Sample Of Bank Employees Research Articles

أثر حوكمة المصارف على جودة المعلومات المحاسبية (دراسة ميدانية على عينة من المصارف السودانية العاملة بولاية القضارف)

هدفت الدراسة إلى قياس أثر حوكمة المصارف بآلياتها الداخلية والخارجية على جودة المعلومات المحاسبية من وجهة نظر منتجي ومستخدمي المعلومات المحاسبية بعيّنة من المصارف العاملة بولاية القضارف. تكوّن مجتمع الدراسة من (52) مصرفيًا، تم اختيار عيّنة الدراسة ممن هم على رأس العمل باستخدام أسلوب العيّنة الطبقية العشوائية. استخدمت الدراسة المنهج المسحي الوصفي التحليلي، وحُللت البيانات باستخدام التحليل الإحصائي الـــ SPSS وتحليل الانحدار البسيط والمتعدد. أظهرت النتائج وجود أثر لتطبيق حوكمة المصارف على جودة المعلومات المحاسبية، وأن مستوى تطبيق حوكمة المصارف، وجودة المعلومات المحاسبية جاء بدرجة مرتفعة. كما أنّ هنالك علاقة متوسطة لتطبيق آليات الحوكمة على جودة المعلومات المحاسبية، وأن تطبيق آليات الحوكمة الخارجية يفوق تطبيق آليات الحوكمة الداخلية بالمصارف المبحوثة، مع عدم وجود فروقات في مستويات تطبيق آليات الحوكمة الداخلية والخارجية، ومستوى جودة المعلومات المحاسبية يمكن إرجاعها لطبيعة المصرف (حكومي، خاص، مشترك) أو لمسمى البنك. بينما أظهرت نتائج الدراسة وجود فروق في مستويات تطبيق الحوكمة يمكن إرجاعها لانتظام دورية انعقاد مجلس إدارة المصرف لصالح الانعقاد المنتظم. وفي ضوء النتائج، توصي الدراسة بتفعيل آليات حوكمة المصارف بوصفها أحد المجالات لتعزيز جودة المعلومات المحاسبية، والتركيز على الآليات الخارجية للحوكمة كونها أكثر تأثيراً في جودة المعلومات المحاسبية مع تعزيز الجانب المرتبط بالملكية الإدارية للتنفيذيين بالقطاع المصرفي بوصفه أحد مجالات تعزيز التطبيق لآليات الحوكمة الداخلية.

Prevalence and risk factors of hypertension among bank employees in Dhaka city of Bangladesh

: Jobs in the banking sector are perceived challenging and stressful; therefore, the likelihood of hypertension among the bank employees is high. However, no previous study investigated the prevalence and associated factors of hypertension among the bank employees in Bangladesh. Therefore, in this study, we estimated prevalence and risk factors of hypertension among a sample of bank employees in Dhaka city, Bangladesh. A cross-sectional design was employed to collect data from the 180 bank employees selected conveniently. Multiple logistic regression was conducted to observe the factors associated with hypertension. Prevalence of hypertension and pre-hypertension among the respondents were 24.44% and 32.22%, respectively. Furthermore, more than half of those found with hypertension were previously undiagnosed. We found that bank employees’ sex, family size, monthly salary, parental hypertension, parental diabetes, parental renal disease, and daily meat consumption were the factors significantly associated with hypertension. Our findings indicated that hypertension prevalence among the respondents was higher than that of national prevalence. Awareness build-up and healthy lifestyle is recommended to prevent hypertension associated morbidity and mortality in the future. Further studies could be carried out to identify the causal mechanisms of hypertension and appropriate interventions to address the issue.

The role of employing strategic behavior in reducing the pressures of banking work An analytical study of the opinions of a sample of workers in commercial banks

The objective of the present study is to investigate the impact of strategic behaviour on work-related stress experienced by a sample of bank employees. The research sample comprises 120 individuals, who were selected to represent the population of interest. The study utilised four independent variables (Prospective Behaviour, Defender, Analytical Behaviour, Interactive Behaviour) and one dependent variable, which assessed the pressures of banking work across four dimensions: occupational risks, organisational issues, workload, and physical work environment. In pursuit of the research objectives and to test its hypotheses, the researchers utilised a questionnaire consisting of 32 items as the primary data collection tool to establish exploratory structural validity. This approach was deemed essential to ensure the accuracy and reliability of the findings. The study culminated in a series of conclusions and suggestions that could be further expanded upon in the realm of search variables.

Exploring the influence of dimensions of workplace spirituality on innovative work behaviour: role of sense of God

PurposeThis study aims to identify the various dimensions of workplace spirituality (WPS) and determine whether these dimensions act as predictors of innovative work behaviour (IWB) among bank employees. This study also aims at studying the moderating role played by sense of God (SOG) between WPS and IWB.Design/methodology/approachThe methodology involved both qualitative and quantitative approaches. This study was carried out in two phases. Item generation, questionnaire development and exploratory factor analysis (EFA) were conducted in phase 1. Confirmatory factor analysis (CFA) was conducted in phase 2. Seven WPS dimensions originated through EFA, which got validated through CFA later. Structural equation modelling was used for hypotheses testing. To explore the proposed relationships, cross-sectional survey was done on a sample of bank employees from public, private and foreign banks.FindingsThe findings reveal that WPS is a seven-factor construct and affects the IWB of bank employees. The results indicated that four dimensions of WPS significantly increase IWB, and that SOG moderates the relationship between WPS and IWB.Research limitations/implicationsWith increasing globalization, there is a growing concern as to whether Indian employers would be able to meet employees’ spiritual needs. Indians tend to have high inclination towards God; through their religious associations, they try to develop a sense of spiritualism. Awareness about the effect of SOG and also the dimensions of WPS on IWB will help organizations in designing effective interventions for making employees more innovative.Originality/valueThe authors believe that the empirical studies testing the consequences of WPS on IWB in the banking industry are limited; also, SOG’s role as a moderator remains unexplored; thus, this study is an attempt to fill the gaps.

Perceptions of Organizational Tightness–Looseness Moderate Associations Between Perceived Unfair Discrimination and Employees’ Job Attitudes

Fusing social psychological theory on the BIAS map and attributions with cross-cultural theory on organizational tightness–looseness, we examine the interactive effects of active/passive facilitation/harm by organizational members and perceptions of organizational tightness on employee job attitudes. Study hypotheses were tested using a sample of bank employees located across 26 branches of a large bank in Addis Ababa, Ethiopia ( N = 324). Using a norm–behavior alignment perspective, we hypothesized that (supportive) active facilitation behaviors would be more strongly related to employee attitudes in tight versus loose perceived organizational cultures, whereas (negative) passive facilitation, active harm, and passive harm behaviors would be less strongly related to employee attitudes in tight versus loose perceived organizational cultures. Results provided overall support for these expectations. The present findings have implications for the mitigation of the effects of unfair discrimination on employee attitudes in organizational contexts, theorized associations between cultural T–L and unfair discrimination, and the generalizability of cultural T–L theory to developing country contexts that are typified by collectivistic and tight societal cultures.

The Effect of Emotional Intelligence on the Organizational of Citizenship Behavior in Banks in Makkah Al Mukarramah Kingdom of Saudi Arabia: أثر الذكاء العاطفي على سلوك المواطنة التنظيمي في البنوك بمدينة مكة المكرمة بالمملكة العربية السعودية

The vision of the Kingdom of Saudi Arabia 2030 focused on the human element as a sustainable competitive advantage in light of global economic conditions and the increasing intensity of competition. Therefore, organizations seek to follow strategies to attract highly qualified human resources, and have characteristics, the most important of which is emotional intelligence because of its impact on raising the efficiency of workers’ performance and increasing their productivity. It is considered a skill that is worth investing in effort, time and money and developing it. (Al-Qahtani, 2018). Emotional intelligence drives individuals to adopt individual behaviors that are not authorized and not directly recognized by the institutional system, which is known as organizational citizenship behavior This research project highlights the knowledge of the impact of emotional intelligence on organizational citizenship behavior What is the effect of emotional intelligence. organizational citizenship behavior of bank employees in the city of Makkah Al-Mukarramah, Kingdom of Saudi Arabia ? The study relied on the descriptive analytical approach, and an electronic questionnaire was used, where the researcher distributed to a random sample of bank employees in the city of Makkah Al-Mukarramah, Saudi Arabia (120), and 60 questionnaires were received, and one of the most important results reached by this study is the presence of an impact of emotional intelligence on The behavior of organizational citizenship for employees working in banks, and a rise in the level of emotional intelligence with an arithmetic average (4.29), and also indicated the high degree of practicing organizational citizenship behavior among bank employees, which reached an arithmetic average of (4.30). The study recommended following the correct scientific methods in selecting and appointing new employees in the bank, and including emotional intelligence and organizational citizenship behaviors among the important criteria for reaching senior positions.

The Relationship between OCBI and Family Motivation through Self-Efficacy and Welfare in Makassar City Banking Offices

Employees often show a distinctive personality through their preference for family needs over jobs. Therefore, this study explores the relationship between family motivation and OCBI mediated by self-efficacy and well-being in the workplace. This research model varies from previous studies and provides the novelty of the study. As a research unit, this study uses a sample of bank employees in Makassar City with at least five years' experience as respondents. They are considered capable of delivering reliable data about the research issue (purposive sampling) using the WarpPLS 7.0 analysis tool. Interestingly, this study's new concept has revealed no evidence of an interaction between family motivation and OCBI. In this research model, all the relationships between variables were positive and significant. A recent finding of the relationship between self-efficacy and well-being in the workplace has been found and may lead to an understanding of the association between family motivation and OCBI. Empirical evidence of self-efficacy and well-being is a recent discovery that theoretically contributes to the relationship between family motivation and OCBI. In theory, this study also contributes to the existing pro-social motivation theory, explaining the impact of family motivation on OCBI in banking. DOI: https://doi.org/10.26905/jkdp.v25i1.5458

An Examination of Corporate Social Responsibility and Employee Behavior: The Case of Pakistan

The internal dimension of Corporate Social Responsibility (CSR) refers to the socially responsible behavior of an organization towards its employees. The CSR relationship to employee behavior has received some attention but in general, there is little knowledge about the underlying explanatory mechanisms that can describe this relationship. In this study, a theoretical model of mediation and moderation is developed to explain how CSR can influence employee behavior. Organizational identification and work engagement are used as proxies for employee behavior in the model and internal dimension of CSR is assumed to affect both of them positively. Further, it is proposed that CSR influences the organizational identification positively and this relationship will be stronger in a collectivist culture, which will eventually lead to higher work engagement. A proposed model was tested on a sample of bank employees in Pakistan by using the Structural Equation Modeling (SEM) method. The results of this study provide contextual and empirical insights into how CSR influences employee behavior.

Role Overload, Role Self Distance, Role Stagnation as Determinants of Job Satisfaction and Turnover Intention in Banking Sector.

Purpose:This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India.Methodology:In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71.Findings:The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied.Originality:This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context.

Depressive symptoms and psychosocial aspects of work in bank employees.

The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. To investigate the association between exposure to psychosocial work stressors and depressive symptoms in bank employees. A self-administered questionnaire was completed by a sample of bank employees in Pará and Amapá, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. Psychosocial conditions in banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in bank employees.

Predicting Work Motivation Through Job Satisfaction and Turnover Intentions: The Explanatory Role of Heavy Work Investment

This study investigates the relationship among job attitudes (job satisfaction and turnover intentions), heavy work investment (work engagement and workaholism), and work motivation (promotion focus and prevention focus). We develop a structural equation model to analyze data collected from a sample of banking employees. Our findings show that job satisfaction is a good predictor of work engagement (positive work investment), which, in turn, is related to progressive motivation (promotion focus). On the other hand, turnover intentions predict workaholism, which leads to preventive focus (waning motivation).

Employee Turnover in a Regional Commercial Bank

This study explored employee turnover in a commercial bank in Limpopo Province, South Africa. Apparently there is a need to curb dysfunctional mobility of human capital in the banking sector in the region. A cross-sectional mixed method design was used to collect data. A stratified sample of banking employees completed a semi-structured questionnaire. Key informant interviewing and a focus group discussion were employed to gather supplementary data. Archival data was used in the calculation of turnover rates. The results show a relatively low overall employee turnover rate, and differences in turnover rates for different job levels and gender distributions. The turnover rate for older and young employees is relatively similar. Factors that contribute to job dissatisfaction include better job offers elsewhere, poor compensation, a lack of promotional opportunities, and Black Economic Empowerment initiatives. The findings of the study provide evidence of the most pressing turnover problems that a bank in a less affluent geographic region experiences. The impact of job dissatisfaction on the productivity, efficiency and service delivery in the bank is highlighted and a number of human resource practices are recommended to manage employee and to develop much needed human capital in the banking sector in the region. DOI: 10.5901/mjss.2014.v5n27p371

Emotional Intelligence and Job Satisfaction in Greek Banking Sector

Normal 0 false false false EL X-NONE X-NONE The purpose of this paper is the examination of the issue of emotional intelligence and job satisfaction, concerning a sample of bank employees in the Greek banking sector. Particularly, this paper examines the concept of emotional intelligence and job satisfaction and investigates the application of emotional intelligence based on variables, such as the gender of employees, age, educational level and their previous experience in the Greek banking sector. In order to satisfy the main objective set above, a conducting quantitative research was designed, based on a questionnaire with closed-ended questions. In combination with the questionnaire΄ methodology some useful statistical tests and models were used such us Cronbach’s Alpha, Kolmogorov-Smirnov’s test of normality, Spearman’s rho correlation and the simple linear regression model. The main conclusion of this paper is that gender, age, marital status and job position, representing a portion of the demographic characteristics of the examined sample, affects the levels of emotional intelligence of employees in the banking sector. Additionally, emotional intelligence seems to exert an influence on the everyday life of workers and modulates the levels of professional satisfaction. /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;}

Performance Appraisal Satisfaction and Counterproductive Behaviors: Direct and Moderating Effects

In recent years, there is an increasing attention in counterproductive behaviors. We developed a model that explains the influence of performance appraisal satisfaction on counterproductive behaviors. Moreover, three moderators (exchange ideology, hostile attribution style, and fatalism) were incorporated in the model. The model was tested on a sample of bank employees. The results supported three out of four hypotheses of this study. As predicted, performance appraisal and counterproductive behaviors were negatively associated. Additionally, the results suggested that exchange ideology, hostile attribution, but not fatalism, moderated the direct effect of appraisal satisfaction on counterproductive behaviors. Lastly, limitations, implications, and recommendation for future studies are discussed.

Promoting boundary-spanning behavior among service personnel

Purpose– The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB).Design/methodology/approach– A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996).Findings– Results suggest that a frontline employee’s P – O fit decreases emotional exhaustion and increases achievement-striving motivation. Competitive intensity significantly reduces achievement-striving motivation. Results also show that competitive intensity significantly attenuates the positive relationship between P – O fit and employee achievement-striving motivation, highlighting the importance of contextual industry stressors upon internal organizational behaviors. Both emotional exhaustion and achievement-striving motivation are found to ultimately affect BSBs except for the link between emotional exhaustion and service delivery.Originality/value– The current study applies the job-demands resources model to demonstrate how both an externally initiated job demand (competitive intensity) and an internally oriented job resource (person – organization fit) influence employee experience of emotional exhaustion and achievement-striving motivation. Interaction effects of P – O fit and competitive intensity on employee’s psychological states (emotional exhaustion and achievement-striving motivation) are also examined. Further, it is demonstrated that both emotional exhaustion and achievement-striving motivation will directly influence service employee boundary-spanning behaviors, but in differential manners. This highlights the importance of exhaustion and motivation as mediators for the ultimate effect of a job resource (P – O fit), answering a call for such understanding of the developmental process for BSBs (Podsakoffet al., 2000). This is the first empirical study to link both internal and external elements to illuminate the process for developing job demands and resources, as well as boundary spanning behaviors.

Personal Values, Autonomy, and Self‐efficacy: Evidence from frontline service employees

Employee's self‐efficacy has been related with important outcomes for organizations, such as service quality and job performance. Thus, understanding the antecedents of self‐efficacy can have important payoffs. Accordingly, this paper investigates how personal values interact with autonomy to affect employee's self‐efficacy. The hypotheses are tested with a sample of bank employees. The results reveal that conservation is negatively related to self‐efficacy and that both openness to change and self‐enhancement values have a positive impact on self‐efficacy. Autonomy is also positively associated with self‐efficacy. Finally, autonomy mitigates the negative effects of conservation on self‐efficacy, and strengthens the positive effects of self‐enhancement on self‐efficacy.

Third-Party Intervention in Workplace Conflict: The Impact of Culture and Gender

This study examines the impact of culture and gender on perceptions of conflict in general, and third-party intervention in particular. We theorized that third-party help may concern four different types of interventions: procedural interventions, substantive interventions, social-emotional interventions, and relational interventions. Using a scenario study on a group of Chinese and Dutch employees and students (n = 164) exploratory factor analysis on 14 potential third-party interventions confirmed this four-part typology. Further analyses on the Dutch (n = 36) and Chinese (n = 35) sub sample of bank employees showed that, as expected, Hong Kong Chinese rather than Dutch employees and female rather than male employees seem to suffer from conflict stress. Furthermore, while a social-emotional function was most preferred by Dutch respondents and relational third-party intervention by Hong Kong Chinese respondents, these effects were both qualified by the respondents' gender. That is, particularly Hong Kong Chinese men preferred relational third-party help highest and social-emotional help lowest. We found some evidence to support our expectation that this effect might be mediated by the parties' interdependent self construal. When involved in workplace conflict, third parties might incorporate these differential preferences in the strategy they choose.

An analysis of the relationship between quality and perceived innovation: “the case of financial firms”

Many organizations are adopting quality and innovation as practices that allow them to achieve competitive advantage owing to an increase in competitiveness. The goal of this paper is to examine whether quality can be regarded as a resource that sets up the necessary bases for implementing innovations in organizations. First, the concepts of quality and innovation are determined, so that we can analyse how they relate to each other. Later on, the different contributions existing that deal with the relationship between quality and innovation are revised. In the second part of the research, we formulate and verify some hypotheses, which are empirically tested using a sample of bank employees in several financial entities. Results allow us to establish that quality relates to innovation both directly and indirectly, in the latter case through employees’ satisfaction.

The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal

AbstractThis research explored the differential effects on employees of two types of social exchange violations: those that generate perceptions of psychological contract breach and of organizational cynicism. We predicted that psychological contract breach and cynicism would result in differential outcomes because of differences in the person specificity of their underlying social exchange relationships. Using a sample of bank employees, we found that cynicism partially mediated the effects of psychological contract breach on work‐related attitudes (organizational commitment, job satisfaction), but that only psychological contract breach (not cynicism) predicted employees' behavioral responses (performance, absenteeism). Further, affective cynicism fully mediated the relationship between psychological contract breach and emotional exhaustion, suggesting that cynical attitudes have negative consequences for the attitude holder. Copyright © 2003 John Wiley & Sons, Ltd.