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 INFLUENCE OF PROACTIVE PERSONALITY ON JOB PERFORMANCE OF BANK EMPLOYEES IN PAKISTAN: WORK ENGAGEMENT AS A MEDIATOR

2021 ◽  
Vol 29 (No.1) ◽  
pp. 83-108
Author(s):  
Munazza Zahra ◽  
Daisy Mui Hung Kee
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Banking Sector ◽  
Proactive Personality ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Study Results ◽  
Personality And Job Performance ◽  
Bank Employees ◽  
The Relationship

The purpose of this study was to determine whether the proactive personality of Pakistani bank employees influenced their job performance. With the awareness of the importance of job performance in the banking sector of Pakistan, researchers also examined the mediating role of work engagement in the relationship between proactive personality and job performance. A total of 315 responses were obtained from officers to test the relationship between proactive personality and job performance, and to examine the mechanism via work engagement. The researchers analyzed respondents’ demographic profiles in SPSS version 23 and developed several hypotheses through structural equation modelling technique which were tested in SmartPLS version 3. The findings of the study showed a significant positive relationship between proactive personality and the three dimensions of job performance: task performance, individual- directed citizenship behavior (OCBI), and organizational-directed citizenship behavior (OCBO). The study results also supported the main hypothesis that work engagement mediated the relationship between proactive personality and job performance. The findings of the study present a few useful insights to the HR department and policymakers in the banking sector. Proactive personality should be considered as one of the necessary dispositions to be evaluated in hiring decisions. Bank management should devote more attention on the work engagement of employees and its related factors to boost employees’ performance at work.

scholarly journals The Supervisor’s Support For Silence And The Organizational Commitment: The Mediating Role Of Organizational Silence Behavior

2020 ◽  
Vol 5 (2) ◽  
Author(s):  
Adel R. M. Rayan ◽  
Nadia A. M. Ali ◽  
Mostafa S. K. Abdel Moneim
Keyword(s):  
Organizational Commitment ◽  
Structural Model ◽  
Negative Relationship ◽  
Theoretical Data ◽  
Supervisor Support ◽  
Future Research ◽  
Organizational Silence ◽  
Managerial Implications ◽  
The Relationship

The aim of this study was to test the relationship between supervisor support for silence and organizational commitment, as well as testing the relationship between supervisor support for silence and organizational silence behavior.  The study also aimed to identify the relationship between organizational silence behavior and organizational commitment, as well as the test of the mediation role of silence behavior in the relationship between supervisor support for silence and organizational commitment. The study was applied to a sample of (365) employees from Assiut university in Egypt.  The current study used Brinsfield (2009) scale to measure the supervisor support for silence, and organizational silence behavior which was prepared based on several studies (Morrison & Obligation either, Melliken; 2000; Pinder & Harlos, 2001;  Vakola & Buradas, 2005) where the organizational commitment was measured by Morrow (1983).   Data analyzed using the SPSS program Data, as well as the AMOS program to test the quality of compatibility between data collected and theoretical data, and the structural model to test the hypotheses of the study. The study found that there is a negative relationship between the supervisor's support for silence and the organizational commitment. There is a positive correlation between supervisor support for silence and organizational silence behavior and a negative relationship between the behavior of organizational silence and organizational commitment. The study also found that the Organizational Silence behavior mediated the relationship between Supervisor’s support for silence and the Organizational Commitment.  Directions for managerial implications are recommended to Assiut University. The study ended with the limitations and avenues for future research. 

scholarly journals The Relationship of Employee Engagement, Organizational Commitment and Organizational Citizenship Behavior

2018 ◽  
Vol 6 (1) ◽  
pp. 35-41
Author(s):  
Pir Sajad Ullah ◽  
◽  
Waseef Jamal ◽  
Muhammad Naeem ◽  
◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Future Research ◽  
Significant Positive Relationship ◽  
Study Results ◽  
The Relationship

This study aims to examine the relationship between employee engagement, organizational commitment and organizational citizenship behavior. With the help of literature, current study developed two hypotheses regarding employee engagement, organizational commitment and organizational citizenship behavior. Educational sector was selected for the conducting of this study. Structured closed ended questionnaire was used for the collection of data. Using correlation and regression analysis, the study results showed that there is a significant positive relationship between employee engagement and organizational commitment and furthermore confirmed that there is a significant positive relationship between employee engagement and organizational citizenship behavior. This study provided beneficial insights about employee engagement in the education sector of Pakistan. The study concludes by discussing limitations and future research directions.

scholarly journals The Relationship between Transformational Leadership and Job Performance: An Empirical Investigation

2016 ◽  
Vol 3 (2) ◽  
pp. 25
Author(s):  
Syed Mir Muhammad Shah ◽  
Abdul Halim Bin Abdul Majid ◽  
Altaf Hussain Samo ◽  
Pervaiz Ahmed Memon
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Banking Sector ◽  
Empirical Investigation ◽  
Early Stage ◽  
Future Research ◽  
Bank Managers ◽  
Stage Analysis ◽  
The Relationship ◽  
Data Screening

The main objective of the present paper is to assess the relationship between transformational leadership and job performance empirically. The study was conducted in the banking sector of Pakistan focusing on six large banks. A total number of 308 responses were collected through survey questionnaire from the bank managers. The data was then coded into SPSS for early stage analysis such as data screening. This was followed through applying SmartPLS to analyze the data and the results have been presented in its standard reporting style. The findings revealed a positive relationship between transformational leadership and job performance in banking sector of Pakistan supporting the hypothesized relationship. Finally, the paper has presented a way forward for future research.

scholarly journals Effects of Organizational Politics on Job Performance: Mediating Role of Emotional Intelligence and Organizational Commitment

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Asad Afzal Hummayon ◽  
Rabia Shahid ◽  
Muhammad Ahsan Khan
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Organizational Politics ◽  
Public And Private ◽  
Mediating Role ◽  
Public And Private Sector ◽  
The Right ◽  
The Relationship

Emotional Intelligence and Organizational Commitment. A detailed review of the literature was conducted in order to find out the factors that influence Job Performance. A self-administered questionnaire was used to collect the data from the respondents. This study was conducted in the banking sector of Pakistan. Total of 370 questionnaires was distributed among different public and private sector banks of Lahore, Pakistan. The overall turnover of 90% was attained i.e. 333 useable responses were received. SPSS and Amos were used for the analysis of the model. This study found that organizational politics is significantly related to job performance. Emotional intelligence mediates the relationship between organizational politics and job performance whereas, organizational commitment does not mediate the relationship between organizational politics and job performance. This study will provide guidance to banks that how they can improve their employee’s performance which directly affect the performance of their organization. Moreover, it is an obligation to the bankers to examine the emotional intelligence of the employees before their recruitment, it will directly help the process of hiring, and the right person for the right job is important for every organization specifically in case of high EI. This study contributes to the literature by adding a mediational effect of organizational commitment on organizational politics and job performance. And also examine the relationship of emotional intelligence between organizational politics and job performance.

Courage in the workplace: The effects of organizational level and gender on the relationship between behavioral courage and job performance

2018 ◽  
Vol 26 (5) ◽  
pp. 899-915 ◽  
Author(s):  
Oleksandr Tkachenko ◽  
Louis N. Quast ◽  
Wei Song ◽  
Soebin Jang
Keyword(s):  
Job Performance ◽  
Organizational Behavior ◽  
Human Resource Development ◽  
The United States ◽  
Organizational Level ◽  
Future Research ◽  
Leadership Studies ◽  
Study Results ◽  
And Gender ◽  
The Relationship

AbstractThis study examines the relationship between behavioral courage and job performance, and explores the possible effects of organizational level and gender on this relationship. With a sample of managers from mid- to large-sized for-profit organizations in the United States, we found that behavioral courage was positively associated with job performance. Our results also revealed significant differences in supervisors’ ratings of behavioral courage between employees at low and high organizational levels. The effects of behavioral courage on job performance did not vary by organizational level. In turn, the moderating effect of gender on the association between behavioral courage and job performance was supported. The study results provide important theoretical and practical implications in the fields of organizational behavior, leadership studies, and human resource development. Recommendations for future research are discussed.

Effects of internal marketing on strategic orientations in the banking sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aloisio Henrique Mazzarolo ◽  
Emerson Wagner Mainardes ◽  
Danilo Soares Montemor
Keyword(s):  
Organizational Commitment ◽  
Competitive Advantage ◽  
Banking Sector ◽  
Internal Marketing ◽  
Structural Equations ◽  
Online Questionnaire ◽  
Content Type ◽  
Strategic Orientations ◽  
Bank Employees ◽  
The Relationship

PurposeThe purpose of this study was to assess whether internal marketing tends to influence the perception of bank employees regarding the strategic orientations of banks toward the market, brand and value. The authors also aimed to determine whether employees' organizational commitment mediates the relationship between internal marketing and the three strategic orientations and whether they influence bank employees' perception of obtaining a competitive advantage.Design/methodology/approachThe authors conducted a survey with 832 bank employees using an online questionnaire. The authors performed data analysis by modeling structural equations with data estimation using the PLS-SEM.FindingsThe results showed that internal marketing positively influences bank employees' perception of banks' strategic marketing orientations and through that their perception of a competitive advantage. The authors also note that organizational commitment can partially mediate the relationship between internal marketing and the strategic orientations tested in this study.Research limitations/implicationsThe findings indicate that banks' investment in employee valuation tends to generate positive results in relation to their adherence to marketing strategies, with the potential to result in a competitive advantage.Originality/valueThe results demonstrate the strength of internal marketing in the strategic orientations of banks, indicating that having employees who are committed to their bank contributes to the delivery of a high-quality service focused on the external customers, generating a competitive advantage.

Moderating Role of Gender in the Relationship between Cognitive Errors and Anxiety among Adolescents

2020 ◽  
Vol 4 (1) ◽  
pp. 86-102
Author(s):  
Tasnim Rehna ◽  
Rubina Hanif ◽  
Muhammad Aqeel
Keyword(s):  
Mental Health Problems ◽  
Adolescent Psychopathology ◽  
Future Research ◽  
Cognitive Errors ◽  
Adolescent Anxiety ◽  
Study Results ◽  
The Status ◽  
Manifest Anxiety ◽  
The Relationship

Background: Widespread social paradigms on which the status variances are grounded in any society, gender plays pivotal role in manifestation of mental health problems (Rutter, 2007). A hefty volume of research has addressed the issue in adults nonetheless, little is vividly known about the role of gender in adolescent psychopathology. Sample: A sample of 240 adolescents (125 boys, 115 girls) aging 12-18 years was amassed from various secondary schools of Islamabad with the approval of the Federal Directorate of Education (FDE), relevant authorities of the schools and the adolescents themselves. Instruments: Taylor Manifest Anxiety Scale (Taylor & Spence, 1953) and Children’s Negative Cognitive Errors Questionnaire (CNCEQ) by Leitenberg et al., (1986) were applied in present study. Results: Multiple regression analysis revealed that cognitive errors jointly accounted for 78% of variance in predicting anxiety among adolescents. Findings also exhibited that gender significantly moderated the relationship between cognitive errors and adolescent anxiety. Implications of the findings are discoursed for future research and clinical practice.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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