Job related stress and job satisfaction: a comparative study among bank employees

2015 ◽  
Vol 34 (3) ◽  
pp. 316-329 ◽  
Author(s):  
Elizabeth George ◽  
Zakkariya K.A.
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Service Sector ◽  
Banking Sector ◽  
Service Industry ◽  
Content Type ◽  
Related Stress ◽  
Job Related Stress ◽  
New Generation

Purpose – The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors. Design/methodology/approach – Questionnaire were administered to 337 employees from various banks belonging to private sector, public sector and new generation banks. One way ANOVA was conducted to find out whether job satisfaction and job relates stress varied on the basis of three different sectors of banks. Further post hoc test was conducted to find out which sector differs significantly. Findings – Results indicated that employees of different sectors of bank had different level of job satisfaction and job-related stress. Further it was revealed that public sector banks have lower job-related stress when compared to private sector banks and new generation banks; and higher job satisfaction when compared to new generation banks. Practical implications – With the rapid developments and competition in banks, measures should be taken in private sector banks and new generations banks to reduce job-related stress and enhance job satisfaction level of employees. This may also result in increased quality of services and reduced labour turnover in banks. Originality/value – The study is original and empirical in nature. It shows that the job satisfaction and job-related stress differ among employees of different groups of banks in the banking sector. If banking sector is considered as a true representative of the service sector, the results of this study has wider implication in the service industry as a whole.

Exploring the links between ethical leadership, customer orientation and employee outcomes in the context of retailing

2015 ◽  
Vol 53 (7) ◽  
pp. 1642-1658 ◽  
Author(s):  
Arto Lindblom ◽  
Sami Kajalo ◽  
Lasse Mitronen
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Service Management ◽  
Turnover Intentions ◽  
Customer Orientation ◽  
Content Type ◽  
Frontline Employee ◽  
Employee Job Satisfaction ◽  
Related Stress ◽  
Job Related Stress

Purpose – In the increasingly competitive retail environment, retailers’ ability to elevate frontline employees’ customer orientation (CO) can make the difference between the success and failure of their stores. However, the question of how to enhance employee CO is a tricky one. It has been stated that employee CO is a stable work value or disposition that is consistent over time, and therefore, difficult to manage. However, one factor that might be an important driver of employee CO is the retailers’ ethical leadership behaviour. Accordingly, the purpose of this paper is to focus on exploring the links between retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Design/methodology/approach – For the purpose of this study, the authors develop five hypotheses about the retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Using structural equation modelling, the authors test the hypotheses using a sample of 208 respondents from the Finnish retail industry. Findings – As a first important contribution, the findings of the present study indicate that frontline employee perceptions of their retailer’s ethical leadership are strongly linked to employee CO. As a second contribution, our results suggest that employee CO is positively related to job satisfaction. As a third contribution, this study shows that frontline employee job satisfaction is negatively related to their turnover intentions. Originality/value – This study contributes to service management and retail marketing literature by broadening the current understanding of the links between the ethical leadership of retailers, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions.

Segment reporting in a developing economy: the Indian banking sector

2017 ◽  
Vol 25 (1) ◽  
pp. 127-147 ◽  
Author(s):  
Jacqueline Birt ◽  
Mahesh Joshi ◽  
Michael Kend
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Banking Sector ◽  
Value Relevance ◽  
Emerging Market ◽  
Developing Economy ◽  
Content Type ◽  
Share Prices ◽  
Segment Reporting ◽  
Public Sector Banks

Purpose The purpose of this paper is to investigate the value relevance of segment information for both public and private sector banks in India. In doing so, this paper examines a rapidly developing economy and perhaps its most critical sector during this period of strong economic growth. Design/methodology/approach In this study uses the simplified Ohlson model, for a sample of 136 private sector and public sector banks for the period 2007-2010 in India. Findings The paper finds that public sector banks have higher share prices, higher earnings and more equity compared with private sector banks. Segment earnings data is highly value relevant for both sectors; however, segment equity data is only marginally value relevant for Indian banks. The number of segments is also value relevant and associated with higher share prices. Originality/value The results of this study contribute additional evidence to the literature on segment reporting by studying the effect of adoption of segment reporting in an emerging market. Findings from the paper are particularly relevant as India is currently in the process of changing its segment reporting requirements and moving to an IFRS-based segment standard.

Measuring the performance efficiency of banks in a developing economy

2018 ◽  
Vol 25 (2) ◽  
pp. 575-606 ◽  
Author(s):  
Sashank Chaluvadi ◽  
Rakesh Raut ◽  
Bhaskar B. Gardas
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Banking Sector ◽  
Data Envelopment ◽  
Content Type ◽  
The Public ◽  
Public Sector Banks ◽  
Quality Category ◽  
Indian Banks

Purpose The purpose of this paper is to measure and evaluate the performance efficiency of 44 Indian commercial banks, out of which 26 banks belong to the public sector, and 18 banks are from the private sector for the period of 2008-2013. Design/methodology/approach The two-stage network data envelopment analysis (DEA) approach (i.e. variable return to scale and constant return to scale) is used for the measurement of performance in the Indian banking sector. To verify the robustness of the proposed study, sensitivity analysis is also performed. Findings A comparative study between public sector banks (PSBs) and private sector banks (PVBs) showed that latter being more productive compared to the former. The investigation highlighted that two banks are most efficient among the PSBs, and eight banks from PVBs are found to be most effective. On the other side, the performance of State Bank of Bikaner & Jaipur and Lakshmi Vilas Bank is discovered to be less significant from PSB and PVB category, respectively. Research limitations/implications This study will guide the Indian banks to improve upon the factors in which they are lagging, for the improvement of their overall performance. The quality category parameters, i.e. quality of service, quality of equipment, are not considered due to unavailability of information in the output measures, and the methodology used for the study does not identify the causes or remedies for the inefficiency of the banks. Originality/value The developed DEA model would help the decision maker to take decisions on the issues related to the performance of the banks. This paper discusses very practical issues in an analytic manner.

Job satisfaction among senior managers and employees

2018 ◽  
Vol 31 (2) ◽  
pp. 410-425
Author(s):  
Jose Manuel Lasierra
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Public Employees ◽  
Senior Managers ◽  
Content Type ◽  
The Public ◽  
Public Managers ◽  
Public Sector Managers ◽  
Private Management

Purpose Using selected personal and job-related variables, the purpose of this paper is to analyse job satisfaction among public sector senior managers and employees and then compare both cohorts with private-sector managers and employees. Design/methodology/approach The authors apply a General Linear Univariate Model with interactions that allows us to detect the influence of the independent variables based on the baseline reference value. Findings Results indicate that public employees differ considerably from employees in the private sector, while public sector managers’ behaviour and preferences are very similar to those of private-sector managers. Research limitations/implications One main conclusion is that the management function of senior managers is basically the same, whether they are in the public or private sectors, and, thus, private management techniques, such as new public management (NPM), can be applied to the public sector. The main shortcoming of the study is that a qualitative analysis does not allow us to observe the impact of ethical aspects that could guide value-oriented management. Practical implications Difficulties in management by public-sector managers may arise from public employees’ perceptions regarding the application of private management practices. Social implications High job-satisfaction ratings by public managers may indicate that, in spite of their lower wages compared to the private sector, there is no reason to conclude that a suboptimal staffing of public managers might occur that would jeopardise public services. Originality/value The authors are unaware of precedents that analyse differences between the public and private sectors in comparing employees and senior managers. Uniquely, the authors use a very large sample to draw conclusions. This paper can guide public senior managers who work in public administration.

scholarly journals Does privatization of public sector banks affect stock prices? An event study approach on the Indian banking sector stocks

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Varun Kumar Rai ◽  
Dharen Kumar Pandey
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Event Study ◽  
Banking Sector ◽  
Abnormal Returns ◽  
Content Type ◽  
Public Sector Banks ◽  
Study Methodology ◽  
Statistical Results ◽  
Event Study Methodology

PurposeWith a sample of 22 banks, this study examines the significance of the news contents about the privatization of two public sector banks in India. New information does impact the stock markets. This study provides evidence on how the privatization of public sector banks impacted the returns of the Indian banking sector.Design/methodology/approachThis study employs the standard event study methodology with the market model for estimating the normal returns.FindingsThe statistical results indicate that while the private sector banks experienced positive average abnormal returns on the event day, the cumulative effect of the announcement is negatively significant for both private and public sector banks. The statistical results also provide evidence of information leakage, with significant results before the announcement date. The shorter event windows analysis exhibits significant positive returns in the 5-days [−2, +2] window for the private sector banks and the entire sample, signifying a positive short-term impact on the private sector banks.Originality/valueThe event study literature captures the impacts of many events. However, to the best of our knowledge, the impacts of the privatization of the Indian public sector banks have never been examined using the event study methodology. Hence, this study anticipates being the first-ever study to fill this gap and extend the available literature in finance. In addition, although we provide Indian evidence, future studies may be oriented to capture cross-country impacts.

Trust, job satisfaction, perceived organizational performance and turnover intention

2017 ◽  
Vol 39 (7) ◽  
pp. 1148-1167 ◽  
Author(s):  
Rachid Zeffane ◽  
Shaker Jamal Bani Melhem
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Future Research ◽  
Public And Private ◽  
Content Type ◽  
Public Sector Employees ◽  
The Impact

Purpose The purpose of this paper is to examine and compare the differential impacts of job satisfaction (JS), trust (T), and perceived organizational performance (POP) on turnover intention (TI) in public and private sector organizations. Design/methodology/approach Draws on a sample of 311 employees from the service sector (129 public and 182 private) in the United Arab Emirates’ (UAE). The main concepts utilized in the study are borrowed from previous research and further tested for validity and reliability. Four main hypotheses are explored. Findings In support of previous research, statistical analysis (t-test) revealed that public sector employees tend to be more satisfied, more trusting, and have less intention to leave their organization. Regression analysis revealed that public sector employees’ TI are most significantly affected by their perceptions of the performance of their organization, with JS, work experience (WE) and education (Ed) also having significant effects. In contrast, private sector employees’ TI was most significantly affected by JS and feelings of trust (T). Research limitations/implications Although very useful, the present study is limited in scope and therefore suffers from some limitations. The sample only includes employees from UAE organizations operating in education, some government institutions and the financial sector. Future research might consider including employees the health sector and other public organizations such as the immigration/police departments which play important strategic roles in the UAE economy. Also, future research might consider extending the scope of the study to include institutions in similar neighboring countries in the region, such as Qatar and Kuwait. Practical implications The findings of this study points to the relative importance of trust, JS and perceived organizational performance in affecting TI in public and private sectors. These can be considered as indicators to assist managers in these sectors to better manage/minimize TIs. In particular, the findings indicate that managers in general (and UAE public sector managers in particular) need to monitor and better manage not only their employees’ JS but also perceptions of the overall performance of the organization. Originality/value While research on the influence of JS on TI in both of these sectors has been abundant over the years, studies examining the impact of trust and perceptions of organizational performance remain few and are largely lacking. Also, studies on turnover in the UAE (and particularly those comparing public and private sectors) remain largely lacking. This study and its findings fill this gap and provide some insights on the differential impact of trust, JS and perceived organizational performance on employee TIs in public-private sectors, particularly in the UAE context.

Relationship between CSR motivations and corporate social performance: a study in the power industry in India

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Moumita Acharyya ◽  
Tanuja Agarwala
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Power Sector ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Self Interest ◽  
Public And Private Sector

PurposeThe paper aims to understand the different motivations / reasons for engaging in CSR initiatives by the organizations. In addition, the study also examines the relationship between CSR motivations and corporate social performance (CSP).Design/methodology/approachThe data were collected from two power sector organizations: one was a private sector firm and the other was a public sector firm. A comparative analysis of the variables with respect to private and public sector organizations was conducted. A questionnaire survey was administered among 370 employees working in the power sector, with 199 executives from public sector and 171 from private sector.Findings“Philanthropic” motivation emerged as the most dominant CSR motivation among both the public and private sector firms. The private sector firm was found to be significantly higher with respect to “philanthropic”, “enlightened self-interest” and “normative” CSR motivations when compared with the public sector firms. Findings suggest that public and private sector firms differed significantly on four CSR motivations, namely, “philanthropic”, “enlightened self-interest”, “normative” and “coercive”. The CSP score was significantly different among the two power sector firms of public and private sectors. The private sector firm had a higher CSP level than the public sector undertaking.Research limitations/implicationsFurther studies in the domain need to address differences in CSR motivations and CSP across other sectors to understand the role of industry characteristics in influencing social development targets of organizations. Research also needs to focus on demonstrating the relationship between CSP and financial performance of the firms. Further, the HR outcomes of CSR initiatives and measurement of CSP indicators, such as attracting and retaining talent, employee commitment and organizational climate factors, need to be assessed.Originality/valueThe social issues are now directly linked with the business model to ensure consistency and community development. The results reveal a need for “enlightened self-interest” which is the second dominant CSR motivation among the organizations. The study makes a novel contribution by determining that competitive and coercive motivations are not functional as part of organizational CSR strategy. CSR can never be forced as the very idea is to do social good. Eventually, the CSR approach demands a commitment from within. The organizations need to emphasize more voluntary engagement of employees and go beyond statutory requirements for realizing the true CSR benefits.

Is innovation behavior congenital? Enhancing job satisfaction as a moderator

2014 ◽  
Vol 43 (2) ◽  
pp. 288-302 ◽  
Author(s):  
Han-Jen Niu
Keyword(s):  
Job Satisfaction ◽  
Service Industry ◽  
Total Sample ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge Based Economy ◽  
Individual Innovative Behavior ◽  
Business Competitiveness

Purpose – In the age of the knowledge-based economy, innovation has become a significant factor in business competitiveness. The purpose of this paper is to explore the moderating effect of job satisfaction on the relationship between personality and employees' individual innovative behavior in the service industry. Design/methodology/approach – The object of this research is the employee in service industry in Taiwan. A total sample of 626 employees in five service industry categories was taken in Taiwan's service industry. The descriptive statistical analyses and hierarchical regression were adopted. Findings – The results show that job satisfaction positively affects individual innovative behavior, and also has moderating effect on personality traits and innovative behavior. Originality/value – Innovative behavior is not only congenital, that can be stimulated by job satisfaction.

Leveraging business intelligence systems to enhance management control and business process performance in the public sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohamed Z. Elbashir ◽  
Steve G. Sutton ◽  
Vicky Arnold ◽  
Philip A. Collier
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Performance Measurement ◽  
Knowledge Creation ◽  
New Technologies ◽  
Top Management ◽  
Process Performance ◽  
Content Type ◽  
The Public ◽  
Public Sector Organizations

Purpose Recent research and policy reports indicate public sector organizations struggle to leverage information technology-based performance measurement systems and fail to effectively evaluate performance beyond financial metrics. This study aims to focus on organizational factors that influence the assimilation of business intelligence (BI) systems into integrated management control systems and the corollary impact on improving business process performance within public sector organizations. Design/methodology/approach The complete Australian client list was acquired from a leading BI vendor; and the authors surveyed all public sector organizations, receiving 226 individual responses representing 160 public sector organizations in Australia. Using latent construct measurement, structural equation modeling (SEM)-partial least squares is used to test the theoretical model. Findings When top management promotes knowledge creation among the organization’s operational level employees and support their activities with strong BI infrastructure, the same knowledge and infrastructure capabilities that are critical to assimilation in private sector hold in the public sector. However, public sector organizations generally have difficulty retaining staff with expertise in new technologies and attracting new innovative staff that can leverage smart systems to effect major change in performance measurement. When top management effectively manages knowledge importation from external entities to counteract deficiencies, public sector organizations effectively assimilate BI knowledge into performance measurement yielding strong process performance. Research limitations/implications When top management promotes knowledge creation among the organization’s operational level employees and support their activities with strong BI infrastructure, the same knowledge and infrastructure capabilities critical to assimilation in the private sector hold in the public sector. However, public sector organizations generally have difficulty retaining staff with expertise in new technologies and attracting new innovative staff that can leverage smart systems to effect major change in performance measurement. The research extends the theory behind organizational absorptive capacity by highlighting how knowledge importation can be used as an external source facilitating internal knowledge creation. This collaborative knowledge creation leads to affective assimilation of BI technologies and associated performance gains. Practical implications The results provide guidance to public sector organizations that struggle to measure and validate service outcomes under New Public Management regulations and mandates. Originality/value The results reveal that consistent with the philosophies behind New Public Management strategies, private sector measures for increasing organizational absorptive capacity can be applied in the public sector. However, knowledge importation appears to be a major catalyst in the public sector where the resources to retain skilled professionals with an ability to leverage contemporary technologies into service performance are often very limited. Top management team knowledge and skills are critical to effectively leveraging these internal and external knowledge creation mechanisms.

Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Employee Performance ◽  
Intention To Leave ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Significant Difference ◽  
Set Up ◽  
The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

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