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The article discusses the concept of happiness management in the context of companies in the age of artificial intelligence. It highlights the negative effects of toxic work environments on employees' well-being and productivity. The article argues that corporate governance focused solely on economic benefits does not cultivate happiness at work. It emphasizes the importance of happiness management as a driver of innovation, productivity, and competitive advantage. The article also mentions several studies that explore the relationship between happiness at work and factors such as job variety, work flexibility, inclusive leadership, and organizational justice. It concludes by emphasizing the need for new management models that prioritize happiness management in the face of technological advancements. [Extracted from the article]

Purpose: This study aims to investigate the role of corporate social responsibility (CSR) to increase the happiness of employees and in the same time contributing to the goals of organization. It is argued that a type of CSR, namely cause-related marketing (CrM) can drive employee happiness at work (HaW) through employee's cause involvement (CI). CrM is activity form of collaboration between companies and nonprofit organizations to sell products or services and donate some portion of the sales to support a cause. The study is needed to understand this CSR action and its effects, in particular on employees as company stakeholders. Design/methodology/approach: The study was conducted by survey questionnaire with sample of 216 respondents employed by a state-owned bank in Indonesia which active in CSR actions. Analysis conducted using PLS SEM method and SMART PLS software. Findings: The finding confirms that CrM does indeed have an effect on employee happiness, especially if employee's cause involvement in the CrM is evident. The result suggested that CrM initiatives should be promoted together with employee's cause involvement with the program because this will increase the general level of HaW in the organization. Originality/value: The study is unique because of its effort in aligning three aspects; employee happiness, social responsibility while still takes account for company's business goals. It also addresses a rarely explored yet crucial area in a highly stressed environment: the financial industry in a pandemic situation. [ABSTRACT FROM AUTHOR]

Leadership style has often been considered as one of the vital factors that can enhance employees' engagement and it is seen as the live wire for the attainment of organisational goals. The purpose of the study is to examine the effect of leadership styles (transformational, transactional and Laissez-faire leadership) on employee engagement in the banking industry. Data for this cross-sectional survey study were collected from 472 employees who were working on a full-time basis in the banking sector. Multi-stage cluster sampling and a self-administrative questionnaire are used to collect data from these employees. Our study utilised SPSS 21.0 for analysing the frequencies, summary statistics, correlations of observed variables and coefficient alpha. The partial least squares structural equation modelling (PLS-SEM) technique was used for data analysis and hypothesis testing. The findings indicate a transformational and transactional leadership styles significantly effects employee engagement while there was an insignificant effect of Laissez-faire leadership on employee engagement. The results also revealed that transformational and transactional leadership is a significant predictor of employee engagement in contrast to the Laissezfaire leadership style. Our findings represent a theoretical contribution to social exchange theory and provide useful managerial implications for banking organisations to improve work engagement among employees. [ABSTRACT FROM AUTHOR]

Purpose: The current article investigates the impact of generational diversity on knowledge sharing and group performance. It, further, explores the moderating effects of intergenerational climate, boundary-spanning leadership, and respect in facilitating greater knowledge sharing and enhanced group performance. Design/methodology/approach: The authors applied partial least square structural equation modeling to test the model, using a sample of 635 employees working in the banking industry. Findings: Results indicate that generational diversity negatively influences knowledge sharing among employees at work. However, the moderating roles of intergenerational climate and boundary-spanning leadership aid in mitigating this negative affect and facilitate knowledge sharing among employees, thereby, resulting in better group performance. Research limitations/implications: The study extends extant literature on generational diversity and differences by examining its impact on knowledge sharing and group performance. Further, the study also contributes by highlighting intergenerational climate and boundary-spanning leadership as key facilitators in promoting knowledge sharing among employees. Future research may include other industries/contexts to widen the generalizability of the findings and a longitudinal design to ascertain the causal effects. Practical implications: This study identifies the need to effectively manage multigenerational workforce to capitalize on the unique benefits of each generation. An intergenerational climate free from ageist attitudes and employing leaders possessing boundary-spanning abilities would help organizations to create an inclusive workplace. Originality/value: The authors attempt to explore the relationship between generational diversity, knowledge sharing, and group performance through the moderating effects of intergenerational climate and boundary-spanning leadership, which has not been studied in the past. [ABSTRACT FROM AUTHOR]

Employee turnover intention in the Nigeria banking industry has become a challenging experience, not only to the regulators and banks but also the employees themselves. Although, several factors have been examined in some of the previous studies as the possible predictors of turnover intention some of them ignored the critical roles of entry level employees in the profitability of commercial banks. While managerial cadre is important in providing needed leadership bulk of the critical functions such as customer relationship, marketing, accounting and operations are largely performed by the entry level employees of banks. The present study is designed to investigate the predictors of turnover intention among entry level employees in Nigeria banking industry in order to design an effective and proper managerial intervention which will achieve reduce turnover intention in Nigeria banking industry. adopted a sample population of five (5) commercial banks from Victoria Island of Lagos. The five selected banks are the largest, most visible and most profitable banks in Nigeria (First Bank, UBA, Guarantee Trust Bank, Access Bank and Zenith Bank). Using a sample of 250 respondents, it was found that work engagement was statiscally significant with turnover intention (β=0.162; sig.<0.01). Compensation (β=0.258; sig.<0.01), work environment (β=0.118; sig.<0.01) and perceived organizational support (β=0.281; sig.<0.01). Managerial implications for policy and practice were provided. [ABSTRACT FROM AUTHOR]

Technological advancements have led to a paradigm shift in banking, emphasizing 'Digital Banking'. However, as with any nascent technology, the adoption of digital banking services brings forth many challenges. This study focuses on the challenges and issues faced by employees within the banking industry due to digitalization. Conducted through a survey involving 105 bank employees across selected banks, this study employs a range of methodologies, including Kendall's coefficients of concordance, univariate, and cross-tabulation analyses. The findings of the study shed light on varied challenges, some of which are significantly pronounced, while others remain moderately prevalent among employees. The degrees of impact of these challenges differ based on individual characteristics, with public sector bank employees encountering more pronounced challenges compared to their counterparts in the private sector. This study contributes to the existing body of knowledge by addressing gaps in the current literature, offering insights into the challenges posed by digitalization. Moreover, the outcomes of the study hold practical implications, aiding top managers in understanding the extent of challenges faced by employees. This awareness enables corrective measures to be undertaken, enhancing the overall digitalization experience. Its insights not only advance academic understanding but also provide actionable guidance for banking leaders striving to navigate the digital landscape effectively. [ABSTRACT FROM AUTHOR]

Purpose: Based upon social exchange theory, this study investigates the mediating effect of consumers' trust in banking industry frontline employees on two relationships: (1) the relation between consumers' perceptions of frontline employees' empathy and consumers' perceptions of frontline employees' performance, and (2) the relation between consumers' perception of frontline employees' customer orientation and consumers' perceptions of frontline employees' performance. Design/methodology/approach: The authors used a time-lag research design to collect data through online questionnaires distributed in two waves. The sample comprises 375 respondents having experience and interaction with banking frontline employees. Findings: Results confirm the mediating effect of consumers' trust in the banking industry on the relationships between their perceptions of frontline employees' empathy and consumer orientation on the one hand and their perceptions of frontline employees' performance on the other hand. Practical implications: Results may be helpful to policymakers and managers in the service industries, prompting them to adopt approaches and strategies designed to build strong relationships with consumers, thus increasing consumers' trust and frontline employees' performance. Originality/value: This study confirms the relevance of social exchange theory in understanding the role of consumers' trust and perceptions of frontline employees' empathy and consumer orientation in understanding their perception of frontline employee performance in the banking industry. [ABSTRACT FROM AUTHOR]

Objective: The primary objective of this study is to investigate the impact of occupational stress on job performance, while taking into account the mediating role of work stress, with the ultimate aim of addressing the physical and psychological health concerns faced by bank employees in the banking industry of DG Khan division, Southern Punjab, Pakistan. The study sought to shed light on the relationship between these factors and provided valuable insights into the management of occupational stress and the improvement of job performance in this sector. Method: A comprehensive survey was conducted in different regions of Pakistan targeting employees in selected banks, with the aim of gathering data on various aspects of their job performance and occupational stress levels. The survey involved the use of questionnaires, which were administered to a total of 200 respondents. The collected data were then subjected to a rigorous analytical process using Smart PLS, which included several statistical techniques such as descriptive statistics, Pearson's correlation coefficient analysis, multiple regression analysis, collinearity statistics, and reliability tests. The resultant findings were then used to draw conclusions and make informed recommendations. Outcomes: The numerical data revealed a noteworthy inverse correlation between occupational stress and job performance, whereby increased levels of the former led to a reduction in the latter. Moreover, the study demonstrated that workplace stress exerts a powerful mediating influence on the detrimental impact of occupational stress on job performance, as evidenced by its high level of statistical significance. The research findings indicated that workplace-related stress represents a significant causative factor in the onset of job stress and consequent impairment of work performance among personnel in the banking industry. Practical Implications: The study recommended that banking organizations take steps to improve job performance by providing their employees with support in managing both occupational and workplace stress. This can be achieved through the implementation of stress inoculation techniques, time management and behavior training, regular stress management therapy sessions, and health programs. These interventions can help to reduce the negative impact of stress on employees' physical and psychological well-being, thereby improving their job performance and overall productivity. By prioritizing the well)being of their employees, banking organizations can also foster a positive work environment and promote employee satisfaction and retention. [ABSTRACT FROM AUTHOR]

The study investigated the impact of flexible working hours, remote work norms, and the post-COVID-19 era on the psychological capital growth of employees in the banking sector in Pakistan during the post)COVID-19 era. This study investigated the mediating role of emotional commitment in the relationship between HR practices and psychological capital growth. The study utilized a sample of 180 private banking employees who participated in a survey, and the data analysis was conducted using SPSS and Smart PLS 4.0 M4 statistical software. The findings of the study revealed that flexible working hours, remote work norms, and the post-COVID-19 era have a significant impact on psychological capital growth among banking employees. The study also found that emotional commitment is a mediator in the relationship. Furthermore, it was concluded that HR practices and emotional commitment can contribute to psychological capital growth among banking employees. The findings of this study support all the direct and indirect hypothesis linkages, which have significant implications for theory and practice regarding HR practices, employees' emotional commitment to their job, and their psychological growth. [ABSTRACT FROM AUTHOR]

The banking industry is highly prone to Information Systems (IS) security breaches from outside organizations and inside organizations. There are processes to monitor, detect, measure, and prevent IS security threats from an outside organization. However, inside organization threats to IS security are very challenging to monitor and detect, especially employee-related. The paper aims to understand how leadership plays a vital role in employee information systems security intention in the banking industry. Therefore, research applied full-range leadership style theory (FRLT) to assess the role of leadership style on employees' information systems security intention. The study collects 517 responses from non-managerial bank employees from Brazilian banks using questionnaires and tested the theoretical relationship using partial least square structural equation modeling. The findings reveal that transformational leadership has a positive impact on the development of employee information systems security intention, whereas passive leadership harms employee intention toward information systems security. In addition to that results also show that age, education level, and work experience have moderating effects on employee intention toward information systems security. The research will help the banking industry to influence employee IS security intention through proactive and transformational leadership. In addition, it will also help leaders to understand employee intention toward information systems security aspects. The leadership role will enable IS security and flexibility in the organization. [ABSTRACT FROM AUTHOR]

The public's doubts about several cases of abuse of authority by banking officials and employees have caused the public's trust to decrease in the banking sector, which should be a safe and reliable place to store funds for all Indonesian people. Public demands for accountability and transparency from the bank in disclosing the findings of fraud have forced banks to further improve their integrity and internal control. This study aims to examine the effect of integrity, effectiveness of internal control, on the potential for accounting fraud and its impact on financial accountability in Indonesian banks. This research uses Structural Ecuation Modeling (SEM) analysis. The population in this study is banking in Indonesia which is listed on the Indonesia Stock Exchange (IDX) in 2021, the total sample in this study is 54. The data are taken from questionnaires distributed to respondents. The results of this study indicate that the integrity and effectiveness of internal controls have a negative effect on the potential for accounting fraud, the integrity and effectiveness of internal controls have a positive effect on financial accountability, and the potential for accounting fraud has a negative effect on financial accountability. [ABSTRACT FROM AUTHOR]

Purpose: The paper investigates how talent management influences employee performance in the banking industry in Nigeria. Despite various economic policies of the Central Bank of Nigeria aimed at reshaping the banking industry, talent management and development for the digital age is the concern of the most bank. Rapid digital transformation has been affecting the banking industry, which requires the banking industry to rethink a strategic way to achieve inclusive, resilient, and sustainable growth. Design/methodology/approach: The questionnaires were used to obtain information from 302 full-time employees of the top five banks in the Nigerian banking industry. The collected data were analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM). Findings: This study shows that talent attraction and development significantly and positively influence task performance. In comparison, talent retention was found to have no significant effect on task performance. This study found that work engagement positively mediates talent attraction, development and task performance. Work engagement did not mediate the relationship between talent retention and task performance. Originality/value: For the industry to motivate high-performing employees in this digital economy, talent management will need to be carefully designed to create the most enduring competitive advantage. In conclusion, this study will benefit the Nigerian banking industry by apprehending the predictors of task performance so that the prevalence of poor task performance among the employees is well managed. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the technology acceptance model's applicability in understanding employees' acceptance of online platforms for knowledge sharing in organisations. Specifically, this research explores gender differences in using online platforms for sharing knowledge at the workplace in an emerging market context and the role of individuals' motivation in online platform usage in organisations. Design/methodology/approach: A web-based survey was conducted in Vietnam with 290 responses from employees in the banking and insurance industries. Findings: Both intrinsic and extrinsic motivations influenced the perceived ease of use, perceived usefulness and online platform usage for knowledge sharing. The results also confirm a significant influence of perceived ease of use directly on knowledge sharing behaviour using online platforms and indirectly via perceived usefulness. Regarding gender differences, perceived ease of use was more salient in women, while men considered perceived usefulness to a greater extent. Research limitations/implications: This study provides a complete picture of gender, motivation and technology used for knowledge sharing in organisational settings. Originality/value: This research has provided additional insight into the importance of gender and motivation in technology acceptance. By doing this, this study helps organisations capture the potential of valuable human resources for their competitiveness. [ABSTRACT FROM AUTHOR]

Corporate firms affirm that a more remarkable coordination among the HRM practices and natural concerns causes the organizations to implement environmental management system effectively and adequately. The systematic prospects of help from human resources to environmental management goals is termed as Green Human Resource Management. This paper examines the perception of the banking employees towards Green HRM practices and it analyzes the association between the demographic factors of the employees and their perception towards Green HRM practices in the selected banking units. The present study adopts Descriptive research design and both primary and secondary data will be utilized for the study. For this purpose, the study focuses on the public and private sector banking units in the Hyderabad region of Telangana state. Selective Random sampling technique was applied and 120 sample respondents were identified for the study. Statistical tools like chi-square test and Anova were applied. The study concludes that there exists a significant association between the education levels and experience levels of the employees and their perception towards Green HRM practices. The study further concludes that the Green HRM practices have a significant influence on the employees in the banking industry. [ABSTRACT FROM AUTHOR]

India is one of the fastest developing countries in the world. The economic progress of a country depends on the proper functioning of the Banking Industry. The success of the banking industry depends on the employees of the banks. Here, the study aims to identify important factors influencing employees' work styles of private sector banks. Work style is the way of performing the work. The required data for the study is collected from all the 496 employees working in private sector banks in the study area. Factor Analysis, Cluster Analysis, and Chi- Square test have been applied. The analysis shows that Work Autonomous and Support from Colleagues are dominating factors of work style. Cluster Analysis depicts that most of the employees have monarch behaviour, and they can balance their work style. The behaviour of employees has an impact on the level of balance of work style. The study also suggests some possible implications. [ABSTRACT FROM AUTHOR]

Professional stress is a challenge for many companies that want to keep their employees within the organization on one hand and to ensure their performance through a comfortable working environment on the other. This study investigated and evaluated the perceptions of 14 male employees (French and Romanian speakers) working in the same banking call center in Timisoara regarding the causes and effects of work-related stress. The applicability of this study is to develop possible strategies and practices for controlling and reducing work-related stress in order to decrease the high staff turnover. The elaboration of this research is based on the concepts of occupational stress, its effects on the perceived emotional and physical health of the employees but also on their performance and motivation at work. To carry out this qualitative research, we used a semi-structured interview guide written in both Romanian and French, since half of the interviewees are Romanians, and the other half are North Africans from Tunisia, Morocco, and Algeria. The main topics on which the interview guide questions were developed are the following: personal and professional experience, working schedule, work rate, performance, motivation, mental and physical health and how all the aforementioned contribute to professional mobility. The research results show that the employees performance and motivation at work are indeed affected by the perceived occupational stress, but it is not the main reason why they consider changing the current job. For most of the interviewed employees, the individual life goals, ambitions, and future projections are the ones influencing them to look for another job position after gaining the desired experience within the call centers. [ABSTRACT FROM AUTHOR]

Crowdsourcing platforms are a valuable source of information for employees and firms. They have become an essential part of human resource practices, such as recruiting, employee engagement, and the marketing of a company's brand. Crowdsourcing platforms can help enrich an employer's brand, with employee reviews acting as a terra‐incognita for the early‐stages in the employer branding process. In response to these dynamics, this research explores the employer value proposition preferences and the sentiments of employees in the US banking industry. Approximately 11,000 reviews on the crowdsourcing platform Indeed.com, covering the top 18 banks listed on the Fortune 500, were parsed. The text mining techniques topic modeling and sentiment analysis were carried out using Latent Dirichlet Allocation. The topic modeling analysis revealed work‐life balance, management, economic, social, and development values as the most preferred employer value proposition, while brand‐image, application, and interest values were the least preferred. Sentiment analysis showed that employees exhibit negative sentiments for management, work stress, work‐life balance, and economic values, and show positive sentiments for development, social, and interest values. The paper highlights avenues for future research and discusses the managerial and theoretical implications for managers and HR practitioners. [ABSTRACT FROM AUTHOR]

This article aims to investigate the impact of employee perceptions of corporate social responsibility (CSR) on job embeddedness under the drastic circumstances of coronavirus disease 2019 (COVID-19). This study also investigated the role of organizational identification as a psychological mechanism linking employee perceptions of corporate social responsibility (CSR) to job embeddedness. Survey data were collected from 325 employees in banking industry of China and analyzed using partial least squares structural equation modeling (PLS-SEM). Results revealed that CSR to employees and organizational identification were positively and significantly related to job embeddedness, while CSR to customers, CSR to government, and CSR to society did not significantly predict job embeddedness. Organizational identification fully mediated the relationship between CSR to customers, CSR to government, CSR to society and job embeddedness, and partially mediated the relationship between CSR to employees and job embeddedness. The results suggest engaging in CSR activities can lead employees to identify themselves with the organization and enhance their embeddedness. The article concludes with several implications for practice and recommendations for future research. [ABSTRACT FROM AUTHOR]

It is essential for organizations to invest and improve employee outcomes to enhance organizational competitiveness and growth in today's world. However, most organizations place management objectives above the career competencies of employees. Therefore, this study investigated 1. the effect of high-performance work practices on employee career competencies in the banking industry. 2. the mediating effect of employee career competencies on the relationship between high-performance work practices and employee outcomes in the banking sector. The study adopted a quantitative approach with a total of 340 respondents from various banks in Tanzania. The data was analyzed using Covariance Based Structural Equation Modelling (CB-SEM). The results of the finding indicate that high-performance work practices have a significant effect on employee career competencies. Similarly, employee career competencies significantly impact service quality, creative performance, and extra-role performance in banks. Also, employee career competency does not mediate the relationship between high-performance work systems and service quality in the banking industry. [ABSTRACT FROM AUTHOR]

This study investigates the role of trust in the leader in the relationship between the dimensions of job satisfaction and transformational leadership in the banking sector of Karachi. The study employs a quantitative methodology where data is collected at three equal intervals to escape the common method bias. At time one, 250 questionnaires were distributed to the employees working in the bank sector and had the same supervisor for the last six months to measure the leadership style, 239 questionnaires were returned. A second time after a month, questionnaires were distributed to 239 respondents who previously filled the questionnaire to measure trust in the leader, and 227 questionnaires were returned. Lastly, after one more month, the 227 questionnaires were distributed, and 215 were returned. In this study structural equation modeling technique is used by using Amos software. Results indicate that trust mediates three transformational leadership dimensions (Individualized Consideration, Inspirational Motivation, Intellectual Stimulation) and job satisfaction. Findings show that managers in the banking industry of Karachi should focus on providing individualized consideration and intellectual stimulation to increase job satisfaction as these two elements significantly impact the job satisfaction of the employees of the banking industry in Karachi. [ABSTRACT FROM AUTHOR]

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/Methodology/approach - One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings - Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value - In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions. [ABSTRACT FROM AUTHOR]

This study examined the relationship between job satisfaction and job contentment in the context of Nigerian banks using selected banks in the Southwest of Nigeria as the unit of analysis. A structured questionnaire was administered to elicit relevant information from 123 respondents using both stratified and simple random techniques. The study identified six (6) components of job satisfaction that drive job contentment such as job security, salary, human relations, promotion, organizational benefits, and job characteristics, and also established a positive relationship between job satisfaction components and job contentment. It was found that salary, job security, and organizational benefits drive job contentment more among employees in the banking industry but job security was considered to be the most potent drive of job contentment among all while the relationship among all the job satisfaction components with job contentment was a moderate relationship except human relations that has a weak relationship at 0.05 level of significance. The regression result showed that all the components of job satisfaction have an effect on employee job contentment and it was concluded that the six components of job satisfaction should be entrenched in the organizational retention strategies to guarantee job contentment among employees in the banking industry. Thus, recommended that the implementation of the organizational policies towards the components of job satisfaction should be fair, just, and free of any form of sentiments that can affect their perception and feelings about these components. [ABSTRACT FROM AUTHOR]

The purpose of this article is to examine effect of organizational change strategies on competitive advantage of Al-Bayda Commercial Banks. The descriptive analysis approach was used to accomplish the objectives of this study, and the necessary data for the study were collected through a questionnaire. The study was conducted on a sample of (91) managers in these banks. A group of descriptive and analytical analysis methods were employed to process the data. It has been found that there are high levels of two organizational change strategies: the awareness strategy and the mental strategy, while the level of coercive strategy use was moderate. The results indicated that there is a significant effect of organizational change strategies on competitive advantage, and that there is a significant effect of organizational change strategies in the dimensions of competitive advantage (cost, quality, flexibility and innovation). [ABSTRACT FROM AUTHOR]

This study aims to analyze the effects of human capital and organizational learning on employee performance with innovation behavior as a mediator. This study is conducted at a privately owned bank in Gorontalo City with a sample of 92 respondents. Researchers use purposive sampling with data collection technique that is questionnaires in Google Form. Data analysis is performed using SEM-PLS (Structural Equation Modeling Partial Least Square) with SmartPLS software version 3.0. The results of this study indicate that (1) human capital has positive effect on employee performance and innovation behavior, (2) organizational learning has positive effect on innovation behavior, (3) innovation behavior has positive effect on employee performance, and (4) innovation behavior mediates the effect of organizational learning on employee performance but cannot mediate human capital on employee performance. [ABSTRACT FROM AUTHOR]

Firms, regardless of their nature, are focused on improving their quality. Different factors have been identified by the previous researchers that influence the employee performance (EP). Work-life balance (WLB) is encouraged as an inclusive policy, directed at all workers to achieve a more harmonious balance between their work responsibilities and their personal responsibilities and interests. This study offers new insight into the implications of regulatory changes on the organizational policies related to WLB for improving EP from a developing country like Bangladesh. The main purpose of the study is to investigate the interfacing relationship between WLB and EP in the private commercial banks in Bangladesh. This study reviewed previous literature to find different empirical and theoretical contributions in establishing WLB and EP. The study mainly used a quantitative research method to explore the current scenario of WLB, identify the factors that affect the WLB, and finally measure the level of impact of the WLB on the EP in the banking industry of Bangladesh. Total 325 bankers were selected conveniently from different branches of the top ten selected banks. SPSS and smart PLS were used to analyze data. Descriptive statistics and SEM analysis were employed in the study. This study argues that when there is an association among the factors of WLB, there is the likelihood that the EP of the organization will be improved. Hence the study concludes that the banking industry needs to improve WLB position, which will ultimately improve organizational performance through EP. [ABSTRACT FROM AUTHOR]

Background: Burnout is a syndrome caused by chronic stress in the workplace that has not been successfully managed. Although prevalence of burnout is well documented in different fields, little is known about this syndrome in the context of banking work. The objective of this review will be to assess worldwide pooled prevalence of burnout syndrome among bank employees. Methods: This is a study protocol for a systematic review. We will search the following electronic databases (from their inception onwards): PubMed/MEDLINE, SCOPUS, Web of Science, PsycINFO, ERIC, EBSCOhost, Emerald Insight, and Google Scholar. Grey literature will be identified through searching SCOPUS, Google Scholar, ProQuest databases, and websites of related organizations. We will consider studies that include any type of employee in the banking industry and report extractable prevalence estimates of burnout. Two reviewers will independently screen all citations, full-text articles, and abstract data. The study methodological quality (or bias) will be appraised using an appropriate tool. If feasible, we will conduct random effect meta-analysis of prevalence data. Additional analyses will be conducted to explore the potential sources of heterogeneity (e.g., setting, sex, burnout assessment method, country, and work hours). Discussion: This systematic review will assess the worldwide prevalence of burnout syndrome among bank employees. The results of this study will be published in a peer-reviewed journal. As it presents an analysis of published literature, the study does not require ethical approval. Systematic review registration: PROSPERO CRD42020213565 [ABSTRACT FROM AUTHOR]

In the recent times, the companies have properly understood that employees' talent is the key for organizational success and growth. That is the result why the function of Human Resource has made a transition from 'behind-thescenes' to the partner who helps in strategic decision-making. Now the organizations have understood the importance of engagement of the employees. The objective of the paper is to explore the factors affecting employee engagement in public banks to help the management to retain employees. The response from 289 employees has been taken and factor analysis was done to find out the important factors. There were 23 factors extracted which has been grouped into 3 major factors after analysis. It was found that the work was monotonous and not interesting as well as the support of the management was less. It was seen that there is a lack of friendly communication as well as two way communication between superiors and subordinates should be considered by the management. Technological up gradation at workplace and upgrading the employees about the usage of technology was also necessary. Even, financial activities in banks and the promotional process should be upgraded to engage more employees in public sector banks. Some improvements are suggested to engage workers actively to the maximum level. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate the impact of humor work climate on innovative work behavior of back-office employees in the banking industry in Russia. Design/methodology/approach: Data was collected via an online survey that included scales to measure humor climate and innovative work behavior. The survey was distributed electronically among employees of one department of a bank. The sample included 104 back-office employees (response rate 60.4%). Correlation and regression analyses were used. Findings: The results indicate that humor climate fosters employee innovative work behavior. Positive humor contributes to innovative work behavior more than remaining humor climate dimensions (i.e. negative humor, outgroup humor and supervisory support). Only position type (managers vs non-managers), and not gender, education and job tenure, was found to have a significant impact on employee perceptions of humor climate and innovative work behavior exhibition. Originality/value: This study adds to the limited empirical evidence on the links between humor and innovative work behavior, especially at a group level. This study focused on humor climate as a multidimensional construct, whereas previous research mostly explored positive forms of humor in relation to different social aspects of the organization. To the best of authors' knowledge, this study is first to use a validated scale to explore connections between innovative work behavior and humor climate. [ABSTRACT FROM AUTHOR]

A learning organisation supports an environment which facilitates employees’ quest for knowledge. This is possible with a transformational leadership style. An organisation supported by a transformational leader has workforce willing to join the collective learning process, as it is necessary for individual growth and the growth of the firm. Workplace spirituality is required for employees of organisations, irrespective of work, to ensure commitment and belongingness, and make work engaging with a shared vision. The right kind of leadership is necessary for achieving workplace spirituality. This study focuses on evaluating the relationship between transformational leadership and workplace spirituality in learning organisations, focusing on the banking industry. Extant literature reveals a dearth of studies relating to the combined effect of transformational leadership and workplace spirituality on learning organisations. In this context, the present study collected data from the employees working in the banking industry in India to assess the joint effect of transformational leadership and workplace spirituality on learning organisations. Results revealed that transformational leadership and workplace spirituality individually and jointly influence the learning organisation. Results also revealed the difference in transformational leadership, workplace spirituality, and learning organisation with respect to demographic factors. The findings of the study provide important implications for the industry. [ABSTRACT FROM AUTHOR]

Background and Purpose: Organisational politics can have a substantial negative effect on employees' performance, however many organisations still do not pay attention to this organisational behaviour. In our study, we aim to examine the relationship between organisational culture and organisational citizenship behaviour through how employees perceive political behaviour within organisations. Methods: Convenience sampling technique has been employed, quantitative data were collected from 532 employees in the Jordan banking industry via online surveys. Structural equation modelling (SEM) was employed to test the hypotheses of the study. Results: Analyses showed that organisational culture within the banking industry has an effect on how employees perceive political behaviour. A negative perception of political behaviour by employees, in turn, has a negative influence on employees' citizenship behaviour. These findings answer previous calls to investigate the destructive effect of organisational politics on employee outcomes. Conclusion: Organisations should pay more attention to the destructive effect of organisational politics and try to minimise such behaviour. Organisational citizenship behaviour, in contrast, benefits organisational performance, and the enhancement of this is recommended through the implementation of more effective policies and strategies. [ABSTRACT FROM AUTHOR]

Entrepreneurial attitude of Entrepreneurs are an important component of human capital that acts as a context for decision-making processes and is shaped by individual preferences for independence, risk-taking and the implementation of new ideas, among other aspects that lead to entrepreneurial behaviors. In this research, with focusing on explaining the role of educational programs on entrepreneurial attitude of banking industry employees, we seek to identify the factors influencing those attitudes. This study is applied research and in terms of data collection is descriptive-correlation.The data were collected using a researcher-made questionnaire and Proportional stratified samplingmethod among the employees of Tejarat Bank branches in Tehran. Data analysis was done using the structural equation modeling approach. Cronbach's alpha for all constructs was higher than 0.7, average extracted variance was higher than 0.5, and construct validity and reliability were confirmed. According to the results, training programs in the organization have a positive impact on the entrepreneurial attitude of individuals. The combination of the characteristics of the training team in the organization has the most impact on the entrepreneurial attitude. Therefore, in the banking industry, training programs with strong training teams are expected to achieve better results. [ABSTRACT FROM AUTHOR]

Through archival data from 225 local banks founded between 2006 and 2009, as well as interviews with 73 bank founders, this paper explores the influence of founders’ institutional logics, specifically financial and community logics, on the degree of risk taking in the organizations they found. Local bank founders steeped in a financial logic see the bank as an investment vehicle and seek to maximize profits, while those motivated by a community logic are driven to meet community needs and focus less on profits. Despite demands from regulators and consultants that promote uniformity of operations, variation exists in banks’ risk strategies that seems connected to values and taken-for-granted predispositions inherent in such institutional logics. But such a connection is empirically demonstrated only in banks with larger founding teams. In those, increased internal representation of a financial logic is associated with higher use of risky deposit instruments to finance rapid asset growth, while a higher representation of a community logic is associated with lower use of such risky instruments. Furthering research on hybrid organizations that combine competing logics, this paper suggests that individuals are more likely to be the carriers of institutional influences especially when operating collectively in larger teams, in which one expects more group conformity and diffusion of responsibility. In smaller teams, individual discretion is more likely to dominate institutional forces. [ABSTRACT FROM PUBLISHER]

Because of the nature of services, namely the inseparability of production and consumption, employee behaviours influence customer perceptions of service quality and satisfaction with the service provider. In particular, customer-oriented employees seek to help customers by addressing their needs, and this contributes to the building of customer satisfaction and the development of a relationship. Not surprisingly, research has been investigating the drivers of employees’ customer orientation. This paper examines how individual values influence the customer orientation of front-line service employees, a topic that has been unexplored in extant literature, and this is useful for the selection of employees who match the firm’s service strategy. To accomplish this, the study relies on the Schwartz value theory, which is applied to front-line employees in banking. The findings indicate that both resultant conservation and resultant self-enhancement affect the customer orientation of employees, and that these effects are moderated by job satisfaction and autonomy. [ABSTRACT FROM PUBLISHER]

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Using a unique firm-level survey database covering 54 countries, we investigate the effect of financial, legal, and corruption problems on firms' growth rates. Whether these factors constrain growth depends on firm size. It is consistently the smallest firms that are most constrained. Financial and institutional development weakens the constraining effects of financial, legal, and corruption obstacles and it is again the small firms that benefit the most. There is only a weak relation between firms' perception of the quality of the courts in their country and firm growth. We also provide evidence that the corruption of bank officials constrains firm growth. [ABSTRACT FROM AUTHOR]