scholarly journals The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

2021 ◽  
Vol 4 (4) ◽  
pp. 215-228
Author(s):  
Hareth Abd Al-Wareth Alrazehi ◽  
Noor Aina Amirah ◽  
Ali Salman Mohammed Emam
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Reward System ◽  
Training And Development ◽  
Important Variable ◽  
Mediation Effect ◽  
Cross Sectional ◽  
And Training

This study was conducted to determine the effect of rewards systems and training and development on employee retention, mediated by the effects of job satisfaction, in Yemeni commercial banks. The study used cross-sectional data collection methods. Data was collected from the headquarters of 15 commercial banks. A set of questionnaires using a 5-point Likert scale was distributed to employees; the data was analyzed using the Structured Equation Model (SEM) by IBM SPSS AMOS 25.0. The results indicated that both the rewards system and training and development significantly affect job satisfaction, while job satisfaction has a significant positive effect on employee retention. Training and development themselves have no statistically significant effect on employee retention. The results showed that job satisfaction plays a mediating role because the indirect effect is significant. The mediation is complete because the direct impact is not significant. The result indicates that job satisfaction is an important variable that links the reward system and training and development to employee retention in Yemeni banks. This study is expected to make significant theoretical, practical, and methodological contributions to this field of research due to the development of a model of the effects of the reward system and training and development on employee retention through job satisfaction.

scholarly journals The role of HRM practices in retaining employees: evidence from the banking sector

2021 ◽  
Vol 7 (4) ◽  
pp. 232-247
Author(s):  
Muhammad Daniyal ◽  
Mrestyal Khan
Keyword(s):  
Performance Appraisal ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Training And Development ◽  
Working Environment ◽  
The Past ◽  
Convenience Sampling ◽  
And Performance

Banking is one of the fastest-growing sectors because of its contribution to the economy, however, today employee retention is demurring for banks and they are striving to fulfil this challenge. It has been observed from the past few years that it is due to the lack of knowledge related to the proper implementation of HR practices in the commercial banks. The main purpose behind conducting the research is to understand the effect of compensation (C), working environment (WE), training and development (T&D), and performance appraisal (PA) on employee retention (ER). The study used convenience sampling with a sample size of 200 and data was collected from the employees of different commercial banks located in Islamabad and Rawalpindi. The empirical results showed that WE, PA, and COM have a significant positive relationship with the ER whereas T&A has the insignificant one.

scholarly journals Employee Retention in Nepalese Commercial Banks

2019 ◽  
Vol 22 (2) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Commercial Bank ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Development Program ◽  
Training And Development ◽  
Work Life ◽  
Career Opportunities ◽  
Career Opportunity ◽  
High Level

Employee retention issues is the burning issues especially in the banking sector in Nepal. This study is designed to examine the factors on retention of employees in Nepalese commercial bank. Adopting descriptive cum analytical research design the study is based on 5 point likert scale questionnaire. 200 managers, assistant manager and officers level employees from three commercial bank operating at Kathmandu valley were selected on basis of stratified random sampling method. Training and Development, Career Opportunity and Work Lifer policies are taken as dependent and Employee retention as an Independent variable of the Study. The collected data were analyzed through correlation, regression and coefficient analysis to establish the relationship between the dependent and independent variables. The result showed a significant positive relationship between career opportunities, work life policy with employee retention. In addition this study replicates the high level of effect of work life policy and no significant relationship with training and development program in Nepalese commercial banks.

scholarly journals Employee Retention in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Commercial Bank ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Development Program ◽  
Training And Development ◽  
Work Life ◽  
Career Opportunities ◽  
Career Opportunity ◽  
High Level

Employee retention issues is the burning issues especially in the banking sector in Nepal. This study is designed to examine the factors on retention of employees in Nepalese commercial bank. Adopting descriptive cum analytical research design the study is based on 5 point likert scale questionnaire. 200 managers, assistant manager and officers level employees from three commercial bank operating at Kathmandu valley were selected on basis of stratified random sampling method. Training and Development, Career Opportunity and Work Lifer policies are taken as dependent and Employee retention as an Independent variable of the Study. The collected data were analyzed through correlation, regression and coefficient analysis to establish the relationship between the dependent and independent variables. The result showed a significant positive relationship between career opportunities, work life policy with employee retention. In addition this study replicates the high level of effect of work life policy and no significant relationship with training and development program in Nepalese commercial banks.

scholarly journals A Review of Training and Development towards Employee Retention in the Banking Sector

2020 ◽  
Vol 1 (2) ◽  
pp. 16-21
Author(s):  
Hareth Alrazehi ◽  
Noor Aina Amirah
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Research Design ◽  
Employee Retention ◽  
Banking Sector ◽  
Critical Factor ◽  
Training And Development ◽  
Point Of View ◽  
Success Factor ◽  
Critical Success

This paper seeks to propose a conceptual framework for defining the relationship between training and development and retaining employees through job satisfaction as the intermediary variable in Yemen's banking sector. Indeed, employee retention is a critical success factor for organizations worldwide. Training and development is also one of the most vital issues of human resource management. By reviewing the literature, it is clear that theorists, academicians as well managers emphasize that training and development is an essential and decisive factor. Thus, this paper aims to determine the possibility of enhancing feelings of job satisfaction for workers in the banking sector in Yemen through training and development opportunities granted to them by the institution. From this point of view, the organization's ability to retain its employees and the low intention rate of employee turnover can cause great inconvenience to the organization. The research design for the current study is quantitative. For data collection and measurement, the study mainly adopts both descriptive research design while for data analysis; the correlation research design has opted., a set of questionnaires primarily used during the data collection. The results of this paper are likely to emphasize the importance of training and development as a critical factor affecting job satisfaction, which in turn affects employee retention in the banking sector in Yemen. This study contributes to raising awareness of the importance of training and development as a critical factor in job satisfaction, which is very important, especially regarding the organization's ability to retain its employees.  

Testing the mediation effect of person-organisation fit on the relationship between talent management and talented employees’ attitudes

2018 ◽  
Vol 39 (2) ◽  
pp. 319-333 ◽  
Author(s):  
James Kwame Mensah ◽  
Justice Nyigmah Bawole
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Positive Relationship ◽  
Banking Sector ◽  
Talent Management ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Previous studies suggested that talent management (TM) is positively related to employee work attitudes. However, a few studies have examined the mechanisms through which TM leads to employee work attitudes. The purpose of this paper is to examine the mediating role of person-organisation (P-O) fit on the relationship between TM and employee’s job satisfaction, and organisational citizenship behaviours (OCBs). Design/methodology/approach Using a sample of 232 talented employees from the Ghanaian banking sector, a partial mediation model was outlined and tested using structural equation modelling. Findings The results showed that TM had positive relationship with P-O fit, job satisfaction and OCBs. The findings further show that P-O fit had positive relationship between job satisfaction and OCBs and partially mediated the relationship between TM and both job satisfaction, and OCBs. Research limitations/implications This study used cross-sectional data; hence, conclusions regarding causality cannot be made. That is, the results must be interpreted as associations rather than causality. Practical implications Management should endeavour to use TM to help align talented employee’s competences, values and goals to those of their organisation. Originality/value This study contributed to the TM literature by providing a stronger and more plausible explanation of the relationship between TM and talented employees’ outcomes.

scholarly journals The Nexus of Training, Employee Commitment and Employee Performance in Nepalese Commercial Banking Sector

The Batuk ◽  
2020 ◽  
Vol 6 (2) ◽  
pp. 73-86
Author(s):  
Sajeeb Kumar Shrestha
Keyword(s):  
Commercial Banks ◽  
Banking Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Commercial Banking ◽  
Kathmandu Valley ◽  
Cross Sectional ◽  
Bank Managers ◽  
Training Need ◽  
And Training

This research attempts to measure the nexus of training, employee commitment, and employee performance in the Nepalese commercial banking sector. Descriptive and causal research design is used to achieve the objectives of the research. Structured questionnaires were made, and the survey was done to collect primary cross-sectional data. Employees of the commercial banks in Kathmandu Valley who have been involved in the training program at least one time are included in the survey. Judgmental sampling was taken. This research confirmed that the training need assessment, mode of training, and training feedback significantly influence employee commitment, and employee commitment influences employee performance in commercial banks. So, bank managers must accept the nexus of training in employee commitment and employee performance.

scholarly journals Does the target market affect bank performance? Evidence from the geographic diversification of city commercial banks in China

2021 ◽  
Vol 15 (1) ◽  
Author(s):  
Xiaonan Li ◽  
Chang Song
Keyword(s):  
Commercial Banks ◽  
Banking Sector ◽  
Capital Adequacy ◽  
Bank Performance ◽  
Chinese Government ◽  
Target Market ◽  
Geographic Diversification ◽  
Cross Sectional ◽  
The Impact ◽  
Geographical Diversification

AbstractAfter the opening up of the banking sector to domestic and foreign capitals which is approved by the Chinese government, the China Banking Regulatory Commission (CBRC) has permitted city commercial banks to diversify geographically. Since this deregulation in 2006, city commercial banks began to geographically diversify to occupy the market and acquire more financial resources. To examine the causal relationship between geographical diversification and bank performance, we construct an exogenous geographical diversification instrument using the gravity-deregulation model and a policy shock. We find that bank geographical diversification negatively affects bank performance. Moreover, we conduct some mechanism tests in the Chinese context. We find that the target market with several large- and medium-sized banks and a high level of local protectionism in the target market decreases the performance of city commercial banks. Finally, cross-sectional analyses show that the impact of geographical diversification on banks’ performance is more notable among city commercial banks that are younger, and have a lower capital adequacy ratio and a higher non-performing loan ratio.

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

An Empirical Study on Factors Leading to Employee Retention for Manufacturing Industry in India

2016 ◽  
pp. 24-51
Author(s):  
Rupali Singh ◽  
Anil Sankhi
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Significant Relationship ◽  
Employee Retention ◽  
Manufacturing Industry ◽  
Mediation Effect ◽  
Personality Factors ◽  
Work Culture ◽  
Manufacturing Organizations ◽  
Training Compensation

The purpose of this paper is to develop an understanding of employee's retention in manufacturing organizations. The factors identified for the study are work culture, training, compensation, motivation of employee's for their profession, and employee's personality factors which are mediating through job satisfaction of employees. The study established statistically significant relationship between the factors and employee's retention with mediation effect of job satisfaction. Results revealed the importance of job satisfaction as a mediator in predicting employee's retention in manufacturing industry.

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