scholarly journals Negotiating The Cultural Barriers: A Study Of Organizational Commitment Of Pakhtun Female Employees In Pakistani Banking Sector

2018 ◽  
Vol 16 (1) ◽  
pp. 139-152
Author(s):  
Sammar Abbas ◽  
Zeeshan Zaib Khattak ◽  
Muhammad Khushnood
Keyword(s):  
Organizational Commitment ◽  
Gender Equity ◽  
Banking Sector ◽  
Policy Formulation ◽  
Cultural Barriers ◽  
Female Employment ◽  
The Everyday ◽  
Two Cities ◽  
Khyber Pakhtunkhwa Province ◽  
Female Employees

This exploratory study has been carried out in different branches of a larger bank within two cities of Khyber Pakhtunkhwa province viz Peshawar and Dera Ismail Khan. The culture of province is dominantly based on ‘Pakhtunwali’ that refers to the ‘unwritten code of life that governs and negotiates the everyday life of Pakhtuns. Pakhtunwali imposes certain cultural barriers on female employment. Among others, ‘Namos’ (protection of honor) is a foremost tenant of Pakhtunwali, which does not allow females to participate in public life. However, a recent trend reveals that more females, especially young ones, are getting engaged in paid work. These female employees demonstrate their organizational commitment through negotiating the cultural barriers at workplace. Grounded Theory techniques have been used to collect and analyze field data. This study makes important contributions in terms of understanding the work life of Pakhtuns female employees in a novel context. It will also contribute in policy formulation towards gender equity and equality in the context of Pakhtun region.

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.

Exploring relationships among ethical climate types and organizational commitment

2017 ◽  
Vol 9 (1) ◽  
pp. 20-40 ◽  
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.

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

2012 ◽  
Vol 2 (4) ◽  
pp. 146 ◽  
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  

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 MEDIATING EFFECTS OF EMPLOYEE COMMITMENT IN RELATIONSHIP BETWEEN TOXIC LEADERSHIP AND EMPLOYEES’ PERFORMANCE

2021 ◽  
Vol 9 (4) ◽  
pp. 56-64
Author(s):  
Muhammad Rahman Khan ◽  
Hamid Khan ◽  
Sajjad Ahmad Jan ◽  
Aziz Javad ◽  
Aman Ullah Khattak
Keyword(s):  
Organizational Commitment ◽  
Sample Size ◽  
Banking Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Toxic Leadership ◽  
The Relationship

Purpose of Study: The study aimed to examine the mediating effects of employee commitment in the relationship between toxic leadership and employee performance in the context of the banking sector, KP, Pakistan. The study is expected to provide significant information to existing knowledge databases about the toxic leaders, organizational commitment, and employees’ performance. Methodology of Study: The cross-sectional design was used to conduct the study by using a 5-point Likert scale through the questionnaire to collect primary data from the high-level managers of selected commercial banks located south region of KP, Pakistan. The sample of 234 employees of both public/private sector banks was taken randomly as the sample. To compute sample, Yamane (1967) formula for selecting sample from finite population: n=population (566), level of significance, e = 0.05 & n=sample size, sample size (n) = N/1+Ne2 = 566/1+566(0.05), 2 = 234. Main Findings: The results of the study revealed that the significant and positive association among the research variables, the significant impact of the predictors on the criterion variable, and the significant partial mediating role of the employee commitment in the relationship between the toxic leadership and employees’ performance. Applications of Study: The current study focuses on examining the role of toxic leadership on employee performance with mediating effect of employee commitment within the banking sector of KP, Pakistan. This study's significance lies in the banking sector, desiring to acquire sustainable competitive advantage through increased employee performance and employee commitment. Novelty/Originality of Study: The expectation that organizational commitment can improve the relationship between toxic leadership and employee performance is missed to a certain extent in the educational context that is expected to offer a new contribution to an existing database of research.

I Wonder if I Cannot Make Application for an Appointment Too

2017 ◽  
Author(s):  
Jessica Ziparo
Keyword(s):  
African American ◽  
African American Women ◽  
Federal Government ◽  
White Women ◽  
Ad Hoc ◽  
Early Years ◽  
Female Employment ◽  
Service Work ◽  
Demographic Information ◽  
Female Employees

Chapter One explores how women came to work for the federal government. During the early years of the Civil War, different supervisors, scattered across various executive departments, created individualized and ad hoc policies regarding female employees based on their immediate labor needs, budget constraints, and personal views on the wisdom of female federal employment. The demographic information in application letters, employee files, and department ledgers, show that women across the country and the socioeconomic spectrum responded to the opportunity of civil service work in overwhelming numbers. The federal government hired African American women as manual laborers and clerks, though in far fewer numbers than it hired white women. Women’s letters reveal that they yearned for intellectually demanding and high-paying jobs in a land of limited options for female employment.

Why creative tourism won't work if residents are not involved: a tale of two cities.

2021 ◽  
pp. 192-198
Author(s):  
Kathleen Scherf
Keyword(s):  
Everyday Life ◽  
Cultural Analysis ◽  
Community Or ◽  
The Everyday ◽  
Two Cities ◽  
Definition Of

Abstract Every definition of creative tourism cites, in some form, the necessity of a positive and productive relationship between residents and tourists, whether it is expressed as visitors engaging in the everyday life of the community, or as visitors learning from residents a creative skill unique to that location. The study provides comparison of the creative tourism situation for Copenhagen and Barcelona in terms of demography and cultural analysis.

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 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

Female Entrepreneurship Challenges in Iran’s Co-Operative Sector

2012 ◽  
Vol 433-440 ◽  
pp. 2226-2229
Author(s):  
Reza Jamali ◽  
Farzad Firouzi Jahantigh ◽  
Azam Sazvar ◽  
Nosratollah Maleki
Keyword(s):  
Literature Review ◽  
Women Entrepreneurs ◽  
Cultural Barriers ◽  
Female Entrepreneurship ◽  
Convenience Sample ◽  
Minimal Impact ◽  
Sector Research ◽  
Research Findings ◽  
Female Employees ◽  
Entrepreneurial Knowledge

In this study existing studies on entrepreneurial knowledge were reviewed and their limitations were identified. Data were collected through a survey, using a convenience sample of 438 female employees of co-operative sector in Iran. Our questionnaire was containing questions about entrepreneurship barriers that collected from literature review and 40 hours interview with women entrepreneurs in co-operative sector. Research findings indicate that the seven categories of barriers are effective on entrepreneurship of female employees. Also, the results of analysis of variance showed that the effectiveness of the seven categories of barriers to entrepreneurship of female employees is different. So, the use of AHP techniques to determine the significance of each of the barriers showed that infrastructure barriers have the maximum impact and cultural barriers have minimal impact on female employee’s tendency toward entrepreneurship activities.

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