Human Resources Practices in the Romanian Banking System: Rewards, Job Satisfaction, and Job Performance

Tănăsescu, Carmen-Elena; Leon, Ramona-Diana

doi:10.25019/mdke/7.4.02

Cited by 7 publications

(8 citation statements)

References 60 publications

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“…The extant literature documents a strong effect of job satisfaction on job performance (Loan, 2020). Yang, Chen, Lee, and Liu (2021) suggest that employees' job satisfaction profoundly affects their attitude and behavior toward their job (Tănăsescu & Ramona-Diana, 2019). Job satisfaction is a crucial element that affects people's lives (Torlak & Kuzey, 2019).…”

Section: Job Satisfaction and Job Performancementioning

confidence: 99%

Work-Life Balance and Job Performance: A Mediating and Moderating Model

Faisal¹,

Hameed

Aleemi

2022

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Work-life balance has become a critical issue in the service sector, especially in the banks. Given its importance, we have developed a model with four direct and two indirect hypotheses. We developed a questionnaire based on the past studies, containing five variables and 27 indicator variables. We collected a sample of 433 responses from the private banks of Karachi non-randomly. For statistical analysis, we used the Smart PLS software. The study tested four direct and two indirect hypotheses, and we failed to reject all of them. We found that work-life balance promotes job satisfaction and psychological well-being. And job satisfaction and psychological well-being are precursors of job performance. Psychological well-being mediates work-life balance and job performance. At the same time, we found that intrinsic motivation moderates psychological well-being, work-life balance, and psychological well-being. Apart from other implications, we suggest that organizations develop policies on work-life balance, as it affects organizational performance and psychological well-being. Such policies may increase costs significantly. Thus, while developing such policies, organizations must also examine their sustainability and growth.

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Section: Job Satisfaction and Job Performancementioning

confidence: 99%

Work-Life Balance and Job Performance: A Mediating and Moderating Model

Faisal¹,

Hameed

Aleemi

2022

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“…The first recommendation is related to the improvement of the reward system, which is a very powerful mechanism for increasing employee's job satisfaction (Tănăsescu & Leon, 2019). Namely, although the research showed that employees who were included in the survey are generally satisfied with their jobs, there is a place for increasing it through increasing the satisfaction with the rewarding system.…”

Section: Implications For Human Resource Managementmentioning

confidence: 99%

Job satisfaction and organizational citizenship behaviour of employees in companies in the Republic of Serbia

Djordjević¹,

Ivanović-Đukić²,

Lepojević³

et al. 2021

Strategic Management

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Organizational citizenship behaviour is a form of employees' behaviour where employees go beyond their formal duties required by job description. Despite the fact that this form of behaviour is not recognized or accepted by the reward system, employees are ready to put in an extra effort in order to achieve organizational goals. However, the readiness of employees to manifest this form of behaviour is not completely unconditional. Numerous empirical studies suggest that such behaviour can be encouraged by employees' job satisfaction, fulfilment of their psychological contract, perception of a high level of organizational justice in the company, support provided to them, etc. Having in mind the importance of this form of employees' behaviour, precisely from the point of view of employers, as well as the factors that influence it, this paper examines the impact of employees' job satisfaction on the level of their organizational citizenship behaviour on the example of the companies in Serbia. The paper starts with three hypotheses. The first and second hypotheses are that employees in companies in Serbia are satisfied with their jobs and that they demonstrate organizational citizenship behaviour. These assumptions were tested using the t-test. The third hypothesis is that employees' satisfaction with their job has a positive effect on their organizational citizenship behaviour. In order to test this hypothesis, methods of correlation and multiple regression analysis were used. The analysis is based on data obtained by primary research realized during 2019. In the research, 244 employees participated. The research showed that there is a positive relationship between respondents' job satisfaction and organizational citizenship behaviour, as well as the positive impact of job satisfaction on organizational citizenship behaviour of employees. This paper's contribution is twofold. First, it provides empirical data regarding the job satisfaction and organizational citizenship behaviour of employees in companies in Serbia. Second, it adds to the existing literature from this field by proposing strategies for increasing the employees' job satisfaction, which will lead to increasing the employees' willingness to manifest organizational citizenship behaviour.

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“…Mosquera et al, (2020) also defined reward as a concept of labor relations and plays an important role in attracting and retaining employees. Tanasescu & Leon (2019) defined reward as an important tool for employees' satisfaction, as they are encouraged to work longer, be more productive, creating a work environment conducive to meeting the proposed goals.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Work-Family Conflict and Reward on Job Satisfaction and Job Performance in Footwear Manufacture, Tangerang

Malta

Tanuwijaya²

2023

JWM

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This study aims to examine the effect of family-friendly policies and supervisor support on work-family conflict as well as the effect of work-family conflict and rewards on job satisfaction and job performance. This study uses a quantitative approach by using a questionnaire. Questionnaires were given to 93 respondents who are employees of the footwear manufacturing industry in Tangerang, Banten. Data analysis was performed using SEM-PLS. The results showed that there was a significant effect of supervisor support and reward on work-family conflict and job satisfaction as well as the effect of job satisfaction on job performance. The results imply that employee feel more satisfied with their work and increase their performance while conflict between their work and family can be decreased caused support from their leaders.

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Human Resources Practices in the Romanian Banking System: Rewards, Job Satisfaction, and Job Performance

Cited by 7 publications

References 60 publications

Work-Life Balance and Job Performance: A Mediating and Moderating Model

Work-Life Balance and Job Performance: A Mediating and Moderating Model

Job satisfaction and organizational citizenship behaviour of employees in companies in the Republic of Serbia

The Influence of Work-Family Conflict and Reward on Job Satisfaction and Job Performance in Footwear Manufacture, Tangerang

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