scholarly journals WORKPLACE OSTRACISM AS A PREDICTOR OF EMPLOYEE PERFORMANCE AND EMPLOYEE TURNOVER- EVIDENCE FROM THE BANKING SECTOR

2018 ◽  
Author(s):  
Saman Javed ◽  
Hassan Shabbir Shah ◽  
Taqadus Bashir
Keyword(s):  
Employee Turnover ◽  
Banking Sector ◽  
Employee Performance ◽  
Workplace Ostracism

Employees Attitude towards E-Learning in Banking Sector -An Empirical Study of Shivamogga District

2019 ◽  
Vol 118 (10) ◽  
pp. 88-106
Author(s):  
Dr.Mamatha. S.M ◽  
Mr.Panduranganagouda Honnali
Keyword(s):  
Banking Sector ◽  
Employee Performance ◽  
Private Bank ◽  
Public And Private ◽  
The Public ◽  
Body Of Knowledge ◽  
E Learning ◽  
Banking Structure ◽  
Bank Employees ◽  
Methods Of Learning

E-learning has become a global phenomenon and it is the central theme of many industries and organizations for the additional method of training which can complement traditional methods of learning. The practices of E-learning and Learning management system (LMS) in the banking sector make the drastic changes in the employee performance and their knowledge regarding job in the modern banking structure. This study provides a comprehensive body of knowledge about LMS and e-learning, in general, within the public and private bank in India. The main objective of this paper to understand and analyze the attitude of employees towards E-learning practices in banking sector in Shivamogga district. The data was analyzed by using exploratory factor analysis, based on the responses received from a random the sample 50 of the bank employees working in the private sector banks.

Linkage Between Employee Satisfaction and Employee Performance: A Case in Banking Industry

2020 ◽  
pp. 097215092097035
Author(s):  
Sweta Mishra ◽  
Shikta Singh ◽  
Priyanka Tripathy
Keyword(s):  
Factor Analysis ◽  
Human Resource Development ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Banking Sector ◽  
Financial Institution ◽  
Employee Performance ◽  
Advanced Technology ◽  
Survey Method ◽  
And Performance

Banking sector is predominantly a customer-focused business that provides a gamut of financial services in aid of advanced technology, prompt communication system and conception of various banks to deal with multinational led environment. Some priority should be given to human resource development in order to emerge as strong and viable financial institution. So, the banking sector should emphasize on employees and how they can be satisfied, engaged and perform better. This study indicates to what extent employee satisfaction and employee performance are interlinked with each other. The purpose of this study is to explore the factors of employee satisfaction and employee performance and to establish a relationship between them. A survey method using a structured questionnaire was used to collect the responses of bankers in SBI, Bhubaneswar region. Having the data collected from 240 filled questionnaires, analysis was carried out using exploratory factor analysis, and to further validate this, structural equation modelling was developed. This was followed by a confirmatory factor analysis to establish the linkage between employee satisfaction and employee performance. The results indicated a significant relationship between employee satisfaction and performance. This study contributes to understanding of the various factors affecting employee satisfaction and performance, especially in the banking sector. By focusing on employee satisfaction, managers can keep the employees more focused, engaged and committed to their work and enhance overall productivity of the organization.

Exploring relationships among ethical climate types and organizational commitment

2017 ◽  
Vol 9 (1) ◽  
pp. 20-40 ◽  
Author(s):  
Japneet Kaur
Keyword(s):  
Organizational Commitment ◽  
Employee Turnover ◽  
Ethical Climate ◽  
Banking Sector ◽  
Banking Industry ◽  
Negative Impact ◽  
Predictive Ability ◽  
Content Type ◽  
The Relationship ◽  
Three Components

Purpose Indian banking sector is facing a number of challenges, and increasing number of corporate frauds and employee turnover are among the top list. Literature reveals that gaining insights about ethical climate may provide a possible solution and relief from the challenges being faced. This paper aims to contribute to the understanding of the prevalent various ethical climate types in the Indian banking industry. Furthermore, it presents interesting results by investigating the effect of five theorized ethical climate types on organizational commitment along with its three components in the banking sector. Design/methodology/approach This empirical research encompasses a descriptive research design. Sample uses 266 respondents from four prime banks of the Indian banking industry. Findings Statistical analyses unveiled that all five conceptualized ethical climate types are prevalent in the Indian banking industry. However, the perception of employees for caring climate was the highest among all others. In contrast to the results reported by Western studies, this research reveals a strong negative impact of instrumental climate on affective commitment. Furthermore, it has been seen that instrumental climate is a significant predictor for the three components of commitment (affective, continuance and normative). However, it fails to predict the overall organizational commitment construct. Likewise, opposed to findings of Western countries, law and code, rules and independent climate types have shown significant relationship and impact on organizational commitment for Indian banking sector employees. It has been found that different commitment components are predicted by a diverse mix of climate types in India. Practical implications Findings highlight varying strength of relationship and predictive ability of different ethical climate types with commitment. This helps in elucidating that managers and top executives should focus on building an ethical work environment to warrant high-level commitment among employees. Congruence between employee, manager and organizations’ perception of ethics is a pre-requisite for maintaining a long-term relationship among the parties. This study will enable understanding the role of ethical climate in reducing corporate frauds and employee turnover. Originality/value This research addresses a significant gap in literature by exploring the relationship between ethical climate and organizational commitment. The study uses data from the Indian banking industry which contributes to expanding knowledge of the relationship in the Indian context.

scholarly journals STRESS AMONG BANKING EMPLOYEE- A LITERATURE REVIEW

2017 ◽  
Vol 5 (1) ◽  
pp. 206-213
Author(s):  
Manjunatha M K. ◽  
T.P. Renukamurthy
Keyword(s):  
Literature Review ◽  
Technological Change ◽  
Role Conflict ◽  
Job Stress ◽  
Banking Sector ◽  
Employee Performance ◽  
Work Life ◽  
Work Pressure ◽  
Rapid Changes ◽  
Challenge Stress

For banking employees around the globe, stress on the job can be a challenge; stress can be sometimes positive and sometimes negative. Positive stress leads to productivity and negative stress leads to loss for the organization. There is already  a certain level of stress in Banking employees work life and then encounter even more stress arising from the work  pressure that Banking employees face on the job. Many employees cannot cope with such rapid changes taking place in the jobs. Role conflict, Service for customer, contribution, rapid technological change, lack of customer response is the great transaction of stress for the banking workers. The aim of this research is to understand roots and outcomes of job stress on the employee performance in banking sector.

scholarly journals The Impact of Non-Monetary Benefits on Employee Performance in Commercial Banks of Hyderabad, Sindh, Pakistan

2019 ◽  
Vol 6 (3) ◽  
pp. 16-19
Author(s):  
Abdul Ghafoor Kazi ◽  
Rafia Almani Baloach ◽  
Bilal Ahmed Khan ◽  
Mehwish Syeda
Keyword(s):  
Career Development ◽  
Multiple Regression ◽  
Banking Sector ◽  
Employee Performance ◽  
Statistical Tests ◽  
Reliability Test ◽  
Independent Variables ◽  
Flexible Working ◽  
Private Banking ◽  
The Impact

The purpose of this research was to analyze the impact of Non-monetary rewards on employee job performance in private banking sector of Hyderabad Pakistan. The study focused on factors such as recognition, career development, flexible working schedule (independent variables) and employee performance (dependent variable). The relationship between dependent and independent variables are empirically verified through statistical methods. The statistical tests like reliability test and multiple regression statistics were used for data analysis. Primary method was adopted for the collection of data in the form of questionnaire. Total respondents were 50 that were physically contacted. In reliability test all variables (03 independent and one dependent variable) were found reliable with good and excellent remarks. The value of Beta indicated positive relationship with dependent variable i.e. employee performance. In multiple regression analysis, independent variables recognition, career development and flexible working schedule were found insignificant.

scholarly journals MEDIATING EFFECTS OF EMPLOYEE COMMITMENT IN RELATIONSHIP BETWEEN TOXIC LEADERSHIP AND EMPLOYEES’ PERFORMANCE

2021 ◽  
Vol 9 (4) ◽  
pp. 56-64
Author(s):  
Muhammad Rahman Khan ◽  
Hamid Khan ◽  
Sajjad Ahmad Jan ◽  
Aziz Javad ◽  
Aman Ullah Khattak
Keyword(s):  
Organizational Commitment ◽  
Sample Size ◽  
Banking Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Toxic Leadership ◽  
The Relationship

Purpose of Study: The study aimed to examine the mediating effects of employee commitment in the relationship between toxic leadership and employee performance in the context of the banking sector, KP, Pakistan. The study is expected to provide significant information to existing knowledge databases about the toxic leaders, organizational commitment, and employees’ performance. Methodology of Study: The cross-sectional design was used to conduct the study by using a 5-point Likert scale through the questionnaire to collect primary data from the high-level managers of selected commercial banks located south region of KP, Pakistan. The sample of 234 employees of both public/private sector banks was taken randomly as the sample. To compute sample, Yamane (1967) formula for selecting sample from finite population: n=population (566), level of significance, e = 0.05 & n=sample size, sample size (n) = N/1+Ne2 = 566/1+566(0.05), 2 = 234. Main Findings: The results of the study revealed that the significant and positive association among the research variables, the significant impact of the predictors on the criterion variable, and the significant partial mediating role of the employee commitment in the relationship between the toxic leadership and employees’ performance. Applications of Study: The current study focuses on examining the role of toxic leadership on employee performance with mediating effect of employee commitment within the banking sector of KP, Pakistan. This study's significance lies in the banking sector, desiring to acquire sustainable competitive advantage through increased employee performance and employee commitment. Novelty/Originality of Study: The expectation that organizational commitment can improve the relationship between toxic leadership and employee performance is missed to a certain extent in the educational context that is expected to offer a new contribution to an existing database of research.

scholarly journals MANAGING THE BANK'S STAFF TURNOVER TAKING INTO ACCOUNT BEHAVIORAL CHARACTERISTICS

2020 ◽  
Vol 137 ◽  
pp. 67-73
Author(s):  
Lilia BRUSENTSOVA ◽  
◽  
Anastasia SHEINA ◽  
Anastasia MASHKOVA ◽  
◽  
...  
Keyword(s):  
Employee Turnover ◽  
Generational Differences ◽  
Banking Sector ◽  
Behavioral Characteristics ◽  
Staff Turnover ◽  
Main Attention ◽  
Personal Communications ◽  
Personnel Turnover ◽  
Expert Assessments ◽  
Generational Characteristics

This study focuses on the problem of employee turnover in the banking sector. The reasons for staff turnover are analyzed, the main attention is paid to the specifics of the labor behavior of employees of different generations. The purpose of this study is to identify the features of the Bank's personnel turnover management, taking into account generational characteristics. In accordance with the purpose of the work, the following tasks were set: to consider expert assessments of the problem of staff turnover in banks, to analyze generational differences, to conduct a study of the personnel structure in the operating offices of VTB Bank and to identify problems and features of the Bank's staff turnover management. As a result of the study the need to build the work of all elements of personnel management, taking into account generational characteristics, the balance of digitalization and personal communications, was revealed in order to increase the involvement of employees in achieving the goals of the organization.

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

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