scholarly journals The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria

2018 ◽  
Vol 8 (1) ◽  
pp. 217
Author(s):  
Choi Sang Long ◽  
Goh Chin Fei ◽  
Uti Charles Amechi ◽  
Tan Owee Kowang
Keyword(s):  
Organizational Performance ◽  
Role Model ◽  
Banking Sector ◽  
Quantitative Approach ◽  
South West ◽  
Hr Role ◽  
The Relationship ◽  
Hr Competencies

This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to organizational performance.

Impact of internal and external CSR on organizational performance with moderating role of culture: empirical evidence from Chinese banking sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abdul Waheed ◽  
Qingyu Zhang ◽  
Abaid Ullah Zafar ◽  
Hashim Zameer ◽  
Muhammad Ashfaq ◽  
...  
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Content Type ◽  
Managerial Implications ◽  
Corporate Social ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role ◽  
Chinese Banking

PurposeThis study investigates the impact of corporate social responsibility (CSR) on organizational performance, especially competitive performance (CP) along with moderating role of the organizational culture (OC) from the banking sector of China. Drawing on the stakeholder theory, the first goal is to examine the relationships between CSR and organizational CP. Second, the purpose is to evaluate the moderation of OC between the relationship of CSR and CP, respectively.Design/methodology/approachSEM using SmartPLS was majorly engaged to ascertain the relationship and to inquire the assumed hypotheses. The convenience sampling was engaged to collect the data from the Chinese banking market with the help of students, colleagues and personal visits.FindingsThe findings exhibited that CSR both external and internal CSR has significant correlations on organizational CP within banking sector of China. Second, the findings revealed a positive moderation influence of OC between the relationships of CSR and organizational CP. The comprehensive analysis of each factor of CSR on organizational CP was autonomously inspected to understand the insights which ensure that how the incorporation of CSR and OC activities may improve organizational CP.Research limitations/implicationsThis study faces numerous limitations related to sample and geographic locations that assure new work possibilities for researchers across the world.Practical implicationsThis study equips insightful information for management on how organizations can obtain CP by consolidating CSR and OC activities as their more productive strategic tools. This article endows with potential theoretical and managerial implications with empirical addition to concerned literature of OC, CSR and organizational CP.Social implicationsUnderstanding OC and CSR activities can provide interesting and helpful insights for the personnel to perform well within the banking institutes.Originality/valueThe topic of CSR and culture has been known as the evolving concept that is getting strong concern for the researchers. The additional work particularly empirical is yet required to explore the insights on CSR and OC themes worldwide, especially in developing nations.

scholarly journals IMPACTO DOS INVESTIMENTOS EM RECURSOS INTANGÍVEIS NO DESEMPENHO ORGANIZACIONAL

2021 ◽  
Vol 14 (2) ◽  
pp. 84
Author(s):  
Vanessa Martins Pires ◽  
Guilherme Trez ◽  
Tiago Wickstrom Alves ◽  
Davi Souza Simon
Keyword(s):  
Banking Sector ◽  
Financial Statements ◽  
Quantitative Approach ◽  
Superior Performance ◽  
Publicly Traded ◽  
Intangible Resources ◽  
Public Data ◽  
History Of ◽  
The Relationship

In this research, we explored the relationship between investments in intangible resources and the performance of publicly traded banks. We applied a quantitative approach, based on hand-collected public data from banks’ financial statements of investments on intangible resources, combined with a history of trading and accounting values, covering the period from 2008 to 2015. The results suggest that investments in intangible resources provide superior performance. The banking sector is not particularly sensitive to investments on Human Intangible Resources (HR) and Relation Intangible Resources (RR), but respond in an economically significant way to investments on Structural or Organizational Intangible Resources (SR).

The mediating effect of teamwork on the relationship between strategic orientation and performance of Nigerian banks

2019 ◽  
Vol 31 (5) ◽  
pp. 744-760 ◽  
Author(s):  
Innocent Otache
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Business Environment ◽  
Strategic Orientation ◽  
Mediating Effect ◽  
Superior Performance ◽  
Business Organizations ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to empirically explore the mediating effect of teamwork on the relationship between strategic orientation and organizational performance. Design/methodology/approach This study adopted a descriptive research design. A self-reported questionnaire was used to collect data from 253 bank managers representing 20 commercial banks in Nigeria. The author used SmartPLS-SEM to analyze the data collected. Findings The results of the structural models showed a significantly positive relationship between strategic orientation and organizational performance on the one hand and between strategic orientation and teamwork on the other. It was also found that teamwork had a significantly positive link with organizational performance. Further analysis revealed that teamwork fully mediated the relationship between strategic orientation and organizational performance. Research limitations/implications This study focuses on the Nigerian banking sector. Thus, it limits the generalizability of its findings to other sectors not covered. Future researchers could extend the study to other sectors to corroborate the findings presented. Practical implications The findings of this study provide some practical implications for business organizations and managers. Business organizations must be strategically positioned so that they can compete in today’s highly dynamic and competitive business environment and achieve superior performance. Likewise, business managers should make sure that all employees and sections in their organizations work cooperatively as a team by creating a collaborative climate where team spirit and teamwork thrive. Originality/value To the best of the author’s knowledge, this study is the first to provide empirical evidence of the mediating effect of teamwork on the relationship between strategic orientation and organizational performance. In that regard, it makes a valuable contribution to the field of strategic management and enhances the applicability and the generalizability of contingency and resource-based view theories across different environmental settings.

scholarly journals Impact of Entrepreneurial Orientation of Bank Performance in Pakistan

2018 ◽  
Vol 9 (1) ◽  
pp. 290
Author(s):  
Nida Nazar ◽  
Sara Ravan Ramzani ◽  
Temoor Anjum ◽  
Imran Ahmed Shahzad
Keyword(s):  
Organizational Performance ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
Banking Sector ◽  
Positive Association ◽  
Partial Least Square ◽  
Theory And Practice ◽  
Least Square ◽  
Three Dimensions ◽  
The Relationship

The purpose of this study is to empirically test the relationship between entrepreneurial orientation dimensions and organizational performance in banking sector of Pakistan. A deductive approach of logic was adopted to formulate the hypotheses. A structured questionnaire was administered to the banking staff to elicit responses regarding the study variables. In order to test the hypothesized relationship, Partial Least Square Structural equation modelling technique was used. Results of PLS indicated a positive association three dimensions of EO and organizational performance. This study contributes to theory and practice in terms of Pakistani context.

MODELLING THE TRILOGY OF INNOVATION, LEARNING AND PERFORMANCE

2015 ◽  
Vol 77 (22) ◽  
Author(s):  
Sri Gustina Pane ◽  
Dileep Kumar M ◽  
Muhammad Siddique
Keyword(s):  
Organizational Learning ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Banking Sector ◽  
Organizational Innovation ◽  
Mediating Role ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Recently, organizations are looking the ways to enhance their performance through innovation and learning. Most organizations are enhancing innovation to increase performance and to get a competitive advantage. However, very few studies are focused to investigate the role of organizational learning in the context of organizational innovation and performance. Current study aimed to investigate the mediating role of organizational learning between the relationship of the organizational innovation and performance. A random sample of 212 employees of the banking sector was selected to collect data. Results indicated that organizational learning significantly mediates the relationship of the organizational innovation and performance. Thus, a study was conducted to assess the presence of organizational learning can enhance the organizational performance in the presence of organizational innovation. 

scholarly journals HR PROFESSIONALS’ EFFECTIVENESS AND COMPETENCIES: A PERCEPTUAL STUDY IN THE BANKING SECTOR OF PAKISTAN

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Aqeel Ahmad ◽  
Abdul Rashid Kausar ◽  
Sarwar M. Azhar
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Banking Sector ◽  
Negative Impact ◽  
Using Data ◽  
The Relationship

This study examines the human resource (HR) Professionals’ Effectiveness through the lensof HR Professionals’ Competencies and HR Professionals’ Willingness. The Human ResourceCompetency Study model is used in this research, which is modified to include ‘Willingness’as an important competency. Impact of HR Professionals’ Social (HRSC), HR Professionals’Technical Competencies (HRTC) and HR Professionals’ Willingness (HRPW) on HRProfessionals’ Effectiveness is measured. The study is undertaken using data drawn from theline managers of the largest bank among the privatized banks of Pakistan. It is hypothesizedthat all HR Professionals’ Competencies are equally and strongly related to HR Professionals’Effectiveness which is theoretically associated with organizational performance. The analysisreveals that the HR Professionals’ Competencies have a significant high correlation with HRProfessionals’ Effectiveness. However, this relationship is stronger for HRSC than HRTC orHRPW and within the sub constructs ‘Credible Activist’ has the stronger relationship contraryto our expectations. It is also concluded that the HR professionals’ of the bank are lackingthe competencies and hence have a negative impact on their effectiveness in the bankingsector of Pakistan. Keeping in mind the relationship between HR Professionals’ Effectivenessand organizational performance, the need to enhance HR Professionals’ Competencies ishighlighted.Keywords: HR Professionals’ Competencies; HR Professionals’ Effectiveness; Willingness;Bank.

Voluntary workplace behaviors among employees of high and low-performing banks

2019 ◽  
Vol 27 (1) ◽  
pp. 2-18
Author(s):  
Benjamin Mekpor ◽  
Kwasi Dartey-Baah
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Quantitative Approach ◽  
Working Environment ◽  
Future Research ◽  
Content Type ◽  
Future Studies ◽  
High Performing ◽  
Workplace Behaviors ◽  
Counterproductive Workplace Behaviors

Purpose The purpose of this study is to determine whether there is a difference with the exhibition of voluntary workplace behaviors (i.e. organizational citizenship behaviors [OCB] and counterproductive workplace behaviors [CWB]) among employees of high and low-performing banks in Ghana. Design/methodology/approach The quantitative approach was adopted to collect data from employees of selected banks from Ghana’s Club 100. The independent t-test was used to categorize the exhibition of employees’ OCB and counterproductive workplace behaviors by the type bank (i.e. high- or low-performing banks). Findings Contrary to the speculations of the study, employees of high-performing banks did not score higher in the exhibition of OCB compared to low-performing banks. Employees of low-performing banks were also not found to score higher with respect to CWB as compared to those of high-performing banks. Research limitations/implications The research adopted a single rating method of collecting data from respondents. There could, however, be a level of biasness from the employees’ point of view of their exhibition of both OCB and CWB. Future research should thus seek to use a dyad method of collating data from both managers and employees of employees’ voluntary workplace behaviors. The study only focused on OCB as having a positive impact on the performance of banks and CWB having a negative impact. Future studies could also peruse both positive and negative impacts of OCB and CWB on the performance of organizations. An assessment of the various dimensions of both OCB and CWB (e.g. OCB-I, OCB-O, CWB-I and CWB-O) and their distinctive impacts on organizational performance is also suggested. Moreover, the adoption of only the quantitative approach to measuring the variables under the study was also identified as a limitation. This made it difficult to further peruse the intentions of employees to either engage in OCB or CWB. Further research could adopt the mixed-method approach that will add to the rigor in terms of the analyses. Researchers could also explore the same relationship among other sectors such as manufacturing. Further studies should also be conducted to peruse what promotes or inhibits the performance of banks irrespective of the voluntary workplace behaviors of the employees. More so, further research could also assess whether the workload of employees can predict employees’ voluntary workplace behaviors. Specific to the banking sector and others with the same working environment, future studies can investigate the factors that inhibit and encourage employees’ exhibition of OCB and CWB. Practical implications It was thus concluded that even though voluntary behaviors of employees influence the performance of organizations particularly banks, their effect is not that significant. This could be as a result of the tight schedules, structured and controlled nature of work activities in the banks that make employees so occupied throughout their working day to the extent they have perhaps no time to engage in extra-role activities. This calls for the need for banks to further explore other opportunities that contribute to boosting employee performance. Originality/value The study provides an in-depth account on whether OCB and CWB of employees predict the performance of organizations, especially banks in Ghana.

HRM practices and organizational performance in the UAE banking sector

2016 ◽  
Vol 65 (6) ◽  
pp. 773-791 ◽  
Author(s):  
Sherine Farouk ◽  
Hossam M. Abu Elanain ◽  
Shatha M. Obeidat ◽  
Moza Al-Nahyan
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Organizational Innovation ◽  
Innovation Strategy ◽  
Equation Modeling ◽  
Content Type ◽  
Hrm Practices ◽  
And Performance ◽  
The Relationship

Purpose – The purpose of this paper is to examine the impact of human resource management (HRM) practices on organizational performance in the banking sector in the United Arab Emirates (UAE), to test the mediating impact of organizational innovation on the HRM-organizational performance relationship, and to test HRM practices as mediator of the relationship between innovation strategy and organizational innovation. Design/methodology/approach – Data were collected from 168 managers working in UAE banks. A structured questionnaire containing standard scales of HRM practices, innovation strategy, organizational innovation, organizational performance, and some demographic variables was used. The analytical method used to empirically test the hypotheses proposed is the structural equation modeling technique using PLS. The two steps are: the assessment of the outer model and the assessment of the inner model. Moreover, a bootstrapping method is employed in order to test indirect effects. Findings – Results found that organizational innovation fully mediates HRM-organizational performance link. Moreover, with the existence of innovation strategy, HRM mediates the relationship between innovation strategy and organizational innovation. Research limitations/implications – The limitations of common method bias and cross-sectional data are discussed in light of implications for future research. Nevertheless, the results provide new insights on the influence of HRM on organization innovation and performance in a non-Western context of the UAE by testing the role of some mediators in influencing the relationship between HRM and performance. Practical implications – In general, enhancing the effectiveness of HRM can result in higher level of performance and innovation. In particular, the choice of an innovation strategy implies the use of an effective incentive-based compensation, training and development, recruitment and selection and performance appraisal. Originality/value – This study is considered the first study to examine the mediating role of organizational innovation on the relationship between HRM and organizational performance in the Middle East. Also, the study is the first study to test the role of HRM as a mediator for the innovation strategy-innovation performance relationship in a non-Western context.

Sign in / Sign up

Export Citation Format

Share Document