scholarly journals Job crafting, proactive personality and meaningful work: Implications for employee engagement and turnover intention

2019 ◽  
Vol 45 ◽  
Author(s):  
Nicola Vermooten ◽  
Billy Boonzaier ◽  
Martin Kidd
Keyword(s):  
Employee Engagement ◽  
Financial Services ◽  
Turnover Intention ◽  
Meaningful Work ◽  
Proactive Personality ◽  
Job Crafting ◽  
Financial Services Industry ◽  
Proactive Behaviour ◽  
Services Industry ◽  
Employee Disengagement

Orientation: Jobs in the financial services industry are in constant flux because of the ever-changing nature of the products and services provided to customers. This could result in employee disengagement and turnover intention.Research purpose: The purpose of the study was to examine the role of job crafting, proactive personality and meaningful work in predicting employee engagement and turnover intention among employees in the financial services industry based on the central tenets of the Job Demands-Resources theory.Motivation for the study: Organisations or incumbents may redesign jobs. The self-initiated proactive behaviour that incumbents exhibit to shape the meaning of their work is known as job crafting. The relationships that exist among job crafting, proactive personality, meaningful work, employee engagement and turnover intention were, therefore, investigated.Research design, approach and method: A quantitative cross-sectional survey design was used to gather primary data in service-providing firms across South Africa (n = 391).Main findings: Results demonstrated that job crafting, proactive personality and meaningful work significantly predict variance in employee engagement and turnover intention.Practical and managerial implications: Specific human resource practices and interventions are proffered to foster job crafting, proactivity and meaningful work and, in doing so, address employee disengagement and turnover intention.Contribution or value-add: The study highlights the importance of encouraging employees to craft their jobs as it has specific implications for prominent work-related outcomes, such as employee engagement and turnover intention, among employees in the financial services industry.

Assessing possible outcomes regarding organisational justice in the financial services industry

2019 ◽  
Vol 3 (1) ◽  
pp. 51-63
Author(s):  
Viwe Mrwebi
Keyword(s):  
Distributive Justice ◽  
Employee Engagement ◽  
Financial Services ◽  
Employee Retention ◽  
Interactional Justice ◽  
Positive Influence ◽  
Primary Objective ◽  
Financial Services Industry ◽  
Organisational Justice ◽  
Services Industry

Organisational justice has captured the interest of scholars in recent years since it is associated with the perceptions of an individual, to the presence of fairness in an organisation. It thus captures what an individual feel or evaluates to be, morally correct rather than viewing it to be something prescriptive. The primary objective of this study is to assess the possible outcomes regarding organisational justice within the South African financial services industry. A quantitative research design was employed. Non- probability sampling was used and 436 usable questionnaires were returned. The empirical results reveal that trustworthiness of management, intrinsic and extrinsic rewards, organisational transparency and organisational climate have positive influence on procedural-interactional justice and distributive justice, while employee engagement is founded to have no significant influence on both procedural-interactional justice and organisational distributive justice. Furthermore, both procedural-interactional justice was found to have a positive influence on both organisational citizenship behaviour and reputable employee retention, while organisational distributive justice had positive influence on organisational citizenship behaviour and reputable employee retention

Distribution of financial services

1993 ◽  
Vol 120 (1) ◽  
pp. 25-65
Author(s):  
A. K. Gupta ◽  
G. Westall
Keyword(s):  
Financial Services ◽  
Distribution System ◽  
Price Sensitivity ◽  
Financial Services Industry ◽  
Future Trends ◽  
Pricing Policy ◽  
Services Industry

AbstractThe historic barriers between the different companies which comprise the financial services industry are breaking down. In order that organisations may prosper in the new environment the relationships between products, distribution and clients need to be understood. A theory is developed to explain the historic position and the dynamics of the current environment and indicate future trends. The conclusion is that successful organisations will be those which fully understand and specialise in a limited number of sectors, and those who start with a clientbase and a distribution system which will not inhibit the introduction of other distribution methods so that they can become multi-product and multi-distribution organisations. Finally, the paper explores the relationships between pricing policy and distribution by means of distribution chains to determine the point and degree of price sensitivity.

Affluent and Nonaffluent Consumers′ Needs: Attitudes, and Information‐Seeking Behaviour in the Financial Services Marketplace

1990 ◽  
Vol 4 (4) ◽  
pp. 41-54 ◽  
Author(s):  
Edward G. Thomas ◽  
S.R. Rao ◽  
Rajshekhar G. Javalgi
Keyword(s):  
Statistical Analysis ◽  
Discriminant Analysis ◽  
Survey Data ◽  
Financial Institutions ◽  
Financial Services ◽  
Information Seeking ◽  
Financial Services Industry ◽  
Market Segments ◽  
Information Seeking Behaviour ◽  
Services Industry

Considers the proliferation of products and services in the financial services industry aimed at different market segments. Highlights the affluent and nonaffluent market segments. Employs statistical analysis of survey data to evaluate the financial services needs, attitudes, and information‐seeking behaviour of these segments. Suggests implications for the managers of financial institutions, based on the study findings. Includes appendices on methodology and discriminant analysis used in the study.

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