The impact of gender difference between employees and their managers on employees' job satisfaction in Islamic banking sector in Kingdom of Bahrain

2019 ◽  
Vol 1 (3) ◽  
pp. 256
Author(s):  
Abdulaziz Adel Hamad Al Jar ◽  
Sameh M. Reda Reyad
Keyword(s):  
Job Satisfaction ◽  
Gender Difference ◽  
Banking Sector ◽  
Islamic Banking ◽  
The Impact

scholarly journals The Islamic Banking Sector Of Pakistan: The Impact Of Leadership Opportunities, Gender Differences, Working Conditions And Employee Performance On Job Satisfaction Of Female Employees Of The Industry

2020 ◽  
Vol 20 (2) ◽  
pp. 139-158
Author(s):  
Sobia Iqbal ◽  
Khalid Mehmood Iraqi
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Banking Sector ◽  
Employee Performance ◽  
Positive Association ◽  
Working Environment ◽  
Islamic Banking ◽  
Upper Management ◽  
Leadership Opportunities ◽  
The Impact

The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level).  The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.

scholarly journals The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho

2018 ◽  
Vol 8 (2) ◽  
pp. 16
Author(s):  
Mamofokeng Eliza Motlokoa ◽  
Lira Peter Sekantsi ◽  
Rammuso Paul Monyolo
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Blood Stream ◽  
Working Environment ◽  
Skill Gaps ◽  
Management Literature ◽  
The Impact ◽  
Self Administered Questionnaire

Human Resources Management literature regards training as the blood stream of any organization because the success of an organisation to achieve its objectives and goals heavily highly depends on its workforce. For this reason, organizations should invest in employees’ training in an effort to enhance their performance and that of an organisation. Nonetheless, some organizations regard training as unnecessary expenditure and always cut training budgets in an effort to improve their financial standing to the detriment of their employees’ welfare because that action incapacitate staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 171 employees from a population of 300 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job-satisfaction in the banking sector in Lesotho. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in Lesotho should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job-satisfaction.

scholarly journals Job Satisfaction and Organizational Commitment: Valid Predictors of Turnover Intentions

2020 ◽  
Vol 6 (4) ◽  
pp. 931-939
Author(s):  
Uzma Ashiq ◽  
Nargis Abbas ◽  
Syed Salman Hassan ◽  
Usman Riaz Mir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Economic Condition ◽  
Critical Issue ◽  
Influential Factors ◽  
Conventional Banks ◽  
The Impact ◽  
Survey Questionnaires

Human resource capital is the most strategic part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. Although employees are not much satisfied as well as committed with the organization but still they have minimal intention towards leaving the organization. Results indicated that turnover intentions of employees in banking sector of Pakistan depend on various other factors. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making implications for banks and called for an urgently inquiry about those influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment as empirical results indicate very less satisfaction and commitment of employees.

scholarly journals The Effect of Brand Experience on Customers’ Engagement Behavior within the Context of Online Brand Communities: The Impact on Intention to Forward Online Company-generated Content

2019 ◽  
Vol 11 (17) ◽  
pp. 4649 ◽  
Author(s):  
Yasin ◽  
Porcu ◽  
Liébana-Cabanillas
Keyword(s):  
Online Survey ◽  
Banking Sector ◽  
Islamic Banking ◽  
Brand Experience ◽  
Banking Services ◽  
Brand Communities ◽  
Online Branding ◽  
Online Brand Communities ◽  
The Impact

The purpose of this study is to assess the antecedent role of brand experience (BE) in the intention to forward online company-generated content (CGC) within an online Islamic banking sector. The present study analyzed 387 valid responses collected through an online survey conducted among a number of online Islamic bank customers in Palestine. The results of this study revealed that BE has a stronger influence on customers’ intention to forward online company-generated contents. This research pioneers the empirical research in Palestinian Islamic banking systems exploring the instrumental role of BE on customers’ engagement behaviors, as well as the intention to forward online CGC. In addition, this research aims to fill the existing gap in the under-researched area of the online branding of Islamic banking services.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals Impact of Employee Participation on Job Satisfaction, Employee Fairness Perception and Organizational Commitment: A Case of Nepalese Commercial Banks

2017 ◽  
Vol 8 ◽  
pp. 1-13 ◽  
Author(s):  
Achyut Gyawali
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Joint Ventures ◽  
Commercial Banks ◽  
Banking Sector ◽  
Joint Venture ◽  
Employee Participation ◽  
Fairness Perception ◽  
Public Banks ◽  
The Impact

Bank is one of the major institutions in the financial sector of any economy. Banking sector plays a vital role as a financial intermediary in the economic development of the country. Among those factors, impact of employee participation on job satisfaction, employee fairness perception and organizational commitment, is also considered as one of the most important factors that improves the performance of commercial banks. This study deals with the fundamental issues associated with the impact of employee participation on job satisfaction, employee fairness perception and organizational commitment of commercial banks of Nepal. In selecting the most reliable and representative samples, stratified sampling techniques was used. The population of the commercial banks was stratified as joint ventures, non-joint ventures and public banks. 15 commercial banks were selected as the sample. The total number of observations used for this study is 200 which include 70 observations from the joint venture banks, 110 observations from the non-joint venture banks and 20 observations from the public banks. Impact of employee participation on job satisfaction, employee fairness perception and organizational commitment have positive significant relation. Among all three determinants organizational commitment is more influenced by employee participation as it has highest correlation coefficient. Most of the surveyed employees agreed that management gives recognition for job performance and they are satisfied with the freedom in work; every employee has opportunity to get promotion in bank, and they are willing to put in a great deal of effort beyond expected in order to help the organization to be successful.The Saptagandaki Journal Vol.8 2017: 1-13

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals The impact of Fintech on Islamic banking and the collaboration model: a systematic review studies in Indonesia

2021 ◽  
Vol 9 (4) ◽  
pp. 302-312
Author(s):  
Idah Zuhroh
Keyword(s):  
Systematic Review ◽  
Financial Services ◽  
Banking Sector ◽  
Legal Aspects ◽  
Security Protocol ◽  
Islamic Banking ◽  
Islamic Banks ◽  
Registration System ◽  
Collaboration Model ◽  
The Impact

The Fintech company has raised its number significantly in Indonesia and threatened the banking sector as Islamic Banking is not the exception. Fintech can provide better financial services than Islamic Bank with its technological advantages. This research aims to observe the effect of Fintech's on Islamic banks and discover the collaboration model between Fintech and Islamic banks to improve financial services. The method was carried out by Systematic Literature Review (SLR), then analyzed using Nvivo 12 to quantify the words counted to the papers found. The result showed that there were 14 papers found to analyze in the systematic review. According to Nvivo 12 words counted result, the highest words counted was ‘services’ with 21%, followed by ‘user’ and ‘customers’ combined with 16%. Furthermore, Fintech acts as the disruptor for Islamic Banking, shown in its Return on Asset and its potential to take over the millennial customers segment. The collaboration can be done by sharing product marketing, loans, and transaction services. For the customer, big data analysis, the legal aspects, risk of human error, and data security protocol should be mitigated by tightening the registration system to minimize fraud, enhancing the internet server to prevent failure transactions, and closely cooperating with the Authority of Financial Service in Indonesia (OJK) to ensure the legal aspects are fulfilled.

scholarly journals Determining the Role of Conflict Management Strategies on Organizational Performance: A Mediating Role of Employees' Job Satisfaction

2019 ◽  
Vol 1 (1) ◽  
pp. 37-50
Author(s):  
Syeda Batool ◽  
Fiza Hayat
Keyword(s):  
Job Satisfaction ◽  
Conflict Management ◽  
Organizational Performance ◽  
Banking Sector ◽  
Management Strategies ◽  
Essential Elements ◽  
Commercial Banking ◽  
Rigorous Approach ◽  
The Impact

Conflict Management is one of the essential elements in casual and professional life for enhancing an individual's performance and to bring better results in intense organizational pressures. Although studies which explore the effect of these on job satisfaction are very few and therefore there is a need to check the impact of these form of strategies on job satisfaction. Although according to the studies each and every style of conflict management does not relate to job satisfaction and therefore the major need to associate this style with organizational performance. Thus, a quantitative study has been conducted in the commercial banking sector of Pakistan through a closed-ended questionnaire. Analysis was carried out through the help of statistical data analysis software SMART-PLS and the results of the study indicated that each and every style of conflict management does not result in job satisfaction, nor in the betterment of organizational performance. The results imply that a more rigorous approach and innovative strategies in conflict management should be devised and followed by the managers to address the conflicting issues.

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