The Relationship Between Role Conflict As Internal Barrier And Career Advancement Among Women In Banking Sector

This research investigates how an understudied personal resource (exhibitionism) might positively connect with peer-oriented helping behavior, as well as how this connection might be invigorated by four pertinent contextual resources: two resources that speak to beliefs about fair organizational treatment (informational justice and procedural justice) and two resources that capture how employees feel about their work functioning (job satisfaction and organizational commitment). Two-wave survey data collected among banking sector employees reveal that their desire to be the center of attention is associated with an enhanced propensity to extend help to other organizational peers, voluntarily. This process also is more likely when employees (1) believe that organizational authorities provide them with sufficient information, (2) perceive organizational procedures as fair, (3) feel happy with their current job situation, and (4) experience a strong emotional bond with their employer. JEL Classification: M50

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BANK PROFITABILITY AND MACROECONOMY: EVIDENCE FROM LITHUANIA

Technological and Economic Development of Economy ◽

10.3846/20294913.2016.1213192 ◽

2017 ◽

Vol 24 (2) ◽

pp. 383-405 ◽

Cited By ~ 1

Author(s):

Laurynas NARUŠEVIČIUS

Keyword(s):

Banking Sector ◽

Short Term ◽

Empirical Examination ◽

Bank Profitability ◽

Pooled Mean Group ◽

Real Gdp ◽

Income Statement ◽

Main Determinants ◽

The Relationship

The purpose of this paper is to investigate the relationship between profitability of the Lithuanian banking sector and its internal and external determinants. We use the panel error correction model to assess long-term and short-term determinants of items from bank income statements (net interest income, net fee and commission income and operating expenses). The results of the pooled mean group estimator show that bank size and real GDP are the main determinants in the long-term. Meanwhile, empirical examination suggests various variables as short-term determinants of income statement items. The pooled mean group estimation technique and the analysis of separate income statement items enable us to have a better insight into the Lithuanian banking sector and determinants of its revenue and expenses.

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The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v2i3.2286 ◽

2012 ◽

Vol 2 (3) ◽

pp. 172 ◽

Cited By ~ 12

Author(s):

Masoodul Hassan ◽

Ammara Akram ◽

Sana Naz

Keyword(s):

Organizational Behavior ◽

Turnover Intention ◽

Banking Sector ◽

Negative Relationship ◽

Psychological Climate ◽

Job Fit ◽

Mediating Role ◽

Person Organization Fit ◽

The Impact ◽

The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

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Merton-type default risk and financial performance: the dynamic panel moderation of firm size

Journal of Economic and Administrative Sciences ◽

10.1108/jeas-09-2021-0181 ◽

2022 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Muhammad Mushafiq ◽

Syed Ahmad Sami ◽

Muhammad Khalid Sohail ◽

Muzammal Ilyas Sindhu

Keyword(s):

Financial Performance ◽

Firm Size ◽

Default Risk ◽

Banking Sector ◽

Generalized Method Of Moments ◽

Dynamic Panel Data ◽

Dynamic Panel ◽

Content Type ◽

Nonfinancial Firms ◽

The Relationship

PurposeThe main purpose of this study is to evaluate the probability of default and examine the relationship between default risk and financial performance, with dynamic panel moderation of firm size.Design/methodology/approachThis study utilizes a total of 1,500 firm-year observations from 2013 to 2018 using dynamic panel data approach of generalized method of moments to test the relationship between default risk and financial performance with the moderation effect of the firm size.FindingsThis study establishes the findings that default risk significantly impacts the financial performance. The relationship between distance-to-default (DD) and financial performance is positive, which means the relationship of the independent and dependent variable is inverse. Moreover, this study finds that the firm size is a significant positive moderator between DD and financial performance.Practical implicationsThis study provides new and useful insight into the literature on the relationship between default risk and financial performance. The results of this study provide investors and businesses related to nonfinancial firms in the Pakistan Stock Exchange (PSX) with significant default risk's impact on performance. This study finds, on average, the default probability in KSE ALL indexed companies is 6.12%.Originality/valueThe evidence of the default risk and financial performance on samples of nonfinancial firms has been minimal; mainly, it has been limited to the banking sector. Moreover, the existing studies have only catered the direct effect of only. This study fills that gap and evaluates this relationship in nonfinancial firms. This study also helps in the evaluation of Merton model's performance in the nonfinancial firms.

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The Divergent Mental Health Effects of Dashed Expectations and Unfulfilled Aspirations: Evidence from American Lawyers’ Careers

Social Psychology Quarterly ◽

10.1177/01902725211045024 ◽

2021 ◽

pp. 019027252110450

Author(s):

Ioana Sendroiu ◽

Laura Upenieks ◽

Markus Schafer

Keyword(s):

Mental Health ◽

Longitudinal Data ◽

Health Outcomes ◽

Career Advancement ◽

Similar Relationship ◽

Conceptual Distinction ◽

Future Orientations ◽

Considerable Work ◽

Mental Health Effects ◽

The Relationship

Considerable work has shown that optimistic future orientations can be a resource for resilience across individuals’ lives. At the same time, research has shown little downside to “shooting for the stars” and failing. Here, we bring these competing insights to the study of lawyers’ careers, investigating the relationship between mental health and failure in achieving desired career advancement. To do this, we differentiate between expectations and aspirations for the future, a conceptual distinction that has been much theorized but little tested. Using longitudinal data, we show that dashed expectations of making partner are associated with depreciated mental health outcomes, whereas a similar relationship does not exist for unfulfilled aspirations. We conclude that inasmuch as expectations are more deeply rooted in an individual’s realistic sense of their future self, failing to achieve what is expected is more psychologically damaging than failing to achieve what is simply aspired. Our findings contrast with studies of younger people that demonstrate fewer consequences for unfulfilled future orientations, and so we highlight the importance of specifying how particular future-oriented beliefs fit into distinct career and life course trajectories, for better or for worse. In the process, we contribute to the academic literatures on future orientations, work, and mental health.

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The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i1.12495 ◽

2018 ◽

Vol 8 (1) ◽

pp. 217

Author(s):

Choi Sang Long ◽

Goh Chin Fei ◽

Uti Charles Amechi ◽

Tan Owee Kowang

Keyword(s):

Organizational Performance ◽

Role Model ◽

Banking Sector ◽

Quantitative Approach ◽

South West ◽

Hr Role ◽

The Relationship ◽

Hr Competencies

This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to organizational performance.

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The Influence of Financial Development on R&D Activity: Cross-Country Evidence

Review of Pacific Basin Financial Markets and Policies ◽

10.1142/s0219091510001998 ◽

2010 ◽

Vol 13 (03) ◽

pp. 381-401 ◽

Cited By ~ 7

Author(s):

Young-Soon Hwang ◽

Hong-Ghi Min ◽

Seung-Hun Han

Keyword(s):

Stock Market ◽

Banking Sector ◽

Finance Industry ◽

Turnover Ratio ◽

Environment Variables ◽

Financial Quality ◽

Efficient Resource ◽

Cross Country ◽

The Relationship ◽

Financial Environment

The financial environment affects the level of R&D activity of a country. Using the proxy measures of macroeconomic financial environment variables, we show that cross-country differences in R&D activity, including expenditures, researchers, and patents etc., are correlated with the stock market turnover ratio. In particular, we found that the relationship was in direct relation to R&D expenditures or the number of researchers but indirect in relation to R&D outputs such as patents. These results imply that finance structure of an economy could enhance R&D activity through providing efficient resource allocation function. Other proxy measures of the financial environment such as banking sector size or stock market capitalization are not found to be significant. The size of the finance industry does not seem to change the national portfolio toward more high-risk innovative sectors. Financial quality, not size, determines the level of R&D intensity.

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Exploring relationships among ethical climate types and organizational commitment

Journal of Indian Business Research ◽

10.1108/jibr-02-2015-0022 ◽

2017 ◽

Vol 9 (1) ◽

pp. 20-40 ◽

Cited By ~ 5

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.

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Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

International Journal of Learning and Development ◽

10.5296/ijld.v2i4.2077 ◽

2012 ◽

Vol 2 (4) ◽

pp. 146 ◽

Cited By ~ 1

Author(s):

Maryam Saeed Hashmi ◽

Dr. Imran Haider Naqvi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Banking Sector ◽

Theory And Practice ◽

Descriptive Statistics ◽

Sample Characteristics ◽

Intrinsic Job Satisfaction ◽

The Relationship ◽

Positive Effect

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization. Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment

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THE RELATIONSHIP BETWEEN CUSTOMER SATISFACTION AND INTERNAL SERVICE QUALITY FROM AN INTERNAL MARKETING PERSPECTIVE AND AN APPLICATION IN THE BANKING SECTOR

International Journal of Research -GRANTHAALAYAH ◽

10.29121/granthaalayah.v4.i2.2016.2826 ◽

2016 ◽

Vol 4 (2) ◽

pp. 159-178

Author(s):

Özlen Onurlu ◽

Suna Karataş

Keyword(s):

Customer Satisfaction ◽

Competitive Advantage ◽

Employee Satisfaction ◽

Banking Sector ◽

Internal Marketing ◽

Competitive Environment ◽

Long Run ◽

Marketing Activities ◽

The Relationship

In a highly competitive environment, the meeting of customer demands and expectations in an effective way is highly crucial for companies that want to have a competitive advantage and to keep on existing in the long run. The main objective of companies is making profit in a sustainable way and this is possible by assuring customer satisfaction. The quality of the services that companies offer their customers is closely related with the performance of the employees. This has made it necessary that marketing activities for employee satisfaction be developed prior to customer satisfaction. Feeling more motivated, workers start working more eagerly as a result of these marketing activities which are called internal marketing. So, companies make their profitability sustainable by means of keeping their customers satisfied and loyal. The aim of this paper is to investigate the relationship between internal marketing activities applied to employees and employee motivations.

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