Personal traits and Organizational culture of people who work into the Greek banking sector

2116 ◽  
Vol 03 (02) ◽  
Author(s):  
Dimitrios Belias ◽  
Athanasios Koustelios ◽  
Lambros Sdolias ◽  
Konstantinos Varsanis ◽  
Dimitrios Kyriakou
Keyword(s):  
Organizational Culture ◽  
Banking Sector ◽  
Personal Traits

The mediating effect of job satisfaction on the relationship between organizational culture and knowledge management in Jordanian banking sector

2018 ◽  
Vol 25 (2) ◽  
pp. 517-544 ◽  
Author(s):  
Bayan M. Al-Abdullat ◽  
Amr Dababneh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Banking Sector ◽  
Statistical Tests ◽  
Management Style ◽  
Mediating Effect ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the positive effect of organizational culture on knowledge management (KM) by clarifying the mediating effect of job satisfaction on the banking sector in Jordan. The study was conducted on Jordanian banks to develop the organizational culture concept to be reflected in the bank activities. The population of this study consists of junior and senior customer service and administrative employees working at Jordanian banks in Jordan. Design/methodology/approach The sample of this research is purposive one because the research cannot get a list containing names of customer service employees for privacy reasons. Various statistical tests were employed to test the research hypotheses. The study utilized two statistical packages – Statistical Package for Social Sciences (SPSS) and SPSS-AMOS – for analyzing the data. Findings The development of organizational culture at banks in Jordan is still not stable and efficient. This may be affected by the management style and teamwork spirit in Jordan and other factors related to bank culture and how it will be reflected in customer service. The creation and application of KM at banks in Jordan is still modest. Knowledge is mainly shared internally within the bank with little efforts dedicated to soliciting knowledge from the external environment including customers. The job satisfaction at banks in Jordan is still modest. Originality/value The purpose of this study is to investigate how the organizational culture can improve job satisfaction for efficient work knowledge. The relationship between organizational culture and KM of organizational members is developed and analyzed herein by proposing a mediating role of job satisfaction. Few research papers have focused on job satisfaction and its mechanism contributing to individual effectiveness in the Jordanian market, and many ignored the benefits of KM and value of culture in many sectors.

scholarly journals Organizational Culture and Innovation: A Study of Banking Sector in Pakistan

2020 ◽  
Vol 9 (2) ◽  
pp. 243-254
Author(s):  
LAL MUHAMMAD ◽  
SYED GOHAR ABBAS ◽  
MIAN MUHAMMAD WASEEM IQBAL
Keyword(s):  
Organizational Culture ◽  
Banking Sector

scholarly journals Influence of Organizational Culture and Innovation on Banks’ Performance: A Quantitative Approach

2021 ◽  
pp. 42-49
Author(s):  
S. M. Abodunde ◽  
J. C. Unachukwu ◽  
T. D. Jooda ◽  
O. R. Togun
Keyword(s):  
Organizational Culture ◽  
Regression Model ◽  
Banking Sector ◽  
Positive Association ◽  
Quantitative Approach ◽  
Competitive Environment ◽  
Staff Members ◽  
The Right ◽  
Innovative Culture ◽  
Self Administered Questionnaire

The study examines the influence of organizational culture and innovation on banks’ performance with particular reference to the selected banks in Nigeria. Data were gathered using a self-administered questionnaire distributed to the 175 employees of Zenith bank, Guaranty bank, First bank United Bank for Africa, and Eco bank located in Ibadan metropolis. Pearson Moment correlation and regression model were used to analyse the data. The study established that organizational culture and innovation jointly and independently influence banks’ performance. It was also established that organizational culture has a direct and positive association with innovation. It was concluded that organizational culture and innovation are major strategies for the banking sector to wax stronger minds global competitive environment and COVID-19 syndrome.  Therefore, Nigerian banks encourage their staff members to create innovative ideas and provide them the right reward to establish an innovative culture in the organization. This study practically provides a useful recommendation to the Nigerian banks on the significance of organizational culture and innovation and their contribution to performance.

scholarly journals Influence of Organizational Culture, Sustainable Competitive Advantages, and Employees’ Commitment on Strategic Human Resources Management in the Banking Sector of Saudi Arabia

2022 ◽  
Vol 13 (1) ◽  
pp. 13
Author(s):  
Nadra F. Tawfig ◽  
Suzilawati Kamarudi
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Banking Sector ◽  
Strategic Human Resource Management ◽  
Competitive Advantages ◽  
Human Resource Management Practices ◽  
Sustainable Competitive Advantages

The rising trend of “strategic human resource management practices” is significantly leading the way to enhance the performance and competitive advantages of the banking sector. Thus, the banking sector in developing countries still using traditional HRM practices to sustain the competitive advantages and to achieve the business goals. The current study investigates the influence of organizational culture, employees’ commitment, and sustainable competitive advantages on the strategic human resource management practices in the banking sector of Saudi Arabia. We applied a resource-based view to achieve the research objectives. “Structural equation modelling-partial least square” (SEM-PLS) technique were applied to investigate the relationship among constructs under study. A cross-sectional method was applied to collect data from 181 employees working in different banks in Saudi Arabia. We found organizational culture significantly influence employees’ commitment and sustainable competitive advantages. Hence, employees’ commitment does not influence strategic human resource management practices; merely, sustaining competitive advantages significantly influence strategic human resource management practices. Additionally, employees’ commitment not mediates the relationship between organizational culture and strategic human resource practices. Thereby, sustainable competitive advantages mediate the relationship between organizational culture and strategic human resource management practices. Finally, the present study will help the banking sector to unearth the best implication of strategic human resource management practices as they can sustain the competitive advantages and achieve the business goals.

Organizational Performance in Banking Sector of Pakistan: Assessing the Impacts of Strategic Orientation and Organizational Culture

2021 ◽  
pp. 097215092110443
Author(s):  
Ammar Ahmed ◽  
Umair Ahmed ◽  
Abdussalaam Iyanda Ismail ◽  
Yasir Rasool ◽  
Mustajab Ahmed Soomro
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Structural Equation ◽  
Banking Sector ◽  
Middle Managers ◽  
Moderating Effect ◽  
Strategic Orientation ◽  
High Performing ◽  
And Performance ◽  
Strong Culture

This study investigated the moderating effect of organizational culture on the relationships between organizational strategic orientation and organizational performance. Data were collected from 281 middle managers of the banking sector in Pakistan. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses. The results showed that strategic orientation and organizational culture have significant and positive impacts on the performance of the organization. Unexpectedly, organizational culture does not moderate the relationships between strategic orientation and performance. The findings of the study show that organizations that are strategically positioned as well as have a strong culture can be high-performing organizations. As there is a clear lack of research on the moderating effect of culture on the relationships between an organization’s strategic orientation and organizational performance, the current study fills this gap. Likewise, the present study highlights both practical and theoretical implications for the banking sector in Pakistan.

Personal traits and Job satisfaction of people who work into the Greek banking sector

2116 ◽  
Author(s):  
Dimitrios Belias ◽  
Athanasios Koustelios ◽  
George Aspridis ◽  
Konstantinos Varsanis ◽  
Stefanos Koffas
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Personal Traits

scholarly journals Personal traits and customer responses to CSR perceptions in the banking sector

2017 ◽  
Vol 35 (1) ◽  
pp. 128-146 ◽  
Author(s):  
Andrea Pérez ◽  
Ignacio Rodríguez del Bosque
Keyword(s):  
Educational Level ◽  
Structural Equation ◽  
Banking Sector ◽  
Equation Model ◽  
Previous Literature ◽  
Novelty Seeking ◽  
Personal Traits ◽  
Content Type ◽  
Banking Service ◽  
Corporate Social

Purpose The purpose of this paper is to explore the moderating role of six personal traits in a causal model to study how customers’ perceptions of corporate social responsibility (CSR) influence their affective and behavioural responses to companies. Design/methodology/approach A structural equation model is tested in a sample of 1,124 banking service customers in Spain. Based on this model, a multisampling analysis is implemented to determine how gender, age, educational level, CSR support, collectivism and novelty seeking moderate customer responses to CSR perceptions. Findings The findings show that customer responses to CSR perceptions are consistently moderated by gender, age and CSR support. Men, people aged over 45 and highly supportive customers respond to CSR perceptions more positively than women, younger people and customers exhibiting a low level of CSR support. The findings concerning educational level and novelty seeking are less conclusive. Collectivism does not influence customer responses to CSR perceptions to any significant extent. Thus, the findings suggest that gender, age and CSR support are the most useful variables to segment the market to adapt CSR and communication strategies. Originality/value Previous literature has mostly focussed on identifying the personal traits that differentiate socially oriented customers from others. Thus, this paper contributes to previous literature by exploring the role customers’ personal traits play in the identification of differences in customers’ responses to their perceptions of the CSR implemented by companies that sell traditional services, such as banking services.

scholarly journals Organizational Culture and Work Stress among Bank Employees

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Sarath, P. ◽  
Manikandan, K
Keyword(s):  
Economic Growth ◽  
Organizational Culture ◽  
Work Stress ◽  
Financial Management ◽  
Banking Sector ◽  
The State ◽  
Stress Levels ◽  
Individual Productivity ◽  
Bank Employees ◽  
The Individual

Banking sector is one of the most powerful financial management agencies which have a major role in the economic growth of India. Each bank has its own culture, as every organization different in their culture. Organizational Culture includes everything that influences an employee in an organization. This may reflect in their stress levels, which may in turn reflect in the individual productivity as well as the organizational. In the literature, there were different studies of organizational culture and work stress among bank employees, but very few studies which tried to explore the relation between organizational culture and work stress in India especially in the state of Kerala. This study was intended to find the nature of organizational culture and work stress of banks employees of northern Kerala.

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