To see the other types of publications on this topic, follow the link: Bank employees.
Journal articles on the topic 'Bank employees'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles 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 journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Tahir, Khizar Hayat khan, Athar Iqbal, and Muhammad Bilal. "EMPLOYEE’S JOB TURNOVER IN BANKING SECTOR AND ITS IMPACT ON SOCIETY AND POLICY FORMULATION." Global Journal for Management and Administrative Sciences 2, no. 2 (December 31, 2021): 45–61. http://dx.doi.org/10.46568/gjmas.v2i2.31.
Full textAbstract:
The aim of study is to carry out an analysis of determinants of employee’s job turnover in banking sector. Further possible impacts on society and policy formulation are discussed at the end. Empiric witness has been evaluated across three major determinants i.e., job involvement, organizational culture and compensation with employee’s job turnover. For analysis, the data was collected through a questionnaire from a sample of 200 bank employees (male n = 119 and female n = 81) out of the population of 2600 employees of three most of the banks of Pakistan as Habib Bank Limited, Allied Bank Limited and Askari Bank Limited. The classification has been done on the basis of the financial worth of the banks and the number of employees. The results confirm that the selected factors do have an impact on employee job turnover but other factors do matter. Out of these three factors job involvement had a negative impact on employee retention whereas the organizational culture and compensation had positive impacts on the turnover of employees. The study is beneficial for employees and banks simultaneously. Policy implications are discussed in this paper.
2
Kamunya, Magdalene, and Dr Joyce Nzulwa. "Influence of Coaching on Employee Retention in Commercial Banks in Kenya." Human Resource and Leadership Journal 5, no. 1 (October 14, 2020): 29. http://dx.doi.org/10.47941/hrlj.455.
Full textAbstract:
Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals. The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention
3
Abedini Koshksaray, Amir, Allahyar (Arsalan) Ardakani, Naeimeh Ghasemnejad, and Ateneh Qhodsikhah Azbari. "The effect of customer orientation coaching on employee’s individual performance and financial and non-financial performance." International Journal of Islamic and Middle Eastern Finance and Management 13, no. 3 (May 4, 2020): 437–69. http://dx.doi.org/10.1108/imefm-04-2019-0169.
Full textAbstract:
Purpose Recently, banks have focussed on teaching marketing skills, especially customer orientation. This issue, according to previous studies, has led to improved employee and bank performance. In this regard, Tejarat bank (an Iranian Bank) also organised specialised customer orientation courses for its employees with the help of the Iranian Scientific Marketing Association. Consequently, the purpose of this study is to examine the effect of customer orientation coaching on employee’s individual performance and financial and non-financial performance of the bank. Design/methodology/approach Accordingly, by using theoretical foundations, this study attempted to present a comprehensive conceptual and theoretical model on the effect of customer orientation coaching on employee and bank performance. The structural equation modelling was run to test the relevant hypotheses. Findings The results showed the significant effect of customer orientation coaching on employee performance either directly or indirectly. Customer orientation, competitor orientation, sales orientation and the long-term orientation of the employees were mediating factors between customer orientation coaching and employee performance. The effect of employee’s performance on the financial and non-financial performance of the bank was also significant. Originality/value These results help to understand the importance of coaching for developing customer orientation and perception about competitor orientation, sales orientation and long-term orientation of employees and their effect on individual and organisational performance.
4
Pariyanti, Eka, and Najmidun Najmidun. "MENGURANGI KONFLIK KARYAWAN MELALUI SPIRITUALITAS ISLAM DI TEMPAT KERJA "MENGANALISIS KINERJA KARYAWAN DI BANK SYARIAH”." Ekombis Sains: Jurnal Ekonomi, Keuangan dan Bisnis 6, no. 1 (April 19, 2021): 55–62. http://dx.doi.org/10.24967/ekombis.v6i1.1112.
Full textAbstract:
The research aims to empirically examine the effect of Employee Conflict through the workplace of Islamic spirituality and Analyze Employee performance at Islamic Banks. The data collection method uses a questionnaire. The total sample of 36 employees at the Islamic Bank in Indonesia. Data analysis techniques using linear regression and path path. The results showed that the Spiritual Workplace influenced the conflict of Islamic Bank employees. Conflict affects the performance of Islamic Bank employees. Spiritual Islamic Workplace affects the performance of Islamic Bank employees. Indirectly employee conflict through Islamic Workplace employees has a significant effect on the performance of Islamic Bank employees. The results of the study are expected to be an input for managers to reduce conflicts in the company with Islamic spirituality workplaces
5
Pariyanti, Eka, and Najmudin Najmudin. "Reducing Employee Conflict through Islam Spirituality in Workplace "Analyzing Employee Performance In Islamic Banks"." IJEBD (International Journal of Entrepreneurship and Business Development) 4, no. 2 (March 29, 2021): 140–44. http://dx.doi.org/10.29138/ijebd.v4i2.1135.
Full textAbstract:
The research aims to empirically examine the effect of Employee Conflict through the workplace of Islamic spirituality and Analyze Employee performance at Islamic Banks. The data collection method uses a questionnaire. The total sample of 36 employees at the Islamic Bank in Indonesia. Data analysis techniques using linear regression and path path. The results showed that the Spiritual Workplace influenced the conflict of Islamic Bank employees. Conflict affects the performance of Islamic Bank employees. Spiritual Islamic Workplace affects the performance of Islamic Bank employees. Indirectly employee conflict through Islamic Workplace employees has a significant effect on the performance of Islamic Bank employees. The results of the study are expected to be an input for managers to reduce conflicts in the company with Islamic spirituality workplaces.
6
M. Anwarul Islam, K., Md Mobarak Karim, Serajul Islam, Md Shariful Haque, and Tania Sultana. "Exploring the effect of job satisfaction, employee empowerment, and emotional intelligence on bank employee performance: A study on commercial banks in Bangladesh." Banks and Bank Systems 17, no. 3 (September 21, 2022): 158–66. http://dx.doi.org/10.21511/bbs.17(3).2022.13.
Full textAbstract:
Business organizations are facing ever-growing challenges in the competitive market regarding commitment, retention, engagement, and the belief of their employees. Employees are regarded as the lifeblood of every organization where the companies could not run their activities without skillful employees. The objective of this study is to explore the effect of job satisfaction, employee empowerment, and emotional intelligence on bank employees’ performance in the context of Bangladesh. In terms of the research purpose, non-probability convenience sampling has been used in this study. The targeted population was the commercial bank employees in Bangladesh. Regarding this study, total of 200 employees were asked to participate in this research. Among 200 employees, finally, 160 responses were received as complete with an 80% response rate. For analysis purposes, SPSS version 26.0 was used in this study. The study discovered that job satisfaction, employee empowerment, and emotional intelligence positively and significantly affect employee performance. The model explains 60 percent variance, and employee empowerment is found to have a higher impact on employee performance. Finally, this study will offer some extraordinary directions and implications for future research on commercial bank managers.
7
Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (April 26, 2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.
Full textAbstract:
Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression analysis. The study results show that workplace environment, career growth & development opportunity, compensation management and job security have significant impact and association with the employee’s retention in Civil Bank and Mega Bank located in Kathmandu. It is recommended that plan for work life balance and better career planning for the employees could increase to establishing the stability of employees working in banking sectors.
8
Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (April 26, 2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.
Full textAbstract:
Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression analysis. The study results show that workplace environment, career growth & development opportunity, compensation management and job security have significant impact and association with the employee’s retention in Civil Bank and Mega Bank located in Kathmandu. It is recommended that plan for work life balance and better career planning for the employees could increase to establishing the stability of employees working in banking sectors.
9
Mirda, Rizyana, and Prasetyo Prasetyo. "Job Characteristics, Job Involvement, and Transformational Leadership’s Effects on Employee Performance through Work Engagement." Indonesian Journal of Multidisciplinary Science 2, no. 3 (December 25, 2022): 2129–40. http://dx.doi.org/10.55324/ijoms.v2i3.341.
Full textAbstract:
The conditions of employee performance in a company is inseparable from several factors that can influence it. Job characteristic, job involvement, and leadership are things that can affect employee performance. But they do not necessarily directly affect an employee's performance, and there can be factors that bridge them so that employee performance gets better. This research is to prove and analyze the influence of Job Characteristics, Job Involvement, Transformational Leadership on Work Engagement and Performance on Bank Jatim employees, and to prove and analyze the influence of Work Engagement on Performance on Bank Jatim employees. The sample population is 365 employees of Bank Jatim. The source of data in this study collected by survey method. Data analysis techniques used in research using SEM with Smart PLS software.The results of the analysis can be concluded that Job Characteristic, Job Involvement, Transformational Leadership has a significant and positive influence on Work Engagement and Job Involvement has a significant and positive influence on employee performance of Bank Jatim employees, but Job Characteristic and Transformational Leadership has no significant and positive influence on Employee Performance Bank Jatim employees, while Work Engagement has a significant and positive influence on employee performance of Bank Jatim employees.
10
Kandel, Laxman Raj. "Effects of Performance Appraisal System on Employees’ Performance in the Joint Venture Banks of Nepal." Management Dynamics 24, no. 1 (July 4, 2021): 83–94. http://dx.doi.org/10.3126/md.v24i1.47547.
Full textAbstract:
This study examines the effects of performance appraisal systems on employees’ performance in joint venture banks. It focuses on the employees’ awareness of the appraisal system and their knowledge of the appraisal system and performance appraisal management, leading to effective employee performance in joint venture banks. This was a research project that was meant to be descriptive. Questionnaires were the methods of data collection and 100 respondents from Everest bank, Himalayan bank and NABIL bank were studied. Moreover, the collected data were analyzed and processed using a computer program (excel) and indicated clearly on tables. The study results exposed that employee performance appraisal at Everest bank, Himalayan bank and NABIL bank is not effective and not very well utilized. The mainstream employees were unaware and were absent knowledge of the performance appraisal practiced in their organizations. They were not involved in an argument with supervisors and were not given sufficient time to organize for the meeting as an outcome; there’s no feedback delivered to employees afterwards appraisal. These banks do not use the available appraisal system for making important employee decisions. Employee performance appraisal should be implemented properly to meet a certain organization’s context, according to the recommendations, communication between employees and management decisions like disciplinary actions, promotion and training.
11
El Sayad, Samar, and Ahmed Diab. "Bank Employee Perceptions of Corporate Social Responsibility Practices: Evidence from Egypt." Sustainability 14, no. 3 (February 6, 2022): 1862. http://dx.doi.org/10.3390/su14031862.
Full textAbstract:
This study examined bank employee perceptions regarding corporate social responsibility (CSR) practices in Egypt as a developing country. In particular, it explored bank employee perceptions towards the CSR aspects on which banks should focus. It also investigated whether factors such as bank type (i.e., public or private), employee age, experience, job position, and number of CSR training programs undertaken can affect this perception. Data were gathered through a questionnaire distributed to both public and private bank employees. The final sample consisted of 127 employees. SPSS was used to analyse the data. We found that bank employees placed different importance on the CSR aspects on which banks should focus. In particular, they prioritized employment and workplace-related aspects such as operational efficiency, financial literacy, equal employment opportunities, and workplace safety. In contrast, they placed less emphasis on environment-related aspects such as greenhouse gas emission and energy consumption. We also found that bank type, age, employee experience, job position, and number of CSR training programs undertaken could affect the perceptions of bank employees regarding the CSR aspects on which banks should focus. While there is a growing stream of research on CSR, prior research lacks CSR practices in developing markets, especially in the banking sector. To the best of our knowledge, this is the first study to look at the importance and priorities of CSR aspects in Egypt—one of the fastest-growing economies in the developing world. Based on the findings of this study, policymakers and regulators in Egypt such as the Central Bank of Egypt and the Egyptian Banking Institute are advised to request banks to pay more attention to environmental-related aspects of CSR to keep pace with Egypt 2030 vision and develop an action plan that helps increase bank employee awareness regarding the importance of CSR practices and engage employees further in developing their banks’ sustainability strategy.
12
Türüt, Ibrahim. "Investigation of bank employees job satisfaction problems." Psihologia. Revista științifico-practică = Psychology. Scientific-practical journal 39, no. 2 (December 2021): 89–94. http://dx.doi.org/10.46728/pspj.2021.v39.i2.p89-94.
Full textAbstract:
Competition in the world market in many sectors of economy leads companies to pursue diff erent strategies. One of the business strategies is the effi cient use of resources. The most important source of business is the employees who are the human factor. Poor employee performance aff ects the success of a company or a bank. High employee performance depends on many factors. One of the most important factors that aff ects an employee’s performance may be the job dissatisfaction. The employees are not satisfi ed with the work of people in the organizational structure of the company, management style, customer relationship. The research topic is to examine the issue of bank employee satisfaction, providing general information on the research topic. Relevant examples are provided in the paper for the subject of the study and recommendations are given for raising the job satisfaction of the bank’s employees.
13
Ojo, Solomon, and Olumide Muktar Alli. "Influence of Talent Management and Organisational Performance on Employee Retention among First Bank Employees in Osogbo, Osun State." Quest Journal of Management and Social Sciences 6, no. 1 (July 7, 2024): 15–32. http://dx.doi.org/10.3126/qjmss.v6i1.67146.
Full textAbstract:
Background: This study investigated the influence of talent management and organisational performance on Employee Retention in First Bank Plc, Osun State, Nigeria. Objectives: The study was meant to achieve the following objectives: assess the influence of talent management on employee retention among employees of First Bank Plc, Osun State, Nigeria; determine the influence of organisational performance on employee retention among employees; assess the influence of talent planning on employee retention among employees; investigate the influence of workplace culture on employee retention among employees; assess the influence of talent recruitment and retention on employee retention among employees; determine the influence of talent development on employee retention among employees; investigate the influence of talent development on employee retention among employees; determine the influence of professional advancement and rewarding the employees on employee retention. Methods: The study was a survey in which an Ex-post facto design was employed. A total of 100 bank employees took part in the study. A questionnaire format was used to collect data in the study. Collected data were subjected to both Descriptive and Inferential statistics, with the adoption of Statistical Package for Social Sciences. Results: The results revealed there was a significant influence of talent management on employee retention in First Bank Plc [t(98)=6.73, p<.01]; there was a significant influence of organisational performance on employee retention in First Bank Plc [t(98)=8.65, p<.01]; there was a significant influence of talent planning on employee retention in First Bank Plc [t (98)=4.15, p<.01]; there was a significant influence of workplace culture on employee retention in First Bank Plc [t(98)=3.74, p<.01]; there was a significant influence of talent recruitment on employee retention in First Bank Plc [t (98) =3.75, p<.01]; there was a significant influence of talent development on employee retention in First Bank Plc [t (98) =8.87, p<.01]. Conclusion: Hence, it is concluded that talent management and organisational performance significantly influence employee retention. It was recommended that management teams of Banks ensure that outstanding performance is awarded in the organisations, and employee participation and engagement should be emphasised for talent management to be successfully implemented.
14
Sanghavi, Himanshu. "A Comparative Study on Employee Engagement Activities in Private Sector Banks." International Journal of Management and Development Studies 12, no. 03 (March 31, 2023): 11–18. http://dx.doi.org/10.53983/ijmds.v12n03.002.
Full textAbstract:
A Comparative Study of employee engagement activities in private sector banks “In this Research study we have taken various private sector banks such as Kotak Mahindra bank, Axis bank, ICICI bank, HDFC bank, and discussed about the level of employee engagement activities followed in private sector banks and then researcher have seen the satisfaction of employees, based on their engagement. The questionnaire method of data collection was developed. Descriptive statistics and cross tabs were used in this study. It was conducted on 50-60 employees as sample size was selected based on the non - probability convenience sampling.
15
Akther, Shahin. "An Exploratory Study on Authentic Leadership Concept in Fostering Training Effectiveness in Commercial Banks of Bangladesh." Journal of Economics, Trade and Marketing Management 2, no. 4 (September 7, 2020): p1. http://dx.doi.org/10.22158/jetmm.v2n4p1.
Full textAbstract:
To train an organization’s staff results in qualified and knowledgeable performers and make them organizational assets by generating excellent leadership in the long run. A bank manager or leader understand the training gap of an employee and do the assessment according to the training need. Therefore, it is vital to pinpoint the training needs and ensure training effectiveness more than contemporary leadership behaviour of bank managers and trainers also. This study was conducted in the banks of Bangladesh to examine employee’s perception of the authentic leadership style of bank managers or senior officials, to evaluate the relationship between leaders (bank managers) & followers (bank employees) and relationship between authentic leadership style & training effectiveness. This is an exploratory research using qualitative approach with a sample size of 69 employees from commercial banks of Bangladesh. The study found that an authentic leaders or managers are more concern about training budget and training transfer than generic leaders.
16
S., Neruja,, and A. Anton Arulrajah. "The Impact of Environmental Knowledge and Awareness on Sustainability Performance of Organizations: The Mediating Role of Employee Green Behaviour." International Business Research 14, no. 9 (August 9, 2021): 68. http://dx.doi.org/10.5539/ibr.v14n9p68.
Full textAbstract:
This study examined the impact of environmental knowledge & awareness of employees on sustainability performance of organization among 173 commercial bank employees in Batticaloa Region of Sri Lanka. It explored environmental knowledge & awareness of employees associated with employee green behaviour and the possible mediating role of employee green behaviour between environmental knowledge & awareness and sustainability performance of organization. Multiple regression analysis demonstrated that the environmental knowledge & awareness of employees were significantly associated with green behaviour among the employees of surveyed banks. It was also established that the association of environmental knowledge & awareness of employees and sustainability performance of the bank is partially mediated by employee green behaviour. This study contributes to fill out the research gaps exist in the area of study to some extent and offers practical implications for the managers of banks to establish efficient and constructive mechanisms and encourage the bank’s staff to implement environmental policies into actions.
17
Kaur, Gagandeep. "Perception of bank employees’ towards working environment of selected Indian universal banks." International Journal of Bank Marketing 33, no. 1 (February 2, 2015): 58–77. http://dx.doi.org/10.1108/ijbm-10-2013-0117.
Full textAbstract:
Purpose – The purpose of this paper is to evaluate the job satisfaction level of universal bank employees in India. It focusses on identifying the factors of job satisfaction and their influence on the overall job satisfaction of universal bank employees. Design/methodology/approach – Data were collected from a sample of 380 bank employees using convenience sampling technique. Findings – The results of exploratory factor analysis reveal that eight factors, i.e. workplace environment, supervision, cooperation from peers, work discrimination, employee acceptance, work allocation, job security and remuneration extracted as important determinants of job satisfaction. The results of multiple regression analysis shows that supervision, cooperation from peers, work allocation and employee acceptance (independent variables) influences the level of job satisfaction (dependent variable of bank employees. Originality/value – Since liberalization, banking sector is considered to be one of the major recruiters. People prefer bank as a career and social status. In order to further improve the satisfaction level of bank employees, bank management should provide regular feedback to the employees about their performance. In the absence of feedback, employees will be discouraged because they do not know how they are doing or may believe their contribution is unacknowledged. The most important factor effecting employee satisfaction with their job is their immediate supervisor. Many employees dislike their supervisor though they like the work they do. To make employees happier in their position, stay longer and the most important to ensure that customers receive better services, banks must start improving the management skills of supervisors.
18
Oduguwa, Adedara Subomi, and Idowu Adegboyega Olateju. "IMPACT OF WORK LIFE BALANCE ON EMPLOYEE PERFORMANCE IN DEPOSIT MONEY BANKS IN SOUTH WEST NIGERIA." Caleb International Journal of Development Studies 4, no. 2 (December 14, 2021): 121–42. http://dx.doi.org/10.26772/cijds-2021-04-02-06.
Full textAbstract:
This study examines work life balance and employees performance in money deposit bank in South West Nigeria using GT Bank, Access Bank and WEMA Bank as a case study. Many organizations in western countries recognize the importance of work-life balance, where employees now prefer work-life balance over higher wages. Companies must realize the importance of work-life balance consistently concerning productivity, employee performance, and improving the quality of life of employees. A stratified sampling technique was adopted for this study and survey research method using questionnaire a research instrument. A total number of 1200 employees were selected for this study. The result of the study shows that there is a significant positive relationship between work life balance and Employee performance among employees of Deposit Monetary banks (r = .510; P<.05). The study recommends that recommends that banks in South West Nigeria implement non-monetary rewards as a cost-effective way of boosting morale of the workforce.
19
Palikhe, Amin, and Sarala Thapa. "Impact of Training on the Performance of Employees in the Commercial Banks of Nepal." Journal of Nepalese Business Studies 16, no. 1 (December 31, 2023): 71–83. http://dx.doi.org/10.3126/jnbs.v16i1.62383.
Full textAbstract:
Enhancing employee performance requires the deliberate use of training and development. Whether commercial banks used the training program and analyzed their impact is the question being raised in the acaemic community. Therefore, this study aims to evaluate the impact of training on the employee’s performance in commercial banks in Nepal. Two commercial banks in Pokhara valley namely Nabil Bank and NMB Bank were selected randomly, as a descriptive cum causal research design, which covered 89 respondents as a convenient sample. Primary sources and a questionnaire survey have been used to collect the data. The statistical software SPSS 17 version has been carried out to analysis the relationships and impacts of dependent and independent variables. The study shows that the existence of training programs in the commercial bank of Nepal is important. The findings show that an employee's level of performance is increased as they receive more training and operating training regularly. There was a significant positive impact of employee training on their performance in commercial banks. As a result, it is advised that commercial banks as a whole receive well-planned, organized, and coordinated training programs. Since they serve as a crucial strategic link between the company's goal and day-to-day operations, the organization should put its best effort into developing training policies and practices. Further, it could be useful to study other banks and financial institutions regarding the impact of training on the employees’ performance of any bank and institution in the future by using other variables.
20
Marginingsih, Ria, and Dani Irawan. "EMPLOYER BRANDING PERSEPSIAN TERHADAP KEPERCAYAN PEMIMPIN DAN DAMPAKNYA PADA INTENSI KELUAR." Jurnal Ilmu Keuangan dan Perbankan (JIKA) 8, no. 1 (July 30, 2019): 25–32. http://dx.doi.org/10.34010/jika.v8i1.1925.
Full textAbstract:
ABSTRACT
This study aims to see the influence of employer branding on the exit intention of bank employees in Indonesia which is mediated by trust in leaders. In particular, this study tries to identify how the influence of employer perceived branding on outgoing intentions? Does the employee's trust in the leader affect the intention to leave? How does the influence of employer branding perceptions on outgoing intentions mediated by employee trust in the leader? The population of this study is bank employees who work in groups of state-owned commercial banks, groups of regional government-owned banks, groups of private-owned commercial banks. The sample in this study uses non probability sampling, with the sample is that employees have worked at least one year. For hypothesis testing, this study uses SmartPLS analysis with Likert scale measurement points one (strongly disagree) up to five points (strongly agree). The results of the study of 88 respondents of Bank employees in Indonesia showed that employer branding against intention to leave had a negative and insignificant effect, the influence of employer branding on trust in leaders was positive and significant, the trustworthiness of leaders towards intention was positive and significant, and employer perceived branding towards intention out which is mediated by employee trust in leaders is influential and significant.
Keywords: Employer Branding, Intensi Keluar, Kepercayaan pada Pemimpin, Retensi
21
Kayumba, Ephrem, and Claude Rusibana. "Employee Turnover and Operational Performance of Commercial Banks in Rwanda." Journal of Advance Research in Business Management and Accounting (ISSN: 2456-3544) 7, no. 5 (May 31, 2021): 01–09. http://dx.doi.org/10.53555/nnbma.v7i5.990.
Full textAbstract:
Employee turnover was the movement through which an organization hired and missed its employees. This might be voluntary, involuntary, internal transfer, and retirement turnover. The objective of this study was to analyse the employee turnover and operational performance of commercial banks in Rwanda, a case of KCB Bank Rwanda located in Nyarugenge District, Rwanda. The specific objectives were to analyse the effect of employee compensation on operational performance, to determine the impact of employee overscheduling on operational performance, and to find out the impact of employee favouritism on the operational performance of KCB Bank Rwanda. This quantitative research used the descriptive research survey design with questionnaire as research instrument where 80 questionnaires were distributed to 80 employees by using both physical and digital approaches forms due to situations of COVID-19. The data collection took six months and consisted of 15 Microsoft forms, 40 physical forms, and 25 emails responses. The data analysis was done by using Statistical Package for Social Science (SPSS) version 20 through which the census method was applied, and the descriptive method was used to make the conclusion and has been applied to determine the reliability and validity at 0.8%. This research contributed to the management of employee turnover to improve operational performance of commercial banks in Rwanda. It indicated that KCB Bank Rwanda recognized a considerable rate of employee turnover at a percentage of 46.5% since its creation in 2008 year to December 2020 where the low number of recruited employees compared to the number of employees who exited. This was caused by factors including poor employee compensation, employee overscheduling and employee favouritism. The study discovered that the research objectives were major causes of employee turnover that affected the operational performance of KCB Bank Rwanda at a percentage of 13.8%. Data analysis showed that compensation affected the bank’s operations at a percentage of 73.8% (see table 4.9.), overscheduling at 50.1% (see table 4.7), and favouritism at 56.3% (see table 4.8). The study discovered that the most concern of KCB Bank Rwanda was not the relevance of number of employees who left but the quality of those employee and the targets they had set during the set and submission of the annual balanced scorecard, which affects the operational performance review. The research recommended that the management should review the compensation policy to match the operational performance, reduce favouritism by approaching marginal employees, and reduce overscheduling by re-examining the job descriptions and visiting employee’s office to discover added and non-corresponding duties that attracted the employee turnover in the KCB Bank Rwanda.
22
Suryana, Deni. "The Effect of Organizational Climate and Compensation on Job Satisfaction and Employee Performance." Indonesian Journal of Multidisciplinary Science 2, no. 7 (April 25, 2022): 2773–90. http://dx.doi.org/10.55324/ijoms.v2i7.474.
Full textAbstract:
In banking activities and the financial services industry, the contribution of banks to the financial services industry in supporting economic activities is very large, in the midst of very tight and competitive competition banks need innovation and the right strategy to ensure their business continuity and their existence in increasing their business achievement figures, the challenge is getting bigger after it is declared that there are no more restrictions on activities and the return of normal activities back to normal. This research intends to obtain empirical evidence related to the consequences between organizational climate variables and compensation, in relation to job satisfaction and employee performance. This research was conducted at Bank Mega Regional Banjarmasin and only analyzed the direct and indirect influence between organizational climate variables (X1), compensation (X2), on job satisfaction (Y1) and employee performance for the period September 2022 to January 2023. The population in this study is employees who are directly on duty with Bank Mega Regional Banjarmasin (direct staff). The sample of this study is the population, namely all employees who work directly at Bank Mega Regional Banjarmasin totaling 240 people who are all employees of Bank Mega Kalimantan who are not outsourced or direct employees of Bank Mega. The source of data used in this research is questionnaires. Information analysis in this research uses Structural Equation Modeling (SEM) with Smart PLS (Partial Least Square) application. The results of this study show that organizational climate and compensation have a positive effect on employee performance there.
23
Zhang, Mengyao, Hasliza Hassan, Melissa Wendy Migin, and Duo Zhang. "Research on the problems and countermeasures of new employee training in YanTai commercial bank." BCP Business & Management 19 (May 31, 2022): 214–16. http://dx.doi.org/10.54691/bcpbm.v19i.806.
Full textAbstract:
With the development and maturity of China's financial market, the competition in the banking industry is becoming more and more fierce. In the banking industry, the training of new employees can enable new employees to fully grasp the post business knowledge and skills and quickly adapt to the working environment of the bank. However, there are still many deficiencies in the new employee training system of Yantai commercial bank, which hinders the rapid development and independent innovation of new employees and is not conducive to the stable and sustainable development of the bank. Therefore, it is necessary to study the bank's new employee training system. Through the analysis of the current situation of Bank new employee training, this paper finds out the relevant problems. It also puts forward countermeasures and suggestions to improve the training level of new employees in commercial banks.
24
Suryantari, Yulita, Andy Mulyana, Nihan Anindyaputra Lanisy, and Ni Wayan Marsha Satyarini. "The Influence of Person-Job Fit on Work Engagement and Turnover Intention, Mediated by Work-Family Conflict and Family-Work Conflict among State-Owned Banks Employees in Jakarta." Kontigensi : Jurnal Ilmiah Manajemen 11, no. 1 (June 2, 2023): 30–43. http://dx.doi.org/10.56457/jimk.v11i1.308.
Full textAbstract:
The banking industry has serious issues related to human resources, such as the high employee turnover rate and work engagement of employees in the work environment. This research aims to analyze the influence of person-job fit on work engagement and turnover intention on employees of state-owned banks in Jakarta by using work-family conflict and family-work conflict as mediating variables. The samples used in this research were taken from 320 frontline employees of state-owned banks in Jakarta including Bank Mandiri, Bank BRI, Bank BNI and Bank BTN. The data were collected by using non-probability sampling with purposive sampling method. The data analysis used in this research is structural equation modeling. The results of this research show that there are both negative and positive influences between each variable, and work-family conflict and family-work conflict as mediating variables proved to have an effect on person-job fit on work engagement and turnover intention. This research has several implications for bank managers to be more selective in recruiting employees in order that person-job fit can be met, to make a personal approach to each employee, to pay attention to the employees' capacity and rights, and to hold periodic training for employee.
25
Rahman, Benazir, Yeasmin Islam, and Fahmida Ahmad. "The Impact of HR Policies over the Financial Soundness of Commercial Banks: A Study on Dhaka Bank Limited." Asian Journal of Humanity, Art and Literature 4, no. 2 (December 31, 2017): 83–98. http://dx.doi.org/10.18034/ajhal.v4i2.320.
Full textAbstract:
Presently Human Resources (HR) Management has become one of the burning topics in our corporate world to operate overall activities of the organizations smoothly to ensure financial stability and banking industry is not an exception. Banking is one of the most significant sectors of the world economy and especially in a developing country like Bangladesh. Bank employees are the representative of the bank as it is a service-oriented organization, and they are providing banking services to the clients. The more customers’ retention will lead to more revenue as well as financial profit. The banks are now more concern about their employee’s development to make sure the highest productivity of their employees. The paper shows the importance of efficiency and effectiveness of HR policies to upward financial profit and sustainable growth of the bank. Dhaka Bank Limited (DBL) has taken as a sample bank among all the private commercial banks in Bangladesh to conduct the study. The study includes both descriptive as well as quantitative analysis like showing performance by using financial ratios and the impact of HR costs over the profitability. Sample survey has done among the DBL employees to collect data for the study. The study discloses that the banks are investing the huge amount of fund to develop HR strategies and to motivate employees so that the employee turnover will reduce and productivity will increase which leads to better performance to make sure financial profitability and growth. Usually to maintain all rules and regulation of HR, the banks have to expense more but its conveying long-term productive effect on business growth. It also creates a competitive advantage of the bank to compete with others bank. This study may be helpful for banks regarding dealing with profitability and HR strategies.
26
Mukti, Tyagita Winaya, and Noven Suprayogi. "APAKAH BANK SYARIAH BERBEDA DENGAN BANK KONVENSIONAL? (KAJIAN FENOMENOLOGI)." Jurnal Ekonomi Syariah Teori dan Terapan 6, no. 6 (January 17, 2020): 1137. http://dx.doi.org/10.20473/vol6iss20196pp1137-1152.
Full textAbstract:
The purpose of this research is to find similarities and differences of sharia bank and convenstional bank’s financial systems from bank employee’s perspective.This study use qualitative method with fenomenology approach because it describes the general meaning of several individuals toward their various life experiences related to the concept or phenomenon.. The data used in this research are primary data that obtained through in-depth interview with bank employee and secondary data that obtained form of documentation study to be done triangulation data. The main focus in this study is describe what are the similarities and differences of financial system in sharia bank and conventional bank of what is happening in the reality. The results of this study indicate that the similarity of financial system is drawn from the experience of bank employees who have worked in sharia and conventional banks derived from the type of product and its function as a financial institution. Meanwhile, the difference of sharia and conventional banks derived from the profit taking and system.In reality, sharia and conventional banks are different in terms of religion point of view, while the contracts and the economic substance of those two banks are the same.Keywords: financial system, sharia bank, conventional bank, bank employee
27
Hallo, Glorian Stevani, and Caecilia Tri Wahyanti. "The Effect of Non-Physical Work Environment and Work Stress on Employees’ Performance at Bank BNI Jailolo Unit, West Halmahera." International Journal of Social Science and Business 6, no. 2 (April 3, 2022): 232–38. http://dx.doi.org/10.23887/ijssb.v6i2.45092.
Full textAbstract:
Performance is an increase of results achieved by employees in terms of quality or quantity with the existing working hours. Employees’ performance must be considered to determine the company's existence to ensure the company's profitability. The factors that cause employees’ performance to decline are the non-physical work environment and work stress which the company still does not pay attention to. This study aims to examine the effect of non-physical work environment and work stress on employees’ performance partially and simultaneously at Bank BNI Jailolo Unit, West Halmahera. This research was conducted at Bank BNI Jailolo Unit which has 40 people including a leader and employees. Data were collected by distributing questionnaires directly to employees of Bank BNI Jailolo Unit. The results of the study show that a non-physical work environment affects the employee’s performance but work stress does not affect the employee’s performance. However, simultaneously non-physical work environment and stress affect employee performance. This is because the work environment is good enough to help employees cope with work stress and can improve the employees’ performance.
28
Jatiningrum, Citra Dwi, Kuswandi Kuswandi, and Sri Rahayu. "EFEK BUDAYA ORGANISASI, GAYA KEPEMIMPINAN DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI KERJA KARYAWAN (STUDI PADA KARYAWAN BANK MANDIRI KCP SURABAYA DARMO PERMAI)." Jurnal Manajemen 14, no. 1 (December 28, 2023): 93. http://dx.doi.org/10.30738/jm.v14i1.4101.
Full textAbstract:
The purpose of this study is to analyze the influence of organizational culture, leadership style and organizational commitment on employee performance through employee work motivation. The research sample consisted of 75 employees of Bank Mandiri KCP Surabaya Darmo Permai. Data analysis was performed by two-path regression analysis and sobel analysis. The results showed that: there is an influence of organizational culture on the work motivation of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of leadership style on the work motivation of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of organizational commitment on the work motivation of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of organizational culture on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of leadership style on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of organizational commitment on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an influence of work motivation on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees, there is an indirect influence of organizational culture on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees through employee work motivation, there is an indirect influence of leadership style on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees through employee work motivation, and there is an indirect influence of organizational commitment on the performance of Bank Mandiri KCP Surabaya Darmo Permai employees through employee motivation. Keywords: Organizational culture, Leadership style, Employee commitment, Work motivation, Employee performance
29
M. Anwarul Islam, K., Mohammad Bin Amin, Sk Alamgir Hossain, Roushanara Islam, and Jozsef Popp. "Critical success factors of the financial performance of commercial private banks: A study in a developing nation." Banks and Bank Systems 18, no. 4 (November 15, 2023): 129–39. http://dx.doi.org/10.21511/bbs.18(4).2023.12.
Full textAbstract:
This study’s objective is to examine the impact of employee innovativeness, readiness to change, employee creativity, and learning capability on the financial performance of private banks in Bangladesh. The study involved 334 bank employees from three prominent private banks in Bangladesh. Those banks were selected with better ratings by the central bank and have several branches across the country. First, branch managers were contacted about this study and collected employee emails from each branch information desk. Then, email invitations were sent to each employee of the selected bank branches. This study involved branch managers, senior officers, officers, and junior bank executives. Past studies also considered senior and junior bank officers as they directly contribute to a bank’s performance. The study utilized a methodical questionnaire to assess the three independent variables: employee innovativeness, readiness to change, and learning capability. The dependent variable in this study was financial performance, which was assessed through key financial indicators such as profitability and sales growth over three years. SPSS was utilized to conduct hypothesis testing by considering 95% confidence interval. Correlation results show that all three independent variables were significantly correlated with the bank’s financial performance. The study’s regression results suggest that bank employees’ readiness to change (β value = 0.393) significantly impacts the bank’s financial performance, followed by employee innovativeness (β value = 0.338). On the other hand, employees’ learning capability (β value = 0.202) has the least significant impact on financial performance. Moreover, three independent variables explain 42.9% variance in bank financial performance.
30
Adeola, Mukarramah Modupe, and Sulaimon Olanrewaju Adebiyi. "Employee Motivation, Recruitment Practices and Banks Performance in Nigeria." International Journal of Entrepreneurial Knowledge 4, no. 2 (December 1, 2016): 70–94. http://dx.doi.org/10.1515/ijek-2016-0015.
Full textAbstract:
Abstract Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable applicants and make room for effective employees who will improve the efficiency of the bank and be motivated. At the same time, this research also suggests that the bank should provide more accessible motivational incentives for its employees in order to boost their performance because unmotivated employees are of no use to any organisation.
31
Hussain, Salar, Arjumand Bano Soomro, Arifa Bhutto, Sobia Shah, and Shazia Shahab Shaikh. "Impacting Factors on the Employees’ Performance during Acquisitions: A Study on KASB Bank into Bank Islami Pakistan Ltd." International Business Research 12, no. 4 (March 25, 2019): 123. http://dx.doi.org/10.5539/ibr.v12n4p123.
Full textAbstract:
Employee performance has a huge effect on success of modern organization. Employees are considered as backbone for any organization that cannot be emulated from the competition, therefore employee performance should be considered major valuable resource. This study has focused on the banking sector where employees’ performance having huge impact on organization. For this purpose, we chose two banks from Pakistan for acquisition, one is Bank Islami Pakistan Ltd and second KASB Bank were chosen, their acquisition took place on 8th of May 2015. In this study, the employees’ performance was examined on the bases of few factors like an organizational cultural change, communication between the acquirer and target bank, organizational change managed by the acquirer firm, and job satisfaction of both the acquirer and the target banks’ employees. We collected the Primary data by using the questionnaire methodology where we collected data from 200 respondents of both banks representing the overall population of the acquirer bank and target bank. The findings of this study were interpreted with the help of Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM), which were used to find the impact of independent variables; cultural change, communication gap, organizational change and job satisfaction on dependent variable(s) which is employees’ performance. The outcome of our questionnaires data shows that proper management of independent variables can decrease the level of anxiety amongst employees, which affect the industry making a successful acquisition.
32
Sohail Ahmad, Owais Shafique, and Warda Najeeb Jamal. "Impact of Perceived Corporate Social Responsibility on Banks’ Financial Performance and the Mediating Role of Employees’ Satisfaction and Loyalty in Pakistan." Journal of Accounting and Finance in Emerging Economies 6, no. 3 (September 30, 2020): 765–74. http://dx.doi.org/10.26710/jafee.v6i3.1361.
Full textAbstract:
Inspired by the global increase in awareness of corporate social responsibility (CSR), this paper is an attempt to explore the influence of CSR on bank employees’ satisfaction and loyalty and banks’ financial performance. It was assumed there could be differences in the perception of CSR among employees toward the CSR initiatives being undertaken by the banks they work for. Employees’ level of awareness and extent of involvement with various CSR activities could affect their satisfaction and loyalty. This study used regression analysis for hypothesis testing. Its findings reveal that CSR positively affects employee satisfaction and loyalty as well as banks’ financial performance; employee satisfaction positively affects employee loyalty; and employee loyalty positively affects banks’ financial performance. Hence, bank management should focus on CSR from the perspective of employees to contribute to employee satisfaction and loyalty, and ultimately, to enhanced financial performance. Suggestions and inferences for future research and banking sector practices are suggested based on these results.
33
Husainah, Nazifah, Maswanto, M. Yusuf, Nur Hidayah, and Muhammad Dipo Alam Panai Putra. "Employee Recruitment and Development Process: Implementation of Islamic Values." International Journal of Business and Applied Economics 3, no. 1 (February 6, 2024): 191–98. http://dx.doi.org/10.55927/ijbae.v3i1.8016.
Full textAbstract:
This study aims to determine the implementation and suitability of employee recruitment and development applied at Islamic banks in South Tangerang with Islamic values. This research included qualitative descriptive research. Data collection techniques used by means of interviews and documentation. The results showed that the recruitment process at Bank Islam in South Tangerang used a closed method by prioritizing moral values (attitudes) and honesty of these employees. In recruitment that uses closed methods is also less in accordance with Islamic values because it tends to lead to elements of nepotism. So that the employee recruitment process is still less selective. From the employee development process at the Bank, Bank Islam in South Tangerang really realized that valuable assets in the company are employees within the company environment. Training and development applied to Bank bak Islam in South Tangerang not only prioritizes the potential and quality of employees, but Bank Bank Islam in South Tangerang also provides training and development in the form of moral and spiritual.
34
Gede, I. Komang, and Milla Permata Sunny. "PENGARUH LEADER MEMBER EXCHANGE, EMPOWERMENT, TALENT MANAGEMENT TERHADAP TURNOVER INTENTION." WIDYA MANAJEMEN 1, no. 2 (August 1, 2019): 113–37. http://dx.doi.org/10.32795/widyamanajemen.v1i2.359.
Full textAbstract:
The purpose of this study to examine the influence of leader member exchange, empowerment, talent management to turnover intention on employees of PT Bank BRI Cabang Gatot Subroto. Sample used as many as 55 people with census method (total sampling), the analysis technique used is multiple linear regression. The result of analysis is known that member exchange leader has positive and significant impact to employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Empowerment has a negative and significant effect on employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Talent management has a negative and significant effect on employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Suggestions for management conduct discussions led by employers with employees to deal with problems that occur in the company, as the company's leadership should teach employees to work smart and fast by teaching a good work culture so that employees work again with enthusiasm. Companies must continue to develop talent management as a foundation for educating and developing employee talents. The management of PT Bank BRI Cabang Gatot Subroto in facing the problem of employee turnover intention is much influenced by the level of education, this need to be evaluated by the management and the leader in the future in order to be able to give place to the employee so as to be able to suppress the turnover intention.
35
Mazzarolo, Aloisio Henrique, Emerson Wagner Mainardes, and Danilo Soares Montemor. "Effects of internal marketing on strategic orientations in the banking sector." International Journal of Bank Marketing 39, no. 5 (March 4, 2021): 810–33. http://dx.doi.org/10.1108/ijbm-08-2020-0437.
Full textAbstract:
PurposeThe purpose of this study was to assess whether internal marketing tends to influence the perception of bank employees regarding the strategic orientations of banks toward the market, brand and value. The authors also aimed to determine whether employees' organizational commitment mediates the relationship between internal marketing and the three strategic orientations and whether they influence bank employees' perception of obtaining a competitive advantage.Design/methodology/approachThe authors conducted a survey with 832 bank employees using an online questionnaire. The authors performed data analysis by modeling structural equations with data estimation using the PLS-SEM.FindingsThe results showed that internal marketing positively influences bank employees' perception of banks' strategic marketing orientations and through that their perception of a competitive advantage. The authors also note that organizational commitment can partially mediate the relationship between internal marketing and the strategic orientations tested in this study.Research limitations/implicationsThe findings indicate that banks' investment in employee valuation tends to generate positive results in relation to their adherence to marketing strategies, with the potential to result in a competitive advantage.Originality/valueThe results demonstrate the strength of internal marketing in the strategic orientations of banks, indicating that having employees who are committed to their bank contributes to the delivery of a high-quality service focused on the external customers, generating a competitive advantage.
36
Zanabazar, Altanchimeg, Gerelt-od Uvgunkhuu, Sarantuya Jigjiddorj, and Chimedtsogzol Yondon. "The mediating role of employee loyalty and job engagement relationship between job satisfaction and intention to leave among bank employees in Mongolia." International Journal of Innovative Research and Scientific Studies 7, no. 3 (April 25, 2024): 1118–27. http://dx.doi.org/10.53894/ijirss.v7i3.3086.
Full textAbstract:
Organizations need to focus on employee loyalty, commitment and retention in a dynamic business environment to gain a competitive advantage over rural areas. The success factors for organizational development and well-being are excessively contingent on engaged and skilled employees. This study is anticipated to examine the mediating role of employee loyalty and job engagement on the relationships between job satisfaction and intention to leave in the case of bank employees in Mongolia. The study used data from 444 employees across two private banks in Mongolia. Reliability analysis, correlation analysis, and structural equation modeling (SEM) were used to analyze the data. Results showed a moderately positive relationship between job satisfaction and job engagement and a negative relationship with the intention to leave. Employee loyalty had a weak and negative correlation with job engagement. Employee loyalty was found to partially mediate the relationship between job satisfaction and the intention to leave while job engagement showed no mediation effect. Improving job satisfaction can enhance employee loyalty and reduce intentions to leave the bank. However, enhancing engagement may not affect turnover intentions. Banks should focus on building loyalty among satisfied employees to retain talent. The mediating role of loyalty highlights its importance in influencing whether satisfied employees consider leaving. This study demonstrates the importance of employee loyalty in partially explaining the mechanism behind the relationship between job satisfaction and retention among Mongolian bank employees. The findings provide insights to help banks improve talent management strategies and retention.
37
Adekanmbi, Foluso, and Wilfred Isioma Ukpere. "Stimulating creative behaviors in the work environment: influences of employee engagement, authentic leadership, and human capital factors on employee creativity." EUREKA: Social and Humanities, no. 5 (September 30, 2021): 24–33. http://dx.doi.org/10.21303/2504-5571.2021.001995.
Full textAbstract:
This paper investigates employee engagement, authentic leadership and human capital factors’ influences on the creative behaviors of bank employees within Nigeria’s banking industry. This investigation’s sample was taken from a selection of banks (Guarantee Trust Bank Plc, First Bank Plc, and United Bank For Africa Plc) across the Lagos and Ibadan cities of Lagos and Oyo States, Nigeria. This paper adopts a survey study approach, and questionnaires were randomly circulated. However, out of the 300 questionnaires distributed, 273 were fit to be used for the research and analyzed via statistical packages for social sciences (SPSS vs. 26). The current findings suggest that the younger the bank employees, the more creative they are. The higher their educational level and work experience, the more creative they are within Nigeria’s banking industry. The current investigation further established that employee engagement and authentic leadership significantly and positively influence creativity amongst employees within Nigeria’s banking industry. Therefore, the management of the Nigerian banks needs to consider spurring of employees’ sense of belonging and engagement to help stimulate and nurture their creativity. They should also consider essential authentic leadership training for their managers to help them discharge their leadership functions, related to the positive development of their subordinates’ creative behaviors and the human capital factors in stimulating employee creativity.
38
Sari, Ajeng Purnama, Syamsul Hadi Senen, and Masharyono Masharyono. "Studi Komitmen Organisasi Karyawan Bank: Peran Job Involvement Dan Kepuasan Kerja." Strategic : Jurnal Pendidikan Manajemen Bisnis 19, no. 1 (June 11, 2019): 7. http://dx.doi.org/10.17509/strategic.v19i1.17670.
Full textAbstract:
Employees who are committed to the organization have a tendency to continue working in the organization. The loss of employee commitment means organizations lose support and loyalty from employees in achieving organizational goals. One of the companies that experienced a decline in employee organizational commitment was X Bank. The purpose of this study is to determine how much influence job involvement and job satisfaction on organizational commitment. The object in this study was employees of X bank, one of Indonesia's conventional banks. This study used saturated samples with 54 respondents. The data analysis technique used is Partial Least Squares (PLS) with computer software program smartPLS version 3.0. The results reveal that job involvement and job satisfaction influence organizational commitment. This shows that the higher job involvement and employee job satisfaction together, the higher the organizational commitment of X Bank employees.
39
Islam, Nazrul, Ekhtear Ahmed Zeesan, Debanik Chakraborty, Md Nafizur Rahman, Syed Istiak Uddin Ahmed, Nowshin Nower, and Toufiq Nazrul. "Relationship between Job Stress and the Turnover Intention of Private Sector Bank Employees in Bangladesh." International Business Research 12, no. 8 (July 29, 2019): 133. http://dx.doi.org/10.5539/ibr.v12n8p133.
Full textAbstract:
Private sector banks are important segments of the economy of Bangladesh. This sector has already been recognized as a significant industry for achieving the Sustainable Development Goals (SDG) of Bangladesh. However, managing private organizations has become very challenging due to highly competitive market and higher level of employee turnover especially in the private banking sector. It is observed that to attain the competitive advantage, private bank employees are undertaking heavy workload that leads to higher level of stress at work and is increasing turnover intention among the employees. This study has been designed to explore the factors that are accountable to create stress among the private bank employees in Bangladesh which are creating turnover intention among them. Hence, this study identified the relationships between job stress factors and the increase of turnover intensions among the bank employees in Bangladesh. A total of 206 bank employees at different levels of the banks were interviewed from ten private commercial banks of Bangladesh. A structured questionnaire was designed through literature review to collect the information from the respondent employees. Both descriptive and inferential statistics were used to analyze the data. Multivariate analysis techniques were used to identify the work stress factors having influence on the turnover intention among the private bank employees in Bangladesh. Results show that there are four stress factors that increase the turnover tension among the private bank employees in Bangladesh such as, (i) long hours and fast work, (ii) clearness of goals and objectives of work, (iii) workload and change in mindset, and (iv) flexibility at work. This study suggests that the policymakers of the private commercial banks should address the issues like long hours and fast work, clearness of goals and objectives of work, workload and change in mindset and flexibility at work for reducing turnover intensions of the bank employees in Bangladesh.
40
Sindhuja, K., and S. Sekar Subramanian. "Impact of Work-Life Balance on Employee Retention- A Study on Banking Sector." Shanlax International Journal of Management 7, no. 3 (January 1, 2020): 78–81. http://dx.doi.org/10.34293/management.v7i3.1629.
Full textAbstract:
Work is an essential aspect of life; it provides a sense of accomplishment, identification, and means of income to fulfill the basic requirements. Due to the development of technology, the number of women workforces and dual-earner families, it is important for both employers and workers to balance both professional and personal life. This study examines the effectiveness of the work-life Balance of bank employees and its impact on employee retention in the selected banks in Sivakasi, Virudhunagar district. This paper also identifies the various work-life balance initiatives taken by the banks to reduce employee turnover and to enhance employee job satisfaction. A sample of 245 respondents was randomly selected to participate in the study. A well-structured questionnaire was used to collect the data. The findings revealed that the work-life balance has a direct impact on employee’s retention and it also helps to improve the employee’s job satisfaction.
41
Kasa, Mark, Choi-Meng Leong, Joseph Pudun, Sheena Poh, and Nursyafiqah Ramli. "The Relationship of Human Resource Practices (HRP) Constructs With Turnover Intention Among Employees in Sarawak, Malaysia." Research in World Economy 12, no. 1 (January 2, 2021): 43. http://dx.doi.org/10.5430/rwe.v12n1p43.
Full textAbstract:
Competition within the service industry is getting more intense due to privatisation and rising number of business entities creating toward competitiveness in the market. The banking sector is known as one of the service industries with a high rate of turnover in Malaysia. Some of the reason employees choose to leave an organisation are such as arduous and strenuous job environment as well as demanding workloads. When more and more employees leave the organization, it will cause unfavourable impacts on a bank’s performance and productivity. Previous literatures have revealed the relatedness of human resource practices (HRP) with turnover intention (TI). 283 questionnaires have been distributed to bank employees in Kuching, Malaysia. The collected data was analysed in the aspects of correlation and regression where the results show that HRP are negatively related to employee’s turnover intention. Results from the research demonstrated the importance for bank employers to further enhance its existing HRP to minimize employees' turnover intentions. Furthermore, implications as well as recommendation for future study are also provided by this research. This study extends the knowledge of the effectiveness of human resource practices by incorporating the various effects of human resources practices on turnover intention from the employee perspective. This study also recommended few strategies for enhancement of present HRP to lower bank employees’ intention to quit the job.
42
Onsardi, Onsardi, and Indar Riastami. "PENGARUH BEBAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN BANK MANDIRI TASPEN CABANG BENGKULU." JURNAL MANAJEMEN MODAL INSANI DAN BISNIS (JMMIB) 4, no. 2 (December 11, 2023): 96–105. http://dx.doi.org/10.61567/jmmib.v4i2.173.
Full textAbstract:
This study aims at 1) To determine the effect of workload on the performance of employees of Bank Mandiri Taspen Bengkulu Branch 2) To determine the effect of job satisfaction on the performance of employees of Bank Mandiri Taspen Bengkulu Branch 3) To determine the effect of workload and job satisfaction affect the performance of employees of Bank Mandiri Taspen Bengkulu Branch. This type of research is a quacitive approach. The method used in this study is the descriptive method. The population in this study is the entire performance of Bank Mandiri Taspen Bengkulu Branch employees totaling 52 employees. the sample amounted to 52 people performance of employees of Bank Mandiri Taspen Bengkulu Branch. Based on the results of research on the effect of workload and job satisfaction on employee performance at PT. Bank Mandiri Taspen Bengkulu, can be concluded as follows: There is a negative and significant influence of workload (X1) on employee performance (Y) of PT. Bank Mandiri Taspen Bengkulu Bengkulu. There is a positive and significant influence of job satisfaction (X2) on employee performance (Y) of PT. Bank Mandiri Taspen Bengkulu Bengkulu. Workload and job satisfaction together affect the performance of employees (Y) of PT. Bank Mandiri Taspen Bengkulu Bengkulu. Keywords: workload, job satisfaction, employee performance,
43
Akhter, Ayeasha, Md Mobarak Karim, and K. M. Anwarul Islam. "The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees’ job satisfaction." Banks and Bank Systems 16, no. 4 (October 21, 2021): 11–21. http://dx.doi.org/10.21511/bbs.16(4).2021.02.
Full textAbstract:
This paper aims to examine the impact of emotional intelligence (EQ), employee empowerment (EE), and cultural intelligence (CQ) on commercial bank employees’ job satisfaction in Bangladesh. For this purpose, a survey questionnaire was developed based on pre-tested constructs. The study used a convenience sampling technique, supplemented by a non-probability sampling method. 200 bank employees were invited to participate in the survey; finally, 130 responses were received as fully complete, with a 65% response rate. Hence, the sample size is n = 130. Cronbach’s alpha value was used to determine the internal consistency of the study constructs. SPSS version 26.0 was used to analyze the correlation test and hypotheses test. The findings show that emotional intelligence (EQ) with a beta (β) value of 0.510 has a statistical and positive effect on bank employees’ job satisfaction. Also, employee empowerment (EE) with a beta value of (β) 0.418 and cultural intelligence (CQ) with a beta (β) of 0.372 were found to be significant predictors of job satisfaction. This indicates that bank managers should utilize EQ and CQ to increase bank employee satisfaction and focus on employee engagement at the workplace. According to the study, if bank employees become more emotionally stable and culturally intelligent at their workplace, they will be more satisfied with their current jobs. Besides, if bank employees are given more opportunities to carry out their job responsibilities, they will be more satisfied with their jobs. The paper outlines several significant implications for commercial bank managers and offers some notable directions for future research.
44
Krishnabudi, Nyoman Gede, Wiji Utami, and Sudarsih Sudarsih. "The influence of emotional dissonance, emotional intelligence and organizational commitment on job satisfaction of employees of Bank BUMN in Indonesia." Jurnal Istiqro 6, no. 1 (July 3, 2020): 1. http://dx.doi.org/10.30739/istiqro.v6i1.561.
Full textAbstract:
This study aims to determine emotional dissonance, emotional intelligence as well as organizational commitment and their influences on job satisfaction of employees of Bank BUMN (state-owned banks) in Indonesia. The approach used in this research is a quantitative approach. The research population is 283 front office employees from 7 state-owned banks in Indonesia consisting of tellers, customer services staff, and marketing staff. All the 283 populations studied entirely. The methods of data analysis used multiple linear regression analysis. The results of test and analysis show that emotional dissonance has a negative and significant effect on job satisfaction of employees of Bank BUMN in Indonesia, emotional intelligence has a significant effect on employee job satisfaction and commitment have a positive and significant impact on job satisfaction of employees of Bank BUMN in Indonesia.
45
Yusuf, Ayus Ahmad, Layaman Layaman, and Wartoyo Wartoyo. "MEMBANGUN KEKUATAN NILAI PERJANJIAN SYARIAH DALAM UPAYA MENINGKATKAN KINERJA KARYAWAN BANK SYARIAH DI INDONESIA." AKADEMIKA: Jurnal Pemikiran Islam 22, no. 2 (December 5, 2017): 375. http://dx.doi.org/10.32332/akademika.v22i2.814.
Full textAbstract:
Abstrak
Penelitian ini dilatarbelakangi oleh adanya data empiris yang menunjukkan target pertumbuhan aset perbankan syariah dalam 5 tahun kebelakang tidak pernah tercapai. Berdasarkan data BI per Oktober 2014, total aset perbankan syariah baik Bank Umum Syariah (BUS) maupun Unit Usaha Syariah (UUS) mencapai Rp 260,36 triliun. Angka ini, hanya 4,78% dari total aset perbankan konvensional yang bernilai Rp 5.445,65 triliun. Bahkan, pangsa aset perbankan syariah di akhir Oktober 2014 justru lebih sedikit jika dibandingkan Oktober 2013 yang sebesar Rp 229,55 triliun atau 4,86% dari total aset perbankan. BI pada akhir tahun 2013 menargetkan porsi aset bank syariah sebesar 5,25%–6,25% dari total aset bank umum konvensional. Hal ini salah satunya diindikasikan terjadi karena kapabilitas dan kompetensi karyawan bank syariah yang tidak mumpuni. Terbukti dari penelitian sebelumnya bahwa 70% karyawan bank syariah bukan merupakan lulusan berbasis syariah, melainkan karyawan hasil mutasi dari bank konvensional induknya. Empat hipotesis dibangun untuk menyelesaikan masalah penelitian, dengan metode pengumpulan data purposive random sampling. Teknik analisis data yang digunakan adalah structural equational modeling yang menggunakan software AMOS 16. Berdasarkan hasil penelitian dihasilkan kesimpulan bahwa (1) Komitmen organisasi berpengaruh positif terhadap sharia engagement. (2) Komitmen organisasi tidak berpengaruh terhadap kinerja karyawan. (3) Kepemimpinan transformasional berpengaruh positif terhadap sharia engagement. (4) Kepemimpinan transformasional tidak berpengaruh terhadap kinerja karyawan dan (5) Sharia engagement berpengaruh positif terhadap kinerja karyawan.
Kata Kunci: Sharia Engagement, Bank Syariah, dan Kinerja Karyawan
Abstract
This research was motivated by the empirical data that shows the target growth of Islamic banking assets in 5 years back never reached. Based on BI data as of October 2014, the total assets of Islamic banking both Islamic Banks (BUS) and Sharia (UUS) reached Rp 260.36 trillion. This figure, only 4.78% of the total assets of conventional banks are worth Rp 5445.65 trillion. In fact, the share of Islamic banking assets at the end of October 2014 even less than in October 2013 from Rp 229.55 trillion, or 4.86% of total banking assets. BI at the end of 2013 targeting the portion of the assets of Islamic banks amounted to 5.25% -6.25% of the total assets of conventional banks. This is one of them indicated happen because of the capabilities and competence of employees of Islamic banks are not qualified. Evident from previous research that 70% of employees are graduates of Islamic banks is not based on sharia, but employees are the result of mutations of the parent conventional bank. Four hypotheses are built to solve the problem of research, data collection method purposive random sampling. Data analysis technique used is equational structural modeling using AMOS software 16. Based on the research produced the conclusion that (1) Commitment positive effect on sharia organization engagement. (2) The commitment the organization has no effect on employee performance. (3) Transformational leadership has positive influence on sharia engagement. (4) Transformational leadership does not affect the performance of employees, and (5) Sharia engagement positively affects employee performance
Keywords: Engagement Sharia, Islamic Banking, and Employee Performance
46
Tulus Andre Leonardo, Prihatin Lumbanraja, and Vivi Gusrini Rahmadani Pohan. "THE INFLUENCE OF PSYCHOLOGICAL CONTRACTS AND WORK CLIMATE ON EMPLOYEE DETERMINATION BEHAVIOR THROUGH JOB SATISFACTION AS INTERVENING VARIABLES AT EMPLOYEES OF PT.BANK MANDIRI RETAIL COLLECTION RECOVERY UNIT MEDAN." International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) 3, no. 2 (March 12, 2023): 385–98. http://dx.doi.org/10.54443/ijebas.v3i2.733.
Full textAbstract:
This study aims to test and analyze whether the psychological contract affects the job satisfaction of employees of PT Bank Mandiri Unit Retail Collection Recovery Medan. Does the work climate affect employee job satisfaction. Does the psychological contract affect employee deviant behavior. Does the work climate affect employees' deviant behavior. Does job satisfaction affect employees' deviant behavior. Does the psychological contract affect employee deviant behavior through job satisfaction at. Does the work climate affect employees' deviant behavior through job satisfaction on. This study used a quantitative method involving 42 respondents. Data collection was carried out using questionnaires. The results showed that the psychological contract had a significant effect on employee satisfaction at PT Bank Mandiri Unit Retail Collection Recovery Medan. Work climate has a significant effect on employee job satisfaction at PT Bank Mandiri Unit Retail Collection Recovery Medan. The psychological contract has a significant effect on deviant behavior of PT Bank Mandiri Unit Retail Collection Recovery Medan employees. Work climate has a significant effect on deviant behavior of PT Bank Mandiri Unit Retail Collection Recovery Medan employees. Job satisfaction has a significant effect on deviant behavior of PT Bank Mandiri Unit Retail Collection Recovery Medan employees. Psychological contracts have a significant effect on employee deviant behavior through job satisfaction at PT Bank Mandiri Unit Retail Collection Recovery Medan.
47
Isliana, Noor, and Saladin Ghalib. "Pengaruh Budaya Organisasi Dan Lingkungan Kerja Dengan Motivasi Sebagai Variabel Intervening Terhadap Kinerja Karyawan (Studi pada Teller Bank Kalsel Cabang Utama Banjarmasin)." Jurnal Bisnis dan Pembangunan 12, no. 2 (December 6, 2023): 53. http://dx.doi.org/10.20527/jbp.v12i2.17975.
Full textAbstract:
This study aims to examine the effect of Organizational Culture and Work Environment with Motivation as an Intervening Variable on Teller Employee Performance at Bank Kalsel Main Branch Banjarmasin. The approach used in this research is quantitative, with the type of causality associative research. The sampling method used nonprobability sampling with saturated sampling method on 32 employees of Teller Bank Kalsel Main Branch Banjarmasin. The google form questionnaire was distributed via Whatsapp to each respondent. Data analysis using SmartPLS softwareThe results showed that Organizational Culture had an insignificant effect on the Performance of Teller Employees of Bank Kalsel Main Branch Banjarmasin, Work Environment had a significant effect on Employee Performance of Teller Employees of Bank Kalsel Main Branch of Banjarmasin, Organizational Culture had a significant influence on Motivation of Teller Employees of Bank Kalsel Main Branch Banjarmasin, The work environment has a significant influence on the motivation of teller employees at Bank Kalsel Main Branch Banjarmasin and motivation has an insignificant effect on the performance of teller employees at Bank Kalsel Main Branch Banjarmasin. While indirectly Organizational Culture has an insignificant effect on Employee Performance mediated by motivation at Bank Kalsel Main Branch Banjarmasin and Work Environment has an insignificant effect on Employee Performance mediated by motivation at Bank Kalsel Main Branch Banjarmasin Keywords: Organizational Culture, Work Environment, Motivation, Employee Performance
48
Astuti, Dewi Puji, and Muhammad Zakiy. "Self Efficacy Sebagai Variabel Moderasi Pengaruh Stress Kerja Terhadap Turnover Intention Dan Komitmen Afektif Karyawan Bank Syariah Indonesia." JRMB (Jurnal Riset Manajemen & Bisnis) 7, no. 1 (August 22, 2022): 13–23. http://dx.doi.org/10.30743/jrmb.v7i1.5175.
Full textAbstract:
The merger of three Sharia Commercial Banks consisting of Bank Syariah Mandiri, Bank Negara Indonesia Syariah, and Bank Rakyat Indonesia Syariah caused employee work stress. Prolonged work stress can cause employees to turn over. In addition, employee work stress will affect one's commitment to the organization, one of which is affective commitment. Therefore, a factor is needed to weaken the level of employee work stress, one of which is self-efficacy. Respondents in this study were employees of Bank Syariah Indonesia (BSI) with the criteria of having worked before and after the merger. The data collection process was carried out online to 155 employees of Bank Syariah Indonesia (BSI) and then processed using Structural Equation Modeling (SEM) through the SmartPLS 3.2 application. The results of the study prove that work stress has a positive effect on turnover intention. In addition, work stress also has a negative effect on affective commitment. However, this study states that self-efficacy cannot moderate the effect of work stress on turnover intention of affective commitment.
49
Arestia, Nova. "Pengaruh Komitmen Afektif Terhadap Organizational Citizenship Behavior Pada Karyawan Perbankan di Pontianak." Jurnal Madani: Ilmu Pengetahuan, Teknologi, dan Humaniora 5, no. 2 (September 28, 2022): 55–64. http://dx.doi.org/10.33753/madani.v5i2.214.
Full textAbstract:
The purpose of this study is to determine the effect of affective commitment on the organizational citizenship behavior of banking employees (Government Banks and Private Banks) in Pontianak. The population in this study was all banking employees in Pontianak. The sampling technique uses the Lemeshow Formula with a minimum sample of 96 people and 296 respondents who gave responses consisting of 113 Government Bank employees and 183 Private Bank employees. The form of research used is the associative method. In research, the data collection technique used is through the dissemination of questionnaires and literature studies. From the simple linear regression test, the results of affective commitment have a positive effect on the OCB of employees of government banks and private banks. This shows that the higher a person's affective commitment, the higher the OCB of the employee. from the t-test on employees of Government Banks, the results of tcount of 1.537 are smaller than ttable of 1.98157 with a significance value of more than 0.05, which means that affective commitment has no significant effect on OCB of Government Bank employees. Likewise, from the t-test on employees of private banks, the results of tcount of 1.596 are smaller than ttable of 1.97316 with a significance value of more than 0.05, which means that affective commitment has no significant effect on OCB of private bank employees. Based on the tests that have been carried out, the conclusion of this study is that affective commitment has a positive but not significant effect on the OCB of employees of state and private banks
Abstrak
Tujuan dari penelitian ini adalah mengetahui pengaruh komitmen afektif terhadap organizaional citizenship behavior karyawan perbankan (Bank Pemerintah dan Bank Swasta) di Pontianak. Populasi dalam penelitian ini adalah seluruh karyawan perbankan di Pontianak. Teknik pengambilan sampel menggunakan Rumus Lemeshow dengan jumlah sampel minimal 96 orang dan responden yang memberikan tanggapan sebanyak 296 orang yang terdiri dari 113 karyawan Bank Pemerintah dan 183 karyawan Bank Swasta. Bentuk penelitian yang digunakan adalah metode asosiatif. Dalam penelitian, teknik pengumpulan data yang digunakan adalah melalui penyebaran kuesioner dan studi literatur. Dari uji regresi linear sederhana didapatkan hasil komitmen afektif berpengaruh positif terhadap OCB karyawan Bank Pemerintah dan Bank Swasta. Hal tersebut menunjukkan semakin tinggi komitmen afektif seseorang, maka OCB dari karyawan tersebut juga tinggi. dari uji t pada karyawan Bank Pemerintah didapatkan hasil thitung sebesar 1,537 lebih kecil daripada ttabel sebesar 1,98157 dengan nilai signifikansi lebih dari 0,05, yang berarti komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan Bank Pemerintah. Demikian pula dari uji t pada karyawan Bank Swasta didapatkan hasil thitung sebesar 1,596 lebih kecil daripada ttabel sebesar 1,97316 dengan nilai signifikasi lebih dari 0,05, yang berarti komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan Bank Swasta. Berdasarkan pengujian yang telah dilakukan, kesimpulan dari penelitian ini adalah komitmen afektif berpengaruh positif tetapi tidak signifikan terhadap OCB karyawan Bank Pemerintah maupun Bank Swasta.
Kata Kunci: komitmen afektif, organizational citizenship behavior
50
Akinbode, James O., Adeola O. Adeleke, Oluwabunmi A. Falebita, and Itunu I. Olu-Ogunleye. "Job Satisfaction and Bank Employees Intention to Quit the Employment of a Deposit Money Bank in Lagos State, Nigeria." Organization and Human Capital Development 1, no. 2 (October 27, 2022): 16–33. http://dx.doi.org/10.31098/orcadev.v1i2.1071.
Full textAbstract:
One of the issues that have triggered cases of employment disagreement and impasse is job dissatisfaction. This study examined job satisfaction and bank employees’ intention to quit employment in one of the second tier Nigerian deposit money bank. The study adopted cross-sectional survey design to elicit data from two hundred and fifty-seven (257) employees of the bank across the twenty-eight (28) branches in Lagos State. Structured questionnaire was used to collect data while data collected were analysed using both descriptive statistics (chart) and inferential statistics (PLS algorithm). The findings of the study revealed that employees’ specific characteristics have positive relationship with employee’s intention to quit; supervisor-subordinate-customers’ relationships have positive relationship employee’s intention to quit; bank specific factors have positive relationship employee’s intention to quit; and bank location related factors have positive relationship with employee’s intention to quit. The study concludes that all the proxies of job satisfaction examined in the study contribute to bank employees’ intention to quit employment of bank. Based on the findings of the study, it was recommended that issues of job satisfaction should be looked into in the bank to reduce employees turnover rate and retain employees over a reasonable period of time to eliminate unnecessary frequent cost of recruitment and training.