The Factors Influence Employee Engagement and their Impact on Financial Performance in Public Sector Banks of Pakistan
Author(s)
Tahir Saeed Jagirani , Hira Tahir Jagirani , Saifuddin Qureshi ,
Download Full PDF Pages: 52-60 | Views: 1055 | Downloads: 380 | DOI: 10.5281/zenodo.3490054
Abstract
this research aimed to examine the factors influence employee engagement and their impact on financial performance in public sector banks in Pakistan. The study investigated how employee engagement takes place in public sector banks in Pakistan and those working in India. The results indicate that the National Bank of Pakistan has the highest employee engagement while The Bank of Punjab (BoP) has lowest employee engagement. The research concluded that in order to foster growth and productivity, all banks in Pakistan including private and public need to prioritize employee engagement. They need to motivate disengaged employees so that more productivity can be achieved as desired by the banks working in Pakistan
Keywords
Employee Engagement, Bank of Punjab (BoP), National Bank of Pakistan (NBP)
References
Harvard Business Review (2013), the impact of employee engagement on performance
i. Abbasi. A. S & Alvi. A. K, (2012), Impact of Organizational Justice on Employee Engagement in Banking Sector of Pakistan, Middle-East Journal of Scientific Research 12 (5):
ii. Akhtar. A, Nawaz. M. K, Mahmood. Z, Shahid. M. S, (2016), Impact of High Performance Work Practices on Employees’ Performance in Pakistan: Examining the Mediating Role of Employee Engagement, Pakistan Journal of Commerce and Social Sciences 2016, Vol. 10
iii. Bakker, A. B. and E. Demerouti (2007), the job demands-resources model: State of the art. Journal of Managerial Psychology, Volume 22(3), pp. 309-328.
iv. Bakker, A. B. and W. B. Schaufeli (2008), Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, Volume 29(2), pp. 147-154.
v. Bakker, A. B., W. B. Schaufeli, M. P. Leiter and T. W. Taris (2008), Work engagement: An emerging concept in occupational health psychology. Work and Stress, Volume 22(3), pp. 187-200.
vi. Khalid. N and Malik. S. Z (2016) psychological contract breach, work engagement and turnover intention Evidence from Banking Industry in Pakistan, Pakistan Economic and Social Review Volume 54, No. 1
vii. State of the Global Workplace, Employee Engagement Insights for business leaders worldwide, a Gallup Survey, 2013
viii. Shahid. A. U, Noman. A, Sana. M. Iqra. S & Rizwan. Q.D, Spirit at Work and Employee Engagement in Banking Sector of Pakistan, the Journal of Commerce Vol.6, No.4 pp.22-31
ix. Staw, B. M., Sutton, R. I., & Pelled, L. H. (1994). Employee positive emotion and favorable outcomes at the workplace. Organization Science, 5(1), 51-71.
x. Kahn, A.W., 1990. Psychological conditions of personal engagement and disengagement at work, Academy of Management Journal, 33: 692-724.
xi. Shafique. M & Imam. A (2014), Impact of Employee Engagement in Retaining Employees Through Mediating Effect of Job Satisfaction and Organizational Commitment an Moderating Effect of Job Stress: A Corporate Banking Sector Study of Pakistan, Journal of Applied Environmental
xii. A Dale Carnegie Training White Paper, employee engagement in the banking industry.
xiii. Kumar. S (2015), an empirical study on employee engagement in private sector banks, International Journal of Applied Research.
xiv. Sean Graber (2016), Harvard Business Review, Employee Engagement and Satisfaction Models
xv. State Bank of Pakistan, Credit Rating of Banks, 2016-2016, can be sited on
xvi. Junaidi, F. (2015). Competencies for Pakistani HR Professionals. (Online) Available: https://fuwad.wordpress.com/category/issues-of-hrm-in-pakistan/page/2 (October 23, 2014)
xvii. Batool, B. F. (2013). An empirical study on the effect of transformational leadership on organizational commitment in the banking sector of Pakistan. Journal of Business and Management, 8(2), 38-44.
xviii. Hanif, F., Naqvi, S.M.M.R., & Huassin, K. (2015). The role of employee engagement in work-related outcomes. Advances in Economics and Business, 3(6), 204-214.
xix. Rasheed, A., Khan, S., & Ramzan, M. (2013). Antecedents and consequences of employee engagement: The case of Pakistan. Journal of Business Studies Quarterly, 4(4), 183-
xx. Ajaz, S., & Mehmood, B. (2015). Job Satisfaction as a predictor of female intent-to-quit. Evidence from commercial banks of Faisalabad, Pakistan. International Journal of Academic
xxi. Hayday. S, Perryman. S and Robinson. D (2004), The Drivers of Employee Engagement, IES report.
xxii. Sinha. A, Rai. A and Ghosh. P (2014), Organizational justice and employee engagement exploring the linkage in public sector banks in India. Emerald Personnel Review Vol. 43 No. 4, 2014 pp. 628-652
xxiii. National Bank of Pakistan (NBP) employee code of conduct and employee engagement policy – 2017.
xxiv. The Bank of Punjab (BoP) Employee Engagement Survey – 2016
xxv. Sindh Bank HR Policy – 2016
xxvi. Metle, M. (1997). The relationship between age and job satisfaction: a study among female bank employees in Kuwait. International Journal of Management, 14(4), 654-66
xxvii. Papalexandris, N., & Galanaki, E. (2009). Leadership's impact on employee engagement: Differences among entrepreneurs and professional CEOs. Leadership & Organization, Development Journal, 30(4), 365-385.https://doi.org/10.1108/01437730910961685
xxviii. Rashidi, A.A., Rahman, M.U. (2013). Retention Issues in Banking Industry of Pakistan: A Case Study of Habib Metro and Soneri Bank. JISR-MSSE, 1(11), 57-66
xxix. Robinson, D., Perryman, S. and Hayday, S. (2004). The Drivers of Employee Engagement (Report). Institute for Employment Studies, Brighton.
xxx. Saleem, I., Hussain S.A., & Saleem A. (2012). Factors affecting job satisfaction of Pakistani bankers. Journal of Business Strategies, 6(2), 21-29.
xxxi. Vance, R. J. (2006). Employee Engagement and Commitment: A Guide to Understanding. Measuring and Increasing Engagement in Your Organization (1st ed.). SHRM Foundation.
xxxii. Xu, J., & Cooper Thomas, H. (2011). How can leaders achieve high employee engagement? Leadership & Organization Development Journal, 32(4), 399-416.
xxxiii. 4-Consulting and DTZ Consulting & Research. (2007). Employee engagement in the public sector: a review of literature.
xxxiv. Abbas, Q., & Yaqoob, S. (2009). Effect of leadership development on employee performance in Pakistan, Pakistan Economic and Social Review, 47(2), 269-292.
xxxv. Ahmad, N., Tariq, M. S., & Hussain, A. (2015). Human resource practices and employee retention, evidence from the banking sector of Pakistan. Journal of Business and Management Research, 7, 186
Cite this Article: