Principles, Approaches and Methods of Value System and Job Performance of Lorestan Bank Employees

2018 ◽  
Vol 2 (3) ◽  
pp. 1-12
Author(s):  
Alireza Aghighi ◽  
Behzad Zarean Morad Abadi
Keyword(s):  
Job Performance ◽  
Value System ◽  
Bank Employees

scholarly journals Perception on ethical climate and individual job performance of bank employees

2017 ◽  
Vol 24 (04) ◽  
pp. 85-98
Author(s):  
Yến Hoàng Hải
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Ethical Climate ◽  
Individual Performance ◽  
Equation Modeling ◽  
Research Model ◽  
Ethical Environment ◽  
Ethical Climates ◽  
Bank Employees ◽  
State Capital

This study investigates the impacts of various organizational ethical climates (egoism, principle, benevolence) on individual performance of bank employees. The research is conducted on the sample consisting of employees working in the commercial banks with less than 50% of state capital in Vietnam. The total of 364 valid complete questionnaires are input into SPSS database for processing. The research model and hypotheses are tested using the technique of Structural Equation Modeling. The research results show that different perceptions on organization ethical environment would lead to different individual performance. When the employee perceives his/her ethical environment as Eegoism, productivity, quality, and work efficiency would be significantly higher than those of the environments of benevolence. No impact, however, is identified of principle ethical environment on employees’ performance.

scholarly journals Job rotation, job performance, organizational commitment: An empirical study on bank employees

2014 ◽  
Vol 1 (3) ◽  
pp. 10-13 ◽  
Author(s):  
Faisal Khan ◽  
Amran Md Rasli ◽  
Rosman Md Yusoff ◽  
Tariq Ahmed ◽  
Abid ur Rehman ◽  
...  
Keyword(s):  
Social Sciences ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Negative Relationship ◽  
Future Research ◽  
Job Rotation ◽  
Study Results ◽  
Bank Employees ◽  
The Relationship

The aim of the study is to investigate the relationship and effect of  job variables rotation, job performance and organizational commitment among the employees working in banking sector in Pakistan. Self-administrated questionnaire was distributed by selecting a convenient sampling the data collected were 435 from the employees in the banks. The data were analyzed with the help of Statistical Package of Social Sciences (SPSS). The findings of the study revealed that a positive relationship was found between job rotation, job performance and organizational commitment among the employees, whereas negative relationship was found between job performance and organizational commitment. The study results are useful for the bankers, employees’ and managers. The study also provided the limitations and recommendations for future research.

scholarly journals Pengaruh Self-esteem dan Psychological Well Being terhadap Job Performance melalui Work Engagement pada Pegawai Bank di Kota Surabaya

2021 ◽  
Vol 9 (1) ◽  
pp. 42
Author(s):  
Firdha Amalia ◽  
Budiono Budiono
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Indirect Effect ◽  
Structural Equation ◽  
Sampling Technique ◽  
Well Being ◽  
Self Esteem ◽  
Psychological Well Being ◽  
Bank Employees ◽  
Positive Effect

This study aims to study the effect of and psychological well-being on job performance through work involvement in bank employees in Surabaya. This study uses a type of causality research that uses quantitative. Sampling technique using accidental sampling. Amount of respondents is 81 bank employees in Surabaya. The statistical analysis in this study is used the Structural Equation Model (SEM) with the help of Smart PLS 3.2.9 software. The results showed that Self-esteem was not a significant positive effect on job performance. Self-esteem has a positive and significant effect on work engagement. The psychological well being did not have a positive effect on job performance. Psychological well being has a positive and significant effect on work engagement; work engagement has a positive and significant effect on job performance, has an indirect effect on job performance through work engagement, psychological well being has an indirect effect on job performance through work engagement.

The effects of organization mission fulfillment and perceived organizational support on job performance

2016 ◽  
Vol 34 (3) ◽  
pp. 368-387 ◽  
Author(s):  
Osman M Karatepe ◽  
Mehmet Aga
Keyword(s):  
Job Performance ◽  
Conceptual Model ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Performance Outcomes ◽  
Retail Banking ◽  
Equation Modeling ◽  
Content Type ◽  
Bank Employees ◽  
Mission Fulfillment

Purpose – Drawing from Bagozzi’s (1992) reformulation of attitude theory, the purpose of this paper is to propose and test a conceptual model that links organization mission fulfillment (OMF) and perceived organizational support (POS) to job performance (JP) via work engagement (WE). Design/methodology/approach – Data gathered from frontline bank employees with a time lag of two weeks and their supervisors in Northern Cyprus were utilized to test the aforementioned relationships. Findings – The results from structural equation modeling suggest that OMF and POS foster WE. WE in turn stimulates employees’ JP. In short, WE fully mediates the effects of OMF and POS on JP. Research limitations/implications – Incorporating creative performance into the conceptual model would shed further light on WE as a mediator of the effects of OMF and POS on various performance outcomes. Gathering data from frontline bank employees in similar islands would allow conducting a cross-national study. Practical implications – Management of banks can organize workshops where frontline employees can contribute to the preparation of the mission statement. Employees making such contribution will display elevated levels of WE, because they contribute to something which is significant and meaningful. Management should also use selective staffing procedures to hire individuals who are customer oriented and therefore feel energetic and dedicated and are engrossed in their work. Originality/value – This study contributes to the current knowledge base by linking OMF and POS to JP via WE in frontline service jobs in the retail banking industry.

scholarly journals Effect of Demography Factor and Employee Engagement to Organizational Commitment

ANALITIKA ◽  
2018 ◽  
Vol 10 (1) ◽  
pp. 54
Author(s):  
Nida Hasanati
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Analytical Technique ◽  
Utrecht Work Engagement Scale ◽  
Bank Employees ◽  
Turn Over

<p align="center">Organizational Commitment is important topic  of organizational behavior, as it can affect job satisfaction, organizational citizenship,  turn over, and job performance  . The purpose of this study is to examine the effect of demographic factors (gender,years of experience ) and employee engagement  to organizational commitment . This study used  bank employees as many as 200 people, research instrumentuse Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES-17). Analytical technique is use multiple regression and T- test. The result of analysis shows that demography factor and employee engagement simultaneously effect organizational commitment, besides it found that  between male and female organizational commitment employees is not different.</p>

scholarly journals Assessing the Impact of Training on Employees’ Performance in Commercial Banks in Urban Lahore

2013 ◽  
Vol 2 (1) ◽  
pp. 95-109
Author(s):  
Anam Tahir ◽  
Sumaira Sajjad
Keyword(s):  
Human Resources ◽  
Job Performance ◽  
Training Programs ◽  
Employee Performance ◽  
Employee Productivity ◽  
Specific Skill ◽  
Key Variables ◽  
Bank Employees ◽  
Host Organization ◽  
The Impact

Training helps meet specific skill deficits in employees’ performance. Successful organizations and managers realize the importance of human resources; trained human resources are key to maintaining a competitive advantage in today’s constantly changing global environment. An efficiently implemented training program leads to better employee performance. This study aims to test for important training-related variables that significantly affect the performance of bank employees in urban Lahore. Using earlier studies on training and job performance, we identify key variables and analyze them through a questionnaire-based survey carried out among 75 local consumer bank employees at various managerial levels. It is evident from our findings that a proper needs assessment, the extent of a training program’s effectiveness, investment by the host organization, and the provision of training programs all significantly affect employees’ job performance. This study provides managers with an insight into important aspects of designing training programs to ensure higher employee productivity.

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