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.
Full textLam, 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.
Full textChing'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.
Full textMini Dissertation (MBA)--University of Pretoria, 2017.
ms2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Mwanza, Besnat. "Retention strategies of key talent at the bank of Zambia." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1140.
Full textChan, 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.
Full textKojima, 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.
Full textOumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
Full textKoo, 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.
Full textHaggard, K. Stephen. "Three essays on banking agency, opacity, and fragility /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5887.
Full textThe 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.
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.
Full textYoung, Jodi. "Banking Transactions and Controls Training for Deutsche Bank Operations Employees." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1662.pdf.
Full textAdegbite, Adenrele Jonathan. "Exploring Regulatory Framework Guiding Bank Employees' Career Advancement in Nigeria." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7781.
Full textRad, Alexander. "Bank risk management : How do bank employees deal with risk at the strategic and operational levels?" Doctoral thesis, Mittuniversitetet, Avdelningen för ekonomivetenskap och juridik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-30734.
Full textLeeamornsiri, Joseph Nantawut. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1125373712.
Full textTitle from first page of PDF file. Document formatted into pages; contains xv, 241 p.; also includes graphics. Includes bibliographical references (p. 195-201). Available online via OhioLINK's ETD Center
Lee, Shu-ho. "A study of supervisor job satisfaction of a mainland Chinese bank in Hong Kong /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983587.
Full textSchofield, Jennifer Louise. "The impact of gender on the work experiences of bank employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24910.pdf.
Full textGunawan, Sri. "Selected antecedents of customer orientation of bank employees: An Indonesian perspective." Thesis, Sri Gunawan, (1998) Selected antecedents of customer orientation of bank employees: An Indonesian perspective. Professional Doctorate thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/52676/.
Full textDitiro, Salalenna. "The relationship between employment value proposition, work engagement and retention among employees of a selected bank in Botswana." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14994.
Full textHassan, Fadomo, and Simon Gelin. "The role of employer branding onemployee retention. : A study regarding bank organisations abilities to keep current employees." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-86220.
Full textFrancisson, Frank B. "COUNTING CARROTS... : A quantitative cross-section study on the distribution of motivation incentives in Central Stockholm's banks according to bank-employees." Thesis, Södertörns högskola, Nationalekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41506.
Full textDenna tvärsnittsstudie har undersökt variabilitet på de verktyg som banker i Stockholm använder för att höja motivationen bland sina anställda. Studiens metod har varit kvantitativ, där respondenterna utgjorts av bankanställda i Stockholm. Studiens insamlade data har sedan granskats mot tre förklarande variabler: 1 – anställningsposition, 2 – storleken på den bank som respondenten är anställd på, och slutligen 3 – respondentens kön. Beträffande anställningsposition och kön lyckades studien inte finna några övertygande empiriska bevis på att dessa variabler hade någon tydlig effekt på hur motivationsincitamenten mottogs. Däremot förefaller storleken på banken vara av betydelse, där större banker erbjuder större incitamentvariabilitet för sina anställda, än små banker. I vissa fall har de slutsatser som dragits varken varit förenliga med den relevanta teorin eller i överensstämmelse med vad Davydenko et al. (2017) observerade när de studerade ett liknande ämne i staden Poznan. I framtiden återstår emellertid mer arbete, vilket bör utgå från en större mängd egenskaper av incitamentsverktyg. Till yttermera visso bör motivationsincitamentens kvalitet kontra kvantitet studeras med frågor såsom huruvida specifika personalförmåner verkligen uppfyller sitt tänkta syfte eller ej. Detta för att komplettera och/eller nyansera de upptäckter som gjorts i Att räkna morötter...
Colombi, Ana Paula Fregnani 1984. "Entre a fragmentação e a ação unificada : uma análise da atuação do Sindicato dos Bancários e Financiários de São Paulo, Osasco e região durante os anos 2000." [s.n.], 2014. http://repositorio.unicamp.br/jspui/handle/REPOSIP/286502.
Full textDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia
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Resumo: O objetivo deste trabalho consiste em analisar a atuação do Sindicato dos Bancários e Financiários de São Paulo, Osasco e Região durante os anos 2000 na tentativa de manter sua representatividade perante os trabalhadores e seu reconhecimento diante da sociedade num contexto de profundas mudanças no capitalismo contemporâneo com crescentes desafios à ação coletiva. A dissertação estrutura-se em três momentos: o primeiro visa reconstituir a trajetória da agenda sindical da referida instituição nos diferentes momentos de sua história com o intento de estabelecer um ponto de referência para a análise de sua atuação contemporânea; o segundo enfoca a descrição das atuais mudanças no setor, no conteúdo do trabalho e no perfil da categoria à luz das transformações no capitalismo contemporâneo com o intuito de elucidar os impactos negativos desses processos sobre a capacidade de mobilização coletiva dos bancários; e o terceiro trata da descrição das estratégias adotadas durante os anos 2000 pelo sindicato pesquisado para fazer frente ao cenário de dificuldades imposto à ação coletiva para, por fim, em perspectiva histórica, analisar e dar significação à sua atuação. A pesquisa mostra que a referida instituição logrou levantar as questões consideradas relevantes para a categoria, exercendo sua capacidade de representação dos interesses dos trabalhadores e dialogando com as aspirações dos bancários dentro dos limites colocados pela forma de organização do trabalho, que tende a individualizar e fragmentar os interesses da categoria e dificultar estratégias com sentido universalizante
Abstract: The aim of this research is to analyze the performance of the São Paulo Bank Workers¿ Union during the 2000s, in an attempt to maintain their representativeness and their acceptance in society in a context of deep changes in contemporary capitalism marked by growing challenges to collective action. The dissertation is divided into three parts: the first aims to reconstruct the past trajectory of the São Paulo Bank Workers¿ Union agenda at different times in its history as a way to establish a reference point for the analysis of its contemporary performance; the second focuses on the description of current changes in the banking system, in the profile and tasks of bank workers who have been impacted by the transformation of contemporary capitalism, as a way of highlighting the negative impacts of these processes on the capacity of bank workers to undertake collective mobilizations; and the third describes the strategies adopted during the 2000s by the São Paulo Bank Workers¿ Union as a response to the difficulties in adopting collective actions, as a way of analyzing and giving meaning to their actions in a historical perspective. The research illustrates that the São Paulo Bank Workers¿ Union succeeded in raising issues considered relevant to the profession, exercising its capacity to represent the interests of workers and dialoguing with their aspirations within the limits placed by the new forms of workplace organization that tend to individualize and to fragment the workers' interests, hindering strategies with a more universal scope
Mestrado
Economia Social e do Trabalho
Mestra em Desenvolvimento Econômico
Chan, Chiu-kuen Hilia. "Employees' perceptions to quality management in different organizational settings and its relation to job satisfaction /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1798256X.
Full textAl-Wehabie, Abdullah. "Motivation of bank employees and effects of culture in the Islamic banking sector : a case study of Al Rajhi Bank." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:10761.
Full textCarlson, Emelie, Johanna Karlström, and Caroline Ahlberg. "Internal Branding : An Empirical Study within the Swedish Bank Industry, an Employees Perspective." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19124.
Full textJonsson, Amanda, dos Santos Leticia Areas, and Arachchilage Piyumi Gangabada. "The Key Aspects of Digitalization on Employees' Engagement in the Bank Service Delivery." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48403.
Full textAb, Wahab Norailis. "Dimensions of service quality and service climate : a study of bank customers and employees in four local Malaysian banks." Thesis, University of Stirling, 2009. http://hdl.handle.net/1893/1297.
Full textChew, Kheng-Suan. "Money talks : what bank employees in four banks in Hong kong say about their work, language and training needs." Thesis, University of York, 2008. http://etheses.whiterose.ac.uk/11084/.
Full textBahmanabadi, Somaye. "A Case Study of the Impact of Leadership Styles on Bank Employees´Job Satisfaction." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29232.
Full textRamjee, Meelan. "An investigation into the impact of training and leadership programmes on employee empowerment." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/744.
Full textCutcher, Leanne. "Banking on the customer customer relations, employment relations, and worker identity in the Australian retail banking industry /." Connect to full text, 2004. http://hdl.handle.net/2123/632.
Full textTitle from title screen (viewed 8 May 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, School of Business, Faculty of Economics and Business. Includes bibliographical references. Also available in print form.
Koo, Leung-chee, and 顧良智. "Determinants of employee-organization linkage behaviours: a longitudinal case study of tellers in Hongkong Bank." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31233600.
Full textPapasolomou, Ioanna C. "The rhetoric and practice of internal marketing in the UK retail bank industry : an exploratory study." Thesis, Keele University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311735.
Full textFourie, Paul. "The impact of merger-related employee status on engagement, burnout and counterproductive work behaviour of employees of a South African Commercial Bank." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80341.
Full textENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas there is a strong perception that employees receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area, and in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. Should either employment party not fulfil its contractual terms in any way, the psychological contract will be breached or violated and the employee might attempt to balance the situation by reducing his or her job efforts and making use of various counterproductive work behaviours. Transformation or change of the working circumstances, such as during or after mergers, seem to present a serious challenge to the employment relationship and the prevailing levels of job satisfaction, organisational commitment and productivity. The research question for this study was: “To investigate whether differential exposure of employees of a retail bank to change-related stressors is associated with different configurations of perceived job demands and job resources, affective states, psychological contract, job engagement, burnout and counterproductive work behaviour, and to study the relationships between these variables with the view to understanding the development of the job engagement, burnout and performance-related behaviours of these employees”. This study utilised a quantitative descriptive research design to analyse the data using statistical procedures. All the data was statistical in nature. The sample (n = 300) comprised of employees of three main levels on the organigram such as, team leaders, team managers and employees, from the Regional Head Office in Pretoria. The primary research tool utilised to conduct the study was a self-compiled questionnaire. This was hand delivered and collected from all respondents. The six questionnaires constituting the composite questionnaire were: the Maslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), the Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) and the Warwick-Edinburgh Mental Well-being Scale (WEMWBS). The descriptive statistics reflected a majority of participants had been working for 1 to 4 years (34%) and 5 to 9 years (33%). The largest percentages of participants (74%) were team members while other participants were defined as team leaders (22%) and team managers (4%). The majority of these participants (59%) were also appointed prior to the merger while the median was calculated at 3 years for the amount of years the participants have remained in their current job band (salary structure). A very high percentage of participants (82%) did not manage people directly nor indirectly (83%). It was found that an inter-correlation existed between the demographic variables and the psychological constructs, confirming that the number of years employed was associated with a lower likelihood of psychological withdrawal. While the years of employment in the same position related positively with absorption, and negatively with perceived job resources, the level of abuse experienced, showed a positive association with the degree of psychological contract adherence by the employee and a negative correlation with the extent of perceived contract violation. Evidence was also found for the moderating effect of work engagement in the relationship between well-being and work engagement and between work engagement and some of the counterproductive work behaviour dimensions. Evidence also revealed that mental well-being was experienced some of the time and counterproductive work behaviour almost never. The higher burnout scores, coupled with the simultaneous higher level of work engagement could possibly be viewed as an exploitable factor. The limitations of the current study and recommendations for organisations are discussed. This study highlights the fact that virtually all the comparisons between the pre-merger appointees and the post-merger appointees were insignificant. Burnout was however much more evident with the post-merger group. Employee or employer obligations towards the respondents were also viewed as insignificant, irrespective of the differences in psychological contract each employee experiences.
AFRIKAANSE OPSOMMING: Die banksektor word vandag gesien as 'n veeleisende werksomgewing waar werknemers konstant blootgestel word aan hoë werkseise. Dit kan dalk 'n invloed hê op hul werksbegeestering en hul organisasieverbondenheid. Dit blyk dat hierdie industrie hoë vlakke van werknemeromset en afwesigheid ervaar en dat sommige werknemers gedemotiveerd is in hul werk. Die uitwerking van die veranderende werksplek is veral sigbaar in die verandering van die diensverhouding tussen werkgewer en werknemer. Van werknemers word verwag om al hoe meer opofferinge te maak in terme van hulle tyd, insette, vaardighede en aanpasbaarheid, terwyl daar ‘n persepsie bestaan dat hulle al hoe minder ontvang in terme van loopbaanontwikkeling, lewenslange indiensneming en werksekuriteit. Dit is binne die konteks van die waargenome kompleksiteit binne die werksplek dat werksbegeestering 'n fokusarea geword het,en in die besonder om begrip te ontwikkel vir die mediërende effek van sekere sielkundige kondisies in verhouding tot werksbegeestering. Sou enige van die partye nie hul kontraktuele verpligtinge in enige opsig nakom nie, sal dit ‘n verbreking of skending van die sielkundige kontrak tot gevolg hê en mag die werknemer poog om die situasie te balanseer deur sy of haar insette te verminder en verskeie kontraproduktiewe vorme van werksgedrag tegebruik. Transformasie van, of verandering in werksomstandighede, soos tydens of nasamesmeltings, skyn ‘n ernstige uitdaging te bied vir die heersende vlak van werks tevredenheid, organisasieverbondenheid en produktiwiteit. Die navorsingsvraag virdie studie was: “Om ondersoek in te stel of verskillende tipes blootstelling van werknemers van ‘n kommersiële bank aan veranderingsverwante stressors geassosieer word met verskillende konfigurasies van werkseise en werkshulpbronne,affektiewe toestande, die sielkundige kontrak, werksbegeestering, uitbranding en kontraproduktiewe werksgedrag, metdie oogmerk om die verhouding tussen die veranderlikes te bestudeer met die doel om die ontwikkeling van die werksbegeestering, uitbranding en prestasiegerigte gedrag van daardie werknemers te verstaan”. Die studie het gebruik gemaak van ‘n kwantitatiewe navorsingsontwerp om alle data wat deur statistiese prosedures versamel word te ontleed. Die steekproef (n=300) bestaan uit 3 van die vernaamste vlakke op die organigram naamlik, spanleiers, spanbestuurders en werknemers van die streekshoofkantoor in Pretoria. ‘n Self-saamgesteldevraelys, wat per hand uitgedeel en versamel is, is gebruik in die studie. Die ses individuelevraelyste waaruit die vraelys bestaan het,sluit die volgende in: dieMaslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), die Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) en die Warwick-Edinburgh Mental Well-being Scale (WEMWBS). Die beskrywende statistiek reflekteer ‘n meerderheid van die respondent wat werkend is tussen 1 tot 4 jaar (34%) and 5 tot 9 jaar (33%). Die grootste persentasie van respondente (74%) was spanlede, terwyl die ander gedeelte van respondente verdeel is as spanleiers (22%) and spanbestuurders (4%). Die meerderheid van respondente (59%) was ook voor die samesmelting van die bank groep aangestel terwyl die mediaan bereken was op 3 jaar vir die hoeveelheid diensjare wat elke werknemer in hulle huidige posvlak was. ‘n Baie hoë persentasie van respondente (82%) het glad nie ondergeskiktes direk of indirek (83%) bestuur nie. Daar is bevind dat ‘n inter-korrelasie bestaan tussen demografiese veranderlikes en die sielkundige samestelling, wat weer bevestig dat die aantal jare wat individue in diens was, geassossieer word met die moontlikheid van ‘n lae psigologiese onttrekking. Terwyl die hoeveelheid diensjare in dieselfde pos posisie positief verbind word met absorpsie en negatief verbind word met waarneembare werkshulpbronne, word die vlak van wantoestand wat ervaar word, positief verband met die graad van nakoming van die sielkundige kontrak by werknemers en ‘n negatiewe korrelasie met waarneembare kontrakbreuk. Bewyse was ook gevind vir die modererings effek op werksbegeestering in die verhouding tussen psigologiese welstand en werksbegeestering en tussen werksbegeestering en somige dimensies van teenproduktiewe gedrag. Bewyse het getoon dat psigologiese welstand ook somtyds ervaar was, terwyl teenproduktiewe gedrag amper nooit ervaar was nie. ‘n Hoë uitbranding telling, gelyktydig gekoppel aan hoë vlakke van werksbegeestering kan moontlik beskou word as ‘n ontginbare faktor. Die beperkinge op die huidige studie en aanbevelings vir die organisaie is ook bespreek. Dié studie beklemtoon ook die feit dat al die vergelykings tussen pre-samesmelting aanstellings en post-samesmelting aanstellings totaal onbeduidend was. Uitbranding was baie meerduidelik opsigtelik onder die post-samesmelting groep. Werknemer of werkgewer verpligtinge teenoor die respondente was ook gesien as onbeduidend, ongeag van die verskille in die sielkundige kontrak wat deur elke werknemer ervaar word.
XU, XIAODAN, and XIN YUAN. "Front-line employees make efforts on banks : an empirical case study in Chinese commercial banks." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-10699.
Full textGehm, Taíse Cristina 1983. "As transformações no sistema bancário e a hostilidade nas condições de trabalho : um olhar a partir do Banco do Brasil." [s.n.], 2013. http://repositorio.unicamp.br/jspui/handle/REPOSIP/286072.
Full textDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia
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Resumo: A presente dissertação objetiva compreender as transformações que ocorreram no trabalho bancário, tendo como referência o Banco do Brasil. À análise começa identificando as mudanças gerais que o sistema bancário sofreu no contexto brasileiro dos anos 1990 e 2000. Alterações de estratégia dos bancos, que vieram com o aprofundamento do processo de automatização, a externalização das atividades (como a terceirização e os correspondentes bancários), a mudança da natureza do bancário como vendedor. A reorganização do trabalho também foi fortemente influenciada pelo estabelecimento de metas, que provocou alterações nas condições de trabalho, gerando relações permeadas por hostilidade. A maior pressão e intensificação impactam na saúde física e mental dos trabalhadores. O conjunto das mudanças também influenciou as relações de trabalho e o perfil dos bancários
Abstract: The present dissertation intends to understand the transformations that occurred on the bank sector. The analysis focus on Banco do Brasil identifying general changes in the bank system during the period of 1990 and 2000, in Brazil. Among the bank strategies which are important to this study we mention: the automation increasing, outsourcing, the bank workers' selling activities. The reorganization of work was strongly influenced by goals' parameters, which has been modifying working conditions. These changes have been provoking hostilities among workers' relationship, due to more pressure and working intensification. This type of environment is directly responsible on workers' physical and mental health
Mestrado
Economia Social e do Trabalho
Mestra em Desenvolvimento Econômico
Zeng, Guo Xiong. "Perceived machiavellian leadership and job satisfaction : a study of retail bank employees in Zhuhai, China." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636677.
Full textHall, Bradley W. "Is Japanese management culturally-specific an examination of employee/employer values of Japanese and American banks in California /." 1989. http://catalog.hathitrust.org/api/volumes/oclc/27933923.html.
Full textLe, Roux Charl. "Motivational drives of employees at an investment bank." Thesis, 2008. http://hdl.handle.net/10210/754.
Full textDr. K. Stanz
Jahangir, Nadim. "The relationship between managers' use of power and employees' work variables in nationalised commercial banks in Bangladesh." 2003. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp33.29082005/index.html.
Full textSubmitted in total fulfillment of the requirements for the degree of Doctor of Philosophy. Bibliography: p. [230] - 262. Also available in an electronic format via the internet.
Huei, Lin Tien, and 林湉惠. "The Liability in Torts for Bank Employees." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/77157813246781252358.
Full text東吳大學
法律學系
100
The crown of the so called “Golden Rice Bowl” has long gone since the deregulations on financial industry management by government in 1992. On one hand, a strong competition was soaring up rapidly in a very short time frame accompanied with diversification. Unexpectedly, the operational profitability was not found growing instead of declining significantly resulted from this regulation changes. On the other hand, a high demand for manpower was therefore reacted in the job market in financial related industries as the qualified professional supplying pools were relatively short. All of these changes and challenges bring jeopardized dilemma to the business operation and management, such as products and services pricing competition, gray zone business conduction for attractive bonus scheme gaining by banking employees, the rights of customers and related others being trotted, as well as huge in-debt and good-well damage impacted on business operation of banking were commonly and seriously found in the real practice. An exploring on the liability in torts for financial industry employees in association with their internal control, auditing, and risk management are relatively crucial and essential to be a research subject from the aspects of integrity and professionalism. This dissertation is consisting of five sections on different aspects from the studied subject in total. In the first section, the research of the motivation, purpose, scope as well as the methods and methodologies are introduced. Further depth on the high and strong competition among a huge number of banking branch establishments after a deregulation from the Ministry of Finance and relative legal issues and impacts were heavily fund in the multi-relationships between banking clients and the banking industry are pointed out and addressed. A discussion on events of damaging the third-party would be very likely occur when their rights being trotted by the employees of bank in the banking business conductions with or without awareness. Several research questions are therefore raised through the debating from the theoretical points of view and Civil Code 188 requirements. Will there any torts liability to bear by the bank and their employees? Where to draw a proper line on the definition, scope, and the level of involvement from different aspects on the roles and responsibilities I the entire banking business transactions and management? These are all covered in the section two and three, and a comparison on the similarity and differentiation between the domestic and foreign financial regulations also been made on the resulted impacts. In the fourth section, vary type tort demonstration of banking employees in common are summarized, categorized, and analyzed. The real issue examples from the current practice shall bring serious lessons and lead us to more strictly exam and better improve our financial order and management. The conclusion of an overview on the importance and precaution concerns on the present financial environment and climate relate to the liability in torts for financial industry and their employees from the protection of the right of the third-party is drew in this research paper.
LI, YI-YING, and 李怡瑩. "Discussion on Job Stress of Bank employees." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/f57z75.
Full text中華大學
科技管理學系
106
The Financial Supervisory Commission endeavors to “boost the digital financial environment 3.0” in order to adapt to five major digital trends. This will change the business models and the financial territory, and the digital capacity will become the core competitiveness of the financial industry in the future. Traditional finance is in the face of transformation, and self-service banking will also become a new trend. Bank employees must adjust the organization swiftly and break away from traditional approaches so as to ensure their competitive advantages in the Bank 3.0 era while being faced with the challenges posed by digital finance, fintech and internet finance. Thus, the bank employees have to endure more and more job stress. The research attempts to investigate the change of bank employees’ employment environment. They may suffer not only from the sense of unsafe originate from the substitute of artificial intelligence, but also from the role stress and ambiguity of family caring. Besides, because of the information publication and service orientation, lots of job stress must be put on the bank employees. Therefore, the research seeks to use system dynamics approach to construct factors of job stress, owned by bank employees. Job satisfaction, customer satisfaction, and family support are three dimensions, which create an overall causal loop diagram for job stress. The research indicates that job satisfaction, customer satisfaction, and family support are all balancing feedback, which means when all these factors above are lower, the job stress of bank employees may be higher. Finally, based on the above key factors and conclusion, some suggestions are provided for financial industrial institutions, bank employees, and future researchers. May the financial administration department offer strategies to improve the employment environment of bank employees as well as enhance their welfare and social support. Moreover, the managing organization of the bank should build up promotion system for justice distribution, reinforce on-the-job training, and set up an effectively adjust working environment to inspire working motivation and to enhance the bank competitive.
Penn, Vincent. "Bank employees’ engagement with communities in corporate social responsibility initiatives." Thesis, 2015. http://hdl.handle.net/10210/13717.
Full textIn the course of firms serving their own interest of securing financial profit, there is a responsibility to take action in protecting and enhancing the interest of the society in which they operate, with the total endeavour and effect of improving the quality of life. This is often done by giving back to the society in the form of community involvement projects. The main objective of this study is: To investigate the extent to which the value chain in employee volunteering - community involvement programmes is understood and fully optimised from these stakeholders‟ perspective. There were three types of respondent groups within the entire population of Choma, involved in this study. Firstly, there was a respondent group of five senior CSR managers at Choma who manage and co-ordinate all CSR activities within the bank. They have full knowledge of the scope of Choma CSR stated objectives and what is happening in the context of Choma CSI projects, and can thus give valuable insight to the Choma CSI projects‟ current state, including successes and challenges. Two CSR projects were selected by these senior CSR managers, where one was really outstanding and one was also completed, but not considered as valuable in attaining Choma CSR objectives as good as the first. The first group of respondents are members who were actively involved in Project 1 from Choma RBB operations, while the second group was involved in Project 2, from RBB Choma personal loans. Three employees were interviewed from each project. These projects were executed in two different communities leading to two additional respondent samples drawn from the two communities. Two community members were interviewed from each community. This provides three views of the research problem and a triangulation from three different sources of CSR value to a community. All interviews were face-to-face in the respective offices of the respondents by scheduled appointments.
LIU, TA-YUAN, and 劉大源. "Research on the relationship between bank employees, education and professional licenses on employee compensations." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/reakpc.
Full text國立中正大學
會計與資訊碩士在職專班
107
With the progress of globalization, the global financial markets has entered into the era of knowledge, technology and innovation in the 21st century, and human capital is often the key determinants of enterprise success and the key element of innovation development. In order to face the increasingly competitive job market changes and enhance their skill visibility and recognition in the enterprise, bank employees usually try to obtain the "professional license" or further education in line with their job function, hoping that these qualifications will contribute to their future promotion or compensation. However, whether firms will compensate more to these self-education effort is an interesting empirical question worth further investigation. Therefore, this study is aimed to investigate the relationship between these qualifications (education and professional licences) of banking practitioners and their salary compensation. The study found that firms with higher average employee education levels and more employee professional licenses (per capita) will pay more average salary in general.
Lu, Yi-Wei, and 呂益維. "Competency Disparity of Bank 4.0 Perceived By Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/k769vy.
Full text國立臺灣師範大學
工業教育學系
105
Based on the study of Competency Disparity of Bank 4.0 Perceived Employees, We expected to understand and help the employees know that the current lack of competency in the face of financial technology. And which direction of the bank education and training courses can be strengthen. The study applies the questionnaire research. The retrieved questionnaires were analyzed through the application of SPSS19.0 and AMOS 20.0 . The major findings are summarized as follows: 1.The Competency Disparity of Bank 4.0 Perceived Employees is medium-higher. 2. Among the dimensions of the Competency Disparity of Bank 4.0 Perceived Employees, “value systems” is the most significant factor and “Management ability” is less significant in terms of competency disparity. 3. The overall Competency Disparity of Bank 4.0 Perceived Employees correlates wth each other. 4. The backgrounds of Employees are almost have produced significant effect on every Competency. However, as for the educational background, there is no significant difference. 5. Combination of different backgrounds Only the combination of "gender" and "age" variables has the effect of interacting with the Competency of the study. At last, this study proffers suggestions to the Commercial Banks, Employees and those who are interested in the relevant study.
Li, Chia-Yu, and 李佳育. "From Bank to Financial Holding Company─Changing of the Labor Conditions of Bank Employees." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/23990348765308855191.
Full text國立中正大學
勞工研究所
91
In recent ten years, Taiwan’s banking industry was strongly influenced by financial liberation of government’s policy. They faced a series of challenges and impact. The change of direction of policy that made labor conditions of bank employees became badly, and threatened the working rights of bank employees may be loss. In early 1990’s, the policy of government was deregulation and opening to set new bank. The Financial Institution Merger Act was set up in 2000 and The Financial Holding Company Law was set up in 2001. It changed ecology environment of banking. It made labor conditions and working content of bank employees of quality and quantity turn around. From bank to financial holding company, the obvious change of bank employees is that they have become “multi-skilled workers”. “He/She” need license to support the qualification of multi-skilled. Then “He/She” is a good bank employee for banker. In this research was used collecting literatures and data, interview bank employees to construct the thesis. I tried to show the concrete feeling and thoughts of bank employees who faced labor conditions going from bad to worse.
Kuo, Chih-Jung, and 郭志榮. "A Study on Behavior of Laid-off Bank Employees After Their Banks Were Merged." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/50051001424033269003.
Full text國立高雄第一科技大學
金融營運所
91
This study tries to investigate the behavior of bank employees who quit their jobs after the bank merged with another one. Due to the policy solving excessive banks at present, the government encourages the merger activities among the banking business merger. Thus, this study will deeply meet the need of current situation and making policy. By applying the Theory of Planned and Social Cognitive which are widely used in the area of behavior science studies, a survey of questionnaire is designed to collect research data from bank employees who quit after merger. Through this study, it is expected we will better know the behavior of leaving bank clerks whose bank merged with another one, and understand the dynamic and interactive relationship between personal, environmental and behavioral factors. The results of this study may offer the banking societies in Taiwan some strategies to make a policy. As sampling datas for this study were collected by conducting questionnaires survey which subjects are bank clerks who quit or still serve, after The Kaohsiung Tenth Credit Co-operative merging into PAN ASIA BANK and The Kaohsiung Fifth Credit Co-operative merging into PAN ASIA BANK. The results of data analysis have made the following findings: (1) The Theory of Planned Behavior: Apparently, the belief and attitude of bank employees who quit or still serve after merger, will affect their behavior intention. The acts of employees are heavily influenced by their subjective belief and attitudes. Other factors, such as control behavior intention has not achieved the expected statistical level with any significance. (2) The Social Cognitive Theory: The factors of personal, environmental, and behavior will be inter-influenced among each other. However, employees’ self-efficiency have not achieved the expected statistical level with any significance in their inclination of behavior.
Huang, Mei-Yu, and 黃美裕. "The Relationships among Work Values, Business Ethics Climate, and Employee EthicalBehavior: A Case of Bank Employees." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/3qx43k.
Full text國立臺灣海洋大學
航運管理學系
102
The purpose of this study is to investigate the relationships among work values of bank employees, the business ethics climate existed in the bank, and the employee ethical behavior. Firstly, this research was conducted through a questionnaire design to collect data. Then, descriptive statistical analysis, reliability analysis, validity analysis, correlation analysis, and hierarchical regression analysis was used to verify the relevant issues. The survey objects are the staffs of two Taiwan-owned bank (Bank of Taiwan, Land bank of Taiwan) and four private-sector banks (Mega International Commercial Bank, First Bank, Taiwan Business Bank, Taishin International Bank). The study results are as follows: 1. If bank employee’s terminal values and instrumental values are higher, then their recognition degree to business ethical climate will be higher. 2. When employees more emphasize on terminal and instrumental work values, the employees’ ethical behaviors will be stronger. 3. The higher the bank’s business ethics climate, its impact on the ethical behavior of employees will be stronger. In addition to the sub-dimenstions of “Independence judgment type of ethics climate” and “Utilitarian type of ethics climate,” in the business ethical climate have no significant impact on the ethical behavior of employees, as in the rest of sub-dimensions “Law and Code of ethics climate”, “Caring of ethics climate”, “Rules of ethics climate”, they have significant positive impact on the ethical behavior of employees. 4. Either the influences of work values of employees or its sub-dimensions on employee ethical behavior, in addition to the “Independence judgment type of ethics climate” and “Utilitarian type of ethics climate” did not play an intermediary role, as well as “Rules of ethics climate” in “Terminal values” to the employee ethical behavior did not play an intermediary role, the rest of the hypotheses are true about the mediating effect.
何佳怡. "A study on the impact of bank digitalization to transformation on the bank-the future development strategies of banks and their employees-The examples of bank C." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8gdpek.
Full textChang, Wei-Chin. "Factors influencing customer orientation of service employees in the bank /." 1995. http://arrow.unisa.edu.au:8081/1959.8/84597.
Full textChen, Hsiu Lan, and 陳秀蘭. "Constructing Performance Evaluation Model For Information Technique Employees In Bank." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/65484812622825033322.
Full text實踐大學
企業管理研究所
94
Abstract Financial holding companies are means for bank to increase their operations scope. In order to achieve sustainable operations, financial holding companies must successfully integrate professionals in information technology and management. In the restructuring process, support functions such as information, finance and management, will be integrated gradually into one. In this light, it is imperative to effective evaluate the performance of staff and departments. The fierce competition has bloated the number of information technology professionals, especially in large financial holding companies. It is common that they amount to a couple of hundreds. For example, Chinatrust Financial Holding hires 400-500 people for its information technology (IT) division. It has been a daunting challenge for managers to devise a measurement system that objectively measures the performance of staff. However, the results are oftentimes bad communications between the supervisors and staff, differences in opinions, improper indicators or too subjective approaches. This research paper aims to construct a comprehensive model to evaluate the performance of IT professionals to serve as a reference for the banking industry, in order to reduce the frictions between IT professionals and managers, as well as to enhance the overall performance of the companies with the high satisfactions of IT professionals toward performance review. This research paper aims to achieve the following four research purposes: 1. By constructing the model to evaluate the performance of IT professionals in the banking industry to align the goals of the individuals and the organizations so that the performance evaluation is standardized and provides incentives. In this way, the IT professional can be incorporated into the integration of value chain in which financial institutions are diversifying operations. A high performance thus is expected. 2. It is expected the empirical investigations regarding the performance review model for IT professionals of the banking industry will help to gain an understanding of the feasibility of this model. 3. It is to explore the gap between the IT staff and IT supervisors in the banking industry in terms of their perceptions and expectations. 4. Recommendations are made based on empirical finding in order to server as a reference to corporate managers and researchers in the future. This research finds that: 1. The empirical finding shows that organizational representatives, i.e. IT professional within financial holding companies and external IT supervisors, verify that the construction of performance review model for IT professionals of the financial holding companies have reached the goal where the goals of individuals and organizations are aligned. 2. The scoring results of the performance review model are in line with real life practices. This proves that this model is reasonable and feasible. 3. The biggest variances lie in the service quality and leadership measurement. In general, it is very important for IT professionals to possess interpersonal skills and basic management knowledge. The latter requires project management competence, organized expressions, documentation writing abilities and organizational cultural sensitivity. 4. The weighting of performance attributes for IT professionals of the banking and information industries are different because of different industries, information security concerns and financial contributions. Keywords: Financial holding, information technology professionals, performance review