Private Sector Bank Employees Research Articles

Retaining Employees in Indian Private Banking Sector

The Indian banking industry is growing fast and needs talented workers. One of the biggest challenges for banks is recruiting and retaining staff. India's private banks are witnessing a spike in attrition rates, especially among younger, frontline staff. Research on retention strategies and banking industry factors is scarce for private banks. Employee retention strategies in select private banks in greater are studied. HDFC and ICICI banks are among the top five private banks surveyed. It identifies the retention factors and processes that influence employees' decisions to stay with the bank, analyses the similarities in retention strategies across select private banks, groups the banks by similarities, and interprets the relationship between demographics and satisfaction with banks' retention efforts. Descriptive statistics and single proportion test, ANOVA, Chi-square, Rank sum method, Post Hoc test, and paired comparison are used to analyse primary data. Salary, training and development, bonuses, workplace relations, and Medi-claim benefits influence private sector bank employees' decisions to stay. Bank employees expect rewards for their work, reasonable goals, and better communication to stay motivated and work there.

Quartet of Sustainable Job Security, Job Performance, Organizational Commitment, and Motivation in an Emerging Economy: Focusing on Northern Cyprus

High-performing employees are essential for an organization to achieve its goals and gain a competitive advantage. Hence, human resource factors are crucial drivers of an organization’s success. These factors include organizational commitment, which is an employee’s sense of belonging to an organization; motivation, which pushes employees to act in line with the organization’s goals; perceived job security; and sustainable job performance. In particular, job security, including excess job security, has significant effects on sustainable job performance, and policymakers and managers must continuously monitor this relationship via their employment policies. However, the legal and social dimensions of employment policies lack clarity, particularly in developing countries, affecting the development of sustainable economic and social structures. This study focuses on the public and private banking sectors of Northern Cyprus, which operate in a developing economy and cannot provide a sustainable political–social work balance. It analyzes and separately compares data collected from 582 public- and private-sector bank employees, examining the mediating effects of organizational commitment and motivation on the relationship between perceived job security and sustainable performance. The study found that job security positively affects sustainable job performance, with organizational commitment and motivation positively mediating this relationship. Moreover, the positive effects of job security on organizational commitment and motivation and, hence, on sustainable job performance differ across the public and private sectors. The findings of this study can provide a reference for labor employment policies in developing countries aiming to build a sustainable economic structure.

Determining the intention of new recruits to quit or stay in the organisation: An empirical study on private sector bank employees of India

Determining the intention of new recruits to quit or stay in the organisation: An empirical study on private sector bank employees of India

A study of stress Management practices on public and private sector Bank Employees

A study of stress Management practices on public and private sector Bank Employees

Job Satisfaction of Employees in Public & Private Sector Banks of Surat with Special Reference to BOB and HDFC

. The main objective of present study is to compare the level of job satisfaction between public sector and private sector bank employees. Total 100 employees are selected 50 public sector employees from 5 branches and 50 private sector employees from 5 branches. Efficient managerial personnel and maintaining higher job satisfaction level in banks determine not only the performance of the banks but also affects the growth and performance of the entire economy. The present study makes an effort to study the job satisfaction level among employees of selected private and public sector banks in surat.

Comparative Analysis of QWL and Organizational Commitment among selected Public and Private Sector Banks in Karnataka, India

Two of the most important psychological phenomenon that affects an organization’s survival and growth are quality of work life and organizational commitment. The primary objective of this research study is to examine the association between quality of work life and organizational commitment and also to make a comparative analysis of quality of work life and organizational commitment between public and private sector bank employees. To conduct this research, the researcher has used stratified random sampling technique. The required information was collected from 322 people employed in public and private sector banks in and around Mysore and Bangalore city. A structured questionnaire was prepared by considering standard components of quality of work life and organizational commitment. The factors for Quality of work life considered for the study were adequate and fair compensation, use of capacities at work, social integration, occupied space by work in life, work condition, opportunities at work, constitutionalizing at work and social relevance and importance of work. Similarly, the dimensions of Organizational commitment were affective, continuance and normative component. The collected information was then subjected to pearson’s correlation to examine the association between quality of work life and organizational commitment. Descriptive and inferential statistics were used to make a comparison between public and private sector bank employees. Results of the analysis revealed that the factors of quality of work life had a positive and significant relationship with the dimensions of organizational commitment. The results also indicated that there was no significant difference in the commitment of employees working in public and private sector banks. However, difference was seen only with adequate and fair compensation and use of capacities among public and private sector banks.

Impact of Green Banking Practices on Sustainable Environmental Performance and Profitability of Private Sector Banks

Sustainable environmental performance linked with profitability has been one of the brimming concerns in the worldwide scenario. Therefore, the current study aimed to examine the impact of green banking practices on the firm's sustainable environmental performance. Further, the impact of sustainable environmental performance on firms' profitability was also measured. A survey-based research design was employed by collecting data from Private sector bank employees of India. The data analysis was performed on the selected private bank employees collected from August 2022 to November 2022 by employing the PLS-SEM method with the help of smartPLS software. The study found a significant positive relationship between bank environmental performance and profitability. Consequently, green banking policy significantly influences the day-to-day operation and funding or investment in green projects. Specifically, the study hypothesizes that green banking practices lead to improved operational efficiency, increased funding and investment in green projects, enhanced sustainable environmental performance, and improved profitability for private sector banks. The results of this study contributed to the existing literature on green banking practices and provided insights for policymakers, bank management, and other stakeholders interested in promoting sustainable banking practices.

A Comparative Study to Assess the Occupational Stress and Burnout among Public and Private Sector Bank Employees Working at Selected Banks of Rahata Taluka, Ahmednagar District

Job stress is a common work place problem experienced by all professionals, and banking is not an exception to it. Previous reports suggest presence of stress among banking professionals. Objectives: The primary objective of this study was to compare the occupational stress and burnout among public and private sector bank employees. Methods: A comparative study was conducted on 200 bank employees, each100 employees from public and private sector banks. Participants were selected by using purposive sampling method, who fulfilled eligibility criteria. The data collection tool included socio-demographic questionnaires, modified Occupational Stress Index (OSI) and Maslach Burnout Inventory (MBI). The data was collected from December 2022 to January 2023. Interview technique was used for data collection. Descriptive statistics such as frequency, percentage, mean and S.D. were used for data analysis. Results: Findings of the study revealed that 100% bank employees from both sectors experienced both high or moderate stress and burnout, although private sector bank employees experienced more stress (176.16±27.14) than the public sector bank employees (170.3±24.03). The highest stressful area for bank employees was role overload (public sector, 24.74 ± 2.08; private sector, 24.71±2.04) followed by role conflict (public sector, 17.72±3.31; private sector, 18.34±3.62). The least stressful area was unprofitability (public sector, 7.4±2.09; private sector, 7.94±1.07). Similarly private sector bank employees experienced more burnout (98.68 ± 15.02) than the public sector bank employees (92.5 ± 13.24). Conclusion: Although this study confirmed the presence of stress among bank employees, comparatively private sector bank employees are more stressed than public sector bank employees. Keywords: Occupational stress, Burnout, Bank employees, Public sector, Private sector

Influence of emotional intelligence on employees’ performance at work: An evidence from Indian banks

Emotional intelligence helps to resolve conflict in private and public institutions. Studies have found that increased emotional intelligence enhances performance and increases professionalism in the workforce. Given the massive growth in private sector banks in India, investment in the emotional intelligence of the workforce may improve service delivery and satisfaction of the customers. Using an empirical dataset, this study investigates how EI influences the work performance of private sector bank employees in India. The correlation between increased workplace performance and emotional intelligence is supported by regression analysis. Findings suggest that in scaled up settings, Indian banks can minimise conflicts, reduce costs, and improve service delivery by training their staff in EI.

An Empirical Analysis of Work Life Balance: A study on women employees in Banking Sector

In the current world, women are working in almost all the type of jobs demonstrating that there is no gender difference in work. Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work- life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual’s work life and personal life may present contradictory demands, while demand from both the spheres are equally important. This problem is more prominent among female employees. The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules. The study focuses on the causes and consequences of imbalance on the basis of demographics, Rewards, Career Development factors, family and HR factors to look at the challenges associated with managing professional and personal life of women employees of the banking sector. Keywords: Banking, Professional Life, Women Employees, Work-life balance

COMPARATIVE STUDY ON PRIVATE & PUBLIC SECTOR BANK’S EMPLOYEES OF DELHI -NCR WITH RESPECT TO EUSTRESS MANAGEMENT

Usually, the stress symbolises the negative meaning as it is that mental pressure & emotional instability which overpower an individual’s intellectual ability & critical thinking. This impacts their physical & mental health which in turn leads to inefficiency in accomplishment of organisational goals. Here, there is a need to shift in a perception from a negative stress to positive stress. The concept of Eustress becomes important in the present competitive era. It acts as a force that drives & stimulates the employees to fulfil the organisational goals along with their own holistic growth. This is an exploratory study which aims to determine that how public sector & private sector bank employees perceives the circumstances that causes stress and to identify the effect of eustress on job satisfaction & organisational commitment. In this study, the primary data have been collected by using questionnaire method which had given to the employees of four banks in Delhi-NCR named as: State Bank of India (SBI), Punjab National Bank (PNB), Kotak Mahindra Bank, Housing Development Finance Corporation Limited (HDFC) Bank i. e. two each from public sector and private sector banks. In this study, a total of 250 bank employees are as respondents, both from public & private sector banks. The various statistical tools have been used to test the hypothesis. The study concludes that pressure to complete task on time, increase in competence along with conscious efforts to reduce costs; job insecurity and internal competition will encourage the employees to enhance their capabilities & develop necessary skills for promotion & various other incentives.

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

PurposeThe purpose of this paper is to investigate the relationship between employee happiness at work and organizational citizenship behaviour in Indian private sector banks. In this study, happiness at work is represented by three constructs: job satisfaction, affective commitment and work engagement. The study also investigates whether employees’ perception of diversity management practices mediates the relationship between happiness at work and organizational citizenship behaviour.Design/methodology/approachA total of 498 responses from employees of three major private sector banks in the Delhi-NCR region were analysed to investigate relationships between dependent, independent and mediating variables by using structural equation modelling.FindingsHappiness at work has a significant positive impact on organizational citizenship behaviour, and employees’ perception of diversity management plays a strong mediating role between the relationship of happiness at work and organizational citizenship behaviour.Practical implicationsHappiness at work and perception of diversity management have a significant influence on organizational citizenship behaviour of banking employees. Private sector banks in India need to make strategies for workplace happiness and diversity management so that the employees work as citizens of the bank and willingly take responsibility for extra-role behaviour along with their assigned roles.Originality/valueThe findings of this paper reveal that although employees may experience happiness at work represented by job satisfaction, affective commitment and work engagement, their happiness is less likely to be reflected in their organizational citizenship behaviour until they have a positive perception of the workforce diversity management practices. To the best of the authors’ knowledge, this study is unique in terms of its emphasis on the mediating role of diversity management on employees’ happiness and organizational citizenship behaviour in Indian private sector banks.

Perceived Organizational Culture among Bank Employees: A Comparative Study

The study focused on bringing out the significant differences between public sector bank employees and private sector bank employees in the perceived organizational culture. The survey instrument comprised organizational culture dimensions like participation, individual recognition, action orientation, risk attitude, and trust culture. 400 bank employees from the state of Andhra Pradesh were selected using a random sampling technique. An independent sample t-test was applied with the help of SPSS. Results of the study showed that all the organizational culture dimensions significantly differed between public and private sector bank employees except Action Orientation.

Promoting Corporate Culture: Exploring Managerial Trust and Employee Deviance Behavior in Commercial Banks in Pakistan

Employee deviance is an important issue to be focused on in an organization. Most of the time, positive work behaviors are discussed in the studies but negative behaviors do not get much attention. This research is based on understanding how the negative and deviant behavior of the employees can get affected. This research is based on examining the effect of trust in the manager-employee relationship on employees’ deviance and what would be the impact of job satisfaction by keeping it as the mediator among these variables. This study explored how trust in manager-employee relationships might help the organizations to reduce the employees’ deviance toward their organization, toward their colleagues, and toward their customers, known as organizational deviance, interpersonal deviance, and frontline deviance respectively. To investigate the phenomenon, the employees of private sector banks were taken as a sample for this study. Data was collected through online questionnaires. The results of this study validate that there is a negative impact of trust in the manager-employee relationship on employees’ deviance in the presence of job satisfaction as a mediator. If the employees are satisfied with their jobs and they have trust in their manager, they tend to show less deviant behavior toward the organization, their colleagues, and the customers.

Are Bank Employees Psychologically and Structurally Empowered? an Assessment from the Indian Banking Sector

The main purpose of our research is to seek insight into the antecedents of employee empowerment at both organizational and individual levels. We also address the outcomes of empowerment at the individual level. Subsequently, the research discusses the mediation effect of psychological empowerment on structural empowerment and its outcome as job satisfaction. A total of 400 samples were collected from the employees of public and private sector banks in India using an online questionnaire, during the Covid-19 pandemic period. To test the hypotheses, Confirmatory factor analysis (CFA) and path analysis were used. The study proved that the antecedents such as psychological and structural empowerment have a positive and significant effect on job satisfaction, while psychological empowerment partially mediates between structural empowerment and job satisfaction. This research attempts an integrative approach as suggested by the Social Cognitive Theory for predicting empowerment. We have used unidimensional constructs of psychological empowerment, structural empowerment, and job satisfaction in the Indian banking sector. This study contributes to both theory and practice by providing insights into the benefits of public and private sector bank employees which is gained through the implementation of empowerment policies during the Covid-19 period.Supplementary InformationThe online version contains supplementary material available at 10.1007/s10672-021-09393-z.

Occupational Stress: Major Factor for the Loss in Efficiency of an Employee of Bank - A Study

Employees' working stress is increasing in both public and private sector banks nowadays, particularly in private sector banks. It has been observed that managerial level personnel in the banking sector are overly preoccupied with their work both inside the office (desk job) and outside the office (field job). Because he or she needs to accomplish both family and organisational obligations, stress is developed, resulting in an imbalance in family and work life. Stress is the result of a disagreement between our external environment and ourselves, which causes emotional and physical strain. It is hard to live without stress in today's fast-paced society, whether you are a student or a working adult. Job stress levels of permanent employees in private and public sector banks, according to the findings, public sector bank employees are significantly more stressed than private sector bank employees due to a lack of control over their jobs, lack of social support from managers, and a mechanistic and strict organizational structure.

Emotional intelligence as indicator of performance at workplace: evidence from banking fraternity

In most of the organisations these days, the HR professionals are trying to find innovative methods to meet the employee's proficiency/skills for specific job requirements due to increasing pressure of maximising output and levels of performance. They are striving even harder to position a right employee for a right job-fit in this outcome-based approach adopted by employers. Thus stating the aim of the study, how much impact emotional intelligence has in predicting the performance of employees in customer centric organisations in the presence of demographic variables. This research work is carried out in Punjab with 184 frontline public and private sector bank employees using a structured questionnaire with structured equation modelling (SEM) technique. The outcome of the study reveals, there is a significant correlation/association between the emotional intelligence and job performance. There were other interesting findings with the direction of relationship among the sub-constructs, where utilisation of emotions and managing own emotions has a significant and positive impact on the job performance level of bank employees. Altogether, this study contributes to the pool of EI literature with implications to the HR professionals in Indian banking selection boards striving for employees with higher performance levels.

A study on the job stress management among the employees of public and private sector bank

The present study enhances the job Stress level of the Public private and Sector Bank employees in thirunelveli. Empirical data has been collected for the study. This study also presents recommendations to administrators and policy makers on several Organisational Development interventions which can alleviate stress experienced by Public and private Sector Bank employees. This research shows that a large number of bankers are facing high stress because of their job and the reasons behind this stress include long working hours, improper reward system, lack of job autonomy, organizational culture, role conflict etc. and the main reason is lack of management support to employees. In methodology entails a survey of 282 public and 220 private sector employees in thirunelveli district whose responses are measured according to an occupational role stress, health stress factors, and psychological stress factors. The sample was collected through convenience sampling. On applying the t-test and ANOVA test to the data, Kruskal Wallis test to find that both public and private sector employees face moderate levels of stress. While there is no significant difference overall between public and private sector employees in terms of total stress levels, certain individual stressors such as work experience, age group, marital status, annual income and educational qualifications. The major limitation of this study is that it was conducted in thirunelveli district alone, while the work culture of organizations other than in thirunelveli district may be change.

Total rewards to enhance employees’ intention to stay: does perception of justice play any role?

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

Relationship between Job Stress and the Turnover Intention of Private Sector Bank Employees in Bangladesh

Private sector banks are important segments of the economy of Bangladesh. This sector has already been recognized as a significant industry for achieving the Sustainable Development Goals (SDG) of Bangladesh. However, managing private organizations has become very challenging due to highly competitive market and higher level of employee turnover especially in the private banking sector. It is observed that to attain the competitive advantage, private bank employees are undertaking heavy workload that leads to higher level of stress at work and is increasing turnover intention among the employees. This study has been designed to explore the factors that are accountable to create stress among the private bank employees in Bangladesh which are creating turnover intention among them. Hence, this study identified the relationships between job stress factors and the increase of turnover intensions among the bank employees in Bangladesh. A total of 206 bank employees at different levels of the banks were interviewed from ten private commercial banks of Bangladesh. A structured questionnaire was designed through literature review to collect the information from the respondent employees. Both descriptive and inferential statistics were used to analyze the data. Multivariate analysis techniques were used to identify the work stress factors having influence on the turnover intention among the private bank employees in Bangladesh. Results show that there are four stress factors that increase the turnover tension among the private bank employees in Bangladesh such as, (i) long hours and fast work, (ii) clearness of goals and objectives of work, (iii) workload and change in mindset, and (iv) flexibility at work. This study suggests that the policymakers of the private commercial banks should address the issues like long hours and fast work, clearness of goals and objectives of work, workload and change in mindset and flexibility at work for reducing turnover intensions of the bank employees in Bangladesh.