Meritocracy vs Tradition: AVPs' Perspectives on Promotion Practices and Organisational Justice in Karachi's Private Banks

The purpose of the paper was to determine the perception of employees' organizational citizenship behaviour and justice among private and government banks. The study also aimed to determine whether such perceptions vary, depending on the variables of gender and work experience. Data was collected from 122 employees working in private and government sector banks at Chandigarh. Organizational justice was measured on the scale given by Niehoff&Moorman (1993) and Organizational citizenship behaviour was measured on the scale given by Podsakoff, Mackenzie, Moorman&Fetter (2000). The analysis of data was done by using non - parametric tests. The results indicated that there was no difference in the employees' perception of organizational citizenship behaviour in both private and government banks, whereas, the employees of government banks had a more positive perception of organizational justice than employees of private banks. There was a moderate positive relationship between organizational justice and citizenship behaviour of employees.

The Indian banking sector is experiencing rapid transformation driven by technological advancement, competitive pressure, and changing workforce expectations. In this evolving environment, innovative Human Resource Management (HRM) practices have become a critical determinant of organizational effectiveness and employee engagement. This conceptual study aims to examine and compare innovative HRM practices in public and private sector banks operating in Hyderabad city by analyzing existing literature, policy frameworks, and organizational contexts. The paper focuses on understanding differences and similarities in HRM philosophies, strategic orientations, and cultural influences across the two sectors. By synthesizing prior research and theoretical perspectives, the study provides insights into the effectiveness and acceptability of innovative HRM practices in banking. The findings contribute to academic discourse and offer strategic direction for improving HRM approaches and organizational performance in the Indian banking sector. Keywords: Innovative HRM Practices, Banking Sector, Public and Private Banks, Organizational Culture, Strategic HRM

The main objective of the study was to compare the risk management practices of public and private banks and rank different types of risks faced by public and private banks in Afghanistan banking sector. The study empirically tested the level of efficient risk management practices in the banking sector of Afghanistan. A representative sample of 110 individuals was used from both public and private banks. The analysis was based on correlation, regression analysis, and t-statistics. The findings suggest that private banks are more efficient than public banks in terms of risk assessment and analysis, risk monitoring, and credit risk management. Furthermore, RAA, RMON, and CRA are the significant determinants of RMPS. Overall, there is no significant difference in the risk management practices of public and private banks. The study found credit risk, country risk, and liquidity risks as the major risks for the banking sector in Afghanistan. Financial statement analysis, audit and physical staff, and value at risk analysis are the three top instruments respectively for the assessment of risk. This study is the first attempt to understand and analyze the risk management practices of the banking sector of Afghanistan, the results of which will assist various stakeholders of the banking industry in their decision-making process.

Background and Aims: Faculty motivation is an important factor in influencing teaching quality, research productivity, and overall institutional effectiveness in higher education. This study examines the effects of compensation equity and promotion practices on faculty motivation, investigating the mediating role of perceived organizational justice and the moderating role of leadership communication in Ghanaian public universities. Methodology: A quantitative cross-sectional design was employed to collect data from 412 faculty members across six public universities in Ghana using structured questionnaires. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test hypothesized relationships, including mediation and moderation effects. Findings: The results revealed that compensation equity (β = 0.187, p < 0.01) and promotion practices (β = 0.162, p < 0.05) significantly influenced faculty motivation. The findings further showed that perceived organizational justice fully mediated the relationship between compensation equity and faculty motivation (indirect effect = 0.284, p < 0.001) and partially mediated the promotion-motivation relationship (indirect effect = 0.251, p < 0.001). The finding also established that Leadership communication significantly moderated the justice-motivation relationship (β = 0.143, p < 0.01), with the positive effect being stronger when leadership communication was high. The model explained 68.4% of variance in faculty motivation. Research Limitations: Cross-sectional design limits causal inference; future longitudinal studies could strengthen causal claims. The study context (Ghanaian public universities) may limit generalizability to other contexts. Practical Implications: University administrators should prioritize transparent compensation systems, merit-based promotion criteria, and effective leadership communication to enhance faculty motivation. Justice perceptions serve as critical psychological mechanisms requiring attention beyond mere policy implementation. Value: This study is among the first to simultaneously examine compensation equity, promotion practices, organizational justice, and leadership communication in a comprehensive moderated mediation model within African higher education, providing valuable insights for resource-constrained contexts.

Subject. As Russia integrates into the world economy, it needs foreign investment, including the large-scale privatization of public property, especially in the banking sector. In the mean time, the process is coupled with positive effects, posing threats to the national security. Objectives. The study identifies and evaluates possible challenges and threats to the economic and food security, military capabilities and social tensions at the micro- and macrolevels, since the challenges and threats are associated with adverse effects of the privatization of the Russian credit institutions. Methods. The study is based on the dialectical method, systems approach, interpretation of empirical data and facts through charts and graphic representation. Results. I describe credit institutions with the prevalence of the State ownership, point out and analyze their economic and social role in the Russian economy. I reviewed foreign privatization practices in banking, including adverse effects on the economy. The article enlists potential threats to the national security that includes the sensitive data leakage, external governance of national processes, criminalization of administrative agencies, destructive activities of non-residents and failure to achieve economic results desired for the federal budget. I prepared and substantiate proposals on the privatization of banks, including the limit of stock portfolio, which can be sold without a detriment to the national security. Conclusions and Relevance. The prevailing shareholding of the State in the capital of some banks is importance for the stewardship of economic and social processes nationwide. The privatization should not entail the loss of the national sovereignty.

The study aims to analyze the impact of human resource management practices on employee engagement in private banks in the city of Taiz . The study depended on the descriptive approach , and used a questionnaire consists of 47 questions which was designed according to five- Likert scale. Data were distributed and collected from (114) male and femal employees who work in private banks in the city of Taiz . The results indicate that the reality of implementing human resource management practices in private banks in city of Taiz is high and the level of employee engagement is also high. The results also show that there is a statistically significant effect of HRM practices (simultaneously) on employee engagement. Besides, the two dimensions of recruitment and selection (β = 0.255) and management of the work environment (β = 0.606) have a significant impact on employee engagement, while other dimensions have no effect. Moreover, the results show that human resource management practices explain 37.8% of the variance in employee engagement. That is, the greater improvement in human resource practices in private banks in the city of Taiz, the greater the employee engagement. Finally, suggestions can be made to managers of private banks in the city of Taiz to pay more attention to human resource management practices as being new strategies and an effective path for development, quality improvement and enhancing employee engagement .

The purpose of this paper is to examine the effect of internal marketing, organizational justice and organizational commitment. A quantitative survey methodology was adopted to collect data from private banks’ employees in Isfahan. A sample of 280 employees within 20private banks was used. Data were analyzed using AMOS 16.0 to determine the interactions between the various factors. This study contributes to the literature by examining organizational commitment in light of employee’s perception of organizational justice and internal marketing using structural equation modeling to explore the complex relationship among the organizational factors .Empirical findings confirmed that internal marketing and organizational justice had a positive direct effect on organizational commitment. Employees ’ perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of distributive justice had great impact on the employee’s organizational

Corporate governance is expected to play a pivotal role in shaping the business environment and driving sustainable economic growth in emerging economies like India. By adopting and enforcing robust corporate governance practices (CG practices), emerging economies can overcome challenges and mitigate risks to foster sustainable development. Nevertheless, the question still prevails as to whether emerging economies like India are embracing strong CG practices in actuality? Our research assessed the CG practices of banking industry of an emerging market India using unique Indian CG Scorecard (designed by BSE, IiAS and IFC. A sample of six public and six private Indian banks (with highest market capitalisation) was taken and data was extracted from their Annual reports for time period (2010-2011 to 2019-2020). Independent sample t-test was used to compare practices of public and private banks in India. The results indicated growing adoption of robust CG practices in Indian Banks signifying that CG practices of emerging economies are undoubtedly comparable to those of developed economies. Nevertheless, none of the banks in India exhibited commendable performance across all the different CG categories. Surprisingly, one bank, HDFC bank emerged as the Leader in Corporate Governance among all banks. Interestingly, CG practices of the public and private sector banks in India were not significantly different, though some variations across different CG categories/parameters were witnessed. The research has strong implications for regulators, banks practitioners and other stakeholders in emerging economies like India to ensure effective framing and efficient implementation of CG regulations for building market confidence, transparency, increased access to global portfolio equity and overall sustainable economic development.

The general aim of this study is to analyze the relationship between organizational support perceived by bank employees, organizational commitment behavior and organizational justice behavior. At the same time, its other purpose is to reveal whether organizational justice plays an intermediary role in the relationship between organizational justice and organizational commitment behavior. In this context, the study was carried out on people working in public and private bank in the province of Bayburt (Turkey). The data in the study were obtained through the survey method. It was then analyzed by structural equation modeling using SPSS and Amos package programs. According to the findings, only the professional experience variable, which constitutes the control variables and demographic information, gave meaningful results with organizational commitment. Secondly, it was observed that the relationship between organizational support, organizational commitment and organizational justice is positive and meaningful in terms of the direction and severity. According to the findings obtained in the last section of the study, it was observed that organizational justice played a partial mediating role in the relationship between organizational support and organizational commitment.

PurposeThe purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is hypothesized, in which a system of total rewards leads to intention to stay via engagement and organizational justice (OJ) moderates the linkage of total rewards with engagement.Design/methodology/approachPerception of employees about the constructs considered has been assessed by a survey, using a structured questionnaire. Employees of private banks located in the State of Uttar Pradesh were the population for this study. A total of 17 branches of 7 private banks were covered, and the number of valid responses was 761. Hypotheses testing has been done with SPSS PROCESS command.FindingsHypotheses proposing mediation (engagement as mediator between total rewards and intention to stay), moderation (OJ as moderator between total rewards and engagement) and moderated mediation have found support.Practical implicationsResults obtained direct us to infer that in addition to the amount or value of any reward, aspects of OJ, such as equity and fairness in allocation of such reward and transparency in the procedure followed, are likely to influence the effectiveness of total rewards practices in engaging employees and motivating them to stay with their present employer.Originality/valueThis study adds to total rewards literature by highlighting how a total rewards system can lead to engagement, and consequently to employees’ intention to stay. Results establish OJ as an important attribute to any total rewards package to make the latter more valuable and effective.

Technological advancements have facilitated increased access to the internet, leading to widespread cyberloafing.As cyberloafing becomes more prevalent, organizations are concerned about its potential to disrupt productivity and compromise security. In the context of employees from private and government banks in Dhaka city, this research aims to delve into how perceptions of organizational fairness impact cyberloafing, with an emphasis on the mediating effect of work engagement.A cross-sectional survey was conducted with 400 participants using adapted and validated Bangla versions of scales measuring organizational justice, cyberloafingbehaviors, and work engagement. The hypotheses were tested through multiple statistical analyses, including regression and mediation models. The findings revealed a significant negative relationship between organizational justice and cyberloafing, indicating that higher perceptions of fairness are associated with reduced cyberloafingbehavior. Organizational justice was also found to positively influence work engagement. Furthermore, work engagement partially mediated the relationship between organizational justice and cyberloafing. The study also found significant associations between demographic variables (such as age, education, salary, experience, and social media use) and cyberloafingbehavior. The findings highlight the importance of fostering fairness and engagement in the workplace to reduce cyberloafing and support greater employee productivity and job-related satisfaction. Jagannath University Journal of Life and Earth Sciences, 10(1) 17-23

Corporate governance plays a critical role in ensuring transparency, accountability, and efficiency in the banking sector. This study conducts a comparative analysis of corporate governance practices in public and private sector banks in India using secondary data from Reserve Bank of India (RBI) reports. Key governance parameters such as board composition, audit committee structure, transparency measures, and financial performance indicators—including Return on Assets (ROA), Return on Equity (ROE), and Non-Performing Assets (NPAs)—are examined. To evaluate the statistical significance of governance differences between public and private banks, t-tests, ANOVA, and correlation analysis are conducted. The findings reveal whether structural and regulatory variations impact governance effectiveness and financial stability across banking sectors. The study provides insights into the strengths and challenges of corporate governance frameworks in Indian banks, offering policy recommendations for enhancing governance standards to ensure long-term banking sector sustainability. Keywords: Corporate Governance, Public Sector Banks, Private Sector Banks, RBI, Board Composition, Audit Committee, Transparency, t-test

Effective dispute resolution is integral to maintaining customer trust and operational stability in banking, particularly in developing economies. This study comparatively examines dispute resolution practices in Nepal’s private and public commercial banks. The specific objectives are to identify predominant dispute types, assess the mechanisms employed to resolve them, evaluate their effectiveness, and explore how governance structures influence resolution strategies. Employing a convergent parallel mixed‑methods design, we surveyed 210 participants (customers and bank staff) from one private bank (Global IME Bank) and one public bank (Nepal Bank Ltd.) and conducted semi‑structured interviews and focus groups. Quantitative data were analyzed via descriptive and inferential statistics (χ² and t‑tests), while qualitative data underwent thematic analysis. This research identified transaction errors, interest and fee discrepancies, and service delivery issues as the most common disputes. Internal resolution methods, particularly negotiation and grievance redressal systems, remain primary but show varying degrees of effectiveness and customer satisfaction.

To address critique of the rare uptake of umbilical cord blood (UCB) in private banks, hybrid-banking models would combine the advantages of “public UCB banking” and private UCB banking by responding to both market forces and public needs. We question both by following the cycle of UCB banking in India: the circulation and stagnation of UCB as waste, gift, biological insurance, enclaved good, source of saving lives and commodity through various practices of public, private and hybrid UCB banking. Making the journey from “recruitment,” “collection” and “banking” to “research” and “therapy” allowed us to identify concerns about the transparency of this cycle. Drawing on archival research and fieldwork interviews with different stakeholders in UCB banks in India, this article shows how private/hybrid cord blood banks are competing for their market share and its implication for the circulation of UCB: speculation, stagnation and opacity.

This discussion suggests that green finance has become a crucial instrument supporting sustainable development, as well as dealing with climate change, and for the banking sector, the promotion of ecological accountability. The green finance practices of public and private sector banks contribute to India’s sustainable growth and this study examines their contributions. The policies, strategies, and initiatives employed by these banks to finance ecofriendly projects, cut down on carbon footprint, are analysed, and they are aligned to global environmental targets. Drawing key differences between the two approaches of public and private banks, the analysis demonstrates their effects on renewable energy, energy efficiency and other green projects. Moreover, the study discovers the challenges facing the adoption of green finance, including regulatory constraints, awareness gaps and financial risks. However, the findings stress necessity of robust frameworks, innovative financial products and co‐operative efforts to leverage Indian banks to promote a green economy. And this research provides insights to policymakers, bankers and stakeholders to help push sustainable finance practices forward.