Employees Of Commercial Banks Research Articles

Do Corporate Social Responsibility Practices and Green Finance Dimensions Determine Environmental Performance? An Empirical Study on Bangladeshi Banking Institutions

This study aims to examine the effects of Corporate Social Responsibility (CSR) and green finance dimensions on the environmental performance of banking institutions in a developing economy like Bangladesh. In order to identify the relationship between the study variables, primary data were collected from 388 employees of Private Commercial Banks (PCBs) in Bangladesh using a non-probabilistic convenience sampling method and analyzed using the Structural Equation Modeling (SEM) approach. The results suggested that CSR practices have a positive influence on the environmental performance. Furthermore, the results indicated that the social, economic and environmental aspects of green financing significantly influence the environmental performance of banking institutions. Overall, the paper concludes that CSR practices and financing of various eco-friendly projects play a crucial role in improving the environmental performance of organizations and ultimately promote a sustainable development in the country. Finally, the study’s findings can help managers of banking institutions in emerging economies like Bangladesh strengthen internal resources such as CSR activities and green finance to improve environmental performance. Therefore, the major policy implications are further discussed.

Research on the problems and countermeasures of new employee training in YanTai commercial bank

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.

THE EFFECT OF WORK PLACE DESIGN ON EMPLOYEE JOB ENGAGEMENT: EVIDENCE FROM PUBLIC COMMERCIAL BANKS IN COLOMBO

The organizational success is depending on the employee engagement to their work to achieve organizational goals effectively. Physical environment and the design of the working place are the crucial factors determine the positive work engagement. However, in the present context, designing a workplace has become a somewhat difficult task due to owners, architects, and developers are constructing improper workplaces for any type of job due to a lack of information about appropriate office layout. Therefore, the convenient physical environment with appropriate layout is one of the most important factors that affect employee job engagement. Consequently, the study attempts to identify effects of workplace designs on employee job engagement in selected Public Commercial Banks in Colombo District, Sri Lanka. Sample selection of the study based on convenient sampling including 101 employees from Bank of Ceylon and Peoples Bank in Colombo. For the aim of data collection, a structured questionnaire survey was conducted on a sample of employees. The collected data were analyzed using IBM SPSS statistics using regression analysis. According to the study's findings, the use of various office layouts varies depending on the designation level of employees at a selected public commercial banks. Also, office layout, noise, quality of air, colors and privacy have positive significant impact to the job engagement of employees in public commercial banks. The study will assist property managers and human resource managers in determining employee perceptions and attitudes regarding their workplace, which will be important in developing strategies. Finally, through the convenient and attractive work place designing in future planning context, increase employees’ job engagement to achieve organizational goals effectively in Sri Lanka.
 Keywords: Employee Job Engagement, Physical Environment, Work Place Design

Organisational Structure as a Strategic Enabler of Commercial Bank Employees in Nigeria

The structure is a critical part of organisation design which enhance or mar employee performance in an organisation. This study investigates the effect of organisational structure on employees' performance in selected commercial banks in Nigeria. The study adopted a positivistic research paradigm. One hundred ninety-two employees from three commercial banks, namely Access, Fidelity and Zenith banks in Anambra State, were selected using random sampling. Data collected from employees through a structured questionnaire were analysed using Analysis of Variance through the aid of SPSS version 26. The findings reveal that formalisation has a significant and positive effect on employees’ commitment at (F-value=2.233; p-value=0.022). The hierarchical layer in the banks has a significant and positive effect on employees’ efficiency at (F-value=0.726; p-value=0.015), while departmentalisation also has a significant and positive effect on employees’ service delivery at (F-value=2.142; p-value=0.016). Overall, this study concludes that organisational structure has a significant and positive effect on the performance of employees in commercial banks. Corporate strategists and human resource managers in commercial banks need to leverage organisational structure to enhance employees' commitment, efficiency, and performance and as a strategic enabler for improving the delivery of quality service internally to colleagues and externally to customers.
 
 Received: 19 January 2022 / Accepted: 13 April 2022 / Published: 5 May 2022

The Effect of Work Place Design on Employee Job Engagement: Evidence from Public Commercial Banks in Colombo

The organizational success is depending on the employee engagement to their work to achieve organizational goals effectively. Physical environment and the design of the working place are the crucial factors which determine the positive work engagement. However, in the present context, designing a workplace has become a somewhat difficult task due to owners, architects, and developers are constructing improper workplaces for any type of job due to lack of information about appropriate office layout. Therefore, the convenient physical environment with appropriate layout is one of the most important factors that affect employee job engagement. Consequently, the study attempts to identify effects of workplace designs on employee job engagement in selected public commercial banks in Colombo District, Sri Lanka. Sample selection of the study based on convenient sampling including 101 employees from Bank of Ceylon and Peoples Bank in Colombo. Structured questionnaire survey was conducted on a sample of employees to collect data. The collected data were analyzed using IBM SPSS statistics using regression analysis. According to the study's findings, the use of various office layouts varies depending on the designation level of employees in those selected public commercial bank. Also, office layout, noise, quality of air, colors and privacy have positive significant impact to the job engagement of employees in public commercial banks. The study will assist property managers and human resource managers in determining employee perceptions and attitudes regarding their workplace, which can be considered as a important aspect in developing strategies. Finally, the convenient and attractive work place designing in future planning context which help to increase employees' job engagement and to achieve organizational goals effectively in Sri Lanka. Keywords: Employee Job Engagement, Physical Environment, Work Place Design

Motivating Employees of Commercial Banks and its Relationship with Customers Satisfaction: A Field Study on Libyan Commercial Banks

Motivating Employees of Commercial Banks and its Relationship with Customers Satisfaction: A Field Study on Libyan Commercial Banks

Linking Organizational Justice to Organizational Citizenship Behavior and Organizational Commitment as Mediator

The objective of this study is to explore the role of organizational commitment between organizational justice and organizational citizenship behavior. Data were collected two hundred and fifty two (N=252) employees of Muslim commercial bank, United Bank Limited, Habib Bank Limited and JS Bank Limited through organizational citizenship behavior Questionnaire (Podsakoff et al., 1990), organizational commitment Questionnaire (Meyer and Allen, 1991) and OJ Questionnaire (Niehoff and Moorman, 1993). Amos and SPSS were the software through which data were analyzed. The results of correlation and structure equation modeling showed a significant positive relationship between organizational justice and organizational commitment (r=0.481, p=0.000), organizational justice and organizational citizenship behavior (r=0.515, p=0.000), organizational commitment and organizational citizenship behavior (r=0.627, p=0.000). Moreover, organizational justice revealed that organizational justice has a significant positive relationship with all dimensions of organizational citizenship behavior and organizational commitment. Organizational commitment also explored a significant positive relationship with all dimensions of organizational citizenship behavior.

The Effect of Relational Transparency on the Performance of Employees of Commercial Banks in Kenya

The study investigated the effect of Relational Transparency on the performance of employees of commercial banks in Kenya. Relational Transparency was measured using four independent variables, namely: openness, truthfulness, self-disclosure and mutual trust. Performance of employees had four indicators, which included efficiency, productivity, turnover and quality of work output. The theory underpinning the study is Social Exchange Theory. A cross-sectional descriptive research design was used. The population was 31,605 employees of 38 commercial banks in Kenya. The study sample was 395 respondents, which was attained using proportionate stratified sampling method. A structured questionnaire was used to collect primary data from respondents. The study formulated the null hypothesis and tested it using the spearman correlation coefficient aided by the statistical package for social sciences. The results showed that relational transparency has a statistically significant influence on the performance of employees of commercial banks in Kenya. The findings would be useful to commercial banks in Kenya and other organizations in evaluating their leaders ‘relational transparency in order to improve performance of their employees.

Work Life Factors and Job Satisfaction in Banking Sector of Nepal

Background: Quality of work-life is a progressive indicator relating to the sustainability of business where positively addressed job satisfaction and quality of work-life motivates employees to contribute to the organizational effectiveness and growth. The present study aims to extract the relationship between job satisfactions on the quality of work-life among the employees in Nepalese commercial banks. More specifically the study explores the extent of work environment and facilities, job security and safety, learning and development, leadership and employee's empowerment on job satisfaction. Methods: Adopting descriptive cum analytical research design this study was carried out from the Nepalese banking industry and targeted sample employees were drawn from the report of Nepal Rastra Bank 2019. Likert type structured questionnaire was designed to collect information from 150 commercial bank employees using simple random sampling techniques. Correlations and regression analysis were carried out to examine the relationship between and among the study variables with the help of SPSS. Results: The result of the study shows that there is a positive impact of job satisfaction on the quality of work-life of employees in Nepalese commercial banks. Moreover, the study reveals that working environment, learning and development, leadership and employee empowerment has relatively more impact on the quality of work-life than pay and job security aspects of the quality of work life. Conclusion: Job satisfaction and quality of work-life motivates employees to contribute to the organizational effectiveness and growth.

Corporate Culture and Organizational Performance in the Banking Industry of Nepal

Determining the strength of corporate culture and its impact on commercial bank performance has long been a priority for Nepalese banks. This study identified corporate culture drivers and their effects on a Nepalese commercial bank's performance. This study aimed to examine the impact of Nepalese commercial banks' participation, consistency, and adaptability cultures on organizational performance from the perspective of the employees of Nepalese commercial banks. A descriptive research design was used to discover facts and information on cultural elements affecting shareholder value. This study was based on a questionnaire survey. This study utilized the 5- point Likert scale to study a statistical measurement of corporate culture and organizational performance in Nepalese Commercial Banks. Using a survey of 394 employees in the Nepalese commercial banks, this study took into account participatory, consistency, and adaptability to assess the corporate culture of the banks. Adaptability was found to be the strongest predictor of organizational performance, while consistency was found to be a poor predictor, with the highest and lowest beta values, respectively. These findings suggested that adaptability and consistency characteristics were useful in measuring organizational performance. Adaptability cultures, it is concluded, have a significant impact on how well a business performs its activities. It broadens the awareness of the cultural impact on organizational performance that banks, particularly in Nepal, typically overlook. Commercial banks should prioritize strengthening their competitive cultures by emphasizing more adaptive human values aligned with their goals.

Technology-Performance Nexus during Covid-19: A Case of Commercial Banks from Selected South Asian Economies

Technology acceptance affects performance of employees in emerging organizations. This study explores the relationship between technological transformation and performance of the employees of commercial banks from selected Asian economies during Covid-19 pandemic. We also analyze the effect of moderators; training, supervisor support and incentives on this relationship. We have tested the hypotheses by means of the survey of 400 employees of commercial banks from selected South Asian economies of Bangladesh, India, Sri Lanka, Maldives, and Pakistan. The Pearson correlation and multiple linear regression techniques are utilized to investigate the research problem. The identity theory and social learning theory reflects that the individuals get satisfied while relating themselves with the objectives of organization and the goals of nation. Further, they participate in the organizational and national development through technical innovation process if provided with supervisory support, training and incentives. This study recommends to executive management to adopt modern technology for sake of the higher objectives of firms’ performance in a Post- Covid depressed economies.

Psychological Status of Private Commercial Bank Employees in Bangladesh during COVID-19

On March 8, 2020, the first Covid-19 case was registered in Bangladesh, and the first death occurred on March 18, 2020. Still, the positive corona patients including banking employees are rising around and many negative thoughts are also increasing day by day in mind. These circumstances make the employees worried. Consequently, this paper's fundamental objective is to find out the psychological status of private commercial bank employees during COVID-19. Using a random sampling technique and a questionnaire through "Google Form" the data was gathered from 151 employees. For the completion of the data analysis procedures, the Statistical Package for Social Sciences (SPSS-22 Version) was used. The major findings showed a maximum of 91% of employees felt nervous when s (he) hears someone died from COVID-19. In addition, 83% of employees are always fear of COVID-19 infection, 81% of employees are fear when they hear someone got tested positive for COVID-19. Besides, 49% of bank employees cannot concentrate on their regular activities while 40% of employees are stressed to lose their current job due to COVID-19. The policy-making authorities of private commercial banks in Bangladesh will get an opportunity to know the employees' psychological status during COVID-19. They can also make some necessary measures (based on our recommendations) to overcome these challenges.

Organizational Commitment and Its Impact on Job Performance

This study aimed to identify the availability level of organizational commitment (OC) among employees in the Jordanian commercial banks, as well as to measure its impact on their job performance (JP). To achieve the objective of the study, 257 copies of the questionnaire were distributed to a random sample of employees at all administrative levels in the Jordanian commercial banks. The results of the study have indicated that OC is available in Jordanian banks with a high degree. Moreover, it has showed that the emotional commitment is the most prevailing commitment. The study showed that there is a significant positive impact of OC on the JP. The study recommended that it is very important to set strategic plans to promote OC among the employees of Jordanian commercial banks.

Demystifying the Relation between Workforce demographics, Job Satisfaction and Perceived Customer Satisfaction in Indian Banking Industry

The proposition concerning the relationship between job satisfaction and customer satisfaction is not novel in organizational behaviour research. The profound impact of job satisfaction in improving organizational productivity through satisfied and retained customers is well documented. The present study attempts to assess the relationship between job satisfaction and customer satisfaction from the employees' point of view in the Indian banking industry, an approach that is unique to the study. The relationship between an employee and the customer is of utmost importance, especially in the service sector industry like banking. Relevant statistical tools (using SPSS) were applied to a sample of 542 employees of commercial banks. The results confirmed a positive relationship between the two constructs. Thus, when employees are satisfied with their job, they perceive that they deliver superior service, thus making their customers happy and satisfied. Consequently, they will recommend their organization to others, thereby improving revenues. Exploring further, the study also tested some demographic variables with respect to job satisfaction and concluded that employees' level of management, and type of bank they work for, had a significant relationship, while age did not show any significant relationship with job satisfaction.

The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees’ job satisfaction

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.

Evaluation of the Impact of Innovation Management on Customer Satisfaction and the Innovative Behavior of Employees: Field Study in Commercial Banks in the State of Kuwait

Purpose: This research paper aimed at identifying the impact of innovation management on customer satisfaction and the behavior of innovative employees in commercial banks in Kuwait. Design/Methodology/Approach: Based on the descriptive-analytical approach, the study used the questionnaire on a sample represented by (5) banks in Kuwait (28%). After collecting the study data, the Statistical Analysis Program (SPSS) and PLS were used, several results were reached. Findings: There is a moderate degree of innovation management practice in commercial banks in the State of Kuwait, there are an impact and correlation between innovation management and the innovative climate from one hand and the innovative climate and customer satisfaction, on the other hand. It also showed the impact and correlation between the innovative climate and innovative behavior in the study population. Furthermore, there are an impact and correlation between network theory, innovation management, innovative climate, customer satisfaction, and the behavior of innovative workers. Practical Implication: The study recommended attention to managing innovation and the innovative climate and strengthening network theory in commercial banks. It also recommended stimulating the work of the Training and Development Department in commercial banks in the State of Kuwait. Originality/Value: The value of the study comes to find solutions to weaknesses, if any, and to strengths by not losing any sight of management phenomena and variables that contribute to the development of innovation management in commercial banks.

The Influence of System User Ethics in Increasing the Effectiveness of Accounting Information Systems

System User Ethics is the most important part in increasing the effectiveness of accounting information systems. Where ethics as a moral agent in making choices to guide his behavior, and when the system is applied ethics is an important part in increasing the effectiveness of accounting information systems. The purpose of this study was to determine how much influence the ethics of system users have on the effectiveness of accounting information systems. The research method uses descriptive verification, data collection techniques use questionnaires, and the data is tested for validity and reliability. The population is Islamic banking employees, with a sample of 59 Islamic Commercial Bank employees who are directly related to the research. The test tool used is simple linear regression. The results showed that the ethics of system users had a significant effect on the effectiveness of the Islamic banking accounting information system. Keywords: Ethics user system, the effectiveness of the accounting information system, Islamic banking DOI: 10.7176/RJFA/12-20-03 Publication date: October 31 st 2021

STUDY ON THE MANAGEMENT OF NEW GENERATION EMPLOYEE SEPARATION IN STATE-OWNED COMMERCIAL BANKS: TAKE X BANK AS AN EXAMPLE

After China’s financial industry having entered into rapid development with China’s accession to the WTO, joint-stock commercial banks have also risen in various places, and the number of branches established by foreign banks in China has gradually increased, showing that they were once monopolized as China’s financial industry continues to reform and develop. The status of the four state-owned joint-stock commercial banks has been shaken.
 This paper focuses on the definition and characteristics of the new generation of employees, using Bank X as an example, the current development of Bank X and the current development of the new generation of Bank X employees, and the negative impact of the new generation of Bank X employees after their departure. A comprehensive analysis of the reasons for their resignation was conducted, and on this basis, the countermeasures were put forward to reduce the turnover rate of the new generation of employees in state-owned commercial banks, hoping to provide a proper resignation management plan, so that Bank X can proceed from its own reality and strengthen the state-owned company. The commercial bank management and construction adopt corresponding strategies to reduce the turnover rate of the new generation of employees and stabilize the countermeasures of talent team building.

THE RELATIONSHIP BETWEEN JOB STRESS AND WORKPLACE DEVIANT BEHAVIORS: A STUDY ON BANK EMPLOYEES IN BANGLADESH

Despite the increasing number of studies on the relationship between job satisfaction and deviant behaviors in the workplace, still there is a lack of studies where job satisfaction has been measured considering stress and job engagement and also whether all of these three variables are directly correlated with workplace deviant behaviors or not. This study aims to investigate the relationship between job satisfaction and workplace deviant behaviors and other important objectives is the relationship between job satisfaction, stress, and job engagement with workplace deviant behaviors and the relationship between stress and job engagement with job satisfaction. Our study found that stress is liable for less satisfied employees which produces a high level of involvement in workplace deviant behaviors. On the other hand, job engagement creates job satisfaction which reduces workplace deviant behaviors. The quantitative approach is employed on 82 employees of private and public commercial banks. Based on PLS-SEM method conceptual frameworks were constructed, descriptive analysis and regression analysis were used. Our study concluded that there is a strong causal relationship between job stress, job engagement with job satisfaction which results in workplace deviant behavior. Therefore, workplace deviant behavior can be reduced if organizations take some recreational activities that will increase job engagement.

The Impact of Environmental Knowledge and Awareness on Sustainability Performance of Organizations: The Mediating Role of Employee Green Behaviour

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.