Employees In Financial Sector Research Articles

Exploring eustress and fear: A new perspective on protection motivation in information security policy compliance within the financial sector

Information security policy (ISP) compliance has emerged as a significant challenge for contemporary businesses. This underscores the crucial role of employing fear appeals to encourage employee compliance with ISP. However, the existing literature is rife with mixed and inconsistent findings regarding the influence of fear appeals on employees' intentions to comply with ISP. In an effort to address this inconsistency and delve into the mechanisms through which fear appeals impact ISP compliance, we expanded the Protection Motivation Theory by incorporating the Transactional Model of Stress and Coping. Notably, we introduced a positive emotion, eustress, into the mediating mechanism alongside fear. Our hypothesis posited that fear appeals not only generate fear but also evoke eustress, subsequently positively influencing ISP compliance. We conducted a study among financial sector employees and validated our hypothesis using structural equation modeling techniques. Our primary theoretical contributions include highlighting the critical role of eustress in enhancing ISP compliance and proposing a parallel mechanism through which fear appeals impact ISP compliance. From a practical standpoint, we demonstrate that eustress plays a more significant role in motivating employees to comply with ISP. Furthermore, we provide insights into how organizations can design fear appeal messages by incorporating the concept of eustress, thereby optimizing their effectiveness in promoting ISP compliance.

Informal workplace learning and employability: The mediating role of competency development among financial sector employees in Bhutan

Amidst the rapid changes of this era, time constraints act as impediments to employees’ skill acquisition. However, a promising solution emerges in the form of informal workplace learning (IWL). Despite its potential, the precise impact of IWL on employability and competency development has remained an enigma. To unravel this, the present study draws upon the insights of the social learning theory. It delves deep into the impact of IWL on employability, incorporating competency development as a mediating element. The research also examines the potential moderating roles of learning goal orientation (LGO) and self-directed learning orientation (SDLO) in the IWL-competency development relationship. Leveraging data from 512 banking sector participants, the study employs a rigorous deductive design, administering a structured questionnaire through stratified random sampling. Analytical rigor is upheld via Confirmatory Factor Analysis, revealing squared multiple correlations (0.331 to 0.94) and affirming the CFA model’s validity and reliability through indices like average variance extracted (AVE) and composite reliability (CR). The hypotheses are subsequently evaluated through structural equation modelling (SEM). Findings reveal a substantial impact of IWL on employability (β = 0.13), with competency development effectively mediating this relationship (β = 0.30). While the anticipated moderating roles of LGO and SDLO do not manifest, this research furnishes valuable insights for organizations aiming to bolster their workforce’s proficiency and employability via IWL. The study contributes to the discourse on learning strategies amidst the contemporary professional landscape, urging organizations to harness the potential of IWL to foster adaptability and growth.

The Impacts of English on Business Training: Financial Sector Employees’ Perceptions in Jakarta, Indonesia

English is widely used in many areas of life, including business. This condition of using English as a lingua franca also exists in Indonesia. Employees must be prepared to embrace the English language while doing business with overseas companies or employing expats. As a result, employees may find themselves in need of English language training. English employee training is becoming more popular, and more firms are beginning to give it to their employees. Despite its growing popularity, few studies have examined the outcomes and effectiveness of such staff training. This case study investigates employees’ perspectives on English for business training to deepen studies on this subject, particularly in the Indonesian context. This qualitative study used one-on-one interviews with 30 participants from three English for Business training programs to collect data. The findings revealed that English for Business training had a favorable impact on employees and their work performance. This research could help businesses give and facilitate more English training to help their staff grow.

Emotional Intelligence and Job Performance of Employees working in the Financial Sector of Pakistan: Job Satisfaction as the Mediator

The financial sector in Pakistan is rapidly experiencing changes and reforms that impact the employees’ job performance. Although the argument on how to predict the financial sector employees’ job performance remains complex and always a hard task to evaluate. Preliminary research identifies the existing literature gaps by scrutinizing the substantial role of emotional intelligence (EI) in employees’ job performance (JP). Furthermore, this research explored the association of emotional intelligence, (i.e., self-regulation, self-motivation, self-awareness, and social skills) with job performance along with the mediational role of employees' job satisfaction. For this varied purpose, the sample of N=224 financial sector employees were selected from different cities of Pakistan having an age range between 25 to 50 years. Reliable questionnaires were used for data collection i.e., Emotional Intelligence Questionnaire (Schutte et al., 1998), Individual Work Performance Questionnaire (Koopmans et al., 2013), and The Minnesota Job Satisfaction Questionnaire (Spector, 1997,1985). Results revealed a positive association between EI with the JP of the employees. Furthermore, analysis of covariance depicted, emotional-intelligence is a covariate that established a significant outcome on employees’ job performance. Whereas the gender found to have no significant role. Moreover, employees’ job satisfaction significantly mediated the relationship between emotional intelligence and job performance. Comprehensively, this research comes up with meaningful management implications for the financial sector management of Pakistan at the same time as their training and development departments, to design and plan the programs for their prospective employees to enhance their job performance by strengthening their level of emotional intelligence.

Emotional Exhaustion and Job Satisfaction: An Investigation of the Mediating Role of Job Involvement using Structural Equation Modeling

It is important for management to make its employees fully satisfied at work by reducing emotional exhaustion and increasing their involvement. Today the majority of companies strive to improve their employees’ performance by providing them with all the facilities they need to maintain their physical and psychological well-being and thereby enhance their effectiveness. Therefore, the current study aims to examine whether job involvement mediates the relationship between emotional exhaustion and job satisfaction among financial sector employees. An analysis of 200 responses from financial sector employees was conducted using a survey. To gather information, a set of tools including emotional exhaustion, job satisfaction, job involvement and biographical information from bank employees were used. A structural equation model was used to analyze the relationships. The results showed a positive correlation between emotional exhaustion and job involvement between emotional exhaustion and job satisfaction and between job involvement and job satisfaction. Thus, it is observed that job involvement mediates and has a significant impact on job satisfaction. The current findings have their own significance for social scientists and managers since they provide a framework for designing work arrangements in a way to prevent emotional exhaustion while increasing employees’ level of job involvement and job satisfaction. The study concludes with a discussion of limitations and suggestions for future research.

Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy.

The coronavirus disease 2019 (COVID-19) forced organisations to implement intensive telework for many of their workers overnight. This scenario was completely new, and the emergency caused by COVID-19 created the possibility of experimenting with new ways of working with an unknown impact on employee well-being. Drawing on previous literature, we defined a model of telework quality consisting of the following four core domains: agile offices within organisations, functional remote workstations, flex-timeand engaging management. We identified two high-quality and low-quality telework profiles using latent profile analysison a data sample of 2295 insurance and financial sector employees. Demographic, occupationaland procedural characteristics were associated with the probability of being in the positive or negative profiles. Our results showed that employees' emotional exhaustion and work engagement levels were related to telework quality. This study suggests that organisations need to consider the quality of telework to effectively adopt new ways of working that foster employee well-being.

금융권 종업원의 마키아벨리즘과 비윤리적 친조직 행동 : 도덕적 이탈의 매개효과 및 조직동일시의 조절효과

This study paid attention to the lack of Unethical Pro-organizational Behvaiour(UPB) research on financial sector employees who have a high probability of actual occurrence of UPB, such as act of commission and act of omission. As a representative antecedent for UPB, machiavellianism was considered. As a mediator, moral disengagement was related to a personal internal psychological change that linked between machiavallianism and UPB. This study also examined the moderating role of organizational identification in order for testing a controversial debate on positive/negative influence of organizational identification on organizational effectiveness. In doing this empirical test, 483 questionnaires were collected (respondent rate 80.5%), and 438 copies were used to analyze. The study tested the direct effect by using an hierarchical regression analysis and the mediation and moderation effects by Hayes' PROCESS Macro analysis. The findings were as followed. First, machiavellianism had a significantly positive effect on UPB. Second, moral disengagement significantly mediated the relationship between machiavellianism and UPB. Third, the relationship of positive between moral disengagement and UPB was non-linearly adjusted in the form of an inverted U-shaped of organizational identification. In conclusion, the summary, theoretical and practical implications were discussed.

Retaining Employees through Organizational Social Climate, Sense of Belonging and Workplace Friendship: A Research in the Financial Sector

This paper examined the impact of organizational social climate on employees’ sense of belonging, its impact on employees’ intention to leave as well as the moderating effect of workplace friendships on this relationship. Using a convenient sampling method on financial sector employees working in Istanbul, Turkey, a survey was conducted. A total of 403 employees were surveyed. The findings of this study revealed that organizational social climate is positively associated with sense of belonging, while organizational social climate, sense of belonging and workplace friendship are negatively associated with intention to leave the organization. According to the findings, the workplace friendship moderates the relationship between sense of belonging and intention to leave. This paper demonstrated that social interactions in the workplace play a vitally important role in employees’ intentions to leave the organization. This contributes to conceptual understanding of the job embeddedness theory, which suggests that the relationships are one of the key factors that keep individuals in organizations. This paper highlighted the potential for employee turnover to directly / indirectly arise from the employees’ sense of belonging, social climate and workplace friendships acquired in the organization. 

FINANCIAL WELL-BEING: A WAY TO MAINTAIN LONG-TERM FINANCIAL SECURITY

Financial literacy has an important role in encouraging improving financial well-being. The purpose of this study is to determine the effect of Financial Attitude and Financial Knowledge on Financial Well Being. The research method uses quantitative and data analysis techniques used is multiple linear regression analysis. With a population of 105 employees of Badan Pengelolaan Keuangan Daerah Kabupaten Ciamis and sampling using a saturated sampling technique, the entire population was sampled with as many as 105 respondents. The research results conclude that financial attitude and financial knowledge affect financial well-being with a magnitude of 65.6%. Therefore, it is expected that the financial sector employees of BPKD Kabupaten Ciamis can maintain and improve their financial attitude and knowledge by implementing financial planning, management, and control to improve their financial well-being. The study has an impact on increasing knowledge about financial behavior in government employees.
 Keywords: Financial management, financial behavior, financial attitude, financial knowledge, and financial wellbeing

Social Network Interventions Reduce Non-communicable Diseases Risk Factors In Financial Sector Employees: Randomized Controlled Trial

Social Network Interventions Reduce Non-communicable Diseases Risk Factors In Financial Sector Employees: Randomized Controlled Trial

Assessing the Dynamics of AI Driven Technologies in Indian Banking and Financial Sector

Providing quality customer service is one of the crucial matters of concern for any organization as it ensures the best customer satisfaction levels. Organizations all around the globe are widely using newly evolving technologies like artificial intelligence (AI) and machine learning applications to provide the best customer experience. The banking and financial services industry is on the front line to adopt AI-driven technologies in various departments worldwide. However, the adoption rate of these technologies is low in India in comparison with developed economies. In this article, we discussed the significance of various factors (customer satisfaction, AI knowledge among employees, and third-party tie-ups) on implementing the AI-driven technologies from employees’ perspectives at various levels of the organization. We analysed the usefulness of these newly evolving technologies to increase customer satisfaction and studied the role of crucial factors like data security issues and third-party tie-ups on AI technology implementation. The study is based on the primary data collected from 97 employees working in the Indian banking and financial sector across various metro cities of India (Hyderabad, Mumbai, Delhi) in various departments. We identified and analysed various factors that could impact the implementation of the AI-driven technologies at various departments, and we used logistic regression to investigate their significance. Chi-square test was used to check the associations between different factors. The study identifies and examines three key factors—customer satisfaction, AI knowledge among employees, and third-party tie-ups—that could impact AI-driven technologies implementation. According to this study, AI technology considerably decreases the cost and improves the customer experience of services. However, despite of many advantages the adoption rate of AI technology in the Indian banking and financial sector found extremely low. The implications of this study can be extended to the organizations for 360 degrees comprehensive understanding about the AI implementation and repercussions as there is a limited study about this topic from the bottom of the organizational verticals. This analysis is purely based on survey responses received from banking and financial sector employees across various metro cities of India (Hyderabad, Mumbai and Delhi).

Social Network Lifestyle Interventions Reduce Non-Communicable Diseases Risk Factors in Financial Sector Employees: Randomized Controlled Trial.

To determine if scientifically based social network (Facebook) lifestyle interventions reduce 10-year cardiovascular disease (CVD) risk. Financial sector employees (n = 300) were equally randomly assigned: Facebook plus Health Professionals (FB+HP), Facebook (FB), or control (C). We report changes in 10-year Framingham risk score (FRS) for CVD (%) and risk factors over 12 months. FRS did not change within and between groups. Overweight (-7.4% vs -5.6%, P = 0.005) and diabetes risk (-10.7% vs 0.2%, P = 0.011) reduced significantly in FB+HP versus FB and C, respectively. Inadequate fruit/vegetable intake (-9.4% vs 3.6%, P = 0.011) and smoking (-0.7% vs 14.9%) reduced significantly in FB versus C. No significant changes in physical activity, central obesity, hypertension, and hypercholesterolemia between groups. Scientifically based social network lifestyle intervention programs could be included in workplace health promotional programmes to improve certain non-communicable disease risk factors.

Investigating the Differences in Opinions on the Impact of a Health-run on Remittances and Financial Inclusion

The study aims to investigate the differences in the opinions of financial sector employees and users of financial services on the impact of a health run on financial remittances and inclusion. Data were collected through a survey questionnaire administered on a sample of 60 respondents made up of financial services employees and users of financial services irrespective of their age and years of business experience. The study used a stratified sampling technique to get the respondents into two distinguee classes, followed by a purposive sampling to eliminate those without knowledge on the subject matter under examination and finally a random sampling was applied to ensure accuracy and fairness in the opinions of the final respondents. The study objective was attained by empirically testing the hypotheses using Analysis of Variance (ANOVA). Results show that, there is differences between respondent’s opinions from the financial sector employees and users of financial services on the impact of a health crisis on the level of remittances and financial inclusion. The findings suggest that not all parties, sectors or economic groups and units are equally impacted during a health crisis. Thus policy makers can focus their attention in designing a direct response recovery strategy to reduce the effect of a health crisis on the most affected economic units and entities.

Risk Factors Affecting Bancassurance Development in Poland

The aim of the article is to identify the risk factors affecting bancassurance development in Poland. The development is understood here as a change of gross written premiums obtained through banks in Poland. The group of risk factors selected in a survey conducted among financial sector employees was subject to statistical verification. The analysis used both variables directly related to the insurance product (e.g., a regulatory restriction of insurance acquisition costs) as well as those resulting from the specificity of the bancassurance channel, such as the sales of banking products, i.e., cash loans, housing loans and the value of funds placed by customers on deposits. The study was conducted on the basis of data on the gross premiums written in Poland in the years 2004–2019. The result of the applied model confirms the assumptions and the importance of insurance distribution in banks. Significant risk factors (statistically significant) which determine gross premiums written in the bancassurance channel are: the size of policyholder’s family (number of children, dependants) represented by the average number of people in a household in Poland, demand on mortgage loans represents by bank housing loans for households and agent’s commission, represented by the ratio of acquisition costs to gross written premium. The results of the econometric model obtained are consistent with expectations arising from the principles and practice of cooperation between banks and insurers as well as the specificity of insurance products distribution (also local) in the bancassurance channel.

Investigating training effectiveness of public and private banks employees in this digital age: an empirical study

PurposeThe purpose of this study is to examine the pre-training and post-training variables influencing employee training effectiveness in the banking industry in this era of the digital age.Design/methodology/approachThis study adopted a cross-sectional research design and a structured questionnaire to survey the participants (i.e., bank employees) (n = 702) for data collection. The data gathered from the surveyed respondents were analyzed using the Partial Least Square to Structural Equation Modeling (PLS-SEM) approach to test the proposed hypotheses.FindingsThe research findings suggest a significant influence of pre-training (i.e., training environment, trainer quality) and post-training (i.e., trainee motivation, trainee self-efficacy, and authentic leadership practices) factors towards the bank's staff training effectiveness in this era of digital age.Originality/valueThe research is one of the pioneer attempts on training effectiveness that significantly open opportunity for financial institutions such as banks to meet the challenge of the fourth industrial revolution from a developing country perspective. The current study also contributes to the extension of the theoretical and managerial doctrine in terms of the relationship among the pre-and post-training factors to enhance training effectiveness under the scope of the financial sector's employees to manage human resources and their development in the digital age.

Repeated Annual Health Risk Assessments With Intervention Did Not Reduce 10-year Cardiovascular Disease Risk: A 4-year Longitudinal Study in 13,737 Financial Sector Employees.

To determine if repeat annual health risk assessments (RAHRAs) with intervention reduce 10-year cardiovascular disease (CVD) risk in financial sector employees. Retrospective analysis from RAHRAs in 13,737 employees over 4 years. We report changes in 10-year FRS for CVD (%) and risk factors after 1 (GR1), 2 (GR2), and 3 (GR 3) RAHRAs. Mean FRS increased with RAHRAs (GR1: +0.4%; GR2: +0.7%; GR3: +0.8%) (P < 0.001) and was higher for GR3 versus GR1 (P < 0.001) and GR2 (pairwise: P < 0.0355). RAHRAs were associated with increased inadequate fruit/vegetable intake (GR1: +5.4%; GR2: +9.8%; GR3: +15.8%) (all pairwise: P < 0.001) and overweight (GR1: +5.4% vs GR2: +9.8%) (P < 0.001) and only hypercholesterolemia decreased (GR1: -4.4% vs GR3: -9.6%) (P < 0.001). RAHRAs did not reduce 10-year CVD risk in financial sector employees. Role of RAHRAs in chronic disease management requires further study.

BANKS AND FINTECH: IMPACT OF TECHNOLOGICAL INNOVATION ON COMPETENCES MANAGEMENT IN LATVIA

Purpose: To explore information and communication technologies (ICT) impact on competences management in the financial sector in Latvia.Methodology: Focus group discussion with leading financial sector experts in the Latvia.Findings: There is a mismatch between academically provided competences and what is expected by the financial sector representatives within Latvia.Originality/value: Empirical research on what kind of competences are important in the financial sector at present and in the future. Contribute to the current literature by researching on how resulting competencies from the focus group compare to the academically provided competences for potential financial sector employees. By exploring received responses to the questions from this research, it can help policymakers, financial sector and academical representatives to stay agile to the arising changes of supplied and demanded competencies in the financial sector.

Factors Influencing Psychological Well-Being and Gender Among Private Financial Sector Employees in Malaysia

Factors Influencing Psychological Well-Being and Gender Among Private Financial Sector Employees in Malaysia

Factors Influencing Psychological Well-Being and Gender Among Private Financial Sector Employees in Malaysia

This study examined the effect of coping strategy towards the relationship of psychology hardiness, well-being and gender among private financial institution sector employees in Malaysia. Correlations and differences pertaining to gender were also determined. A total of 141 employess from eleven private financial institutions in Malaysia participated in this study. A cross-sectional and correlational research design was employed. Psychology hardiness was measured using the dispositional Resilience [DRS-15 (v3.2)] scale, Coping strategy was measured using the Problem Oriented Brief Coping Experienced (BRIEF COPE) scale while Psychology well-being was measured using Well-being Manifestation Measure scale (WBMMS) scale. All hypotheses were tested and the results revealed that Coping Strategy had a significant role as a moderating variable. Further research is suggested to explore other possible moderating effects on psychology hardiness and well-being of banking employees in other domains of psychological attributes.

High Prevalence of Non-Communicable Diseases Risk Factors in 36,074 South African Financial Sector Employees: A Cross-Sectional Study.

To determine the prevalence of non-communicable disease (NCD) risk factors, total NCD risk category and 10-year risk for cardiovascular diseases (CVD) in financial sector employees. This descriptive observational cross-sectional analysis, data from 36,074 employees was analysed. NCD risk factor data was obtained from health risk assessments that included a questionnaire and clinical measures. The 10-year risk for CVD was calculated using the Framingham non-laboratory based equation. Inadequate fruit and vegetable intake (89.3%), insufficient physical activity (77.4%), and being overweight (66.8%) were the most prevalent risk factors. Women had significantly higher prevalence ratios for central obesity (2.28; P < 0.001), insufficient physical activity (1.21; P < 0.001), hypercholesterolaemia (1.15; P < 0.001), and overweight (1.08; P < 0.001) compared with men. A more concerted effort is required to provide employees with appropriate tools and education at the workplace to decrease and manage NCDs.