To see the other types of publications on this topic, follow the link: Bank employees.
Dissertations / Theses on the topic 'Bank employees'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Bank employees.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
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 text
2
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.
Full text
3
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.
Full textAbstract:
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
Unrestricted
4
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 textAbstract:
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.
5
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.
Full text
6
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.
Full text
7
Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.
Full textAbstract:
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.
8
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.
Full text
9
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.
Full textAbstract:
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.
10
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 textAbstract:
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.
11
Young, 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 text
12
Adegbite, Adenrele Jonathan. "Exploring Regulatory Framework Guiding Bank Employees' Career Advancement in Nigeria." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7781.
Full textAbstract:
The current global labor market tends to be knowledge based and workers are consistently required to develop new competencies and adapt to changing environments. Bank employees in Nigeria do not have training that sustains future employment in other sectors, largely as a result of regulatory requirements that impede the development of soft skills and life-long learning opportunities. Little attention has been given to the lived experiences of these bank employees who are currently faced with the challenges posed by globalization and technology adoption. Guided by institutional analysis and development theory (IAD), this exploratory study examined the regulatory framework guiding bank employee career advancement in Nigeria. Qualitative data were collected from a total of 57 participants using semi-structured interviews administered on the three population samples drawn from the regulatory institutions, a pool of ex and current bank staff with a minimum of 8 years in the banking sector. Transcribed data were open coded, and then subjected to a thematic analysis procedure. The results offered a correlative effect and social cost of poor employee training to national development. The results indicated that competitive edge of Nigerian bank workers can be enhanced through acquisition of skills and training that will boost post-banking career transition opportunities. The positive social change implications of this study include recommendations to the three critical demographic blocks; the regulators, the banks and the bank employees. Recommendations of this study can improve the lives of many bank employees including those in other sectors, the economy, and the lives of those in the community.
13
Rad, 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 text
14
Leeamornsiri, 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 textAbstract:
Thesis (Ph. D.)--Ohio State University, 2005.Title 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
15
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 text
16
Schofield, 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 text
17
Gunawan, 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 textAbstract:
It is critical to the success of service delivery that employees are adequately oriented to their customers (Hartline and Ferrell, 1996). Because of the importance of the service encounter, organizations must find ways of managing their customer-contact employees to ensure that their attitudes and behaviors are conducive to the type of service delivery which leads to customer satisfaction.
The objective of this study was to test the selected antecedents of customer orientation of employees. This study also tests the generalizability of models and empirical findings developed using Western data in a different non-western setting. The setting of the present study was the customer-contact employees of banks in East Java, Indonesia. Therefore the study replicated and extended previous studies on customer orientation by incorporating and investigating the effects of empowerment and self-monitoring on the customer orientation of employees (e.g. Hartline and Ferrel, 1996; Menguc, 1996; Siguaw, Brown and Widing, 1994).
The proposed antecedents tested, as suggested by prior studies, included the market orientation of the firm, the customer orientation of manager, job satisfaction, organizational commitment, empowerment, role conflict, role ambiguity and self-monitoring.
Survey questionnaires were used to collect data from customer-contact employees of branches and sub-branches of four national banks in three cities of East Java, Indonesia (299 usable questionnaires). The sixteen hypothesized variable relationships were then tested using an AMOS version 3.6 structural equation model.
The statistical analysis revealed eleven (hypothesized) significant relationships among the constructs in the final model. Also, four other relationships were revealed as a result of the modification of the original model. The market orientation of the firm was significantly related to the customer orientation of the manager, but was not related to the customer orientation of the employee. The customer orientation of the manager was significantly related to the customer orientation of the employee and was also related to empowerment. The use of empowerment by the manager was found to be related to the customer orientation of the employee.
Other findings of the study were that role conflict was found to negatively influence organizational commitment, role ambiguity and customer orientation of employee, but the findings failed to support the hypothesis of a negative relationship between role conflict and job satisfaction. Role ambiguity was also found to be negatively related to job satisfaction, but was not related to organizational commitment and customer orientation of the employee. The job satisfaction of the employee was found to influence the organizational commitment of the employee and the customer orientation of customer-contact employees; however, contrary to expectations, organizational commitment was not related to the customer orientation of the employee. Finally, self-monitoring was found to positively influence the level of customer orientation of employee.
The four non hypothesized relationships added in the model were also significant. Firstly self-monitoring was negatively related to role ambiguity. Another significant relationship revealed was between role ambiguity and empowerment. Thirdly, the customer orientation of the manager was positively related to the job satisfaction of the employee. Finally, the market orientation of the firm was also found negatively related to role ambiguity.
The practical implications of the findings were discussed including the specific actions that managers can take to encourage their employees to become more customer-oriented during a service encounter.
18
Ditiro, 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 textAbstract:
The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report electronic questionnaire, relationships between EVP, WE and Turnover Intentions were determined from a sample of (N=259) consisting of supervisor to management level employees in commercial banks across Botswana. The adopted composite questionnaire has been validated for the South African sample and proved to have high reliability. The individual instruments have been used in different industries as well as professions and showed no inherent bias. The results showed some important relationships between EVP, WE and Turnover Intentions. Specifically, EVP fulfilment revealed a substantive positive relationship with Work Engagement whereas another substantial relationship exists between engagement and Turnover Intention. While a definitive but small relationship exists between EVP and Turnover Intention, it was recommended that the organisation that participated can buffer turnover intention through leveraging engagement levels, especially the dedication dimension of engagement as it has found to be the prerequisite for vigor and absorption dimensions of engagement.
19
Hassan, 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 textAbstract:
The Swedish banking industry is constantly exposed to changes, mainly due to the revolutionof digitalisation. Mobilisation is another factor which affects the industry mainly by challengingemployers. The supply in the labour market has increased markedly and the needs of employeesare ever changing. With a wider range of employers to choose from, the efforts to meet theneeds of employees are more important than ever before. It is, therefore, important thatorganisations find ways to distinguish themselves from its competitors. Handelsbanken is oneof Sweden's largest organisations in the bank industry, they are well known for theirdecentralised organisational and have large markets shares mainly nationally but can be foundinternationally as well. The purpose of this research project is to gain a broader understandingregarding which strategies, within Employer Branding, organisations in the banking industryuse to motivate and keep current employees. To answer this research purpose a theoreticalframework has been conducted based on the following theories: employer branding, employeevalue proposition and employer retention. Primary data has been collected through semistructuredinterviews with ten respondents from Handelsbanken, including both managementand current employees. Results have shown that the studied bank have considered and appliedstrategies to meet the needs of their employees. Handelsbanken’s employees value the giventrust, development opportunities and the local decision making the organisation has. Theanalysis of these results leads to the conclusion that the employee retention efforts made by theemployer are successful. Internal options regarding career changes contribute to motivatingfurther engagements. An employee often strives for security and by offering internalmobilisation the organisation has established conditions to achieve a long-term career withinthe company. Since the study only includes the perspectives of one organisation within theindustry the results cannot be generalised for the whole industry.
20
Francisson, 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 textAbstract:
Counting Carrots… as this cross-section study is entitled studied the distribution of motivation incentives in Central Stockholm’s banking sector and if it varied for different groups of bank-employees, according to bank-employees. This variation in the distribution of employee benefits was examined quantitatively in accordance to three explanatory variables: 1 – Job position, 2 – Bank size and 3 – the Gender of respondents. On account of the above variables, three hypotheses were propounded from: the concept of separating firm ownership and control, economies of scale and experience and the theory on labor market dualism. Concerning Bank size, empirical proof showed that the distribution of employee incentives in Big banks varied more than it did in Small banks thanks to cost and resource saving advantages. Nevertheless, this study was unsuccessful in producing adequate empirical evidence to indicate such variation in motivation incentives when considering employees’ Job position and Gender. This lack of empirical proof contradicted notions from relevant theoretical constructs on divorcing firm ownership from control and from the dual labor market theory. In some respects, conclusions arrived at were not consistent with what Davydenko et al. (2017) observed in Poznan, Poland on a similar topic about incentives diversity. In future, more work remains to be done which should include more features of motivation incentives such as their quality versus quantity or/and their degree of effectiveness in elevating employee engagement with the intent to improve or complement the produced findings from this study.Denna 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...
21
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 textAbstract:
Orientador: José Dari KreinDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia
Made available in DSpace on 2018-08-24T14:58:49Z (GMT). No. of bitstreams: 1 Colombi_AnaPaulaFregnani_M.pdf: 2955686 bytes, checksum: e19c0e21f1ae7ecb1b95811efcc5f5a2 (MD5) Previous issue date: 2014
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
22
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 text
23
Al-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 textAbstract:
Motivation has been thoroughly explored by researchers in many social science disciplines, including business studies in general and human resources management in particular. The primary purpose of the research reported here is to investigate how culture affects motivation within the context of Saudi Arabia and its Islamic banking sector, with reference to workers at branches of Al Rajhi Bank in Riyadh. This research adopts an epistemological interpretive perspective. Epistemology is primarily concerned with how we understand the world and our interpretation of what is happening. Thus this research is that of a practical epistemology as it looks at how workers at the bank interpret their lives through daily practice. Thus it has an ultimately practical aim: to make recommendations as to ways in which the Al Rajhi management could improve the motivation and thus the performance of its workforce. A qualitative approach is adopted, drawing on semi-structured interviews and focus group discussions with managers, supervisors and employees of the bank. The study examines motivational theories in a practical context with particular reference to major cultural dimensions, especially religion, which is found to play a very important role in the Saudi context. It explores the complex relationship between Islam, culture and gender relations in the workplace. Among the many constraints on this project were that it was impossible for the male researcher to interview female employees face to face, as he did with male respondents. The notion of culture is difficult to integrate within the context of motivation, since they are two separate phenomena that are studied and researched by distinct groups of writers and scholars. The study is nonetheless able to conclude that culture appears to affect motivation at work quite differently in the present context from that to which Western motivational theories apply, largely because culture in Saudi Arabia is closely bound up with religion. Islam influences and defines Saudi culture much more strongly and directly than is accounted for in most Western motivational theories. Indeed, Saudi culture cannot be defined without reference to Islam. Management theories have been developed in the West through empirical studies that have shaped Western notions of motivation and which cannot therefore be straightforwardly applied in the Middle East. This thesis argues that such theories may nonetheless be partially and validly applicable to the Saudi context, in spite of the fact that its culture and society are dominated by Islamic values. This research contributes to existing work in the management field on motivation and culture. An extensive body of knowledge relating to these two topics has been identified and coordinated in the process. This, it is envisaged, will inform organisational policies in the Saudi banking system. It is anticipated that the study will help to achieve a degree of understanding of motivation at work that are applicable to the Saudi Islamic banking sector.
24
Carlson, 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 textAbstract:
The service sector’s constant growth is followed by an increasing competition among service companies. Followed by this, the process of internal branding has become essential within the service brand building process, i.e. aligning the service company’s brand promise with employees’ behavior. Hence, customer- facing employees within the service organization have become a valuable and competitive asset as they manage to deliver the brand promise. A literature review showed that understanding the brand promise and brand commitment are two essential drivers of internal branding. An implicit and positive relationship between those two issues was presented. Absence of empirical studies regarding this relationship was revealed. The purpose of this thesis is to investigate the relationship between employees’ understanding of the brand and their brand commitment. The purpose motivated a hypothesis; employees understanding of the brand promise are positively associated with their brand commitment. The results are based on a quantitative survey conducted among customer- facing employees within the Swedish bank industry. The analysis is both founded in the discussion of the conceptual literature and the similar completed empirical study that was found within the research area. The findings of this research supported this thesis’ hypothesis. The relationship between bank customer- facing employees’ understanding of the brand promise and their brand commitment is shown to be positive and fairly strong. Almost two fifths of brand commitment can be explained by the understanding issue. However, it shows a need for further research in identifying more factors influencing employees’ commitment towards the brand.
25
Jonsson, 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 textAbstract:
Date: 08/06/20 Level: Bachelor Thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: Leticia dos Santos Amanda Jonsson Piyumi Gangabada (95/03/17) (88/12/03) (93/08/11) Title: The Key Aspects of Digitalization on Employees' Engagement is the Bank Service Delivery. Tutor: Michela Cozza. Keywords: Digitalization, employee engagement, service delivery. Research questions: How does digitalization influence employees' engagement in service delivery management in the banking industry? What types of strategies have been applied by managers to bring about employees' engagement as digitalization develops? Purpose: The purpose of this study is to achieve a more in-depth understanding of how digitalization influences employee engagement service delivery in the Swedish banking industry. Furthermore, this study aims to identify which strategies are implemented by managers in order to effectively engage employees'. Method: The study is based on a qualitative approach and the research structure was designed based on semi-structured interviews conducted via telephone calls with employees and managers from Swedish banks to enable connections between theories and empirical findings making it possible to conduct the analysis. Conclusion: By comparing the data collected for this research and the theories presented, it can be concluded that digitalization can be considered as a factor that positively affects employee engagement in service delivery. It has become a facilitator by being a platform for the employees to perform their tasks efficiently. Further, as digitalization develops, managers have been using strategies like advanced support systems, fast and transparent communication methods, and different digital tools to bring up employees' engagement at work. Therefore, digitalization positively affects employee engagement in most instances, but managers can not overlook the possibilities of negative implications too.
26
Ab, 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 textAbstract:
In spite of the rapid growth and internalization of banking services in particular, managers first need to correctly identify the antecedents of what the local consumer perceives as service quality and its link to service climate, thus the strengths of this relationship would be beneficial as a global competitive tool. Although significant studies had been done regarding issues and factors contributing to service quality and service climate in the banking industry, very little has been published regarding the connection between perceptions of these dimensions. The purpose of this study is to describe an accomplished research to determine whether Malaysian local bank customers’ perceptions of service quality and its dimensions relate to employees’ perceptions of service climate and its dimensions; and to ascertain whether various background elements’ reported differences influence the relationships between the dimensions of service quality and service climate. This study encapsulated two phases of survey with open-ended and close-ended questionnaires consecutively. The researcher employed the Profile Accumulation Technique in the first phase and from the respondents’ results, close-ended questionnaires were constructed with responses from four local banks in Malaysia, corroborated together with previous scholars’ findings. Several analyses were carried out such as demographic, reliability, validity, performance, non-parametric and parametric tests and elaboration analysis. The main findings produced nine dimensions of service quality (Automated Teller Machine; corporate image; customer interaction and customer service; online and phone banking; physical feature and facilities; products and services; rates and charges; management and staff) and eleven dimensions of service climate (benefit, bonus, reward and salary; corporate image; customer service; facilities; organization; department and branch; management; organization output; products and services; workforce; myself). There were significant relationships between service quality and service climate dimensions. Respondents’ characteristics influenced the strength of the relationships between dimensions, service quality and service climate. Consequently, the results offered significant implications for participating banks to improve quality in their environment concerning their employees and customers; using customer-oriented processes and training programs within an increasingly diverse marketplace. Economic development, the political situation, socio-cultural system and the level of sector maturity do need to be considered by managers and policy makers so as to investigate their influence on service quality and service climate.
27
Chew, 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 text
28
Bahmanabadi, Somaye. "A Case Study of the Impact of Leadership Styles on Bank Employees´Job Satisfaction." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29232.
Full textAbstract:
Leadership always plays an important role in the growth and performance of an organization. Changes in organizational structure, vision and leadership are inevitable in any institution. Leadership style is a special characteristic that distinguishes a leader from another and this powerful force is what pushes an employee or employees to complete a task that produces maximum results; especially in the banking sector. Survey questionnaires were used in this study as a main method for data collection. The data was analyzed by using the Structural Equation Modeling (SEM) Method using Lisrel software. This research has been conducted to determine the impact of using transformational, relation-oriented and transactional leadership styles and their direct effect on job Satisfaction. A total of one hundred questionnaires were distributed among SEB and Swede bank´s employees and seventy-one fully answered questionnaires were used for statistical analysis. In other words, seventy-one percent of the questionnaires were returned. The results clearly show that leadership style (Relation-oriented, Transactional, and Transformational) have a significantly positive effect on both the employer and employee’s satisfaction with the job. The results indicate that the Transformational approach ads the most contribution toward job satisfaction compared to the Transactional and Relation-oriented styles of leadership.
29
Ramjee, 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 textAbstract:
The South African banking industry is currently facing increasing macro- and micro-environmental pressures which had led banks to move towards customer-oriented strategies. This has influenced the way their systems and processes are developed and innovated to provide a satisfactory service to their clients. It appears that service quality has been the differentiating factor that has set the competitors apart in providing their customers with a unique customer experience through client relationships and interaction. As a consequence, banks have resorted to implementing various training and leadership interventions as a driver, to effectively empower their employees to improve service quality The aim of this research study was to identify the impact that training and leadership programmes implemented by a particular branch of Standard Bank South Africa (SBSA) had on employee empowerment. This was achieved through a comprehensive literature review and an empirical study to measure whether employees had perceived themselves to be empowered. The results from this study will be used by the Human Resource Division of SBSA to evaluate and implement effective training methods for the employees of the selected branch in order to improve employee empowerment. This would serve as a great benefit for the bank as employees that are satisfied with the work are generally more productive, hence producing increased revenue for the organisation. An empirical study was embarked on to measure the respondents’ perception of being empowered and involved a survey of eighty-three employees of the retail branch in the Sandton, Johannesburg area. Forty-three of the employees responded to the anonymous questionnaire and the data obtained was analysed and interpreted into meaningful results. The results of the survey indicated that the majority of the employees at the selected branch perceived themselves to be empowered and it was concluded that the implementation of the training and leadership programmes by SBSA had a positive impact on them. The following recommendations were made: - Firstly, to increase training and development, in the form of leadership courses, inter-departmental learning and on-the-job training sessions to develop the employees to their full potential; - Secondly, management needs to encourage employees to participate in discussion forums and staff meetings and involve them in decision-making thus improving the perceived lack of a free-flow of information and transparency within the workplace; - Thirdly, team leaders and supervisors should encourage support and coaching of the junior employees by giving them constructive on-going feedback, supporting their ideas, delegating tasks, and giving them direction on the way forward; - Fourthly, a review of the reward and recognition system would be advisable where employees are rewarded (financially or non-financially) for a job or task well done, or to promote certain behaviours and attitudes in the workplace; and - Finally, it was recommended that the employees be informed and educated on the benefits, associated for both the employees and the organisation, of the Scheme in order to increase their commitment and performance. The empowerment of employees in the organisation is important as it involves employees who take responsibility for their decisions and actions because they are primarily the ones who solve the problems in their own teams. Empowerment in organisations can thus lead to less absenteeism, lower employee turnover, less employee training costs, increased employee satisfaction and more productive employees.
30
Cutcher, 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 textAbstract:
Thesis (Ph. D.)--University of Sydney, 2004.Title 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.
31
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 text
32
Papasolomou, 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 text
33
Fourie, 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 textAbstract:
Thesis (MComm)--Stellenbosch University, 2013.ENGLISH 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.
34
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 textAbstract:
In order to reduce the risks, banks has two ways to evaluate the loan exposure. One is credit rating, and the other one is pledge collaterals. Many literatures and financial regulations are emphasizing on the importance of credit rating. However, with the illustration of a plenty of empirical study, the pledging collaterals are the popular way which was using by “lazy” banks. Credit rating or pledging with collaterals is the gap between theories and practices. The aim of this thesis is to figure the factors which make the gap between the theories and practices. At last, the front-line employees are paid attention on. Since front-line employees are the first and direct one who contact customers. Reliability and responsiveness has a space to develop by training first-line employees, moral hazard controlling, and sectoral specialization the credit inspection.
35
Gehm, 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 textAbstract:
Orientador: José Dari KreinDissertação (mestrado) - Universidade Estadual de Campinas, Instituto de Economia
Made available in DSpace on 2018-08-22T23:22:37Z (GMT). No. of bitstreams: 1 Gehm_TaiseCristina_M.pdf: 2366102 bytes, checksum: be801ff7a9594b0d08ac3b35657ded43 (MD5) Previous issue date: 2013
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
36
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 text
37
Hall, Bradley W. "Is Japanese management culturally-specific an examination of employee/employer values of Japanese and American banks in California /." 1989. http://catalog.hathitrust.org/api/volumes/oclc/27933923.html.
Full text
38
Le, Roux Charl. "Motivational drives of employees at an investment bank." Thesis, 2008. http://hdl.handle.net/10210/754.
Full textAbstract:
The purpose of this study was to determine what the motivational drives are for employees working in an investment bank and whether money plays a roll in motivating employees working for an investment bank. The target group for this study was all the employees who have been in the employment of the target organisation for one year and longer. This group was divided into subgroups of specialist transactors and specialist support personnel. The profile of these two subgroups included a variety of ages, gender, races and educational backgrounds. Data was collected using a questionnaire that was discussed with each employee who agreed to participate in the study. The study clearly illustrates that money can be the primary drive for motivation to certain employees within an investment bank. When one ranks what makes the two subgroups work, it is quite clear that the ability to earn a bonus and the ability to earn more money is highest on the list of specialist transactors, whereas the specialist support personnel enjoys the culture of the bank and has to get job satisfaction to make them work. These results reflect the motivational drives of the sample group at the time of this research. The study concludes that one of the primary motivational aspects for the subgroup of employees which was subject to the empirical study is that these employees are motivated by the mere fact that they can earn more money and a bigger bonus as well as obtaining job satisfaction and having the ability to make their own decisions. The study discussed Maslow’s and McClellands need theories as well as various other motivational theories and approaches employers can introduce to motivate employees. Maslow’s and McClelland’s need theories were directly related to the empirical study with the view whether these two motivational theories can be applied successfully within an investment bank. Based on the results of the empirical study, the researcher came to the conclusion that both these theories can be equally successfully applied to employees working in the target organisation.Dr. K. Stanz
39
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 textAbstract:
Thesis (PhD) -- Australian Catholic University, 2003.Submitted 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.
40
Huei, Lin Tien, and 林湉惠. "The Liability in Torts for Bank Employees." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/77157813246781252358.
Full textAbstract:
碩士東吳大學
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.
41
LI, YI-YING, and 李怡瑩. "Discussion on Job Stress of Bank employees." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/f57z75.
Full textAbstract:
碩士中華大學
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.
42
Penn, Vincent. "Bank employees’ engagement with communities in corporate social responsibility initiatives." Thesis, 2015. http://hdl.handle.net/10210/13717.
Full textAbstract:
M.Com. (Business Management)In 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.
43
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 textAbstract:
碩士國立中正大學
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.
44
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 textAbstract:
碩士國立臺灣師範大學
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.
45
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 textAbstract:
碩士國立中正大學
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.
46
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 textAbstract:
碩士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.
47
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 textAbstract:
碩士國立臺灣海洋大學
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.
48
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 text
49
Chang, Wei-Chin. "Factors influencing customer orientation of service employees in the bank /." 1995. http://arrow.unisa.edu.au:8081/1959.8/84597.
Full text
50
Chen, 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 textAbstract:
碩士實踐大學
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