HRM Practices in Banking Sector of Pakistan

2016 ◽  
Vol 7 (2) ◽  
pp. 25-50
Author(s):  
Roya Rahimi ◽  
Vipin Nadda ◽  
Muhammad Hamid
Keyword(s):  
Performance Evaluation ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Survey Methodology ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Continuance Commitment ◽  
Hr Practices ◽  
And Performance ◽  
The Impact

Current study aims to critically investigate the impact of HR practices on organizational commitment of employees in the Banking Sector of Pakistan. The impact of training, compensation, performance evaluation, and promotion practices have been assessed on affective, normative and continuance commitment of employees via 12 hypotheses. Survey methodology was adopted via using structured questionnaire. A sample of 100 respondents was drawn from the employees working with various branches of the National Bank of Pakistan (NBP) located in Lahore, Pakistan. Collected data was subjected to Pearson Correlation and Regression analysis. The results of Pearson Correlation matrix demonstrated a positive correlation between HR practices and organizational commitment of employees which confirms all proposed hypotheses. Regression results showed a significant positive impact of training and performance evaluation on organizational commitment of employees. However, the significance of compensation and promotional practices could not be proved.

scholarly journals The Effect of Occupational Health and Safety Management on Performance in the Banking Sector, Ghana

2019 ◽  
Vol 14 (10) ◽  
pp. 172
Author(s):  
Gilbert Joshua Atteh Sewu ◽  
Emmanuel Gyabeng ◽  
Adelaide Angela Dadzie ◽  
Nana Kwame Nkrumah
Keyword(s):  
Occupational Health ◽  
Banking Sector ◽  
Safety Management ◽  
Pearson Correlation ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Safety Measures ◽  
Statistical Relationships ◽  
And Performance ◽  
The Impact

A survey was conducted to investigate the impact of occupational health and safety measures (OHSMs) on the performance of Banks in Ghana. Questionnaires were administered to employees of various Banks in the country. Using a Likert scale, respondents were asked to assess the impact of OHSMs on the performance of their Banks. The reliability of the survey data collected was tested using Cronbach’s alpha. Subsequently, Pearson correlation and simple regression were used to understand the statistical relationships between variables in terms of the magnitude and the direction (positive or negative) and to determine the degree of variance among dependent and independent variables. Findings suggest that there was a slightly moderate positive correlation between OHSMs and performance of Banks. Although employees generally agreed that OHSMs were in practice, the measures should be improved and government should reinforce policies for the implementation of OHSMs and ensure compliance by the Banks.

scholarly journals Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment

2021 ◽  
Vol 19 (1) ◽  
pp. 127-136
Author(s):  
Arjun Rai ◽  
Prem Bahadur Budhathoki ◽  
Chandra Kumar Rai
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Positive Impact ◽  
Ordinary Least Squares ◽  
Three Dimensions ◽  
Survey Method ◽  
Normative Commitment ◽  
Private Bank ◽  
Continuance Commitment ◽  
Bank Employees

Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

The Impact of Accountability on Organizational Performance in the U.S. Federal Government: The Moderating Role of Autonomy

2016 ◽  
Vol 39 (1) ◽  
pp. 3-23 ◽  
Author(s):  
Yousueng Han ◽  
Sounman Hong
Keyword(s):  
Performance Evaluation ◽  
Organizational Performance ◽  
Federal Government ◽  
Positive Impact ◽  
Public Organizations ◽  
Quantitative Evidence ◽  
And Performance ◽  
The Impact ◽  
The U.S

It is often assumed that a greater level of accountability will positively affect the performance of public organizations; however, this relationship has not been studied extensively in public administration. This study provides quantitative evidence regarding the impact of accountability on organizational performance in the U.S. federal government. Specifically, we examine the association between the levels of organizational performance and accountability in three functions of human resource management (HRM)—staffing, performance evaluation, and compensation—as perceived by employees of public organizations. Further, we test whether the level of autonomy perceived by the employees influences the association between accountability and performance. The findings suggest that the levels of accountability manifested in staffing, performance evaluation, and compensation all positively and significantly affect organizational performance. Moreover, employee autonomy tends to amplify the positive impact of accountability on performance in two HRM functions—staffing and compensation.

scholarly journals Impact of performance appraisal reactions on affective organizational commitment and work performance

2017 ◽  
Vol 4 (3) ◽  
pp. 1-6 ◽  
Author(s):  
Kamil Husain
Keyword(s):  
Organizational Commitment ◽  
Performance Appraisal ◽  
Work Performance ◽  
Banking Sector ◽  
Positive Impact ◽  
Capital City ◽  
Affective Organizational Commitment ◽  
And Performance ◽  
High Level ◽  
The Relationship

The objective of the study is to examine the relationship between performance appraisal reactions and employees’ outcome in terms of affective organizational commitment and work performance in Pakistan’s 5 largest banks, which is situated at federal capital city, Islamabad, by using a data of 101 banking employees. The results of the survey show that performance appraisal reaction has a positive impact on organizational commitment, while it has a significant impact on work performance only for those employees whom have been receiving a high level of perceived regular feedback. This positivity describes the importance of performance appraisal reactions in high level of work performance, which was mediated by regular feedback. The results suggest that formal performance appraisal cannot compensate for low levels of regular feedback. The results derive substantial evidence of work performance by organizational commitment and performance appraisal in banking sector.

scholarly journals The Impact of Performance Management on Organizational Excellence in Educational Institutions and How to Strengthen it in Private Schools

2021 ◽  
Vol 11 (2) ◽  
pp. 154
Author(s):  
Amneh Zakariah Alsarayrah ◽  
Amal Mohammad Alsarayrah
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Positive Impact ◽  
Educational Institutions ◽  
Organizational Excellence ◽  
Package Program ◽  
Performance Development ◽  
And Performance ◽  
High Level ◽  
The Impact

The study was designed to measure performance management's impact on organizational excellence in educational institutions and how to support it. It used a descriptive-analytical method to deal with data and its classification, and its tool was designed to collect data from the study sample and then analyze it through the statistical package program (SPSS). The study community determines the educational institutions and how to strengthen them. The inspection unit consisted of all directors, heads of departments, and consultants in educational institutions and how to support them and their number (70). The study found a high level of performance management in its dimensions (performance planning, performance development, performance guidance, and performance evaluation) and a high level of organizational excellence in its dimensions (excellence of leadership, the excellence of strategies, and excellence of operations). It also concluded that there is a significant and statistically significant impact on management (Performance planning, performance development, performance guidance, performance evaluation) on organizational excellence in its dimensions (excellence of leadership, the excellence of strategies, and excellence of processes) in educational institutions and how to support them. To maintain the high level of application of the process of performance management in the organization and recommended the study of the need to strengthen and develop after the development of performance through the support and development of activities and training courses for staff more than it is through the results obtained a positive impact on all dimensions of organizational excellence.   Received: 19 December 2020 / Accepted: 8 February 2021 / Published: 5 March 2021

scholarly journals Impact of Work Life Balance on Organizational Commitment of University Teachers: Evidence from Jashore University of Science and Technology

2019 ◽  
Vol 7 (04) ◽  
Author(s):  
Arifa Akter ◽  
Mohammad Awal Hossen ◽  
Md. Nazrul Islam
Keyword(s):  
Organizational Commitment ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Science And Technology ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
University Teachers ◽  
The Impact

Increased imbalance between work and family life of university teachers is an alarming issue now-a-days. The purpose of this study is to investigate the relationship between work life balance and organizational commitment of teaching employees of Jashore University of Science and Technology in Bangladesh. Data has been collected from 80 respondents through a questionnaire survey. Pearson correlation and regression model have been developed based on this dataset to get the result. The result shows that significant number of teachers perceived there is a positive impact of work life balance on the level of commitment towards their organization. This study certainly answers the question regarding the impact of work life balance on organizational commitment of the teaching employees. Moreover, further studies are encouraged to analyze the impact of work life balance by incorporating all the stakeholders of an organization which may help to generalize the findings of this study.

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

Workplace Spirituality and Organizational Commitment: An Empirical Exploration

2017 ◽  
Vol 10 (02) ◽  
Author(s):  
Naval Garg
Keyword(s):  
Organizational Commitment ◽  
Sense Of Community ◽  
Workplace Spirituality ◽  
Necessary Condition ◽  
Continuance Commitment ◽  
Six Dimensions ◽  
The Impact ◽  
Structured Questionnaire

The paper aims to empirically explore the impact of six dimensions of workplace spirituality on three types of organizational commitment. Six dimensions of workplace spirituality used for the study are Swadharma, Lokasangraha, authenticity, sense of community, Karma capital and Krityagyata. Components of organizational commitment are affective, normative and continuance commitment. A sample of 541 employees working in various organizations was given a structured questionnaire. Correlations, regressions and Necessary Condition Analysis(NCA) were carried out. The paper has enriched the field of workplace spirituality by contributing to existing literature via adding one more construct of Indian spirituality i.e. Krityagyata. Paper concludes that workplace spirituality climate helps in promoting organizational commitment. NCA elicited necessity of various dimensions of workplace spirituality for healthy organizational commitment.

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