Exploring the Nexus Between Internal Branding and Front-line Employees Performance in Indian Public Sector Banks: Serial Mediation Approach

2021 ◽  
pp. 097226292110393
Author(s):  
V. Madhusudhan Goud ◽  
Sheena
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Employee Performance ◽  
Front Line ◽  
Internal Branding ◽  
Mediation Effects ◽  
Public Sector Banks ◽  
Serial Mediation

This research investigates the underpinning mechanism stating how internal branding influences front-line employee performance. Specifically, it investigates the mediation and serial mediation effects of work engagement and job satisfaction between internal branding and organizational citizenship behaviours towards customers (OCBC) from 623 front-line employees within public sector banks of India. Results indicate that work engagement and job satisfaction fully and serially mediate between internal branding and OCBC. Job satisfaction only fully mediates the link between internal branding and OCBC. The research provides valuable insights to academicians and bank managers to adopt internal branding and leverage OCBC through work engagement and job satisfaction.

scholarly journals Impact of Job Satisfaction on Organizational Citizenship Behaviour Mediated by Organizational Commitment in Public Sector Banks

2021 ◽  
Vol 12 (5) ◽  
pp. 1609-1615
Author(s):  
Anand Karuna, Et. al.
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Organizational Effectiveness ◽  
Organizational Citizenship ◽  
Employee Performance ◽  
Job Roles ◽  
Public Sector Banks ◽  
Correlation And Regression Analysis ◽  
Bank Employees

The purpose of this paper is to investigates the extent that impact of job satisfaction on organizational citizenship behaviour mediated by organizational commitment in public sector banks. In past decades organizational citizenship behaviour developed a significant concept in the field a of management and psychology and established an inordinate transaction of consideration in the literature. Job satisfaction is an essential aspect of employee performance and success. Employees who are satisfied will go much beyond their job roles and this will improve organizational effectiveness. The sample size is 309 and data was collected from public sector bank employees through questionnaire. Correlation and regression analysis both were used to test the hypotheses in this study. All the present variables in this research were found to be expressively associated with each other.

Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alka Rai ◽  
Sunil Maheshwari
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Work Engagement ◽  
Job Characteristics ◽  
Content Type ◽  
Psychological Conditions ◽  
Mediating Role ◽  
Public Sector Banks ◽  
Organizational Engagement ◽  
Job Characteristics Model

Purpose The purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and organizational engagement of employees working with public sector banks (PSBs) in India. Design/methodology/approach Based on responses to a survey questionnaire by a sample of 622 Scale I employees of Indian PSBs, the hypothesized mediation model was tested with SPSS macro (Preacher and Hayes, 2004). Findings The testing of hypotheses established that job characteristics positively influence work engagement, organizational engagement and job satisfaction. The full mediation by work engagement between the relationships of job characteristics with job satisfaction and organizational engagement is established after the testing of mediation hypotheses. Practical implications Jobs of banks (especially in the public sector) are recommended to be enriched with more emphasis on offering employees with identifiable and significant tasks that have autonomy in decision-making and feedback. PSBs should also focus on developing a positive perception of employees toward job design, to increase their levels of job satisfaction and organizational engagement through engaging them with work. Originality/value The contribution of this study should be understood in many ways. First, the study has introduced work engagement as a mediator in the study model (between job characteristics and job satisfaction) replacing the three psychological conditions (i.e. experienced meaningfulness, experienced responsibility and knowledge of results) of job characteristics model. Further, the main contribution of this study is the exploration of the linkage between work engagement and organizational engagement. The relationship between these two forms of engagement (i.e. work and organization) has been very rarely investigated in the literature. Finally, this study has attempted to hypothesize a model proposing work engagement as a mediator between the job characteristics and organization engagement which does not seem to be studied so far.

scholarly journals Effect of Organizational Commitment, Compensation and Job Satisfaction on Employee Performance Through Organizational Citizenship Behavior In Bank BPD DIY Employees Senopati Branch Office

2021 ◽  
Vol 1 (1) ◽  
pp. 39-50
Author(s):  
Godeliva Leni Seran ◽  
Didik Subiyanto ◽  
I.Soni Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Internal Variable ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Branch Office ◽  
Positive Effect ◽  
Performance Behavior

This study aims to determine the factors that affect the performance at the BANK BPD DIY Senopati branch office. The method in this research is accidental sampling. The analytical method used is the classical assumption test, t-test and Sobel test. Based on the research results, it is known that commitment has a significant positive effect on OCB, compensation has a significant effect on OCB, and satisfaction does not affect OCB, while commitment has a significant effect on employee performance, compensation has a significant positive effect on performance, job satisfaction has no effect on performance. OCB has a positive effect on employee performance. commitment has a significant positive effect on performance with the OCB variable as an intervening variable, compensation has a significant effect on performance with OCB as an internal variable has no significant effect on performance through OCB As an intervening variable and job satisfaction It is expected that this research can be used to measure commitment, compensation, and employee satisfaction as well as OCB on employee performance behavior

She’s already busy

2015 ◽  
Vol 30 (4) ◽  
pp. 286-311 ◽  
Author(s):  
Daria C. Crawley ◽  
Jill K. Maher ◽  
Stacy Blake-Beard
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Mail Survey ◽  
Job Tenure ◽  
Content Type ◽  
Organizational Variables ◽  
Organizational Loyalty ◽  
Helping Behaviors ◽  
E Mail

Purpose – This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. Design/methodology/approach – Alumnae (n = 160) responded to an e-mail survey regarding their self-reported OCBs, job satisfaction, work engagement and several demographic and organizational variables. Findings – In this fiscal climate, organizations are challenged with fostering an environment encouraging employees to go beyond job requirements. Findings here suggest that married women who are engaged in work have the highest propensity to do this by engaging in these non-compensated, non-mandated behaviors. However, importantly, differences were found between organizational loyalty citizenship and helping behaviors. An inverse relationship was also found between job tenure and helping behaviors: an interesting result. Research limitations/implications – An important implication of the research is the dissection and examination of two sub-dimensions of OCB (i.e. organizational loyalty and helping), providing a better understanding of the dimensionality of the phenomenon and how they relate to job satisfaction and work engagement for a significant segment of the American workforce: women. Originality/value – This study examines the dimensionality of OCB (as called for by previous research) and establishes that not all OCBs can be treated equally, as antecedents vary in their predictability of OCB engagement. Further, this research investigates the relationship between individual job satisfaction components (pay, recognition and supervision) and OCBs to help clarify conflicting findings between OCB and this key workplace attitude.

scholarly journals Pengaruh Kepuasan Kerja Terhadap Kinerja Karyawan Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening

2021 ◽  
Vol 5 (1) ◽  
pp. 22
Author(s):  
Teguh Wicaksono ◽  
Muhammad Gazali
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Analysis Method ◽  
Study Population

This study aims to examine and analyze the effect of job satisfaction on organizational citizenship behavior, both on the direct and indirect effect on employees of favehotel Ahmad Yani Banjarmasin. This study uses an explanatory research method with a quantitative approach. The data analysis method used is descriptive analysis and path analysis. The study population was all employees of favehotel ahmad yani Banjarmasin and a sample of 67 respondents. The results of this study indicate that Job Satisfaction has a significant effect on Organizational Citizenship Behavior with a path coefficient value of 0.604. Organizational Citizenship Behavior has a significant effect on employee performance with a path coefficient value of 0.320. Job Satisfaction has a significant effect on Employee Performance with a path coefficient value of 0.280. Organizational Citizenship Behavior does not mediate job satisfaction on employee performance with a direct effect value that is greater than the indirect effect.

scholarly journals CONCEPTUAL MODEL OF THE CAREER PATH BETWEEN CAREER PERFORMANCE ATTRIBUTES AND EMPLOYEE PERFORMANCE IN PUBLIC SECTOR IN OMAN

2021 ◽  
pp. 69-81
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Conceptual Model ◽  
High Performance ◽  
Employee Performance ◽  
Career Path ◽  
Research Work ◽  
Job Experience ◽  
Career Performance ◽  
Ebsco Host

The aim of the present study is to review and develop a conceptual model of the relationship between career performance attributes, career path, and employee performance of the public sector in Oman. The study used online empirical recourses by the name of career performance attributes, career path, and employee performance in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review study summarized that Job satisfaction is the positive emotion result from the appraisal of job experience and fulfillment of employee needs. The study also found that job satisfaction can gain high performance whereas the dissatisfied performance of employees yields low employee performance. Moreover, the study also observed that career development and life changes have become very challenging for working women and there are numerous studies targeted towards gaining a better understanding of this issue, its consequences and the significance of these challenges. Finally, the research develops a conceptual framework that is to be followed in order to analyze the various elements and aspects. The framework has been designed by considering the various variables and their intricacies in particular relation to the subject matter of the research work in Oman and the regions.

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