Employee Performance In Banks Research Articles

The Impact of Performance Appraisal System (PAS) on Employee Performance in Banks Operating in South East Nigeria Post-Covid-19 Pandemic

This study examined the impact of the performance appraisal system (PAS) on employee performance in banks operating in South East Nigeria post the Covid-19 pandemic. The study's broad objective was to examine the impact of performance appraisal on employees' work performance in South East Nigeria. This research also looked into the important components of performance appraisal, such as setting performance criteria, communicating those goals, measuring actual performance against those standards, discussing the appraisal with employees, and providing feedback. The required data for this investigation was acquired using a closed-ended structured questionnaire. Many related studies were used to create the questionnaire, which was then modified. The following approaches were used to select the comprehensive sample from a total population of 1745 employees: The target demographic was first determined, and then the sample size was calculated using a formula. Basically, 325 questionnaires were distributed to the employees that were sampled, and 260 of them were returned, representing 80% response rate. The 260 completed surveys were then analysed with smart PLS, a programme designed specifically for Structural Equation Modeling, path analysis, and confirmatory component analysis. It is also known as causal modelling software or analysis of covariance software. Correlation analysis and descriptive statistics were used. The study's findings revealed that performance appraisal had a primarily favourable impact on employee performance in Nigeria's banking sector. There was some positive and a negative (very significant) relationship between performance appraisal and employee performance, according to the correlation study.

Examining the Relationship between the Stressful Factors of the Work Environment and the Job Performance of Bank Employees: A Case Study of Private and Public Banks of Taloqan

In this research, the effective study of the stressful factors of the work environment on the job performance of bank employees in Talaqon City has been studied. This research has covered all private and public banks active in Taloqan city of Takhar province. The statistical population of this research includes 50 employees of public and private banks in this city; using Cochran's sample size method, questionnaires were distributed to 46 people who were selected by random cluster sampling. In this research, Standard Nordic questionnaires and Hersey Gold Smith questionnaires were used. Descriptive and inferential statistical methods have been used to analyze the data collected by the questionnaires. Frequency tables, statistical tables, tables and graphs are used as parts of descriptive statistics and normality tests, correlation coefficients and regression models that are used to test the hypotheses of inferential statistics. Statistical Package for Social Sciences (SPSS) is the program used in this research to analyse data. The results obtained from the research show that the stressful factors of the work environment caused the job Performance of the employees of the banks of Taloqan City to decrease significantly, and this result indicates the meaningfulness of the relationship between the stressful factors of the work environment and the job Performance of the employees of the banks of Taloqan city.

Study of areas for improving management in banking institutions: socio-psychological aspects

This article addresses the crucial issue of enhancing the efficiency of banking institutions by focusing on the socio-psychological aspects of management. Acknowledging the significance of people in the banking sector, comparable to the monetary value of the bank's capital, necessitates an exploration of socio-psychological factors as pivotal contributors to the productivity of bank staff. Emphasizing the need to study a relatively independent type of relationship among employees within one organization, this research aims to identify the most influential socio-psychological factors affecting the performance of bank employees, ultimately revealing areas for improvement in banking institution management.
 In today's dynamic labor market, a modern, highly qualified specialist, even without a leadership role, can thrive by actively engaging with colleagues and management, possessing essential communication skills. The study of personnel management, considered one of the most vital disciplines in management, is instrumental in fostering such qualities. A proficient leader must possess the ability to articulate a desirable social future and effectively predict its realization – a crucial initial step in management.
 Utilizing surveys as an effective and accessible method of sociological research, this study comprehensively investigates the social environment, team dynamics, and the intricacies of social relations within the banking institution. The survey enables an examination of the organization as a holistic system, delving into the root causes of challenges, and proposing strategies to enhance the management system.
 The primary objective of this study is to elucidate the necessary intentions for forming a competitive and highly qualified staff in today's labor market. By leveraging socio-psychological aspects of management, this paper demonstrates how strategic management practices can create conditions conducive to elevating the quality of work, enhancing production efficiency, increasing profits, and substantially improving overall organizational performance.

Compliance with health protocols in the banking sector facing Covid-19.

The spread of the coronavirus has become one of the current challenges in the world. Implementing health protocols in the workplace along with informing people who face them, has become a vital issue. The purpose of this study was to determine the level of compliance with health protocols and measure the level of awareness, attitude and performance of bank employees while facing Covid-19. The data collection tool included a checklist and two questionnaires (demographic information and the other on the awareness, attitude and performance of bank staff) regarding the coronavirus. A total of 199 bank employees from 25 bank branches participated in the study. The results showed that in 24% of the bank branches, the staff did not use face masks. And 100% of the studied bank branches lacked proper ventilation. The mean awareness scores of female employees (94.3) were significantly higher than those of male employees (87.7). Also, the performance of female employees (93.2) was significantly better than male employees (87.2). The results showed that to achieve proper performance in controlling and reducing the covid-19 disease among bank employees and other workers, these items are noteworthy: (1) Providing and training the correct use of protective equipment including face masks. (2) Monitoring for strict implementation of health protocols. Therefore, it is necessary to keep training and information up-to-date due to the new phenomena of this disease.

Career Development, Job Placement, and Training: Boosting Performance with Job Satisfaction.

This quantitative research study aimed to investigate the effect of career development, job placement, and job training on employee performance, with job satisfaction as a moderating variable. A sample of 50 employees from a prominent banking institution participated in this study. The data were collected through a questionnaire, and the analysis was conducted using SPSS statistical software version 25.0. The findings revealed that career development, job placement, and job training have direct positive effects on employee performance. Additionally, job satisfaction was found to have a direct positive impact on employee performance. Furthermore, the interaction between career development and job satisfaction, as well as the interaction between job placement and job satisfaction, significantly influenced employee performance. However, no significant interaction effect was found between job training and job satisfaction. These findings highlight the importance of career development, job placement, and job satisfaction in enhancing employee performance, suggesting practical implications for organizations seeking to optimize their workforce productivity. 
 Highlights:
 
 Career development, job placement, and job training have a direct positive influence on employee performance.
 Job satisfaction plays a crucial role in moderating the relationship between career development and employee performance.
 The interaction between job placement and job satisfaction significantly affects employee performance.
 
 Keywords: Employee performance, Career development, Job placement, Job training, Job satisfaction

A Case Study on the Relationship between Organizational Culture, Knowledge Sharing and Job Performance of Bank Employees

A Case Study on the Relationship between Organizational Culture, Knowledge Sharing and Job Performance of Bank Employees

Factors influencing employee performance and their impact on productivity: A study of commercial banks in Bangladesh

Employees are the most valuable part of every organization in the world, and the success of the organization depends on how well its employees do their jobs. Nowadays, commercial banks in Bangladesh are growing overwhelmingly, so the competition is enhancing one bank to another. Employee performance at the firm level and workplace productivity has not been empirically studied in the context of Bangladesh. The purpose of this study is to find out the variables that affect how well employees at banking institutions in Bangladesh do their jobs. People who worked in private banks in Bangladesh were the focus of this study and the final sample size was 250. The sample size was suitable for quantitative regression analysis. The questionnaire was sent to the e-mail ids of employees, and the questionnaires were adopted from the previous studies. To test the model and hypothesis, SPSS is used to analyze collected data in this study. The regression analysis was duly run with using the SPSS 26.0 version. The study shows that competence, compensation, leadership, and motivation have a big and good effect on how well employees do their jobs in regard to private commercial banks in Bangladesh. So, bank authorities should identify the factors influencing the improvement of the performance of bank employees, and they need to focus on employee productivity-enhancing activities.

The Level of Incentive System Among Banks Employees and Its Relation on Job Performance

The aim of this study is to investigate the level of incentive system and its relation on job performance among banks employees. The study used the descriptive correlational approach where the sample consisted of (70) participants. The results of the study showed that the level of application of incentives, their importance, and their impact on the job performance of bank employees in the study sample came at a moderate level. The results of the study also showed that the level of application of incentives, their importance and impact on job performance came in favor of the general manager compared to the administrative employee and the head of the department. The results also showed that the level of application of incentives, their importance and their impact on job performance came in favor of those with less than 5 years of experience. Number of recommendations were suggested based on the above results.

The Effect of Instructor's Professional Competence, Training Methods, and Training Participants' Motivation Based on Competency-Based Fund Transfer Management on the Performance of Bank Employees in Jakarta

This research analyzed the Professional Competence of the Instructor, Training Methods and Motivation of the trainees based on the competence of fund management on the performance of the employees whose training was carried out by Praveena. The model was analyzed with regression analysis using statistical software SPSS 28 and EXCEL 365. Data was collected from training participants using a questionnaire, and the data obtained were 100 respondents. The results of this research are that the instructor's professional competence and training methods partially have no direct effect on employee performance, training motivation has a direct effect on employee performance, and the instructor's professional competence, training methods and training motivation simultaneously have a positive effect on employee performance.

Enhancing employee performance through the application of dispute resolutions in the banking industry

This study examined the effect of dispute resolution strategies on employee performance in the Nigerian banking industry. Two variables were discussed; compromising strategy and integrating strategies as they affect employee performance in selected banks in Delta State. The sample size for the study was 162 respondents. A simple random sampling technique was adopted. Validated structured sets of questionnaires were used, the primary instruments for data collection. The study adopted descriptive statistics and frequency analysis. A test of hypotheses was done using regression analysis. The study found that there were positive and significant effects of compromising Strategy and integrating strategy on employee performance. The study concluded that integrating g strategy has a major effect on employee performance in Nigeria's banking industry and Nigeria banks should improve on integrating strategy because it would go a long way in enhancing employee performance and that integrity in the banks could have been achieved through strong moral principles and moral uprightness in financial transactions. It is recommended that Efforts should be made by management to organize seminars/workshops on organizational dispute resolution strategy from time to time for the employees. This will enable employees to learn about disputes and how they can be effectively managed for organizational effectiveness. Credible channels of communication and open discussions of disputes in work relations must be encouraged in an attempt to avoid confrontation, unhealthy competition, and domination as dispute resolution strategies. The study contributed to knowledge by developing a model that explains the relationship between dispute resolution and employee performance in the banking sector and also provided a framework that explains the necessity of dispute resolution and how it relates to employee performance in an organized setting.

INFLUENCING FACTORS OF BANK EMPLOYEES' MOTIVATION AND ITS IMPACT ON EMPLOYEES' PERFORMANCE

In this globalization era, banking institutions are facing competition in the marketplace. The demands of the customers are changing immensely day by day. Integration and globalization have become closer and closer to every firm in the competitive market. The main purpose of this study is to determine the motivational factors of bank employees that are related to employees' performance in the working place. The study was qualitative and was conducted using different sources to find out the motivational factors and their impact on employee performance. The researchers focus on the intrinsic and extrinsic motivation of the employees. For this study, data have been collected from previous studies and different sources like the ABDC database, Scopus database, Emerald database, ABS database, Springer database, and previous banking profiles. The study showed that employee empowerment, job security, emotional intelligence, attractive compensation package, and training and development have a positive and significant impact on creating motivation among the employees, which creates better performance in work. Based on the findings of this study, the organization should provide another attractive motivational factor and change HR policies and procedures to create employee motivation. Recommendations were also made for improvement in a certain area, creating motivation for better performance of bank employees in Bangladesh.

The Influence of organizational ethics on employee work performance by intervening organizational commitment and Job satisfaction

This research has been conducted on the respondents of private banking sector of Pakistan, in context of implications of organizational ethics on work performance of bank employees by intervening role of organizational commitment and job satisfaction. The analysis has been done through Smart PLs software by using Algorithm and Bootstrapping analysis techniques of Structural equation Modeling (SEM). Survey operationalized the findings of 143 respondents which were employee of the banks. The findings of the research has explored that there is positive linkages among organizational wok ethics on employee performance directly and indirectly via mediation role of job satisfaction and commitment. Furthermore, research has contributed by accumulation in literature and demonstrating the administrative insinuations

The mediating effect of training on the relationship between performance appraisal and employee performance in the banking sector

This study aimed to examine the relationship and impact of the performance appraisal process and the training process on employee performance in various banks operating in Palestine. Therefore, the descriptive-analytical approach, using both SPSS and AMIS programs to analyze the data was used. The hypotheses proposed to be tested were verified by the research. The employees of the banks operating in Palestine formed the study population, and a total number of 260 were surveyed, and 254 questionnaires were retrieved as the study sample. The expectations and achievement theories were used to build the theoretical framework. One of the most important results of this study is that it found a strong relationship between the performance appraisal process and employee performance, and the training process and performance. It also found that the general performance of employees is positively affected by several variables, including the quality and transparency of the performance appraisal process and the efficiency of the training programs that are implemented in the banking sector in Palestine. Therefore, the researchers recommended that it is necessary to continue working on developing training programs, focusing on the quality and effectiveness of the implemented programs, not the number of outputs only, and the continuous and growing interest in the performance appraisal process

The Effect of Technological Innovation on Employee Performance in Pandemic Era: Case from Banking Industry in Indonesia

This study assessed the impact of technological innovation on employee performance, especially during the COVID-19 pandemic situation. Data were gathered from private and government banks that applied technological innovations to the COVID-19 Pandemic. The author also elucidated more about the influence of technological innovation on employee performance, influenced by job satisfaction, work-life balance, and burnout. This study described technological innovation within the Jabodetabek Area’s banking industry by using variables that affect employee performance. The questionnaires were distributed through social media to 123 respondents under 40 years of work. The data were then analyzed using PLS-SEM through SmartPLS 3 software. Findings. The results of this study indicated the positive effect of technological innovation on the performance of bank employees. Utilizing technological innovation will increase employees’ satisfaction at work, balance employees' lives, reduce burnout, and improve employee performance eventually. This paper focused on the variables used in the banking industry, especially in COVID-19 Pandemic. Mediating variables used also have never been explored in the previous research.

The Role of Electronic Human Resource Management (E-HRM) and Career Planning on the Performance of Bank Employees in South Tangerang

The success of an organization cannot be separated from the improvement of human resources. This study aims to analyze the effect of the electronic human resource management (E-HRM) variable on the Bank's Employee Performance, analyze the Bank's career planning process on the Bank's employee performance. The research was conducted using a quantitative approach through a survey. The population of this study were all employees, while the number of samples in this study were 300 people using simple random sampling. Testing the hypothesis in this study using SEM (Structural Equation Modeling) with the PLS program. The research data was obtained through the distribution of online questionnaires. The results of this study indicate that there is a direct influence between electronic human resource management (E-HRM) on the performance of bank employees, there is a direct influence between career planning on employee performance. Based on the research results, it is hoped that all bank management will make clear career plans for their employees so that they are more enthusiastic in working and will lead to job satisfaction which will ultimately improve their performance and implement Electronic Human Resource Management (E-HRM) to improve employee performance.

Analisis perceived organizational support dan budaya kerja terhadap beban kerja dalam meningkatkan kinerja karyawan bank menuju new normal

The Covid 19 pandemic—which has spread throughout the world since early 2020— has had an impact on several countries, including Indonesia. This condition changes the company's policy, intended to maintain optimal employee performance. This study aims to determine the effect of perceived organizational support (POS) and work culture on employee performanc e . The population of this study were 179 employees of Bank BTN Semarang branch with a sample of 65. The sample was taken using a stratified random sampling with primary data distributed by online questionnaires. The results showed that P OS has a significant effect on performance, work culture has a positive and significant effect on performance, POS has a negative and significant effect on workload, Work culture has a negative and significant effect on workload and workload has a negative and insignificant effect on performance significantly influence workload, workload does not significantly influence employee performance and work culture. Work culture has a significant effect on employee performance. POS has a significant effect on workload, work culture has a significant direct effect and a significant indirect effect. POS has a significant direct and indirect effect. The study is useful for understanding how to optimize company management and creating a work culture in improving the performance of bank employees .

WORKFORCE DIVERSITY AND EMPLOYEE PERFORMANCE: A CASE OF COMMERCIAL BANKS IN PAKISTAN

Purpose of the Study: The fundamental objective of this study was to examine the association between workforce diversity and employee performance in commercial banks of Pakistan. Methodology: Gender, age, education, and ethnic diversity contribute to the workforce's diversity. A standardized questionnaire was distributed amongst the 400 employees of commercial banks of Pakistan to collect data. However, 281 employees, constituting 70.25%, responded. The research hypotheses were tested by using a multi-regression model through Stata16 for data analysis. Main Findings: The outcomes indicated a positive and significant association between gender diversity and employee performance. Gender diversity and age diversity are strong predictors of employee performance in Pakistan. However, the findings revealed that employee performance is not affected by education or ethnic diversity. Applications of the study: This study has significant implications from both a theoretical and a realistic perspective. This study contributes by adding sound theoretical literature to the body of knowledge on workforce diversity and employee performance. From a practical perspective, this study sheds more light on how workplace diversity affects employee performance in the banking sector of an emerging economy like Pakistan. The results of this study can also be used to build strategies to improve the implementation of employee diversity in an existing market. Novelty/Originality of this Study: Studies have been conducted to analyze the impact of diversity on employee performance, but this is the first study that has investigated the association between workforce diversity and employees performance with rich facets and particularly in the context of an emerging economy like Pakistan and specifically in commercial banks.

English

The study was conducted with the major objective of assessing the impact of IT on the performance of commercial banks in Ethiopia. In order to accomplish its general objective, the study attempted to evaluate the effects of IT on customer satisfaction, employee performance as well as bank revenue. The three dimensions were used as crucial indicators of the impact of IT on overall bank performance. Two cross-sectional surveys were conducted to gather the necessary data from the 372 customers and 24 employees of the Mizan-Aman branches of Dashen and United Banks in Southwestern Ethiopia. In addition, the annual performance  reports  of  both  banks,  particularly  the  ones  for  2015  and  2016  fiscal  years,  were reanalyzed as data sets for assessing the impact of IT on bank revenue. The findings of the study clearly indicated that IT indeed has an impact on the performance of commercial banks. It was found that the IT based services provided by the two bank branches were found to be convenient and user-friendly to customers. The study has also indicated that customers have found both banks to be efficient not only in terms of service delivery but also in terms of their ability to maintain their IT products. IT also positively affected the job performance of bank employees by reducing their workload and improving their accuracy. Meanwhile, broadband and electric power fluctuations were found to have a significant negative impact on both customer satisfaction and employee performance. Finally, an exploratory overview of the financial performance of the two banks has indicated that IT based services constituted a significant percent of the banks’ gross profit for both 2015 and 2016 fiscal years.   Key words: Customer satisfaction, commercial banking, Dashen Bank, employee performance, information technology, United Bank.

Impact of Training Programmes on Performance of Bank Employees: A study of Banks in Punjab Region

Impact of Training Programmes on Performance of Bank Employees: A study of Banks in Punjab Region

MOBBİNG'İN BANKA ÇALIŞANLARININ PERFORMANSI ÜZERİNE ETKİSİ: KAYSERİ İLİ ÖRNEĞİ

In the study, the effect of mobbing, which has been frequently examined, especially on education, health and bank employees, on the performance of bank employees is discussed within a certain discipline. For this reason, first of all the definition, historical development and types of mobbing concept are focused on. Secondly, the works and assumptions about mobbing in our country are emphasized. Finally, the last section, which deals with the impact on the performance of bank employees, which is our main subject, has two titles called results and measures for itself. In the conclusion part, the way mobbing affects bank employees is examined in the context of individual, social and institutional dilemmas and serious health problems