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The development of vitrification techniques has increased the use of donor ova by allowing for their cryopreservation, storage, and international transportation. However, the implications of egg banking for the valuation of eggs remain little studied. Building on ethnographic fieldwork in a Ukrainian egg bank, in this article I examine different mechanisms and calculations that allow the bank to transform vitrified ova—products with volatile outcomes—into valuable but uncertain commodities. This article reveals how the bank staff can never completely secure their profits because of the variability of the egg quality assessment and unpredictability of their expenses. I demonstrate how the dilemmas that arise when the egg banking industry tries to turn oocytes into commodities trigger certain efforts to develop quality control in vitrification techniques and donor selection, as well as classification and accounting schemes related to oocyte quality. [ABSTRACT FROM AUTHOR]

This cross‐cultural study investigates how interviewees from 10 culturally‐distinct countries differ in their use of impression management (IM) tactics in asynchronous video interviews (AVIs), and the relationship(s) between those tactics and interview performance. A total of 582 participants from ten countries (India, Canada, South Africa, Poland, Spain, Iran, Germany, Chile, Philippines, China) completed an 8‐question AVI for a mock position as a manager in a bank. We drew upon GLOBE's cultural framework to predict and explain observed differences in self‐reported IM use and performance. We used multi‐level modeling to test our hypotheses. Interviewees from our ten countries differed slightly in their IM use for various tactics, but IM use was seldom related to GLOBE cultural dimensions. Partially consistent with previous in‐person interview research, honest IM tactics (e.g., self promotion) were positively, but deceptive tactics (e.g., extensive image creation) negatively, associated with interview performance. This research is the first to investigate cross‐cultural IM differences in AVIs, thus addressing a critical gap in the selection literature at a time when many organizations conduct interviews virtually to save costs, streamline the hiring process, or simply conduct most of their activities remotely. Practitioner points: We examined interviewees' use of honest and deceptive impression management (IM) tactics and their impact on performance in asynchronous video interviews (AVIs).We further explored whether IM use by interviewees from ten countries varies depending on cultural factors, using the GLOBE framework.Applicants from all countries recognized the importance to self‐promote in an AVI.We found only small differences in IM use in AVIs across countries, with honest tactics being systematically more prevalent than deceptive ones.GLOBE cultural dimensions were seldom related to IM use (i.e., only explained between 1% and 7% of variance).Honest self‐focused IM tactics (e.g., self‐promotion) were positively, but deceptive tactics (e.g., extensive image creation) negatively, associated with AVI performance.Organizations looking to use AVIs for recruitment should be aware of applicant's behavioral limitations. [ABSTRACT FROM AUTHOR]

This study assesses the operational efficiency of 14 Sierra Leone commercial banks from 2020 to 2022, focusing on the adoption of financial innovation, such as digital banking, mobile services, and online payments. The research evaluates banks' performance by leveraging innovations using data envelope analysis (DEA) with constant and variable returns to scale models. Findings show varied efficiency, with some banks excelling and others lagging. The study underscores the need for strategic management and optimization so that banks can benefit fully from financial innovations. The insights inform policymakers and bank managers on enhancing the sector's operational performance through technology integration. [ABSTRACT FROM AUTHOR]

The sudden change in the economic situation due to COVID-19 has altered the working conditions of bank employees in China and affected their psychological well-being. At this stage, there needs to be localized psychological intervention methods for this population. Confucianism has the most extended and profound influence on Chinese people, so we designed this intervention method based on Confucian culture to compensate for the above shortcomings. The four cooperating banks were randomly divided into an intervention group and a control group, with the intervention group receiving a 10-week intervention activity and the control group having no intervention. The PSQI, SAS, and CPSS scales were administered to the participants during the baseline (T1), postintervention (T2), and 8-week follow-up (T3) of the program, and the data were analysed to obtain the effect of the intervention. The intervention model designed in this study had a good effect. Specifically, the intervention group showed insignificant improvement in anxiety and sleep quality and significant improvement in stress from T1 to T2. However, all three improvements were significant in the T2 to T3 stage. Furthermore, the control group improved insignificantly in all stages. The culturally appropriate treatment model is a novel intervention for treating the psychological problems of bank employees in China. It is worth promoting and giving to the Chinese population with similar symptoms. [ABSTRACT FROM AUTHOR]

Building on career construction theory (CCT), this research extends career success literature on how career identity as a moderator shapes career commitment and success linkage. Using a time-lagged survey, we recruited 211 bank employees and validated a theorized research model in AMOS. The findings illustrate that career commitment (CC) positively relates to objective career success (OCS) and subjective career success (SCS). In addition, the association between CC and OCS (salary) was stronger for employees with high levels of career identity (CI), and the association between CC and SCS (satisfaction) was significantly more favorable for employees with high levels of CI than low. Thus, a higher level of CI is desirable for career success. Finally, our research contributes to CCT by empirically establishing the linkage between CC and career success, accounting for the role of CI. [ABSTRACT FROM AUTHOR]

Adoption of automation has become the norm in the South African banking industry, owing to competition. Conventional banking institutions are uncertain of the possible adverse effects of integrating automation into banking processes to serve more customers with fewer resources. This study sought to investigate and model the extent to which the integration of automation could be the exogenous factor of the nine endogenous factors identified in this study. The five most prominent banking institutions in South Africa, were used as a case study. The study used a quantitative approach, and 223 bank employees were selected to contribute to the questionnaire survey, and the primary data were analysed using the structural equation modelling (SEM) technique to test the proposed hypotheses. The secondary information was extracted from the banks' annual integrated reports and fact sheets to generate additional insights into the primary data findings. The findings revealed that service delivery automation is a significant and direct predictor of productivity, efficiency, flexibility, operations costs, and the generation of new job opportunities (positive effects). Similarly, the adoption of bank automation was found to be significantly related to the generation of job losses, the changing nature of work, unbalanced demand for required skills, and inequality in wages of employees, which are described as adverse effects. [ABSTRACT FROM AUTHOR]

In this study, we tried to determine the role of psychological well-being levels in increasing customer satisfaction in the business, protecting and improving the brand image of the business and ensuring brand trust. Snowball sampling technique was used when selecting the sample from the research population consisting of bank employees. six hundred and four samples were used in our research using an online survey form. The data obtained in the application part was analyzed using AMOS 24 and SPSS23 statistical analysis programs. While analyzing the data, correlation, regression, reliability and factor analyzes were performed. The findings revealed that the psychological well-being levels of employees have a positive and significant effect on customer satisfaction, brand image and brand trust of businesses. [ABSTRACT FROM AUTHOR]

The paper explores the potential of CRM as a strategic element (along with performance, customer and bank perspectives, and demographic changes) for employee retention (using the Indian banking system as an example). The banking industry was chosen for this study because it is a service sector where transactions involving sensitive products (financial instruments) attract maximum attention from both employees and customers in the long run. To achieve this goal, the authors identified the main factors of customer relationship management that make it effective. The study investigated the relationship between CRM practices, the efficiency of banking operations, and the retention of bank employees. The analysis showed that bank employees have a much greater potential to influence the effectiveness of its activities than clients. Therefore, banks’ management should pay more attention to the recruitment of personnel, not only to the CRM system. The article specifically investigated the rationality of the relationship between CRM, bank branch efficiency, employee retention, and demographic variables. This allowed for several options for banks’ strategies in forming a stable staff of employees to be proposed. An important result of the study was the justification of the modification and addition of the ISM (Interpretive Structural Modelling) mechanism, which received a new name - RISM (Rational Interpretive Structural Modelling). Without violating the basic rules of ISM, the new mechanism allows to achieve better results, as it enables the development of a strategy for independent variables with a more accurate prediction of results. [ABSTRACT FROM AUTHOR]

International banking and its associated enterprises have experienced significant growth in recent times. As a result of this expansion, bank personnel must possess the ability to communicate appropriately, and effective English for Specific Purposes (ESP) programs need to be implemented accordingly. The present study investigated the language needs of bank employees in the International Banking Division (IBD) of Bank Melli Iran (BMI) using Dudley-Evans and St. John's (1998) needs analysis model. The research adopted a quantitative and descriptive methodology (1) to adequately describe the intended population's situation and (2) to design an ESP course for them. Of 130 bankers (N=130), finance professionals, and bank managers as the whole population, 90 participants accepted to take the proficiency test, and 88 participants returned the questionnaire. Interviews were conducted with 18 selected interviewees to collect in-depth data and triangulate the questionnaire and English proficiency test results. The results indicated that, although the participants' needs in English language skills did not differ significantly, it is imperative to prioritize them in ESP courses to meet bankers' language needs in the bank's international departments. It is also recommended that ESP teachers employ a range of pedagogical and teaching strategies to assist learners in overcoming their barriers to communication. [ABSTRACT FROM AUTHOR]

The paper presents an extensive bibliometric examination of the literature on job satisfaction among bank employees. It sheds light on the theoretical and conceptual framework in this area to pinpoint the most widely used sources, authors, documents, and countries. Using the Scopus database, 279 papers published between 1974 and 2023 were identified and examined using VoS Viewer and "bibliometrix," an R-tool. There has been an increase in interest in this topic among scholars, as seen by the fact that more than 60% of the studies have been published in the past nine years. The paper reveals that 84.22% of the publications were multi-authored and that Karatepe and International Journal of Bank Marketing are the most wellknown researcher and source, respectively. Given that India is the most productive nation and that Eastern Mediterranean University is a leading affiliation in this subject, it is clear that developing nations are also keen on this subject. The topics of self-efficacy, service quality, and organizational citizenship behavior with job satisfaction were found to be significant and have not yet been fully explored. [ABSTRACT FROM AUTHOR]

This study was conducted with the aim of determining the influence of training and work motivation on employee performance at Bank Sumsel Babel. The population in this study is all employees at Bank Sumsel Babel in 2023 as many as 3,312 employees. Based on calculations using the Slovin formula, the sample that became respondents in this study was as many as 120 employees of Bank Sumsel Babel. The results of multiple linear regression analysis show that training and work motivation have a positive and significant effect on employee performance. Training, it is hoped that the Bank of South Sumatra Babel in providing training can adjust to what employees need in supporting their work. Work motivation, it is hoped that the boss can motivate his work team to be able to build good relationships and support each other in order to provide work results that are in accordance with the company's expectations. [ABSTRACT FROM AUTHOR]

Objective: Appointments and promotions of human resources in organizations should be conducted with due consideration to the necessary educational and experiential qualifications, following the verification of competencies and successful performance in their previous positions. This study aimed to present an optimal model for the appointment and promotion of managers at Refah Bank in Tehran Province. Methodology: The current research is an applied study and was conducted within a mixed-methods framework, utilizing thematic analysis in the qualitative section and inferential statistics in the quantitative section. The qualitative section involved 17 experts (CEOs, deputy CEOs, directors, and heads of departments at the central Refah Bank) selected using the snowball sampling method and adhering to the principle of theoretical saturation. In the quantitative section, all branch heads of Refah Bank in Tehran city, numbering 131, were considered, with 98 participants selected using Morgan's table and purposive sampling as the sample members. Data collection tools included semi-structured interviews in the qualitative part and a researcher-constructed valid and reliable questionnaire in the quantitative part. Data from the qualitative interviews were analyzed using MAXQDA software, while data from the questionnaire were analyzed using Smart-Pls software. Findings: The findings revealed that 34 basic themes, 12 organizing themes, and 4 global themes could contribute to the development of the promotion model and the formation of a thematic network, while 109 basic themes, 33 organizing themes, and 8 global themes were effective in developing the appointment model. Conclusion: The results showed that the proposed models for employee promotion and appointment were highly suitable. The identified dimensions for developing the promotion model were ranked as follows: 1-Competence and skill enhancement, 2- Educational and research performance, 3-Tenure and records, 4-Job performance. The dimensions of the appointment model were ranked in order of importance as 1-Focus on internal organizational processes, 2-Willingness, 3-Trustworthiness, 4-Integrity and piety, 5-Assessment and analytical power, 6-Focus on employees and customers, 7-Knowledge and capability, 8-Leadership and strategic planning. [ABSTRACT FROM AUTHOR]

This research is purpose to analyze the influence of transformational leadership and work environment on employee performance, the impact of motivation on job satisfaction, job satisfaction on employee performance, and motivation on employee performance with job satisfaction as a mediating variable. The study focuses on the Unit of Sharia Business in Bank Jatim, with a population of 224 employees. The result are transformational leadership, Work Environment and Job Satisfaction has a significant positive impact on employee performance. Job Satisfaction mediates the relationship between Motivation and Employee Performance, showing partial mediation. This suggests that work motivation enhances employee performance in the Sharia Business Unit of Bank Jatim, with or without direct involvement of job satisfaction. The findings provide valuable insights for improving management practices and fostering employee engagement at Unit of Sharia Business in Bank Jatim. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Counterfeit currency ranges from a low-quality colour scanner/printer notes to high-quality counterfeits produced by hostile powers. Detecting counterfeit money notes is a national priority due to its huge negative economic impact. However, no automatic mechanism exists for identifying the source of counterfeit notes, which is a more sophisticated and critical problem. This paper aims to evaluate the procedure or mechanism which are followed by banks for fake not reporting and the effectiveness of this mechanism. Design/methodology/approach: For doing this research, primary data has been collected from bank staff (particularly front desk staff like cashier/teller). A very simple and short questionnaire has been prepared where the researcher just wants to explore that up to what extent bank staff is aware about the clauses of the counterfeit currency note (CCN). Findings: The result shows that in approximately 38% of cases, bank staff return the fake notes to the customer without reporting, and approximately 57%–58% are unaware of the fake currency notes reporting to the nodal bank office and police. Practical implications: Banks themselves have to take stringent actions to ensure that none of the CCNs circulate again in the economy if caught by bank officials. All the flaws in a system should be effectively monitored along with covering the loopholes in the system like lack of training, time-to-time sensitisation of front desk employees, providing protection to employees in case of any kind of threat from customer and reducing the burden of retaining the customer if a customer is at guilty. Originality/value: This is the original work done by the researchers; in fact, the researchers were able to find only a couple of studies related to this kind of in-depth analysis in the literature. This study is done to provide feedback to the authorities on how the system is manipulated for organisational and self-interest. [ABSTRACT FROM AUTHOR]

We explore the determinants affecting the emergence of the "pervaded banking system" (PBS) – a mixed system encompassing traditional banks and continuously entering fintech companies – in Austria, Germany, and Switzerland. Drawing on a sample of 604 fintech companies and 802 banks, we compile an unbalanced panel dataset between 2015 and 2019 and employ a fixed-effects negative binomial model to analyze tie formation processes between fintech companies and banks using three analytical perspectives: (i) geographical colocation, (ii) network embeddedness, and (iii) combined effects. Our empirical results demonstrate that geographical factors, network-related drivers, and combined effects positively impact the formation of ties between banks and fintech companies. This study contributes to the debate in small business literature by illuminating how small firms affect system emergence. We make recommendations for bank and fintech managers, as well as political decision-makers, who need a profound systemic understanding to adapt strategies and set the institutional framework. [ABSTRACT FROM AUTHOR]

We argue that risk sharing motivates the bankwide structure of bonus pay. In the presence of financial frictions that make external financing costly, the optimal contract between shareholders and employees involves some degree of risk sharing whereby bonus pay partially absorbs negative earnings shocks. Using payroll data for |$1.26$| million employee-years in all functional divisions of Austrian, German, and Swiss banks, we uncover several empirical patterns in bonus pay that are difficult to rationalize exclusively with incentive theories of bonus pay but that support an important risk sharing motive. Authors have furnished an Internet Appendix, which is available on the Oxford University Press Web site next to the link to the final published paper online. [ABSTRACT FROM AUTHOR]

Background: Lower back pain (LBP) is a public health threat that affects people who frequently experience sedentary working conditions. Few studies reported on low back pain among bank workers in Ethiopia, particularly in the study area. Therefore, this study aimed to determine the magnitude and associated factors of low back pain among bank workers in Hawassa City, Sidama Region, Ethiopia. Methods: This institutional-based cross-sectional study was conducted from April 20, 2023, to June 30, 2023. A multistage sampling technique was employed to select participants, and data were collected using a structured self-administered questionnaire, entered into Epidata version 4.6, and transferred to SPSS version 25 for further analysis. Bivariate and multivariate logistic regression analyses were performed to identify the independent predictors of lower back pain. Results: Of the 627 total study participants, six hundred seven bank workers participated in the study, with a response rate of 96.8%. The overall magnitude of lower back pain among the study population was 55.2%, with a 95% confidence interval (CI 51.1–59). Based on the multivariate binary logistic regression analysis, being in a manager position (AOR = 3.85; 95% CI = (1.2,12), a level 2 banker (AOR = 3.8; 95% CI = (1.9,8.9), age 30–39 years (AOR = 4; 95% CI = (2,12.4), an age ≥ 40 years (AOR = 5.4; 95% CI= (3.04,16.3), working in sufficient space (AOR = 0.4; 95% CI = (0.3,0.9), and physical activity (AOR = 0.2; 95% CI = (0.1,0.8)) were significantly associated with low back pain. Conclusion: The prevalence of low back pain among the bank workers was high in the study area. Being in a managerial position, being a level two banker, being aged 30–39 years, being aged ≥ 40 years, working in sufficient space, and engaging in physical activity were significantly associated. Therefore, it is essential to establish a health screening team, create awareness programs for the benefit of physical activity, provide sufficient working space, and give special attention to elderly and senior bankers and bank managers to reduce the risk of developing low back pain. [ABSTRACT FROM AUTHOR]

This study examines the impact of the presence of women executives on bank risk, with a focus on banks in Indonesia. The research sample consists of 44 banks registered in Indonesia between 2013 and 2022. The analytical method employed is a fixed effect, incorporating year and bank effects. The research findings reveal that the presence of women executives and independent directors significantly reduces bank risk, as measured by indicators such as Non-Performing Loans (NPL) and Z-Score. The implications of these findings provide new insights into the contributions of women executives and independent directors to the stability and performance of banks in Indonesia. This study contributes to a deeper understanding of factors that can reduce bank risk and offers valuable perspectives for practitioners, policymakers, and researchers. [ABSTRACT FROM AUTHOR]

Financial inclusion involves providing suitable products and services to meet transactional, payment, savings, credit, and insurance needs. While India has progressed in financial inclusion, challenges persist in low-income regions and among marginalised groups. This study assesses the National Strategy for Financial Inclusion (NSFI) 2019–2024 and its potential to address such challenges in Bihar, one of India's poorest states. Field inquiries and interviews with households and bank managers were conducted. The findings reveal that despite NSFI's potential, unawareness, insufficient income, documentation requirements, and lack of trust in the system is persisting and factors such as- region, social groups, gender, age, education, and occupation continue to influence banking participation. So, the study recommends increased awareness, financial literacy, and reduced financial service costs tailored to Bihar's needs and other low-income regions. In addition, strengthening the regulatory framework for informal financial services is suggested. [ABSTRACT FROM AUTHOR]

The article investigates how organizational trust affects job engagement through employee loyalty as a mediator. Topics discussed include the positive impact of organizational trust on employee loyalty and job engagement, the role of employee loyalty in enhancing job engagement, and the practical implications for fostering trust and loyalty in the workplace.

Banking is a dominant player among the service providers in India. Interpersonal skills play a vital role in the banking industry, as intangible variables are influenced by communication. Through Transactional Analysis (TA), bankers can render better services to their customers by ensuring that the communication occurs at an acceptable level of ego state. This manuscript sets out to uncover the role of TA in determining the commitment and productivity of bankers. When we delve deeper into the workings of the banks, it is understandable that it is not just monetary transactions that are related to banking employees but also an interweaved set of compeller transactions between people that form the edifice of banking transactions. Therefore, effective interpersonal communication is essential for bank employees. Transactional Style Inventory tools were applied to measure the level of ego states, while structural equation modeling was used to explore the relationship between variables. Results show that respondents exhibit a higher level of adapted child ego and a lower level of creative child ego states. Moreover, nurturing parent, adult ego, and adapted child ego states significantly influence employee commitment and productivity. Based on the findings, the banks were recommended to incorporate developing a recruitment policy that checks the ego states of employees before placing them on the staffing panel of the workplace. Moreover, the research findings also help in using the ego states of employees to design human resource policies that can lead to better interpersonal communication that enhances the productivity of the employees. [ABSTRACT FROM AUTHOR]

Copyright of Accounting Perspectives is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Change can affect employee work behavior and well-being in a variety of ways. The mediating and moderating factors that produce these effects, however, are not fully understood. This study examines the mediating role of uncertainty on affective commitment and organizational attractiveness and assesses whether psychological empowerment can mitigate the effects of change-related uncertainty. Survey data stems from 971 young German banking sector employees during a change period. Results reveal a negative relationship between change and affective commitment as well as between change and organizational attractiveness, with both relationships mediated by uncertainty. Furthermore, empowerment does not moderate this mediation for affective commitment but does for organizational attractiveness. Thus, there are fewer negative effects of uncertainty on organizational attractiveness when psychological empowerment is high. This has several implications for practice: uncertainty should be counteracted during change processes, for example, through transparent communication, and psychological empowerment should be promoted before and during change processes. [ABSTRACT FROM AUTHOR]

Forging solidarity among seemingly privileged white-collar professionals has been seen as a challenging process. However, many banking employees in Pakistan feel marginalized and lack formal collective mechanisms to voice their concerns, leading some to participate in social-media groups. Drawing on various discussions linked to labour process perspectives, we examine how these banking employees use social media as a means to create broader and diverse collective bonds within their profession and build bridges to their counterparts in other organizations within the sector. By doing so, we reveal that employees post on social media to express and affirm their concerns, offer broader support with one another, 'cope' with existing circumstances, highlight their unrewarded professionalism, and share relevant information around collective issues and experiences and not solely to critique their work environment. The article draws on and contributes to new debates on collectivism and solidarity, revealing the opportunities for actions on social media. [ABSTRACT FROM AUTHOR]

This study aims to determine the status of workload, the extent of time pressure, the level of burnout among bank employees in Cotabato Province, and their relationships, utilizing the Job Demands-Resources (JD-R) theory. This theory suggests that the demands of a job, such as a high workload and time pressure, can lead to burnout and disengagement. Quantitative descriptive research was utilized to describe workload status, the extent of time pressure, and the level of burnout among bank employees, involving survey questionnaires distributed to 50 conveniently selected bank employees. Area sampling and convenience sampling are used to identify the respondents. The study revealed a moderate level of burnout time pressure, and a high workload among bank employees in the province. Also, it was established that there is a significant relationship between workload and burnout (p<.05) and time pressure and burnout (p<.05). Moreover, it was found that only time pressure can significantly influence burnout on its single capacity. The study's findings align with The Job Demands-Resources (JD-R) theory. These findings highlight the importance of managing job demands effectively to prevent burnout and promote employee health and productivity. Organizations should consider implementing strategies to reduce excessive workload and time pressure while also providing resources and support to help employees cope with job demands effectively. [ABSTRACT FROM AUTHOR]

Stress Management is getting increasingly more consideration now-a-days, especially in the financial sector. There is no work in this world without stress. Everybody in their work has experienced stress, nervousness as they traverses the obligations doled out to them. Banking industry which is the foundation of the country’s economy is not an outstanding one. The activity idea of banking workers is dreary as it includes the immediate client communication in all levels. Bank employees have no time limit for their service. So engagement between family and work is a challenging task to the bank employee’s life. So the researcher takes an attempt to study the family factors which creates stress among the bank employees during their work. This study focuses in Kanyakumari District. The lower and middle level bank employees are chosen for the study. This study was intended to test and investigate observationally the family related reason for stress among bank employees. [ABSTRACT FROM AUTHOR]

The aim of this research is to test whether attitudes, subjective norms, behavioral control, pressure and opportunities influence the interest of staff in Sharia Banking to commit fraud. The survey was conducted on a sample of 35 sharia banking staff. The research results show that attitudes and pressure influence the interest of Sharia Banking staff to commit acts of fraud, while Subjective Norms, Behavioral Control, and Opportunity do not influence the interest of Sharia Banking staff to commit acts of fraud. [ABSTRACT FROM AUTHOR]

In this study, we examine whether and how banks employ dividend payout policies in response to the risk of stock price crashes. Using a sample of U.S. banks, we find that banks increase their dividend payouts when faced with a higher risk of stock price crashes. In addition, we find that well-capitalized banks tend to pay more dividends when the risk of a stock price crash is elevated. This aligns with the regulatory pressure theory that banks distribute dividends when they have sufficient capital that meets or exceeds the regulatory standards. This is also in line with the signaling theory that dividend payments reflect a bank's confidence in its financial health. Furthermore, we find that financially opaque banks tend to make more dividend payments when they are at a higher risk of stock price crashes. This supports the agency cost theory, suggesting that dividends counterbalance the need to monitor bank managers in less transparent reporting environments. [ABSTRACT FROM AUTHOR]

Purpose: In mobile banking (m-banking), understanding the factors contributing to customer satisfaction is crucial for bank managers to design effective strategies for enhancing the uptake of mobile banking services. This study assesses the relationships between quality, technology acceptance and credibility factors and behavioural outcomes (actual use, continuance intention and loyalty) and satisfaction with m-banking. It further investigates the moderating influence of economy type, innovation level, connectivity level and sample size on all these relationships. Design/methodology/approach: The study employs a meta-analysis technique and reviews 54 published studies to investigate the antecedents and consequences of satisfaction with m-banking. Findings: The study finds a significant relationship between satisfaction with m-banking and quality, technology acceptance and credibility factors and behavioural outcomes. It concludes that the moderating effect of economy type, innovation level, connectivity level and sample size partially moderate the majority of the hypothesized relationships. Research limitations/implications: Drawing on a comprehensive literature review, this study presents a novel framework elucidating the antecedents and behavioural outcomes of satisfaction with mobile banking. It contributes to the literature by exploring the moderating effects of sample size and country context on the relationships between these factors, presenting important implications for future mobile banking research. Practical implications: This study has practical implications for m-banking service providers, offering insights into the factors that drive user satisfaction with mobile banking and highlighting the need for tailored strategies in different country contexts. Originality/value: This study examines the effects of factors leading to satisfaction and the subsequent outcomes within the context of m-banking. The findings offer fresh perspectives that can be valuable for managers and policymakers, enabling them to enhance customer satisfaction in the realm of m-banking. [ABSTRACT FROM AUTHOR]

This case report documents the successful rehabilitation of a 78-year-old female patient who had been edentulous for 15 years. Despite residing in a remote area of Jammu and Kashmir (J&K), where access to dental care was limited, the patient's son, a bank employee, sought out specialized treatment for his mother's dental condition. After consultation and careful consideration, a treatment plan involving immediate loading of dental implants was implemented, providing the patient with fixed provisional teeth within 72 hours. This report highlights the importance of comprehensive assessment, interdisciplinary collaboration, and customized treatment planning in achieving successful outcomes, particularly in challenging cases. [ABSTRACT FROM AUTHOR]

Purpose: The study applies Erving Goffman's (1974) "frame analysis" principles to examine how Sharia governance is practiced in Islamic banks and explores the interaction and strategies adopted by bank managers to influence the decisions of Sharia scholars. The study also aims to identify inherent flaws in the Sharia compliance review system. Design/methodology/approach: The study employs the principles of Goffman as a lens to critically analyse a rich dataset obtained through interviews undertaken with 46 key players operating in the governance framework of the Malaysian Islamic banking industry due to its progressive Islamic governance framework. Findings: The study demonstrates that managers of Islamic banks may engage in "passing" and "covering" strategies while interacting within the governance structure. Concurrently, Sharia boards (SBs) implement "protective practices" during their interactions, adding complexity to their responsibilities within the banks. Consequently, SBs cannot merely be viewed as instruments for legitimising banking operations. This raises questions about the "impression management," "concealment" and "competence" strategies employed by managers and SB members, as suggested by Goffman's framework. These findings indicate that there is room for further enhancement in the governance practices of Islamic banks. Research limitations/implications: Future research could explore aspects related to the governance of Islamic banks, such as investigating the independence and effectiveness of internal Sharia officers. Examining the strategies employed during their interactions with external Sharia boards and other stakeholders could provide further valuable insights. Practical implications: By highlighting shortcomings in the governance and compliance review process, the findings could serve as a valuable resource for policymakers. The insights derived could inform the development of regulations aimed at reducing opportunistic behaviour and promoting accountability in the Islamic banking sector. Originality/value: This study uniquely employs Goffman's concepts of "frontstage" and "backstage" strategies to offer insights into the interactions between Islamic bank managers and SBs and the impact of these interactions on Sharia compliance. The study contributes to the understanding of the dynamics between key players in the governance of Islamic banks and the factors influencing their adherence to Sharia principles. [ABSTRACT FROM AUTHOR]

The banking industry necessitates implementing an early warning system to effectively identify the factors that impact bank managers and enable them to make informed decisions, thereby mitigating systemic risk. Identifying factors that influence banks in times of stability and crisis is crucial, as it ultimately contributes to developing an improved early warning system. This study undertakes a comparative analysis of the stability of Indonesian Islamic and conventional banking across distinct economic regimes—crisis and stability. We analyze monthly banking data from December 2007 to November 2022 using the Markov Switching Dynamic Regression technique. The study focuses on conducting a comparative analysis between Islamic banks, represented by Islamic Commercial Bank (ICB) and Islamic Rural Bank (IRB), and conventional banks, represented by the Conventional Commercial Bank (CCB) and Conventional Rural Bank (CRB). The findings reveal that both Islamic and conventional banks exhibit a higher probability of being in a stable regime than a crisis regime. Notably, Islamic banks demonstrate a greater propensity to remain in a stable regime than their conventional counterparts. However, in a crisis regime, the likelihood of recovery for Sharia-compliant institutions is lower than for conventional banks. Furthermore, our analysis indicates that larger banks exhibit higher stability than their smaller counterparts regarding assets and size. This study pioneers a comprehensive comparison of the Z-score, employed as a proxy for stability, between two distinct classifications of Indonesian banks: Sharia (ICB and IRB) and conventional (CCB and CRB). The result is expected to improve our awareness of the elements that affect the stability of Islamic and conventional banking in Indonesia, leading to a deeper comprehension of their dynamics. [ABSTRACT FROM AUTHOR]

This research employs Kirkpatrick's model, to assess the efficacy of training programmes for managerial and non-managerial employees in the banking sector using all the four components i.e., Reaction, Learning, Behavior and Results. Data were collected from 402 respondents from public, private and foreign sector banks. SEM-PLS was used to determine the relationship between the levels of the Kirkpatrick's model for the evaluation of the training programs of the baking sector. The results suggest that all the four levels are interlinked and Kirkpatrick model was effective to evaluate the impact of training programs on employee motivation and bank performance. Reactions of employees (stage 1) have enhanced knowledge, and skills and has a positive and significant influence on learning (stage 2) and Behavior through job performance (stage 3) has a positive impact on results (stage 4). The results reflected that the adjusted R2 = 0.732 of the managerial level is more than that of the non-managerial level (R2 = 0.571). This indicates that the training is more effective on the Managerial level than the Non-Managerial level and that the managerial employees are more skilled and experienced in their jobs. The study is novel and one of the initial contributions to apply Kirkpatrick's model to banking sector in India. [ABSTRACT FROM AUTHOR]

Background: This study aimed to evaluate age-specific variations in the blood levels of micronutrients, homocysteine, and CoQ10, along with physical activity (PA) patterns, among 123 Austrian adult bankers in operational and frontline roles (mean age: 43 years; 50% female). Methods: Blood analysis was conducted to assess micronutrients and the serum concentrations of homocysteine and CoQ10. The micronutrient values in whole blood were compared to sex-specific reference ranges and categorized as below, within, or above them. The Global Physical Activity Questionnaire was utilized to assess PA patterns. Participants were classified as young adults (18–34 years), middle-aged adults (35–49 years), and older adults (50–64 years). Results: Significant age-based differences were found in participants' mean homocysteine levels (p = 0.039) and homocysteine categories (p = 0.034), indicating an increasing prevalence of hyperhomocysteinemia with age. No significant difference between age categories was observed for sex, BMI, diet types, PA levels, sedentary behavior, and CoQ10 (p > 0.05). There was no significant age-based difference in the blood concentrations of most minerals and vitamins (p > 0.05), except for magnesium among females (p = 0.008) and copper among males (p = 0.042). Conclusion: The findings offer initial evidence of the age-related differences in the health status of adult bankers, providing insights for customized approaches to occupational health that support the importance of metabolic health and overall well-being across adulthood. [ABSTRACT FROM AUTHOR]

Over the last two decades, a growing literature has examined the emergence of a transnational business elite. However, the pathways of transnational mobility have not been fully characterized. In this article, we use a combination of sequence analysis and the concept of a career script to investigate the geographical mapping and organizational contexts in which transnational mobility occurs. To achieve this, we rely on a database of 186 executives from the 28 largest Swiss banks, as well as 20 interviews with chief human resource officers and 15 interviews with banking executives. Our findings contribute to relativize and differentiate the phenomenon of transnationalization of business elites by underlining the importance of the career context and by identifying distinct interpretations of international career resources according to different types of banks. [ABSTRACT FROM AUTHOR]

With the Covid-19 pandemic, radical changes have been experienced in the structure of business organizations. With the implementation of remote working by many sectors, the popularity of remote working has started to increase worldwide. In this study, the effect of teleworking on bank employees is examined. In the study, a questionnaire was applied to private and public bank employees in Van using the remote working policies scale. The data were analyzed by using SPSS 26 and Lisrel 8.80 software with t-test, One-Way Analysis of Variance, and Pearson Correlation tests. Independent t-test analysis was conducted based on gender, marital status and bank type. No significant difference between the subdimensions of the remote working policies scale gender, bank, and marital status, a significant difference was found in the sub-dimension of the teleworking policies scale according to marital status. In the ANOVA analysis according to the participant's education level, age, working time in the organization, and the type of position worked; there was no significant difference between the sub-dimensions of the teleworking policies scale according to the education level, age, working time, and the type of position worked; according to the type of position worked; a significant difference was found in the sub-dimension of the teleworking policies scale in job performance. The Pearson Correlation method was used to find the relationship between the variables and a significant positive relationship was found. [ABSTRACT FROM AUTHOR]

The present study investigates the impact of autocratic and despotic leadership styles on employees' deviant behavior, with the moderating effect of perceived organizational justice. In the realm of research, there exists significant concern regarding the influence of despotic and autocratic leadership styles on employees' deviant behavior, particularly within serviceoriented industries such as banking and educational institutions. Therefore, this study helps to understand how these leadership styles may affect deviant behavior among employees. This study used a quantitative survey-based research methodology, Data was collected from 356 employees of different banks and universities in Rawalpindi, Islamabad, and Lahore. The findings show a positive and significant effects of autocratic and despotic leadership styles on employees' deviant behavior. Results also indicate that the relationship between autocratic leadership and employees' deviant behavior is moderated by perceived organizational justice. Future researchers should explore different industries, use multisource data, and different mediators in the relationship between negative leadership styles and deviant behavior for a diversified sample size. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank employees. Design/methodology/approach: The study used a descriptive and cross-sectional design with the aid of a standard scale constructed into a questionnaire. Cluster, convenience and simple random sampling techniques were used to select 1,067 respondents, of which 870 were deemed fit for the study. The theories underpinning the study were the social exchange theory (SET) and social identity theory (SIT). Four hypotheses were developed and tested using hierarchical multiple regression analysis, and moderation using PROCESS macro. Findings: The study found that employee training and employee participation had a significant positive relationship with organizational commitment, while organizational ostracism had a significant but negative relationship with organizational commitment among bank employees. The study also found that workplace ostracism moderated the relationship between organizational climate and organizational commitment The study recommended that organizational commitment requires management training their workforce, allowing employee participation in decisions, and minimizing or outrightly eradicating the practice of organizational ostracism. It is, therefore, concluded that workers place great value on training and participation in decision-making and frown at organizational ostracism. Originality/value: This paper fills in the gaps left by the paucity of empirical investigation of the moderating role that workplace ostracism plays between employee training, employee participation and organizational commitment – a feat that is lacking in developing countries. It serves as a reminder to management to prevent or entirely eliminate workplace ostracism to allay an employee's impression of being a threat to an organization when commitment is low. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the impact of the bank's corporate culture on its product innovation in Vietnam. Based on the findings, recommendations are made to improve the bank's ability to innovate. Research hypotheses were put forth based on an analysis of the literature addressing the relationship between corporate culture and innovative potential. The data was obtained from the survey conducted in 2021 with 268 participants from 18 banks in Vietnam. SPSS software was used to verify the research hypotheses. According to the empirical findings of the regression model, creative culture and leadership are the two essential elements through which corporate culture influences Vietnamese commercial banks' creative product offerings. The study's results are expected to help bank managers use direct efforts and resources in the most effective and efficient way to encourage the bank's product innovation. Banks in Vietnam need to focus on building a culture that fosters innovation. The leaders of a bank need to be proactive in encouraging changes and taking risks to remain relevant in the market. Moreover, fostering and raising awareness of business culture among bank staff is of utmost importance. The bank needs to have a reasonable customer policy and clearly define the bank's vision and core values and create a culture of good behavior in the bank culture. The bank's product innovation capacity would be improved by promoting these values in the workplace. [ABSTRACT FROM AUTHOR]

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In the banking sector, employees may face challenges such as improving the financial performance of the bank, achieving financial goals, managing transaction volumes, meeting customer needs and developing customer-oriented strategies. To surmount the challenges in the banking sector, there is a need for resilient employees. Understanding the antecedents and consequences of employee resilience (ER) will provide insights into the extent to which these factors can be managed. In the context of the conservation of resources (COR) theory, this study investigates a model that examines abusive supervision (AS) as an antecedent of ER, which depletes organizational resources, and rule climate (RC) as another antecedent that enhances organizational resources. The study also considers job satisfaction (JS) as an outcome of ER, categorized under job resources. In addition, in this model, ER was proposed as a mechanism mediating the association between AS and RC with JS. The sample consisted of 204 banking sector employees in Kocaeli province. The sample size was calculated using the G*Power software. Convenience sampling method was employed and research data were collected through online questionnaire method. The hypotheses were tested employing structural equation modeling (SEM) and bootstrap method. A negative association existed between AS and ER, and a positive relationship between RC and ER. A positive association was observed between ER and JS. In addition, the mediating role of ER in the association between AS and RC and JS was revealed. The study differed from previous studies in that it is the first study to link AS and RC to JS with ER and is important in terms of determining the organizational factors that cause employee behaviors. The theoretical contributions and implications for the banking sector were emphasized and suggestions for future studies were presented. [ABSTRACT FROM AUTHOR]

Purpose: Workplace incivility has become a global issue; therefore, this study aims to investigate how spiritual leadership can help employees to overcome uncivil behaviors in the workplace. Specifically, the authors explored the mediating mechanism between spiritual leadership and workplace incivility through workplace spirituality. The authors further examined how negative personalities (i.e. Machiavellianism, psychopathy and narcissism) moderate workplace spirituality and workplace incivility. Design/methodology/approach: This study collected data from 369 employees working in the banking sector on a convenience basis. The authors applied structural equation modeling for hypotheses testing. Findings: The authors noted that spiritual leaders help employees to reduce uncivil workplace behaviors and employees' perception of workplace spirituality intervenes the same. The authors further identified that the negative association between workplace spirituality and workplace incivility is moderated by the dark triad (Machiavellianism, psychopathy and narcissism) such that individuals high in Machiavellianism, psychopathy and narcissism weaken this negative association. Research limitations/implications: The cross-sectional design may restrict causality. However, our findings not only contribute to social cognitive theory but also suggest management includes civility intervention as an essential part of organizations' training and development. Originality/value: This study not only highlighted the role of spiritual leadership and workplace spirituality toward workplace incivility but also shed light on how negative personalities can ignore workplace spirituality to exhibit uncivil behavior. [ABSTRACT FROM AUTHOR]

Purpose: This study seeks to examine distinct effects of career and psychosocial mentoring on employee turnover intentions in a moderated mediation model. Specifically, the purpose is to examine the mediating role of attitude toward leaving in the relationship between career mentoring and turnover intentions, and the moderating/buffering effect of psychosocial mentoring on the abovementioned mediating process. Design/methodology/approach: Hypotheses have been tested deductively by using cross-sectional data from 352 bank employees. Analyses have been performed by applying partial least squares structural equation modeling (PLS-SEM). Findings: The findings suggest that attitude toward leaving mediates the career mentoring-turnover intentions relationship, and psychosocial mentoring moderates this mediating effect. Research limitations/implications: This study integrates theory of planned behavior (TPB) and Eight Forces Framework of voluntary turnover, and extends organizational literature by unfolding how psychosocial mentoring buffers the mediating effect of attitude toward leaving on career mentoring-turnover intentions relationship. Study limitations are about cross-sectional nature of data and external validity of results. Practical Implications: This study's contribution to practice is that organizations providing career mentoring to their employees should consider also the provision of psychosocial mentoring to avoid employee turnover intentions. Originality/value: This study adds value to organizational literature by examining a previously untested buffering effect of psychosocial mentoring on the mediating process between career mentoring and turnover intentions. [ABSTRACT FROM AUTHOR]

The study seeks to ascertain the impact of a supportive supervisor and availability of opportunities for employees’ professional and personal growth on employees intention to remain in an organization. A survey was conducted among banking staff and convenient sampling technique was used. Two independent variables, supportive supervision and career opportunities and development, were selected to study their effect on employee retention.The findings reveal that employee retention in private sector banks is unaffected by career opportunities and growth. While a significant relationship exists between respondents’ age and employee retention in the case of public sector banks, no such association was found in the case of private sector banks. Again, a positive correlation between supervisor support and employee retention was found for public sector banks, but not for private sector ones. [ABSTRACT FROM AUTHOR]

Indian banking organizations are undergoing rapid changes due to technological advances. Emotional intelligence and job satisfaction are two important components in a business environment both are the object of several studies and provide focus on future and interesting research proposals (Papathanasiou & Siati, 2014). Therefore this study aims to examine the differences and relationship between employees' emotional intelligence and their satisfaction with job in reference to Indian public and private sector banks. The purposive sampling technique was used and the participants of the study were 300 bank employees of both public and private sector banks in eastern cities of Uttar Pradesh, India. Data was collected through the self-reported questionnaire method. The findings of the study revealed that there is no significant difference in employees' emotional intelligence, whereas a significant difference was observed in their satisfaction with job in public and private sector banks. Further, the correlation analysis suggested a significant positive relation between employees' emotional intelligence and job satisfaction as well as results also revealed that dimension of emotional intelligence 'regulation of emotion' was a common significant positive predictor of employees' job satisfaction in both public and private sector banks. [ABSTRACT FROM AUTHOR]