfaction, reduced time in project preparation and execution, improved project quality and evaluability, increased country knowledge and project origination, better technical dialogue with clients, increased employee motivation and performance, and better talent management.
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Lima, Eirivelthon, Siwa Msangi, Miroslav Batka, Stephen Vosti, Chad Zanocco, and Ricardo Quiroga. Agricultural Greenhouse Gas Emissions in Latin America and the Caribbean: Current Situation, Future Trends and One Policy Experiment. Inter-American Development Bank, January 2011. http://dx.doi.org/10.18235/0006790.

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This study employs the IFPRI IMPACT model to examine the effects of a hypothetical ban on the clearing of native vegetation for agriculture in tropical areas within LAC on GHG emissions, food production, food prices, and child malnutrition at several spatial scales. Results suggest that a complete ban on land clearing for agriculture would significantly reduce GHG emissions associated with the clearing of forests and other forms of natural vegetation vis-à-vis what would have occurred in the absence of the ban. The ban would also reduce agricultural production within tropical areas in LAC, however, the economic losses are not distributed uniformly across the three sub-regions within tropical LAC- the northern South American rim around the Amazon suffers approximately 45% of all losses in gross value of agricultural output attributable to the ban. The report also finds that at global level, the overall effects on commodity prices of the simulated ban on area expansion on LAC are not large and (hence) the effects on childhood malnutrition are small.
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Amodio, Francesco, Emanuele Brancati, Nicolas De Roux, and Michele Di Maio. The Labor Market Power of Exporting Firms: Evidence from Latin America. Inter-American Development Bank, March 2024. http://dx.doi.org/10.18235/0012855.

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Using establishment-level data from the World Bank Enterprise Survey, we assess the market power of exporting firms across 16 countries in Latin America. Leveraging information on export destinations, as well as exchange rate and price data, we construct exchange rate-driven shocks to the marginal revenue product of individual firms. By examining firms' employment and wage responses, we estimate the inverse elasticity of the labor supply they face a direct indicator of labor market power. In our preferred specification, we estimate that workers employed in exporting firms produce on the margin 83% more than what they earn as wage. We investigate the correlations between labor market power and firm characteristics, country attributes, and labor market institutions and regulations. We find that labor market power is higher for firms in countries where unions, collective bargaining, and unemployment protection are less prevalent.
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