Theses supervised by Cem Tanova
20 theses · Eastern Mediterranean University
The Effect of Management Commitment to Service on Employee Service Behavior: The Mediating Role of Job Satisfaction
The airline industry is considered as one of the most competitive industries in the service field. According to International Air Transportation Association (IATA), more than 230 airlines actively operate all over the world. Kazakhstan is not an exception. It has its own airline company, “Air Astana” has strengthened its position not only in local but also in the international markets. Today, it can offer links to more than 60 destinations and provides service in a high competitive environment. “Air Astana” has been chosen as a case study as an airline service provider. Frontline employees in the airlines were chosen as an object of the research. Organizational commitment towards frontline employees was explored from the management point of view and the following service behavior of employees was tracked. In order to conduct the research, 91 employees, and their managers have been surveyed. The role of service employees was exalted recently, and the necessity of employee development as the service performer for the airline organizations became critical. Because the quality of the service, that a company promises to the customers depends on employee performance. Therefore, frontline employee performance is a key factor for customer satisfaction and further loyalty. In order to evaluate the employee job satisfaction and its influences on employee service performance, much of this research has used the management commitment initiatives. Several studies suggest that organizational support, reward, empowerment, and training as the most significant indexes for job satisfaction and further employee service behavior towards customers and co-workers. The lack of the information about the impact of the management commitment to service employees and its consequent outcome in employee`s attitudes and behaviors has not received as much attention in the airline industry. As a result, it leads the current study to compensate the information in the literature and to present the invaluable resources for the management in the organizations. Keywords: management commitment; job satisfaction, customer service behavior; cooperation.
Mindfulness & Employee Organizational Citizenship Behaviors
The research purpose is to investigate whether mindfulness as a personal characteristic might be associated with higher levels of organizational citizenship behavior. To understand the nature of the association between Mindfulness (MAAS) & organizational citizenship behavior (OCB), possible mediating role of other variables such as job stress (JSS), & job satisfaction (IWS) were also assessed. The sample consists of employees at Eastern Mediterranean University, North Cyprus, (n= 196). A self-administered questionnaire was used, the data collection lasted for one month. Analysis of the data & hypothesis testing was conducted using SPSS v23 & SmartPLS. The positive association between mindfulness & organizational citizenship behavior was indirectly explained by job stress which is reduced by mindfulness & when it is lower leads to higher OCB. Whereas, job satisfaction is enhanced by mindfulness & when it is higher it leads to higher OCB. Mindfulness training may help to prepare the necessary context for the employees to have higher levels of organizational citizenship behavior. Furthermore, the results help us to have a better understanding of the mechanism by which mindfulness leads to higher organizational citizenship behavior. Keywords: Organizational citizenship behavior, Job stress, Job satisfaction, Mindfulness.
Workplace Bullying, Psychological Distress, Resilience, Mindfulness, and Emotional Exhaustion: A Moderated Mediation
The present study proposes and tests a moderated mediation model investigating the direct and mediated effect of workplace bullying on employee emotional exhaustion via psychological distress and resilience with mindfulness as a moderating variable, under the lens of COR and JD-R theory. Structural equation modeling has been applied to analyze data from 252 4- and 5-star hotels’ full-time employees in North Cyprus. The results show that workplace bullying significantly predicted emotional exhaustion, and resilience and psychological distress partially mediated this relationship. However, employee mindfulness did not significantly moderate the effect of workplace bullying on emotional exhaustion, nor its indirect effect via resilience. Implications are discussed further. Keywords: emotional exhaustion; workplace bullying; resilience; mindfulness; psychological distress; moderated mediation.
Big Five Personality Dimensions, Motivation to Use Social Media and Perception of Online Advertisement
The popularity of the Internet, and social media have dramatically increased in the last few decades. Facebook especially, is at the top of social websites that has become popular among young people and adults. Thus, online advertisement is becoming a huge part of social media and this deserves attention as to the after-effects and influence on overall motives of using social media in general. The main aim of this thesis is to examine the relationships between the Big Five and the motives and motions (belongingness and self- presentation) of using Facebook; also the relationship between Big Five and perception of online advertisement. Students of Eastern Mediterranean University were chosen as the respondents. The methodology of the current study is quantitative. Questionnaires were distributed among Turkish and English speaking students. A total of 150 responses were collected and used for further analysis. The results showed that high Agreeableness and Openness were the best predictors for belongingness; while self-presentational behaviors were best predicted by Agreeableness as well. Neuroticism and Conscientiousness did not show any relationship and effect on belongingness and self- presentation. In the case of perception of online advertisement, dimensions of trust and global; the best predictor was high Openness. Surprisingly, low Conscientiousness and low Neuroticism were predictors of irritation with online advertising. Extraversion did not show any relationship with trust and global perceptions of online advertising. iv Recommendations for future researchers is to use the full version of the personality questionnaire. Future studies may combine Big Five personality dimensions, motives of using Facebook and perception of online advertisement using mediation and moderation models. Keywords: Big Five, Facebook, belongingness, self- presentation, trust and global, perception of online advertisement.
An Overview of Employer Branding in Iran, Viewpoint of Potential Employees
As the competition in all areas of business gets tighter, a new realm of success has appeared, that is the ability to attract and keep the valuable human resources. Employer branding is the differentiation strategy of human resource management by applying marketing principles. The main application of employer branding is to attract external potential work talents and to maintain the current work talents. The employer brand thought has been considered for some years, but it seems that this concept in Iran, in both academic and managerial fields is still in its infancy and is not a familiar notion. The present study utilizes exploratory approach and aims to identify the attractive dimensions of employer and attractive sets of marketing activities related to employment, from the perspective of potential employees. To this end, sample data was gathered from 216 students of two prestigious Iranian universities. Based on the research results, five dimensions of employer attractiveness namely: innovativeness; self-achievement; giving back to society; happiness and economic achievement are postulated. Likewise, four categories of recruitment related communication categories are recognized namely: publicity; sponsorship; word of mouth and advertising. The findings also disclosed the perceptual differences in the importance degree among male and female respondents for both attractive employer dimensions and attractive communication categories. However according to our findings, field of study, was not a significant source of difference in respondents’ perception of attractiveness, neither in regard the employers dimensions nor in regard the communication categories. On the other hand, through lenses of person-organization fit theory, we expected that the prospective applicants associate with employer attractiveness dimensions based on their types of personality. The results further supported the hypothesized relationship between respondents’ personality types and their preferred attributes of employer. Overall, the outcomes of this study would assist the organizations to gain a noteworthy understanding as to how tactically cultivate and communicate their employer brand message as well as strategically tailor their employer brand message to their target characters. Keywords: Employer brand, human resource, potential employees, Iran
An Exploratory Study of Factors that Relate to Burnout in Professional Photographers
Burnout is a state of exhaustion, which leads to paralysis of our forces, accompanied by a loss of feeling and joy about life. Nowadays, burnout is more frequent. This applies not only to the social professions which burnout was characterized above, but hobby-jobs as well. Despite the fact that now in Russia photography is the most popular profession, many people experience burnout, especially individuals who moved to professional photography from a hobby. The relationship with job demand factors, personality type and internal factors (hobby-job similarity, less time spend on hobby) with burnout phenomenon was investigated. In order to see how the change of job demands from a hobby to a profession influences the individuals and how their personality may help or hinder their resilience, the Oldenburg Burnout Inventory (OLBI) was used. The 16-item Oldenburg survey was used to measure two dimensions of burnout: exhaustion and disengagement. The variety was measured in 17-items Swedish Job-Demand-Control-Support (DCSQ) survey, with 4 dimensions: Psychological demand(5 items), Skill(4 items) Discretion,Decision latitude(2 items), Support( 6 items).Personality was measured using 10 items in the Big Five Model. In order to conduct the research, 180 professional photographers from Russia have been interviewed to collect better results and find the exact causes of the burnout problem. Findings suggest that job demands factors are the most predictors of burnout from the all of study variables. Also, personality traits and behavior, which is coming from the traits, may help to predict and protect individuals from the burnout or reduce the level of it. Keywords: burnout; job demands; personality traits.
Cognitive Style Congruence between Managers and their Employees: Leader-Member Exchange and Communication Satisfaction in North Cyprus Banks
This study investigates whether cognitive style congruence of managers and employees on the analytic-intuitive dimension, influences the employees’ organizational communication satisfaction. Analytic individuals like to process information systematically whereas intuitive individuals tend to take a more holistic approach. The Leader-Member Exchange (LMX) is defined as the quality of one-to-one relationship between managers and each of their employees. Employees who are in high quality LMX relationships with their manager may also have higher levels of communication satisfaction. Dyads who have similar cognitive styles may develop better LMX relationships and spend more time with their manager. Improved LMX, in turn, may lead to improved communication satisfaction. Thus, LMX quality may mediate the relationship between the cognitive styles congruence of manager-employee dyads on one hand, and employee communication satisfaction on the other. In the current study, cognitive style was measured by the Cognitive Style Index (CSI) (Allinson, Armstrong, & Hayes, 2001), leader-member exchange was measured by the LMX7, (Graen & Uhl-Bien, 1995), and communication satisfaction was measured by the Communication Satisfaction Questionnaire (CSQ) (Downs & Hazen, 1977). Data were collected from a total of 229 respondents; consisting of managers and their employees, from three banks operating in North Cyprus. Useable data from 151 employees and 43 managers (total 194) were analyzed. Results supported the similarity effect hypothesis indicating that cognitive style congruence increases employees’ organizational communication satisfaction in general compared to incongruent dyads. Furthermore, the response surface analysis also allowed us to see that the organizational communication satisfaction is higher when both manager and employee are intuitive compared to the situation when they are both analytic. Direct path analysis results confirmed that LMX quality and employees’ organizational communication satisfaction with their managers were related; though not significantly. Thus, LMX did not mediate the relationship between congruent cognitive style and communication satisfaction. The results showed that the congruence between the cognitive styles of managers one hand and their employees on the other affect the communication satisfaction of the employees. Therefore, organizations should train the managers to understand the differences in cognitive styles. Managers should become aware of the impact of their cognitive style on their communication with their employees. Managers should accommodate for the cognitive style differences in their employees when assigning appropriate tasks in appropriate formats to each group member in their departments. Keywords: Cognitive style, communication satisfaction, leader-member exchange, polynomial regression with surface analysis.
The Effects of Academic Adjustment, Social Adjustment and Personal-Emotional Adjustment of Students on Their Academic Performance in Universities of Northern Cyprus
Improving academic performance of students during their educational life is a considerable issue for administrators of universities, professors, students and the whole education system. Students face to a new stage of their life while starting their higher education period. This study investigates whether the ability to adapt to higher education is a significant factor in student academic performance. We examine the academic performance of higher education students in Northern Cyprus and we investigate how it may be related with their adjustment to the educational life academically, socially and personally-emotionally. A total number of 200 students participated in the survey. Data on academic-, social- and personal-emotional adjustment of students (Baker & Syrik, 1999) were collected and constituted the study's independent variables and students' academic performance was the dependent variable of the study. Exploratory factor analysis, correlation coefficients and hierarchal multiple regression analysis were applied to test the hypotheses. Implications of the results and suggestions for future research are discussed. Keywords: Academic Performance, Academic Adjustment, Social Adjustment, Personal-emotional Adjustment, Northern Cyprus
Transformational Leadership and Employee Job Satisfaction in Macedonian Public Sector: Identifying the Role of Trust
The fundamental objectives of this study are twofold. First, to investigate the influence of employee’s perception of their supervisor transformational leadership on his/her job satisfaction. Second to evaluate a potential mediating role of trust in the leader, in the relationship between transformational leadership and job satisfaction. The study has been undertaken using a sample of 140 public sector employees in Macedonia. Data were collected using self-administered questionnaires. The results obtained from correlation and hierarchical regression analyses have disclosed that transformational leadership positively influences job satisfaction and trust in leader. However, they have failed to evidence the influence of trust in leader on job satisfaction, and thus any mediating role. The outcome of this thesis adds a modest contribution to the literature, but sufficiently to managers and policy makers in the public administration in general, and in the context of Macedonia in particular. Limitations and suggestions are further discussed. Keywords: Transformational leadership, Job satisfaction, Trust in leader, Public sector, Macedonia.
Manager Mindsets and Employee Organizational Citizenship Behaviors: A Multilevel Study of Managers and their Employees in North Cyprus Hospitality Industry
This study investigates how hotel managers with incremental mindsets influence the organizational citizenship behaviors of their subordinates through the process of coaching. The study also investigates how the differences in the procedural justice climate in the departments may amplify the importance of effective coaching for organizational citizenship behaviors of employees. Structured and self-administered surveys were collected from managers and employees of 12 five star hotels operating in Northern Cyprus. A sample of 216 employees and department managers in 40 departments responded to the survey. Since the employees are nested in the departments, a multilevel analysis using hierarchical linear modelling was utilized. Effects of incremental mindsets of managers on the organizational citizenship behaviors of their subordinates are mediated by the coaching behavior of the managers. Effective coaching is especially more important in departments where procedural justice climate is low. In line with the substitutes to leadership theory, the positive procedural justice climate serves as a substitute for coaching, however when the procedural justice climate is negative, the role of effective coaching becomes imperative for organizational citizenship behaviors of employees. A growth mindset oriented organizational culture should be formed in hospitality organizations with shared beliefs that peoples’ abilities are malleable and can be developed. Hotels should not only seek managers who have experience and knowledge, but should also strive to attract managers with incremental mindsets. Due to the high level of competition in the hospitality and tourism sector, having employees with high levels of organizational citizenship behaviors who will perform even when they are not monitored and who will help co-workers even when certain tasks are not spelled out in their job descriptions is a source of competitive advantage. The study demonstrates how organizational citizenship behaviors can be improved through effective coaching and how procedural justice climate influences the strength of this relationship using a multi-level model. Keywords: Implicit person theory, coaching behavior, procedural justice climate, organizational citizenship behavior, multi-level analysis.
The Expectations of International Students in Eastern Mediterranean University: A Study of Higher Education Destination Choice
Quite a lot of students decide to study abroad, seeking educational opportunities in a country other than their home country. The purpose of this study is to investigate the push and pull factors that influence students‟ decision of studying abroad. Hence, 8 Push and 23 Pull factors have been considered as significant variables inflecting international students‟ decision to study abroad. These push and pull factors were analyzed using statistical procedures of analysis of variance (ANOVA) and t-test by comparing student‟s opinion who have selected Eastern Mediterranean University as their destination university. From the population of international students who were studying at EMU and through stratified sampling method, 120 international students were selected. Seven hypotheses were developed and based on the sample, the international students were divided into Turkish and Non-Turkish groups. Results show that among different push factors for Non-Turkish students studying at EMU, the perception that: “Overseas education is better than local”, “understanding of another culture”, and “Personal issues” (mentioned as “Other” in the questionnaire) were reported as the three most important push factors. Similarly, for Turkish students, the perception that: “Difficulty to enter home university”, “limited scholarship opportunities at home universities” and “Overseas education is better than the local” were the three most important push factors. The results also indicate that the push factor: “personal issues (Others)” was considered by the participants as the most important push factor of all the push factors included in this study. Keywords: Higher education, EMU, Push factors, Pull factors, Study abroad, international students, higher education destination choice, one way ANOVA, independent sample t-test.
Burnout and its Relations with Social Environmental Factors, Basic Needs and Motivation among Vocational Dancers
Nowadays many vocational dancers consider the dance activity as a business and way to earn money. Not many studies have been done in dance domain. Trainings, stress, not enough rest can lead to atigue, muscular weakness and injuries which cause burnout. Burnout can influence both male and female dancers of all ages and levels of competence, level of profit. The socio-psychological predictors of burnout among dance professionals are very important issue for investigation. The self-determination theory (Deci & Ryan, 1985) was used as a theoretical framework. The potential antecedents of burnout were examined. For the research 150 vocational dancers, 48 males and 102 females from Russia and Cyprus have been chosen. Among them three categories: dance students, employed professionals and dance students who teach the dance. The primary aim of the study is to investigate the influence of social environment forces on vocational dancers and the relationships between the basic psychological needs, motivational aspects and burnout. Also to examine the relationships between autonomy, competence, relatedness and burnout sub-dimensions: reduced sense of accomplishment, physical and emotional exhaustion and sport devaluation and the role of self-actualization and self-esteem as a mediator.The dancers degree of burnout was evaluated using a vеrsion of the 15-item Athlete Burnout Questionnaire (ABQ) (Raedeke & Smith,2001) which was developed for the dance population. In order to test the BPNS the “Most satisfying event” questionnaire (Sheldon, Elliot & Kasser, 2001) wаs used. The concept of burnout cоnsidered as an important issue affecting the well-being in any professional activity. Keywords: self-determination theory, motivation, autonomy support, competence, relatedness, basic psychological needs, vocational dancers.
Effectiveness of Social Media as a Marketing Tool for Higher Education
With the advent of digital communications technologies and the World Wide Web as a connection medium, the way we live and do business has been tremendously changed, leading to the emergence of connected communities where people spent a significant amount of their time online. The traditional means of receiving news about the world we live in has also drifted from the Conventional Media (CM) towards the Social Media (SM). Hence, to let people know about the commercial products and services, social media must be integrated in the advertising and promotion campaigns. Many companies including Higher Education Institutes (HEI) complied with this general trend and moved major parts of their advertising and promotion campaigns to the SM. Universities have allocated a significant amount of their resources to advertising and promotion in the SM, creating a strong SM presence. However, the effectiveness of SM in reaching out to people from all around the globe to create university brand trust and brand identity that leads to student recruitment is still being questioned by higher education institutions. The widespread of messages bearing the HEI qualities and assets of attraction in SM could create and adverse effect on the potential students such that the students in far geographies who do not have the capacity to be genuine academic students to the target HEI could also be attracted by SM to make online applications to the available programs. This thesis focused on the effectiveness of social media as a marketing tool in student recruitment to universities. As a result of our measurements, we have shown that social media could influence student’s subjective norms and attitudes but could not change student’s intention to register to the university. Keywords: Social media, brand, trust, identification, student recruitment, international university, subjective norms, attitudes.
The Relationship between Burnout and Turnover Intention among Nurses: The Effect of Psychological Demands, Decision Authority, and Social Support on Burnout and Turnover Intention
Nursing is among the most stressful jobs in the modern healthcare system. The emotional pressure, the insufficiency of health units, the qualification of personnel, relations with co-workers and supervisors, autonomy, relatively longer, and more active working hours, and their potential responsibilities are some of the causes of burnout in certain times and environments during the career of a nurse. Unfortunately, there has been limited number of studies in Turkish Republic of North Cyprus (TRNC) indicating work related problems of nurses. It is apparent that the number of hospitals and the sufficiency of healthcare units are not satisfactory in TRNC in comparison to those in developed countries. Therefore, there is an absolute need for scientific investigations investigate for nursing problems particularly in relation to burnout and turnover intention. The aim of this study was to investigate whether psychological demands, decision authority, and social support explain registered nurses’ burnout level and examine the relationship between nurses’ burnout levels and turnover intention.We have also targeted to answer several key points mainly the extension of both demographic factors and some potential sources (i.e., psychological demands, decision authority, and social support) of burnout on the explanation of nurses’ burnout level and turnover intention. Furthermore, the presence of any relationship between nurses’ burnout level and their turnover intention was also studied. In order to find answers to these questions, four regional state hospitals were visited and a total of 183 out of 256 nurses have participated in this research. Accordingly, our results indicated that psychological demands, decision authority, and social support have been found to be the most critical parameters for burnout, whereas social support have been shown to be significant for the turnover intention of nurses. From this point of view, our results have strong implications on the current status of nurses working for state hospitals. Keywords:Burnout, Turnover intention, Demands, Decision authority, Social support
Determinants of Customer Acceptance of E-wallet Financial Transaction Technology
E-wallets and mobile payment systems provide fast, secure, and convenient payment in transactions services while minimizing the need for human interaction. However, the adoption of the technology has had varying levels of success. Using a sample of 300 respondents, the study randomly assigned participants into three conditions and provided different information on how they would be reimbursed by their bank in case of fraud. In the three conditions, this study analyzed how prior consumer knowledge about e-wallet technology along with perceived usefulness, perceived ease of use, and trust may be related to the attitudes on the use of e-wallet which subsequently relates to the intentions to use this technology. The findings suggest that consumer knowledge about e-wallet technology, relates to perceived usefulness, perceived ease of use and trust which are known to influence attitude and behavioral intention to adopt and use new technologies such as the e-wallet. In addition, the results displayed that those respondents who were assured of immediate reimbursement in case of fraud may have higher intention to adopt e-wallet when compared to those who were informed of delayed reimbursement or those given no information. While, the ANOVA results provided tentative support the hypothesis that assurance of reimbursement will improve the intention to use e-wallet, the ANCOVA findings demonstrate that when prior consumer knowledge is taken into consideration and groups are compared with this factor in the equation, the group differences disappear.
The Transformational, Transactional and Passive-Avoidant Leadership Styles and Job Satisfaction in Ukrainian Railways: The Mediating Role of Trust in Leader
With regard to the ongoing socio-economic hardship in Ukraine, among the many difficulties faced there is also a problem of effective leadership. Many organizational leaders are acting as managers only and are not able to demonstrate the transformational vision necessary for effective leadership. One of the outcomes of ineffective leadership is a critical lack of trust in leaders, which affects not only job satisfaction, but also overall satisfaction among the population. These make the topic of leadership and trust important issues that should be investigated. The purpose of this study is to determine the impact of transactional, transformational and passive-avoidant leadership styles on employee’s job satisfaction. The study also uses the trust in leader as a mediator of the relationship between leadership style and job satisfaction. Ukrainian Railways has been chosen as a case study due to its representative role as a Ukrainian institution with problems such as ineffective usage of personnel management methods, distrust in certain situations to the company’s management and insufficient level of job satisfaction. In order to conduct the research, 845 employees have been surveyed to obtain more extensive results and determine the exact causes of the problems of interest. In the leadership literature, leadership styles and trust in leader, as well as trust in leader and job satisfaction, have been studied. However, the direct relationships and indirect relationships between leadership behaviors and job satisfaction have not iv been studied as extensively as the other relationships. The study contributes to this gap in the literature, as well as provides substantial assistance for company executives to achieve desired results. Keywords: transactional leadership; transformational leadership; passive-avoidant leadership; trust in leader; job satisfaction.
The Role of High-Performance Work System Practices in Organizational Performance: The Mediating Role of Employees’ Engagement and the Moderating Role of Servant Leadership: Evidence from the Airline Industry
The purpose of this study was to examine the mediating role of employee engagement in the relationships of High-Performance Work System (HPWS) practices with organizational performance. Additionally, it investigated the impact of HPWS practices on organizational performance. Also, it studied the moderating role of servant leadership on the relationship between employee engagement and the organization performance in airline sector in Jordan. The respondents in the current study were 277 employees working in the private airline sector in Jordan during the two-month period of January and February 2018. The results of the study revealed that an HPWS practice was positively linked with organizational performance as demonstrated by better employee satisfaction and employee retention. Moreover, the findings indicated that employee engagement partially mediates the relationships of HPWS practices with employee satisfaction and employee retention. Finally, the results revealed that the moderating role of servant leadership is not significant on the relationship between employee engagement and organizational performance. This study is the first empirical study of the airline sector in Jordan and the first to focus on employee engagement possible mediating role in the effect of HPWS practices on employee satisfaction and employee retention using Structural Equation Modeling (SEM) to analyze data collected from employees working in the airline sector. Future studies should move beyond individual performance parameters such as employee satisfaction and employee retention to test the influence of HPWS practices on performance at the organizational level, such as financial performance. Keywords: HPWS practices, employee engagement, employee satisfaction and employee retention, servant leadership.
Banka Yönetiminin Hizmet Kalitesine Verdiği Önem ve Personelin Bunu Nasıl Algıladığı
This study investigates the influence of management support for service quality in banks as perceived by the employees on the service quality performance of the employees. The management support for service quality was operationalized by the rewards provided, training, empowerment, autonomy, technology use and servant leadership. The dependent variables were service performance improvement and intention the leave. With the increased globalisation and competition, banks have to maximise their service performance to increase and maintain their market share. Service quality in the bank is dependent on the service performance of the employees which is inturn dependent on the service quality support provided by the management of the bank. The study include five sections. First the banking industry in Turkish Nothern Cyprus was investigated, next a literatür rewiev was conducted then Bagozzi‘s theory was used to develop a theoretical framework and propose hypotheses, subsequently statistical analyses were conducted to test the hypotheses. The study included 105 bank employees as respondents and SPSS 20 was used to conduct correlation and regression analyses. The study reveals that the management support for service quality and job satisfaction as well as organizational commitment are related. In addition job satisfaction and organizational commitment have a negative relationship with intention to leave. Keywords: Servise Quality, Supportive Management, Organisational Commitment, Job Satisfaction.
The Effect of Employee Empowerment and Job Satisfaction on Intention to Stay in Nigeria Banking Industry: A Case Study of Guaranty Trust Bank
This paper is investigating the influence of employees’ empowerment and job satisfaction on their intention to stay using a sample from a Bank in Lagos, Nigeria. Employees’ feeling of empowerment and their job satisfaction were measured using 5-items each. Intention to stay was measured using 4-items. Empowered employees are expected to less likely to quit and also expected to have higher job satisfaction. Consequently, we believe that increased job satisfaction is the reason that empowered employees may not quit their jobs. Our outcomes show a positively significant relationship that exists between employee’s empowerment and job satisfaction also employee empowerment has a positive association with intention to stay, intention to stay is explained by job satisfaction and job satisfaction act as a mediator between employee empowerment and intention to stay. Keywords: employees’ empowerment and job satisfaction on intention to stay.
The Role of Work Life Balance in the Banking Industry: Job Satisfaction, and Turnover Intentions
The banking industry is well known for its long and intense working hours, and with such a work schedule, it may seem difficult to achieve work life balance. This study features the banking industry in Sierra Leone, with the aim of investigating the perception of employees, in the Sierra Leone banking industry, about their work life balance, and its impacts on their level of job satisfaction and turnover intentions. Acquiring a sample of 12 out of the 14 commercial banks in the capital city which is Freetown, which included both Sierra Leone -owned banks and foreign banks and also based on relevant literature, we were able to empirically assess the relationship between work life balance, job satisfaction, and turnover intentions A total of 100 participants responded to the questionnaires, and a total of eight hypotheses were developed and tested using the statistical procedure of regression analysis to test whether there is a relationship between the independent and dependent variables. The result shows that familyto - work imbalance is negatively related to extrinsic job satisfaction. The findings also indicate that workto - family imbalance has a negative relationship with intrinsic job satisfaction. Moreover, familyto -work imbalance is negatively related to intrinsic job satisfaction, and worktofamily imbalance has a positive correlation with turnover intentions.