scholarly journals Exploring the Impact of Retention Strategies on job Satisfaction and Organizational Commitment in Commercial Banks of Khyber Pakhtunkha, Pakistan

2021 ◽  
Vol 3 (2) ◽  
pp. 41-51
Author(s):  
YASIR KHAN ◽  
MUHAMMAD SHAFIQ GUL ◽  
MUKHARIF SHAH
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Reliability Analysis ◽  
Commercial Banks ◽  
Retention Strategies ◽  
Independent Variable ◽  
The Impact ◽  
Sector Switching

This research has been conducted at knowing the effects of retention strategies on job satisfaction and employees commitment. This research was conducted employees of this sector switching more often to other banks , as this sector is very volatile and all banks prefer to use most effective retention strategies in better dealing, satisfying and committing employees. This research will really help the top level management in knowing the efficacy of its retention strategies worth. The data was collected through questionnaires used by other researchers for their studies before. The scale used has been mentioned in in the construct of this study. This research used job satisfaction and commitment as dependent variable and the retention strategies as independent variable. Reliability analysis conducted for the purpose of the reliability of the data.Thus the research achieved both of the hypotheses that the retention strategies have positively effectjob satisfaction and organizational commitment of employees.

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 Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

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 Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

2020 ◽  
Vol 5 (2) ◽  
pp. 134-149
Author(s):  
Weihui Fu ◽  
Feng He ◽  
Na Zhang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ethical Behavior ◽  
Ethical Climate ◽  
Positive Impact ◽  
The Other ◽  
Three Dimensions ◽  
Insurance Agents ◽  
Ethical Climates ◽  
The Impact

This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 111-127 ◽  
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

scholarly journals Quality of Work-Life for Job Satisfaction in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 79-88
Author(s):  
Pitri Raj Adhikari
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Multiple Regression Model ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Regression Result ◽  
Quality Of Work ◽  
The Impact

 This paper is concerned with the examination of the impact of quality of work life for job satisfaction in Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared and collected from 225 respondents. Descriptive and casual comparative research design have been used in this study. The multiple regression model has been used to test the relationship. The results show that working environment, work life balance, compensation and reward, training and development, and job design are positively related to job satisfaction. The regression result shows that the beta coefficients for all variables are positive and significant with job satisfaction.

scholarly journals Determinants Influencing Performance of Accountants: The Case of Vietnam

2018 ◽  
Vol 10 (7) ◽  
pp. 1
Author(s):  
Duc Tai Do ◽  
Duc Dinh Truong ◽  
Manh Dung Tran ◽  
Thi Ngoc Lan Nguyen
Keyword(s):  
Job Satisfaction ◽  
Regression Model ◽  
Positive Relationships ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Doing Business ◽  
Independent Variable ◽  
The Impact

This study is conducted to investigate the impact levels of determinants on performance of accountants in enterprises in Vietnam. Data were collected from getting 205 questionnaires from firms doing businesses in Vietnam. Based on the data collected, we use Cronbach’s Alpha, EFA and run regression model for knowing the impact levels of each independent variable on dependent variable of accountant performance. The results show that four determinants including accounting framework (PL), job satisfaction (HL), supports from firms (HT), confidence of accountants (ST) have positive relationships with accountant performance. Based on the findings, some recommendations are given for improving accountant performances of firms doing business in the context of Vietnam.

Sign in / Sign up

Export Citation Format

Share Document