scholarly journals Impacting Factors on the Employees’ Performance during Acquisitions: A Study on KASB Bank into Bank Islami Pakistan Ltd

2019 ◽  
Vol 12 (4) ◽  
pp. 123
Author(s):  
Salar Hussain ◽  
Arjumand Bano Soomro ◽  
Arifa Bhutto ◽  
Sobia Shah ◽  
Shazia Shahab Shaikh
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Cultural Change ◽  
Banking Sector ◽  
Employee Performance ◽  
Primary Data ◽  
Equation Modeling ◽  
Independent Variables ◽  
Change Communication ◽  
The Impact

Employee performance has a huge effect on success of modern organization. Employees are considered as backbone for any organization that cannot be emulated from the competition, therefore employee performance should be considered major valuable resource. This study has focused on the banking sector where employees’ performance having huge impact on organization. For this purpose, we chose two banks from Pakistan for acquisition, one is Bank Islami Pakistan Ltd and second KASB Bank were chosen, their acquisition took place on 8th of May 2015. In this study, the employees’ performance was examined on the bases of few factors like an organizational cultural change, communication between the acquirer and target bank, organizational change managed by the acquirer firm, and job satisfaction of both the acquirer and the target banks’ employees. We collected the Primary data by using the questionnaire methodology where we collected data from 200 respondents of both banks representing the overall population of the acquirer bank and target bank. The findings of this study were interpreted with the help of Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM), which were used to find the impact of independent variables; cultural change, communication gap, organizational change and job satisfaction on dependent variable(s) which is employees’ performance. The outcome of our questionnaires data shows that proper management of independent variables can decrease the level of anxiety amongst employees, which affect the industry making a successful acquisition.

PENGARUH PELATIHAN, KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN PENDIDIKAN SEBAGAI PEMODERATOR PADA BALAI PENDIDIKAN DAN PELATIHAN APARATUR KEMENTERIAN KELAUTAN DAN PERIKANAN

2018 ◽  
Vol 5 (2) ◽  
pp. 37-49
Author(s):  
Wahyu Yulianto
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Structural Equation ◽  
Secondary Data ◽  
Primary Data ◽  
Equation Modeling ◽  
Training Centre ◽  
Competence Motivation ◽  
The Impact ◽  
Mediator Variable

The study purpose is to analyse the impact of training, competence, motivation and leadership towards performance either directly or through job satisfaction as a mediator variable. As many as 55 staff are considered as respondents in this research, and census method is used as the sampling method. Primary data in this study were collected through questionnaires and analyzed using Likert Scale. Secondary data are obtained from the organization structure Sukamandi Apparatus Training Centre (BDA), performance appraisal, staff attendance, information system and personnel management. Structural Equation Modeling Analisis of Moment Structures (SEM-AMOS) is used to process and analyze data. This study shows staff with high education, competence and leadership have a significant effect on performance, While the job satisfaction is significant in mediating the influence of training, competence and leadership on performance. Next on the employee with low education, training, competence, motivation and leadership have a significant influence on performance, while job satisfaction is significant in mediating the effect of competence and leadership on staff performance.   Keywords:  training, competence, motivation, leadership, job satisfaction, performance

scholarly journals The Impact of Non-Monetary Benefits on Employee Performance in Commercial Banks of Hyderabad, Sindh, Pakistan

2019 ◽  
Vol 6 (3) ◽  
pp. 16-19
Author(s):  
Abdul Ghafoor Kazi ◽  
Rafia Almani Baloach ◽  
Bilal Ahmed Khan ◽  
Mehwish Syeda
Keyword(s):  
Career Development ◽  
Multiple Regression ◽  
Banking Sector ◽  
Employee Performance ◽  
Statistical Tests ◽  
Reliability Test ◽  
Independent Variables ◽  
Flexible Working ◽  
Private Banking ◽  
The Impact

The purpose of this research was to analyze the impact of Non-monetary rewards on employee job performance in private banking sector of Hyderabad Pakistan. The study focused on factors such as recognition, career development, flexible working schedule (independent variables) and employee performance (dependent variable). The relationship between dependent and independent variables are empirically verified through statistical methods. The statistical tests like reliability test and multiple regression statistics were used for data analysis. Primary method was adopted for the collection of data in the form of questionnaire. Total respondents were 50 that were physically contacted. In reliability test all variables (03 independent and one dependent variable) were found reliable with good and excellent remarks. The value of Beta indicated positive relationship with dependent variable i.e. employee performance. In multiple regression analysis, independent variables recognition, career development and flexible working schedule were found insignificant.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals PENGARUH PERSEPSI PEGAWAI MENGENAI OUTSOURCING TERHADAP KEPUASAN KERJA DAN TURNOVER INTENTION

2016 ◽  
Vol 8 (2) ◽  
pp. 115
Author(s):  
Retno Sari Murtiningsih
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Primary Data ◽  
Equation Modeling ◽  
Survey Method ◽  
Increase Productivity ◽  
The Impact

<p>The Background of this research was the trend of companies’ outsourcing human resource (expertise and specialists) to accomplish tasks more cheaply and efficiently to increase productivity. The objective of this research was to find out the impact of employees’ perception of outsourcing human resource on their job satisfaction and turnover intention. To achieve this objective the quantitative research has been done by using explanatory survey method. The design of this research applies quantitative approach. The samples for the study consisted of 115 human resource division employees of three Banks in Jakarta. The primary data in this research was obtained by using closed ended questionnaires. Non probability sampling method with the convenience sampling technique was employed to select the sample. Data analysis used in this research was Structural Equation Modeling (SEM). The result of this research concludes that employees’ positive perception of outsourcing human resource increases their job satisfaction and decreases their turnover intention whereas negative perception of outsourcing human resource decreases job satisfaction and subsequently increases turnover intention. Based on the result of the research, it is important that a company outsource human resource to increase productivity.</p>

scholarly journals The Islamic Banking Sector Of Pakistan: The Impact Of Leadership Opportunities, Gender Differences, Working Conditions And Employee Performance On Job Satisfaction Of Female Employees Of The Industry

2020 ◽  
Vol 20 (2) ◽  
pp. 139-158
Author(s):  
Sobia Iqbal ◽  
Khalid Mehmood Iraqi
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Banking Sector ◽  
Employee Performance ◽  
Positive Association ◽  
Working Environment ◽  
Islamic Banking ◽  
Upper Management ◽  
Leadership Opportunities ◽  
The Impact

The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level).  The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.

scholarly journals THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES IN GHANA’S BANKING SECTOR

2014 ◽  
Vol 9 (2) ◽  
pp. 140-149 ◽  
Author(s):  
Noble Osei-Bonsu
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Change Management ◽  
Attitude Change ◽  
Banking Sector ◽  
Employee Involvement ◽  
Positive Impact ◽  
Employee Attitudes ◽  
Employee Job Satisfaction ◽  
The Impact

Employee job satisfaction is pertinent and critical in the change management process of contemporary organizations. The objectives of this study are to assess the extent of employee involvement in the change management processes, assess the impact of change management on employee job satisfaction and thirdly, attitude of employees after organizational change. A descriptive survey research design was employed to administer a self-designed questionnaire consisting of open and closed- ended items to one hundred and forty respondents using simple random sampling. Closed-ended items were measured on a five-point Likert scale. Data was analysed using SPSS and presented in descriptive form. The main findings indicate that employees’ involvement in the process was limited to provision of adequate information. It was also revealed that generally, the change had a positive impact on employees’ job satisfaction. Finally, employee attitudes after the change were found to be positive. Interestingly, respondents disagreed with the issue of high level of trust after the change process. In view of the findings, it is recommended that management should encourage employees’ maximum participation in the process through adequate representation on change management committees. Key words: attitude, change management, employee involvement, job satisfaction, organizational change.

scholarly journals The impact of job satisfaction on employee performance through organizational commitment as intervening variables: A survey on employees of Mitra Swalayan Kartasura

2021 ◽  
Vol 10 (6) ◽  
pp. e39910615738
Author(s):  
. Suprayitno ◽  
. Lamidi ◽  
Jeane Rosalia Qomariah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Retail Sector ◽  
Private Company ◽  
Analysis Technique ◽  
The Impact

Mitra Swalayan Kartasura is a private company engaged in the retail sector to fulfill basic needs. This  objective  is  to  address  the impact  of  satisfaction  on commitment to organizational commitment, to respond to the significance of the impact of the organization on employee performance, to indicate the significance of the impact of employee performance on satisfaction and whether the organization can mediate employee job satisfaction. This type of research uses the census method for Mitra Swalayan Kartasura employees. This research uses qualitative data and quantitative data. Meanwhile, the data source uses primary data and secondary data. The population is all employees of Mitra Swalayan Kartasura who assess 85 employees. The sample in this study were 85 employees with the census method. The data analysis technique used multiple regression test, t test, F test, indirect effect test, path analysis and coefficient of determination. The results of the study indicate that job satisfaction can have a positive and significant  effect  on  organizational  commitment,  there  is  no  positive  and significant influence between organizational commitment on employee performance, job satisfaction can have a positive and significant effect on employee performance and in this study it cannot prove that organizational commitment. mediate job satisfaction on employee performance.

The Effect of Leadhership and Organizational Comitment to Performance of Employees with Working Satisfaction as Intervening Variables in Tanah Lot DTW Management Office

2018 ◽  
Vol 9 (10) ◽  
pp. 21096-21108
Author(s):  
I Putu Erawan ◽  
AA Putu Agung ◽  
Luh Kadek Budi Martini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Tourist Destination

This study aims to test The Influence of Leadership and Organizational Commitment to Employee Performance with Job Satisfaction as a Variable Intervening is carried out at the Dtw Tanah Lot Tabanan Office. This research is a quantitative research using primary data obtained from questionnaires and measured using a Likert scale. The population of this study were employees at the DTW Tanah Lot Tabanan management office Based on the data obtained at the Tanah Lot DTW management office in Tabanan Regency the number of employees is 40 people which is less than 100, then taken entirely, so the research is population research. (Sample saturated). Data analysis techniques used in this study are Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using the help of the Smart PLS 3.0 program. The results showed that Leadership has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. The effect of mediation on job satisfaction variables on the indirect influence of leadership on employee performance is partial (partial mediation), meaning thatvariable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.   Influence of mediation on job satisfaction variables on indirect effects Organizational commitment to employee performance is partial (partial mediation), meaning that variable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.

scholarly journals PENGARUH KECERDASAN EMOSIONAL DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

2021 ◽  
Vol 6 (2) ◽  
pp. 1-19
Author(s):  
Keke Tamara Fahira ◽  
Rozaq Muhammad Yasin
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Environment ◽  
Structural Equation ◽  
Sampling Method ◽  
Employee Performance ◽  
Primary Data ◽  
Equation Modeling ◽  
Confirmatory Analysis ◽  
Production Employees

The Business sector is facing intense competition around the world so that organizations recognize the importance of human resources as a competitive advantage. For this reason, the factors that have an influence on employee performance are discussed in this study including emotional intelligence, work environment and job satisfaction. This study aims to analyse the effect of emotional intelligence and work environment on employee performance through job satisfaction as intervening variable at PT. Indomaju Textindo Kudus. The quantitative method used in this research is using AMOS confirmatory analysis followed by Structural Equation Modeling (SEM). This research uses non probability sampling method (accidental sampling) in order to collect data. Primary data is used in the study by distributing 150 sample questionnaires to production employees at PT. Indomaju Textindo. The findings in this study are that emotional intelligence and work environment have a direct effect on employee performance. From the research results it can be concluded to improve the performance of employees at PT. Indomaju Textindo can be pursued by maintaining and improving the emotional intelligence of employees and a safe and comfortable work environment.

scholarly journals PENGARUH MOTIVASI INTRINSIK, KOMUNIKASI INTERPERSONAL DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KEPUASAN KERJA DALAM MENINGKATKAN KINERJA PEGAWAI (Kantor Kementerian Agama Kota Serang)

2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Rohmat Hidayat ◽  
Roni Kambara ◽  
Lutfi Lutfi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Interpersonal Communication ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Primary Data ◽  
Independent Variables ◽  
Equation Modelling

The purpose of this study was to describe the effect of intrinsic motivation, interpersonal communication and transformational leadership on job satisfaction to improve employee performance. This reserch consist of five variables, these variables were tree independent variables (exogen), one dependent variable (Endogen), and one intervening variable. The three independent variables were intrinsic motivation, interpersonal communication, and transformational leadership. Whereas, the dependent variable was employee performance, and the intervening variable was job satisfaction. This study was conducted at the Office of the Ministry of Religion in Serang Banten. The purposive sampling technique was used based on judgment sampling to 81 respondents. The primary data was collected through a checklist and open-ended questioner. Data were analyzed by Structural Equation Modelling technique using SmartPLS software. There six of Seven hypotheses that have been supported or accepted: intrinsic motivation positive and significant impact on job satisfaction, interpersonal communication positive and significant impact on job satisfaction, transformational positive and significant impact on job satisfaction, intrinsic motivation positive and significant impact on employee performance, transformational leadership positive and significant impact on employee performance, and job satisfaction positive and significant impact on employee performance. While there was one hypothesis is unsupported or rejected: interpersonal communication positive but insignificant impact on employee performance.

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