Employees Of Commercial Banks Research Articles

Exploring the Impact of Innovation practices, Technologies on the Operational Efficiency of Commercial Banks in Nigeria

In the rapidly evolving financial landscape, innovation has become a critical driver of operational efficiency for commercial banks. This study explores the impact of technological and process innovations on the operational efficiency of commercial banks in Nigeria. It aims to understand how innovative practices and technologies influence cost reduction, service delivery, customer satisfaction, and overall financial performance. Using a straightforward random sampling technique and a descriptive survey design, the study selected 388 participants at random from the 97,026 commercial bank employees in Calabar Metropolis, Cross River State, who make up the entire population. The research employs a mixed-methods approach, combining quantitative data analysis from financial reports of major Nigerian banks with qualitative insights from interviews with banking professionals. The findings indicate that the adoption of digital banking platforms, automated teller machines (ATMs), mobile banking applications, and advanced data analytics significantly enhance operational efficiency. These innovations reduce transaction costs, minimize human error, and improve service speed and reliability. Furthermore, process innovations such as streamlined loan processing and automated compliance checks contribute to more efficient banking operations. The study highlights the high cost of technology implementation, cybersecurity risks, and the need for continuous staff training as the challenges that may hinder innovation to strive. Despite these challenges, the positive impact of innovation on operational efficiency is evident, suggesting that continued investment in innovative technologies and practices is crucial for the competitive advantage and sustainability of commercial banks in Nigeria. The study further recommends that Nigerian commercial banks prioritize technology adoption and process improvements to enhance their operational capabilities and meet the dynamic needs of their customers.

Application of the Sufficiency Economy Philosophy for Work and Integration of Life and Work Affecting the Career Success of Commercial Bank Employees in Northeastern Thailand

This research aimed to study the application of the sufficiency economy philosophy in the workplace and the integration of life and work, and how they affect the career success of commercial bank employees in northeastern Thailand. The population consisted of commercial bank employees. The sample included 383 commercial bank employees, selected using stratified random sampling based on the population proportion in each province of northeastern Thailand. A questionnaire was used as the research tool. Statistics for data analysis included percentage, mean, standard deviation, and multiple regression. The results indicated that the application of the sufficiency economy philosophy at work, particularly in the aspects of reasonableness, knowledge, and moderation, as well as the integration of life and work in terms of readiness to always work, significantly influenced the career success of commercial bank employees in northeastern Thailand. Additionally, the integration of life and work, specifically in the area of work-time flexibility, also had a notable impact on the career success of these employees.

Factors affecting employee retention: An empirical study in Nepalese commercial banks

This paper aims to identify the factors affecting employee retention in Nepalese financial institutions, especially commercial banks. Through a questionnaire, the primary data were collected from 400 respondents. The study is based on a dichotomous and 5-point Likert scale questionnaire. The collected data were analyzed using SPSS and structural equation modeling (SEM). SEM smart PLS-4 is used to examine the association between the dependent and independent variables. The results indicate that company image/goodwill, employee benefits, job satisfaction, organizational performance, recruitment and selection, and work environment and culture have a relatively significant relationship with employee retention. Among them, organizational performance was found to be highly significant among all other variables. However, labor unions, leadership support, performance appraisal, training and development, and work-life balance did not have an association with employee retention. The study helps HR managers to formulate appropriate policies and guidelines to retain employees in Nepalese commercial banks. Likewise, it provides a valuable empirical contribution by analyzing which factors affect employee retention in commercial banks in Nepal using a direct SEM model. It also shows which factors play a major role in employee retention.

Enhancing Meaningful Work The Roles Of Spiritual Leadership^J Intrinsic Motivation^J And Employees' Gender

In today's workplace, employees grapple with finding meaningful work amidst the complexities of a dynamic business landscape shaped by rapid technological advances, uncertainties, intensified customer demands, and the impacts of events like the COVID-19 pandemic. These challenges induce emotional and physical strains, leading to a sense of anomie, resulting in reduced productivity, performance, job satisfaction, and heightened turnover intentions. Holistic leadership is crucial to addressing these issues, focusing on enhancing intrinsic motivation and cultivating a deeper sense of meaningful work. Based on self-determination theory and spiritual leadership framework, this study suggests positive correlations between spiritual leadership and employees' perception of meaningful work, with intrinsic motivation partially mediating the relationship and gender moderating it. Findings from 448 employees in Kenyan commercial banks reveal intrinsic motivation partially mediates, and gender moderates, the relationship between spiritual leadership and employees' perception of meaningful work. The study's implications and recommendations for future research are provided.

Management Control System and Firm Performance in Nepalese Commercial Bank

This study focused on the interplay of control levers and organizational learning as well as the impact of Management Control Systems (MCS) on firm performance in Nepalese Commercial Banks. The study aims to examine the relationships between MCS levers (belief, boundary, diagnostic, interactive) and firm performance and assess the mediating role of organizational learning in this relationship. The study was done using descriptive and causal-comparative design, where a survey was carried out by deriving the responses from the employees of various commercial banks in Kathmandu. The findings of the study highlighted the significant correlations between MCS, organizational learning, and performance, highlighting MCS as a key tool for enhancing performance in the Banking sector. This study acknowledges limitations such as focusing only on Kathmandu and suggests future research to expand geographically and explore other sectors for broader applicability. Keywords: Management Control Systems, Levers of Control, Organizational Learning, Banking Sector.e other sectors for broader applicability.

Impact of Emotional Intelligence on Organizational Performance in Commercial Banks, Itahari, Sunsari, Nepal

The ongoing debate surrounding Emotional Intelligence (EI) and Organizational Performance (OP) has been a consistent topic of discussion across various cultures worldwide. This article aims to assess the current status of EI and OP in Nepalese Commercial Banks, analyze the relationship between EI and OP, and measure the impact of EI on OP. Employing a deductive research approach, the study utilizes a descriptive and cross-sectional research design, with the population comprising all employees in commercial banks in Itahari, Sunsari, Nepal. The sample size is 167, chosen through convenience sampling, employing a structured questionnaire with a five-point Likert scale to collect primary data. Mean and Standard Deviations assess the status of EI and OP, while Pearson correlation matrix and linear regression analysis measure the impact of EI on OP. Chronbatch alpha is used to test the reliability of constructs. The results indicate a positive presentation of both EI and OP in commercial banks, with statistically significant relationships within the model. The analysis suggests that employees with high EI exhibit higher OP compared to those with lower emotional intelligence. Notably, social awareness emerges as a key construct significantly influencing OP, followed by relationship management and self-awareness. The findings propose potential benefits for banks in enhancing EI levels during recruitment, training, and development programs for their personnel.

أثر الذكاء الاصطناعي في الأداء المؤسسي: متغير وسيط رأس المال الفكري في البنوك التجارية العاملة بالمملكة العربية السعودية

The aim of this study was to investigate the impact of artificial intelligence (AI) with its dimensions (expert systems, automatic machine learning, usability) on organizational performance, mediated by intellectual capital, in commercial banks operating in the Kingdom of Saudi Arabia. The study population comprised all employees in commercial banks in Saudi Arabia, and the study relied on a proportionate stratified random sample of administrators in these banks (managers, department heads, supervisors, administrators), totaling 338 administrators. The study utilized a descriptive-analytical methodology, developing a questionnaire consisting of 38 items. Statistical Package for the Social Sciences (SPSS) was used for data analysis and hypothesis testing. The study yielded several key findings: There is a significant impact of artificial intelligence, with its dimensions (expert systems, automatic machine learning, usability), on organizational performance. Additionally, there is a significant impact of artificial intelligence dimensions on intellectual capital, and intellectual capital significantly impacts organizational performance. Moreover, there is a significant indirect impact of artificial intelligence dimensions on organizational performance through intellectual capital in commercial banks. The study recommended that bank management focus on expert systems provided by artificial intelligence to acquire knowledge from stored databases for problem-solving and application through organizational performance and intellectual capital. It also suggested developing systems to logically and programmatically address accounting errors to enhance the ability to automatically monitor and reevaluate internal processes continuously in line with changes in the external work environment. This can be achieved through the use of modern technology, knowledge transfer, research, and development.

The role of HRM practices in retaining employees: Evidence from the banking sector

Banking is one of the fastest-growing sectors because of its contribution to the economy, however, today employee retention is demurring for banks and they are striving to fulfil this challenge. It has been observed from the past few years that it is due to the lack of knowledge related to the proper implementation of HR practices in the commercial banks. The main purpose behind conducting the research is to understand the effect of compensation (C), working environment (WE), training and development (T&D), and performance appraisal (PA) on employee retention (ER). The study used convenience sampling with a sample size of 200 and data was collected from the employees of different commercial banks located in Islamabad and Rawalpindi. The empirical results showed that WE, PA, and COM have a significant positive relationship with the ER whereas T&A has the insignificant one.

Perceptions of Organizational Commitment in Nepalese Insurance Companies and Commercial Banks

This study aims to examine the status of organizational commitment (affective commitment, continuancecommitment, and normative commitment) in insurance companies and commercial banks of Nepal. Thisstudy is conducted utilizing a survey methodology with questionnaires serving as the primary tool. Sixinsurance companies and six commercial banks are covered by this study. A total of 360 questionnaires—30in each of the 12 organizations—have been distributed, and 225 (62.5%) of those that have been fullycompleted and returned are used for the study. The data are analyzed by using the latest version of thestatistical package for social science (SPSS). Descriptive statistical tools like mean and standard deviationare used. The one-way analysis of the variance is used for determining the statistical differences between theorganizational commitment dimensions found in two samples (insurance companies and commercialbanks). Based on the results, affective commitment is found at a high level, normative commitment at amoderate level, and continuance at a low level in Nepalese insurance companies and commercial banks.Insurance companies show higher affective and normative commitment than commercial banks. Significantdifferences in judgments of affective and normative commitment between employees of Nepalese insurancecompanies and commercial banks are also revealed by analysis of variance. In fact, firms that have a strongorganizational commitment are better able to keep employees, which put them in a better position to gain theadvantages of a more devoted, engaged, and dependable workforces. Therefore, today's businesses mustdesign workplaces that encourage more moral and emotional commitment among their employees.

Internal CSR Programs in the Context of a Financial Institution Operating in Nepal

This study investigates the internal corporate social responsibility (CSR) practices of employees in commercial banks and explores the relationship between demographic factors and trust. Adopting a quantitative research design, data were collected through a questionnaire distributed to 40 employees representing various levels and departments within the banks. Purposive sampling was utilized, and ethical considerations were strictly followed. Descriptive and inferential statistical analyses were employed to examine the data. Results reveal gender differences in perceptions of company policies, with females generally showing higher agreement on aspects like career development and work-life balance. Married individuals also tended to perceive higher levels of agreement with company policies compared to unmarried counterparts. Moreover, age and years of service exhibited weak negative correlations with various policy aspects, suggesting limited influence on employee perceptions. Overall, the findings emphasize the importance of tailored CSR practices to address diverse employee needs and preferences, irrespective of demographic factors. These insights can inform strategies to enhance employee engagement and organizational performance in commercial banks.

Impact of digital transformation on the organization’s financial performance: A case of Jordanian commercial banks listed on the Amman Stock Exchange

Digital transformation refers to strategic activities undertaken by organizations to improve and simplify their process and even alter their business models with abreast to enhance firm performance. Thus, the aim of this study was to analyze the impact of digital transformation on organizational performance among the Jordanian commercial banks listed on the Amman Stock Exchange. The descriptive research design was used in this quantitative study. Primary data were collected to achieve the objectives of the study. The target population was employees (managers and non-managers) of Jordanian commercial banks listed on the Amman Stock Exchange. The sample size was selected using Krejcie and Morgan rule; after data cleaning procedures, the final sample of 282 respondents was used for final analysis. The study employed regression analysis to arrive at the results. The results confirm that digital transformation has a significant positive effect on customer experience and IT innovation. These results were significant at a 1% level. The results also confirm that digital transformation has a significant positive effect on firm performance, with a significance level of 1%. Moreover, the significant positive impact of customer experience and IT innovation was confirmed. Therefore, the significant positive impact of digital transformation on firm performance was found viz-a-viz direct as well as indirect route.

How important is a high-performance work system to improve branch-level performance?

Purpose This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector. Design/methodology/approach Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study. Findings Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance. Research limitations/implications The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance. Originality/value Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.

Towards an understanding of business intelligence and analytics usage: Evidence from the banking industry

This study investigates the factors influencing the usage of Business Intelligence and Analytics (BIA) in the banking industry sector. Furthermore, it explores the moderating influence of employees' work experience on BIA usage within Jordanian commercial banks. A conceptual model was developed based on the TOE framework to assess the influence of technological, organizational, and environmental factors on BIA utilization in commercial banks. For this reason, this study followed an empirical analysis and developed a questionnaire to collect data from employees in Jordanian commercial banks. A total of 277 responses were analyzed using the partial least squares structural equation modeling (PLS-SEM) to test the hypotheses of this study. The findings reveal a significant positive influence of the TOE factors on BIA usage, which indicates that they play a crucial role in shaping BIA usage in commercial banks. Regarding employees’ work experience, it has been found that it moderates the relationships between technological and organizational factors and the usage of BIA. However, it did not influence the relationships between the environmental factors and BIA usage in commercial banks. These findings highlight the need for banking institutions in Jordan to adopt a holistic approach that aligns advanced technological solutions, a supportive organizational culture, and adaptability to the external environment to optimize their utilization of BIA. This study provides valuable insights for banking institutions seeking to enhance their BIA utilization and make data-driven decisions in the dynamic banking industry.

The Effect of Job Satisfaction on Organizational Commitment Moderated by External Locus of Control

This study aims to find out the positive effect of job satisfaction on organizational commitment on outsourcing employees of commercial banks and to find out external locus of control in strengthening job satisfaction on organizational commitment on outsourcing employees of commercial banks. This type of data uses primary data. The data obtained directly from respondents who are the object of research, consisting of employees of commercial bank outsourcing in NTB province. The sample are 186 respondents from 23 commercial banks in NTB province. The results of this study show that job satisfaction is positively correlated with organizational commitment variables. A positive correlation means that the more outsourcing employees are satisfied with the job, the more committed they will be to the company where they work.

The impact of cloud accounting on reducing creative accounting practices in commercial banks: The moderating role of internal audit

This study attempts to study the impact of the moderating role of internal audit between cloud accounting and limiting creative accounting practices in commercial banks. The study utilized a descriptive and analytical approach. The target population of this research consists of all employees of the 13 Jordanian commercial banks listed on the Amman Stock Exchange, while the number of employees in commercial banks is (22,407) employees. This led to the use of a simple random sample of (400) employees. The results found that there is a positive effect of the moderating role of internal audit on the impact of cloud accounting on reducing creative accounting practices in commercial banks. The study suggests that future studies should give recommendations and proposals to improve and develop cloud accounting and internal auditing in commercial banks, increase transparency, monitoring and compliance in accounting and financial operations, and reduce the risks associated with cloud accounting and creative accounting practices.

The evaluating promotion mix activities of banks operating among clients of commercial banks in Palestine

This study aims to describe and analyze the Promotion Mix activities of banks in the West Bank by identifying techniques, raters, tools, objectives of the process, and difficulties from the administration's point of view. Also, it aims to evaluate promotion mix activities from clients' points of view by asking them about their preference for promotion mix activities and the importance of each activity of the promotion mix. The researcher adopted the exploratory, descriptive approach to achieve the study's main objectives. Data were processed using statistical techniques (SPSS). The study population includes a random sample of 300 marketing managers, commercial bank employees, and clients in the surveyed Banks, Businessmen, and students. The statistical analysis results of the data collected through the questionnaire tool prepared for this purpose showed a difference and apparent disparity between clients and management regarding the relative importance of the promotion mix activities.

Work-life Balance and Job Satisfaction: Evidence from Female Employees in Nepalese Commercial Banks

Purpose: The primary purpose of this study is to examine the relationship between work-life balance and job satisfaction of female employees in Nepalese commercial banks. Design/Methodology/Approach: To test the relationship between work-life balance and employee satisfaction, the descriptive and casual comparative research designs were used. The data were collected from 233 female employees of Nepalese commercial banks through structured questionnaires. Findings: This study found that high work pressure impairs people's ability to balance their work and personal life. Having flexible work policies and leave provisions helps to maintain the balance between work and personal life. The insignificant relationship between job design and job satisfaction implies that the components of job design such as job autonomy, task identity, and quality feedback may not be the predictors of job satisfaction in general. Practical Implications: It emphasizes the critical need for employers to understand and foster work-life balance in Nepalese commercial banks. The findings indicate that creating a supportive work environment is essential for female employees to maintain a healthy balance between work and personal life. Originality/Value: To the authors' knowledge, it is the first conceptual model developed and tested specifically for female employees in this context. Keywords: Job design, job satisfaction, organizational efficiency, work-life balance, work pressure

Emotional Intelligence and Work-Life Balance of Female Staff in Commercial Banks in Kathmandu District

Background: Women's participation in the workforce is expanding all around the world. Nepali women are actively participating in both household and financial activities. When compared to their male counterparts, Nepalese women suffer from work overload.
 Objective: This paper investigates the impact of emotional intelligence on work-life balance among female employees in commercial banks in Kathmandu.
 Design/methodology/approach: This research is quantitative in nature and deductive in approach. It followed a cross-sectional survey based on judgmental sampling. SPSS was used to analyse the data collected from 399 usable questionnaires returned from respondents.
 Finding: The result showed that self-awareness, self-management, self-motivation, empathy and social skills had a significant positive impact on work-life balance.
 Conclusion: Emotional intelligence (EI) enables people to be self-aware, self-regulate, manage a peer-to-peer relationship, motivate themselves and communicate more effectively and accurately to accomplish the given task. Employees who feel more in control of their lives are better equipped to balance work and family. Today, organisations need to take various measures to develop EI in their employees to renew themselves and continuously achieve a harmonious work-life balance.

Competency- Based Human Resource Development in Nepalese Commercial Banks

The objective of this study is to find the competency based human resource development in Nepalese commercial banks. Simple random sampling was used in this study to gather data, and descriptive and causal comparative research approaches were used to get results. While inferential statistics were used for result analysis, descriptive statistics were used to explain respondents' perspectives on competency variables. 396 respondents were given a typical structured questionnaire to complete. Utilizing SPSS version 26, data analysis was carried out. Staffing and selection, education and training, organizational growth, and performance management were the four independent variables included in the study. Development of human resources was the dependent variable. The result of this research shows that there is positive relationship between competency and human resource development. It can be mentioned that the independent variables have positively impacted human resource development. The coefficient of determination test resulted in an Adjusted R Square of 54.10 percent which indicates a good correlation between the independent and dependent variable. The remaining percent 45.90 are influenced by other variables aside from this .The higher management and the departmental managers are recommended to focus on the enhancement of competency on the employees of commercial banks in Nepal.

Impact of Extrinsic Job Satisfaction Factors on Organizational Commitment of Banking Sector at Pokhara Metropolis

The paper aims at examining the influence of extrinsic JS factors on organizational commitment of employees in banking sector of Pokhara Metropolis. Non-managerial employees of government, joint- and non-joint venture commercial banks comprising 102 males and 107 females were approached for opinion survey. A questionnaire consisting of five-point Likert scales along with demographic questions were disseminated to collect the data. Using descriptive and analytical method, the results were obtained. The results revealed that a high level of extrinsic job satisfaction appeared when employees have friendly relation with supervisors, while they were least satisfied with pay. It implies that banking employees get satisfied if their supervisor treats them as friends. The study also found those employees’ emotional feelings like loyalty, and having an affiliation with their organization was enthusiastic. Similarly, they believe better to stay in the current organization as the organization has providing something for them, because leaving current organization will need extra costs for them. Thus, there was a higher position of affective commitment and moderate level of continuance and normative commitment of employees. Finally, it was found that extrinsic job satisfaction dimensions have constructive significant impact of employees’ commitment at work place, indicating a high level of extrinsic factors play a pivotal role to satisfy the banking employee and thereby their organizational commitment. The study contributes to analyze extrinsic job satisfaction factors in banking sectors and which factor play significant role to create their commitment of employees in workplace.