Purpose The purpose of this study is to discover the effect of FL influence on the saving behavior of financial institutions in India. Also to investigate the financial (knowledge, experience and confidence) impact on F_WEB in India. Design/methodology/approach The research “Evaluating the Effect of Financial Literacy on Saving Behavior and Financial Well-Being among Employees Toward Financial Institution” over a quantitative study. The technique of non-probability convenience sampling is used to discover the growth of employees and employed PLS-SEM analysis. Findings The findings reveal that financial experience (F_EXP) significantly influences saving behavior (F_SAB) with a p-value of 0.000, while financial knowledge (F_KNO) also significantly affects saving behavior with a p-value of 0.029. However, financial confidence (F_CON) does not significantly influence saving behavior, with a p-value of 0.435. Regarding financial well-being (F_WEB), financial knowledge (F_KNO) has a significant impact with a p-value of 0.000, and financial experience (F_EXP) also significantly affects financial well-being with a p-value of 0.000. Financial confidence (F_CON) does not significantly influence financial well-being, with a p-value of 0.834. Originality/value This study investigates the impact of financial literacy (FL) on savings behaviors and overall F_WEB in a rapidly changing economic climate, involving adults, students and salaried class members across various societal segments.

The study’s main objective was to assess the problems of identifying suspect wealth in the financial system. The research methodology adopted for this study is a qualitative approach from an interpretive philosophical perspective. Data was collected and analysed from anonymous practitioners in the anti-financial crime value chain, which led to the formation of four focus groups, and the findings from each group were synthesised to reveal the overall findings across the value chain. The research methods used were a triangulation of primary data from Focus group discussions, observation of participants and field notes from law enforcement activities on the anti-financial crimes value chain. It was revealed that significant problems in identifying suspects’ wealth are third-party money laundering, trade-based money laundering, concealment of beneficial ownership, and excessive use of cash transactions to obscure illicit sources of funds. Identifying suspect wealth through the financial system is a novel study area with limited quantitative data. Therefore, the qualitative approach uses qualitative data to assess the problems of identifying suspect wealth from a Nigerian perspective. The sample used in this study did not consider employees of financial institutions; therefore, future studies should consider them. This study focused on problems of identifying suspect wealth through the financial system in Nigeria.

Purpose This study examined the influence of spiritual leadership on employee self-efficacy and the dimensions of knowledge sharing, specifically tacit and explicit, which consequently mediate the relationship between spiritual leadership and employee performance. Design/methodology/approach A total of 615 Islamic financial institution employees were recruited during the study, and structural equation modeling was applied to test the research hypotheses. This study also applies Hayes’s approach to examine the mediator variable’s role. Findings Spiritual leadership vision plays an important role in strengthening employees’ self-efficacy, while faith and altruism fail to enhance employees’ self-efficacy. Furthermore, self-efficacy has a positive effect on influencing employees’ tacit and explicit knowledge sharing. Furthermore, self-efficacy and knowledge sharing partially mediate spiritual leadership and employees’ performance. Research limitations/implications This study applied among Indonesian Islamic bank employees; Future studies should validate other variables and contexts. Practical implications Islamic banks should enhance the employees’ activities that correlate to religious activity to support employees’ knowledge exchange and performance. Originality/value The research outcomes provide insight into enhancing an engaged workforce and proactive measures to increase private and public companies in the financial sector. Peer review The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-10-2024-0867

Abstract This paper explores the evolving role of participatory enforcement in combating economic crimes, focusing on tax offences, money laundering and sanctions evasion. It examines how EU law increasingly relies on private actors as agents of transparency, particularly through reporting obligations aimed at disclosing and addressing these crimes. Through case studies, the paper highlights the decentralisation of enforcement mechanisms. In the context of taxation, it investigates obliged entities' and—at times—citizens' reporting obligations in combating tax evasion and/or avoidance. Regarding money laundering, it examines both obliged entities as well as the dual role of employees in financial institutions as both mandated reporters and voluntary whistleblowers. For sanctions evasion, the paper explores the unprecedented expansion of reporting duties in the post‐Ukraine conflict era, including the EU's reliance on both citizens and (non‐EU) sanctioned individuals. By analysing these areas of EU law, the paper evaluates the balance between compliance obligations and individual rights and examines the conditions underpinning disclosure requirements. It also assesses the consistency of the EU's reliance on non‐state actors to report economic crimes, raising critical questions about the present and the future of its enforcement mechanisms.

Talent development has been regarded as a critical determinant for sustaining organizational growth and securing a competitive edge in financial institutions. Through the implementation of structured training programs, career development initiatives, and mentorship schemes, employees have been systematically equipped with enhanced skills and motivation. This study was conducted to examine the impact of structured employee development pathways on job satisfaction among staff in financial institutions. A survey composed of 35 Likert-scale items was administered to a randomly selected sample of 679 employees to capture their perceptions regarding talent development strategies and job satisfaction. Organizational programs for talent development were analyzed, with particular attention given to training initiatives, leadership development programs, and performance feedback mechanisms. These initiatives were assessed based on their influence on three core dimensions of job satisfaction: work-life balance, career progression, and perceived organizational support. The ways in which growth opportunities and employee recognition influence emotional well-being and organizational commitment were also explored. Advancement opportunities, mentorship quality, and the effectiveness of leadership programs were evaluated, along with organizational cultural factors that facilitate supportive learning environments. Descriptive and inferential statistical techniques were employed to assess three central variables: perceived career advancement, job motivation, and organizational trust. Regression analysis was used to identify significant associations and quantify the impact of talent development programs on employee satisfaction. The results indicated that higher levels of employee satisfaction were directly associated with the extent of human resource development within organizations. Employees provided with defined advancement opportunities demonstrated more positive work attitudes, stronger organizational commitment, and greater engagement. Preliminary findings suggest that frequent evaluations and constructive feedback should be prioritized to sustain morale and support career advancement. Furthermore, it was shown that continuous learning initiatives contribute to reduced turnover and increased job satisfaction. Overall, the study highlights that effective talent development strategies are essential for cultivating satisfied and high-performing employees in financial institutions. When comprehensively implemented, talent management practices enhance employee retention and organizational outcomes.

ABSTRACT Why do accounting researchers assume that financial institutions and investors care about accounting disclosures, voluntary or mandatory? Why do they assume that employees of financial institutions will choose to act as quasi-enforcers of regulators or standard setters? And who are these homogenous financial institutions and investors, and their model employees? A common argument is that changing sustainability disclosure standards are driven by demands from the mythical investor [Young, J. 2006. Making up users. Accounting, Organizations and Society 31, no. 6: 579–600] or more vaguely by the ‘capital markets’. These ambiguous, powerful but underspecified accounting users appear to be constantly searching for value-relevant disclosures, happy to enforce any disclosure changes that will enable them to make more sustainable decisions, which in turn will change the behaviour of the managers in the companies they hold power over, whilst disregarding the impact on the bottom line that building up or extending disclosures has. The power of financial institutions comes in many forms, and while they undoubtedly have this power, what is it that makes us assume they are able and incentivised to use this power to make the world a more sustainable place? And who specifically are they?

Approximately one-third of stroke survivors live with aphasia, an acquired communication disorder that significantly impacts their ability to understand, speak, read, or write. This condition often leads to social isolation and a reduced quality of life. Financial institutions, as essential community services, present numerous communication barriers for people living with aphasia. This study aims to identify the barriers and facilitators influencing the communicative accessibility of financial institutions for people living with aphasia and to discuss solutions to optimize accessibility. A qualitative descriptive research design was employed, involving semi-structured interviews with people living with aphasia and questionnaires filled by employees from financial institutions. Data were analyzed using thematic analysis to identify key themes related to barriers and facilitators. People living with aphasia identified thirteen types of barriers and forty facilitators, related to physical environmental factors, conversational attitudes and service systems and policies. Financial institution employees highlighted the need for better training and awareness regarding aphasia. The study underscores the significant barriers people living with aphasia face in financial institutions and the potential facilitators that could enhance communicative accessibility. Implementing targeted training programs and standardizing accessibility policies are crucial steps towards improving service access for people living with aphasia.

Achieving high levels of employee performance is a fundamental objective for organizations aiming to maintain competitiveness and operational excellence. To realize this goal, management must focus on monitoring and enhancing individual job performance. However, many organizations continue to face challenges in identifying which workplace factors most directly impact performance. This study addresses the gap by examining specific variables that influence job performance among employees in financial institutions by looking at the area of work-life balance, workload, role conflict, and work engagement on job performance among employees in financial institutions. Quantitative research design was used in this study, which involved the process of collecting the information via online survey questionnaires from 125 respondents. The findings reported that there were three variables that had a significant relationship towards job performance, which were work-life balance, role conflict, and work engagement. Only one variable was not significant, which was workload. It is very crucial for the management, specifically the HR team in the organization, to enhance employees' job performance to ensure employees are more productive in their daily duties as well as perform their jobs.

This study examines the relationship between internal control systems and revenue leakage in financial institutions in Edo State, specifically banks and microfinance institutions, by accessing how the various aspects of internal control, which includes control environment, risk assessment, control activities, information and communication, and monitoring, contribute to minimizing financial losses due to revenue leakage.This exploratory study utilised the administration of a well-structured 5-point Likert scale questionnaire to 384 employees of financial institutions in Edo State in gathering data. The instrument's reliability was confirmed with a Cronbach’s Alpha coefficient of 0.856. Data analysis involved the use of both descriptive statistics and multiple regression analysis to assess the relationship between internal control components and revenue leakage. The findings revealed that control activities had a significant relationship with revenue leakage, while other internal control components such as risk assessment, information and communication, and monitoring did not show a significant relationship with revenue leakage. This suggests that while control activities are crucial in minimizing revenue leakage, other components may require more effective implementation. Notably, the positive relationship of the coefficients contradicts the expected negative link between strong internal controls and revenue leakage. This may indicate that internal controls, though present, are not effectively enforced or are implemented superficially. The study recommends strengthening of control activities and enhancing the integration of risk assessment and monitoring mechanisms to reduce revenue leakage in financial institutions.

The transition from a planned to a market economy has brought about significant economic growth and improved living standards in China. However, it has also led to the widening of the income inequality between urban and rural areas. As urbanization accelerated, disparities in access to financial services became more pronounced, exacerbating the income gap. This paper will explore the influence of inclusive finance on the urban-rural income inequality in 31 provinces from 2018 to 2022 in China through panel modeling, the variational coefficient method, and the Euclidean distance method. The results show that, firstly, inclusive finance narrows the urban-rural income inequality; secondly, several factors significantly contribute to narrowing this gap,including the number of employees in financial institutions, the density of business outlets, insurance density, and the development level of digital inclusive finance; thirdly, while enhanced economic development and an increased share of total imports and exports in GDP help reduce urban-rural income inequality. A higher proportion of public financial expenditure in GDP, and greater contributions from the industrial and service sectors to economic growth widen it.

This study examines the relationship between communication, trust, and organizational performance among employees of financial institutions in China. The research found that employees generally perceived communication dynamics favorably and trust dynamics positively. Organizational performance was evaluated as high, with a mean score of 3.23. The findings suggest that effective communication and trust dynamics significantly contribute to organizational performance. An action plan is proposed to enhance communication channels, implement team-building activities, establish a performance management system, and encourage cross-functional collaboration. Future research may explore additional variables influencing organizational performance.

This study analyzes the influence of digital transformation culture on organizational performance in the non-bank financial industry, focusing on the collection division as the executor of the collection process. Digitalization demands changes in organizational culture in order to optimize the value of digital technology in supporting business operations. This study aims to analyze the influence of digital transformation culture on the performance of collection organizations, test the influence of digital transformation culture on increasing the value of digital technology, evaluate the influence of digital technology value on collection organization performance, and test the mediating role of digital technology value in the relationship between digital transformation culture and organizational performance. A quantitative approach with a causal method is used in this study, with data collected through a survey of non-bank financial institution employees and analyzed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS) software. The results of the study indicate that digital transformation culture has a positive effect on collection organization performance and digital technology value. In addition, increasing the value of digital technology also contributes to improving organizational performance, and plays a significant role in mediating the influence of digital transformation culture on organizational performance. Academically, this study enriches the literature on digitalization in operational management, while practically, the results of the study can be a reference for non-bank financial institutions in adopting a digital culture to improve operational effectiveness and organizational performance.

The digital transformation has brought about a time when data analysis is crucial in the finance industry.This study explores how data analytics has become an indispensable tool for enhancing decision-making, improving operational efficiency, and fostering innovation within financial institutions.With rising volumes of transactional data, financial firms are increasingly turning to analytics for risk management, fraud detection, customer personalization, and regulatory compliance.Primary data collected from employees in financial institutions, coupled with a comprehensive literature review, reveal that data analytics not only streamlines operations but also provides strategic insights that improve performance and growth.The study also highlights the challenges in implementing analytics tools and recommends solutions to promote a more data-driven financial landscape.

Organizational citizenship behavior (OCB) can improve organizational effectiveness. Individual altruism and commitment to the organization are at the core of OCB. This study aimed to examine the impact of organizational commitment and demographic factors on OCB in the Malaysian financial sector. The cross-sectional study targeted 280 employees from diverse backgrounds and positions across banking and non-banking financial institutions following conventional as well as Islamic Sharia principles in Malaysia. The respondents include individuals from management levels (upper management, middle management, non-management) and divisions (finance, operations, retail/corporate banking, and others). Data analysis included multiple regression analysis and ANOVA. The findings reveal a complex interaction where organizational and normative commitment do not significantly predict OCB, while affective commitment shows a significant positive correlation with OCB. The study revealed that employees with higher emotional attachment to their organization exhibit more OCB (r = 0.155, p < 0.009). In addition, demographic factors, such as education (r = 0.025, p < 0.067), age (r = 0017, p < 0.003), tenure (r = 0.107, p < 0.003), and management level (r = 0.17, p < 0.004) emerge as positive influencers of OCB. Thus, higher education levels, older employees, longer tenure, and managerial positions are linked to higher levels of OCB. At the same time, no significant gender-based differences are observed in employees’ OCB. The findings imply that organizations should emphasize building emotional connections with employees through supportive leadership and a positive work environment to enhance organizational effectiveness.

This study aims to examine the impact of job stress in terms of personal factors, job-related factors, and organizational factors in their level of performance. This research work involved assistant, officer, and managerial level employees of financial institutions (including commercial banks, development banks, insurance companies, and finance companies). In this research work, 535 questionnaires are distributed online and personally out of which 455 questionnaires are received which are used for completion of the study. The result shows significant negative correlation between the high levels of job stress due to individual, work-related, and organizational factors and employee performance of financial institutions in Nepal. It also shows a significant negative impact of high levels of job stress on employee level of performance in the financial institutions of Nepal. It is also indicated that suitable measures should be taken by the management to minimize the level of job stress among the employees due to personal factors, job-related factors, and organizational factors which would contribute to improving the performance level of the employees.

In today's time, digitalization is a part of modern culture. In this research, the impact of digitalization in a bank-like company providing financing has been studied, in which the state of Chhattisgarh has been chosen as the research area (Ujjwal More et al 2023). The people of the state, i.e., non-banking financial institution employees and beneficiaries have been interviewed by selecting sample samples of some questions through questionnaires, which reveals the impact of digitalization in non-banking financial institutions, which makes this study even more special. Only the positive impact of digitalization is understood in this study, which has come on the basis of the facts of this study (eBooks). Non-banking financial institutions provide facilities in financing any project or small scale industries. There are also digital processes for this financing, to what extent it is helpful, has been seen in this research paper. Modernization is being used in every place today a part of this is digitalization, which makes every task easy (Dr. Debsarita Kanungo 2021). There are many problems in NBFC due to the impact of digitalization. These have also been studied and suggestions have been given for their resolution.

Performance management is a strategic and comprehensive approach to long-term organisational success, by boosting employee performance, developing their skills, and encouraging their contributions. Different people and organizations have different opinions about how employees feel about the performance management systems used in financial institutions. Employee loyalty, perceived performance management methods, assigned responsibilities, and personal profiles are all examined in this study. A structured questionnaire was used to gather primary data from a sample of 400 employees in Chennai. Multiple linear regression, the Kruskal-Wallis test, percentage analysis, and ranking analysis were used to examine the gathered data. The study concluded that job responsibilities, performance management systems, and loyalty of employees on workplace have higher impact on its performance.

PurposeTolerance to ambiguity (TOLA) is a personal trait influencing one’s comfort and proficiency in navigating uncertain situations. While the concept of role ambiguity is well-established in sales literature, the broader trait of ambiguity has been largely overlooked in this context. In the dynamic landscape of modern business, uncertainty is a regular phenomenon, and navigating ambiguity is an invaluable skill. While salespeople are celebrated for their customer focus, negotiation skills and product knowledge, their capacity to embrace ambiguity-a skill that could be an important contributor to their success in the diverse global market is rarely studied. This study contributes by linking a salesperson’s TOLA and two well-established dimensions of emotional intelligence to adaptive selling behavior. Using responses from a sample of 209 employees of financial institutions in a large metropolitan city in India, this study shows that TOLA, understanding others' emotions and regulation of emotions positively influence a salesperson’s adaptive selling behavior. Further, results also point out that TOLA moderates the relationship between understanding other emotions and adaptive selling. To our knowledge, this is the first study that has explored the link between these two important skills of salespeople, thus extending TOLA as a critical construct to the sales field. Managerial implications and directions for future research are provided.Design/methodology/approachUsing responses from a sample of 209 employees of financial institutions, a model was tested using structural equation modeling. A measurement model was used to assess the validity of the scales used in the study. A confirmatory factor analysis (CFA) was conducted using AMOS 28 with the scale items for understanding other’s emotions (UOE), regulation of emotions (ROE), adaptive selling behavior (ADPS), job performance (JOBP) and three mean-centered dimensions of the TOLA scale. A structural equation model was run using AMOS 28 to test the relationships among variables.FindingsThe study results show that TOLA has a strong positive relationship with adaptive selling. Further, results show that TOLA acts as a moderator in the relationship between understanding others’ emotions, a fact of emotional intelligence and adaptive selling behavior.Research limitations/implicationsTo our knowledge this is the first study that explored the link between TOLA and adaptive selling, a critical predictor of sales performance. While the concept of role ambiguity is well-established in sales literature, the broader trait of ambiguity has been largely overlooked in this context. By establishing the link between these two important skills of salespeople, this study extends the concept of TOLA as a critical construct to the sales field.Practical implicationsStudy results validate the important role of TOLA on salesperson’s ability to use adaptive selling behavior which is critical for sales performance. This study highlights the different ways sales professionals who possess a high TOLA can benefit. Field sales managers can play a crucial role in fostering a TOLA culture in the sale team and help leverage the relationship between TOLA, emotional intelligence and adaptive selling. By integrating qualities of TOLA into recruitment and training, managers can create a sales team that is not only effective in navigating uncertainties and thrive in dynamic and competitive business environments.Originality/valueIn sales settings, the concept of role ambiguity is well-established, but the broader trait of ambiguity has been largely overlooked and has rarely been part of sales research. A recent review of 15 studies on TOLA shows that almost all the studies used student samples and only a handful of them were done in organizational or sales settings. The current study aims to fill the gap in sales research by exploring how TOLA influences adaptive selling, one of the critical constructs in sales research.

PurposeThis study aims to examine the post-return-to-office challenges faced by the internal audit (IA) division of a financial services firm, focusing on employee retention. It aims to explore policy adjustments necessary to align with the evolving expectations of a workforce influenced by Generation Z and the pandemic-induced shifts in work dynamics.Design/methodology/approachUsing a systematic review methodology, the study follows a seven-stage process, including the development of research questions, protocol creation, evidence gathering, quality assessment, data extraction and synthesizing the findings. This approach ensures a comprehensive analysis of the current state of employee satisfaction and retention strategies within the IA division.FindingsThe study identifies three critical insights: the need for enhanced flexibility and a better work–life balance, a growing demand for continuous learning opportunities, and the importance of promoting equity and inclusion within the workplace.Research limitations/implicationsConducted within an 11-week time frame, this rapid evidence assessment faced time limitations and relied on a single researcher and limited databases. The assessment might not encompass external factors affecting employee retention, like industry changes, economic fluctuations or competitive shifts.Practical implicationsTo augment retention, management should prioritize implementing flexible work policies, nurturing a culture of continuous learning and addressing equity and inclusion gaps within the division.Social implicationsThis study has a significant social impact as it seeks to understand and quantify factors that contribute to the retention of Generation Z employees in financial institutions. Organizations can tailor their policies and practices to better support and retain this generation in the workforce, ultimately leading to a more engaged and satisfied workforce. This, in turn, can have broader societal implications, such as reducing turnover rates, improving job satisfaction and fostering a more inclusive and supportive work environment for all employees.Originality/valueThis research provides a fresh perspective on how management can better support employee retention through policy adaptations, particularly in the context of transitioning back to in-office work. The findings offer valuable insights into the unique needs of Generation Z employees, who represent a significant portion of the workforce and the broader implications for workplace policies in a postpandemic world.

Organizations today need leaders who understand the complexities of a rapidly growing and changing business environment. The subject of this research is employees’ attitudes on the interest of their superiors in their professional development in financial institutions in the Republic of Croatia. The objective of the study is to explain the attitudes of employees of financial institutions in the Republic of Croatia about the interest of their superiors in their professional development. The survey was conducted online. The sample size is 3141 respondents/ employees. The hypothesis “There is an interest of superiors in the personal and professional development of subordinates” is to be rejected. The obtained results show that in the financial industry in Croatia, employees find that superiors have no interest in their professional development. Through further analysis, research results provide differences in the respondents’ attitudes about the interest of their superiors in the professional development of employees in financial institutions. The interpretations are explanations of why certain groups of examinees have the attitudes they expressed, which represents the objective of the research.