Antecedents of employee wellbeing in the banking sector: the moderating role of working environment
-
Author(s)Saba GulzarLink to ORCID Index: https://orcid.org/0000-0003-0639-6475
,
Shagufta Ghauri
,
Zuhair AbbasLink to ORCID Index: https://orcid.org/0000-0003-2242-2848
,
Kanwal HussainLink to ORCID Index: https://orcid.org/0000-0002-1232-8412
,
Abdul Bashiru JibrilLink to ORCID Index: https://orcid.org/0000-0003-4554-0150
-
DOIhttp://dx.doi.org/10.21511/ppm.18(4).2020.36
-
Article InfoVolume 18 2020, Issue #4, pp. 448-460
- Cited by
- 1904 Views
-
539 Downloads
This study examined the influence of work-life balance, work stress, employee engagement, and working environment on employee wellbeing in the banking sector of Pakistan. Due to complex human resource policies in Pakistan, employee wellbeing is neglected in several banking institutions; this study addresses a research gap in this way. Drawing upon job demands-resources theory, the study employed a quantitative methodology through a survey of 360 employees from private and public banks in Pakistan. The results from PLS-SEM (Partial Least Squares Structural Equation Modeling) demonstrate that employee engagement and work stress are significantly related to employee wellbeing, while working environment has a significant interactive effect between employee engagement and employee wellbeing. Theoretically, the study contributes to broadening the existing literature on human resource management. Practically, this study provides guidelines to human resource practitioners, managers, and policymakers on devising strategies for their employee wellbeing in going forward.
Acknowledgment
This work was supported by the Internal Grant Agency of Tomas Bata University in Zlin under the Projects No. FaME TBU No. IGA/FaME/2020/010 and IGA/FaME/2019/008. The authors would like to extend their appreciation to Prof. Boris Popesko (Vice-Dean for Research and Business Liaison) at the Faculty of Management and Economics for facilitating the financial readiness of this project.
- Keywords
-
JEL Classification (Paper profile tab)I30, M12, M54
-
References76
-
Tables5
-
Figures1
-
- Figure 1. Research model
-
- Table 1. Demographic distribution of respondents
- Table 2. Construct reliability and validity
- Table 3. Measurement model for constructs
- Table 4. The measurement model discriminant validity – Fornell-Lacker criterion
- Table 5. Path coefficient for a direct and indirect relationship
-
- Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage. Journal of Organizational Effectiveness: People and Performance.
- Bagozzi, R. P., Yi, Y., & Nassen, K. D. (1998). Representation of measurement error in marketing variables: Review of approaches and extension to three-facet designs. Journal of Econometrics, 89(1-2), 393-421.
- Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274.
- Bakker, A. B., & Bal, M. P. (2010). Weekly Work Engagement and Performance: A Study among Starting Teachers. Journal of Occupational and Organizational Psychology, 83(1), 189-206.
- Beehr, T. A., Glaser, K. M., Canali, K. G., & Wallwey, D. A. (2001). Back to basics: Re-examination of Demand-Control Theory of Occupational Stress. Work & Stress, 15(2), 115-130.
- Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273.
- Bell, A. S., Rajendran, D., & Theiler, S. (2012). Job Stress, Wellbeing, Work-Life Balance and Work-Life Conflict among Australian Academics. E-Journal of Applied Psychology, 8(1).
- Bollen, K. A. (1989). Structural Equations with Latent Variables. New York: John Wiley & Sons.
- Boyd, N. M., & Nowell, B. (2020). Sense of Community, Sense of Community Responsibility, Organizational Commitment and Identification, and Public Service Motivation: a Simultaneous Test of Affective States on Employee Well-being and Engagement in a Public Service Work Context. Public Management Review, 1-27.
- Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A Quantitative Review and Test of its Relations with Task and Contextual Performance. Personnel Psychology, 64(1), 89-136.
- Cooper, D., & Schindler, P. (2001). Business Research Method (International edition). McGraw Hill.
- Creswell, J. W. (2012). Research design: Qualitative, Quantitative and Mixed Methods Approaches. Sage Publication.
- Durand, J. D. (2015). The labor force in economic development: a comparison of international census data, 1946–1966. Princeton University Press.
- Eldor, L. (2017). Looking on the bright side: The positive role of Organizational politics in the relationship between employee engagement and performance at work. Applied Psychology, 66(2), 233-259.
- Enehaug, H., Helmersen, M., & Mamelund, S.-E. (2016). Individual and organizational wellbeing when workplace conflicts are on the agenda. A mixed methods study.
- Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1-4.
- Ferguson, K. L., & Reio, T. G. (2010). Human Resource Management Systems and firm performance. Journal of Management Development.
- Ford, M. T., Matthews, R. A., Wooldridge, J. D., Mishra, V., Kakar, U. M., & Strahan, S. R. (2014). How do occupational stressor-strain effects vary with time? A review and meta-analysis of the relevance of time lags in longitudinal studies. Work & Stress, 28, 9-30.
- Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
- Fotiadis, A., Abdulrahman, K., & Spyridou, A. (2019). The mediating roles of psychological autonomy, competence and relatedness on work-life balance and well-being. Frontiers in Psychology, 10, 1267.
- Fox, M. L., Dwyer, D. J., & Ganster, D. C. (1993). Effects of stressful job demands and control on physiological and attitudinal outcomes in a hospital setting. Academy of Management Journal, 36(2), 289-318.
- Friedenreich, C. M., Pialoux, V., Wang, Q., Shaw, E., Brenner, D. R., Waltz, X., & Poulin, M. J. (2016). Effects of exercise on markers of oxidative stress: an Ancillary analysis of the Alberta Physical Activity and Breast Cancer Prevention Trial. BMJ Open Sport & Exercise Medicine, 2(1), e000171.
- George, G. (2016). Management research in AMJ: Celebrating impact while striving for more. Academy of Management Journal, 59, 1869-1877.
- George, G., Howard-Grenville, J., Joshi, A., & Tihanyi, L. (2016). Understanding and Tackling Societal Grand Challenges through management research. Academy of Management Journal, 59, 1880-1895.
- George, J. M. (2011). The wider context, costs, and benefits of work engagement. European Journal of Work and Organizational Psychology, 20(1), 53-59.
- Greenhaus, J., & Allen, T. (2011). Work-family balance: A review and extension of the literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology (2nd ed.). Washington, DC: American Psychological Association.
- Grant, C. A., Wallace, L. M., & Spurgeon, P. C. (2013). An exploration of the psychological factors affecting remote e-worker’s job effectiveness, well-being and work-life balance. Employee Relations.
- Ab Hamid, M. R., Sami, W., & Sidek, M. M. (2017, September). Discriminant validity assessment: Use of Fornell & Larcker criterion versus HTMT criterion. Journal of Physics: Conference Series, 890(1), 012163). IOP Publishing.
- Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior, 85(3), 361-373.
- Haddon, J. (2018). The impact of employees’ wellbeing on performance in the workplace. Strategic HR Review.
- Hair Jr, J. F., Sarstedt, M., Ringle, C. M., & Gudergan, S. P. (2017). Advanced issues in partial least squares structural equation modeling. SAGE Publications.
- Hendrie, C. A., & Pickles, A. R. (2010). Depression as an evolutionary adaptation: anatomical organisation around the third ventricle. Medical Hypotheses, 74(4), 735-740.
- Hair, J. F., Sarstedt, M., Pieper, T. M., & Ringle, C. M. (2012). The use of partial least squares structural equation modeling in strategic management research: a review of past practices and recommendations for future applications. Long Range Planning, 45(5-6), 320-340.
- Hakanen, J. J., Bakker, A. B., & Schaufeli, W. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43(6), 495-513.
- Hartono, J. (2013). Guidance for survey study with questionnaire. BPFE Yogyakarta.
- Henseler, J., & Schuberth, F. (2020). Using confirmatory composite analysis to assess emergent variables in business research. Journal of Business Research, 120, 147-156.
- Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
- Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337-421.
- Hussain, K., Abbas, Z., Gulzar, S., Jibril, A. B., & Hussain, A. (2020). Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation. Cogent Business & Management, 7(1), 1818998.
- Johnson, A., Dey, S., Nguyen, H., Groth, M., Joyce, S., Tan, L., ... & Harvey, S. B. (2020). A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being. Australian Journal of Management.
- Kalliath, T., & Kalliath, P. (2012). Changing work environments and employee wellbeing: an introduction. International Journal of Manpower.
- Kaur, K., & Sandhu, H. S. (2010). Career stage effect on organizational commitment: Empirical evidence from Indian banking industry. International Journal of Business and Management, 5(12), 141.
- Khilji, S. E., & Wang, X. (2006). Intended and implemented HRM: The missing linchpin in strategic human resource management research. The International Journal of Human Resource Management, 17(7), 1171-1189.
- Khuwaja, U., Ahmed, D. K., Abid, G., & Adeel, A. (2020). Leadership and employee attitudes: The mediating role of perception of organizational politics. Cogent Business & Management.
- Kossek, E. E., Kalliath, T., & Kalliath, P. (2012). Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship. International Journal of Manpower, 33(7), 738-753.
- Kossek, E. E., Valcour, M., & Lirio, P. (2014). The sustainable workforce: organizational strategies for promoting work–life balance and wellbeing. In Wellbeing: A complete reference guide (pp. 1-24).
- Kular, S., Gatenby, M., Rees, C., Soane, E., & Truss, K. (2008). Employee engagement: A literature review.
- Kim, M., & Beehr, T. A. (2018). Challenge and hindrance demands lead to employees’ health and behaviours through intrinsic motivation. Stress and Health, 34(3), 367-378.
- Leung, D. Y. P., Lam, T. H., & Chan, S. S. (2010). Three versions of perceived stress scale: validation in a sample of Chinese cardiac patients who smoke. Public Health.
- Lyness, K. S., & Judiesch, M. K. (2014). Gender egalitarianism and work–life balance for managers: Multisource perspectives in 36 countries. Applied Psychology, 63, 96-129.
- McDonald, M. L., & Westphal, J. D. (2013). Access denied: Low mentoring of women and minority first-time directors and its negative effects on appointments to additional boards. Academy of Management Journal, 56(4), 1169-1198.
- McGuire, D., & McLaren, L. (2009). The impact of physical environment on employee commitment in call centres. Team Performance Management: An International Journal.
- Melnyk, B. M., Hrabe, D. P., & Szalacha, L. A. (2013). Relationships among work stress, job satisfaction, mental healthy lifestyle behaviors in new graduate nurses attending the nurse athlete program: A call to action for nursing leaders. Nursing Administration Quarterly, 37(4), 278-285.
- Menguc, B., Auh, S., Yeniaras, V., Katsikeas, C. S. (2017). The role of climate: implications for service employee engagement and customer service performance. Journal of Academic Marketing Science, 45(3), 428-451.
- Mills, M. J., Fleck, C. R., & Kozikowski, A. (2013). Positive psychology at work: A conceptual review, state-of-practice assessment, and a look ahead. The Journal of Positive Psychology, 8(2), 153-164.
- Nielsen, K., Abildgaard, J. S., & Daniels, K. (2014). Putting context into organizational intervention design: Using tailored questionnaires to measure initiatives for worker well-being. Human Relations, 67(12), 1537-1560.
- Nesse, R. M. (2000). Is depression an adaptation? Archives of General Psychiatry, 57(1), 14-20.
- Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.
- Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120-1141.
- Rahman, A., Björk, P., & Ravald, A. (2020). Exploring the effects of service provider’s organizational support and empowerment on employee engagement and well-being. Cogent Business & Management, 7(1), 1767329.
- Ross, G. F. (1995). Work stress and personality measures among hospitality industry employees. International Journal of Contemporary Hospitality Management.
- Stansfeld, B., & Candy, S. (2006). Psychosocial work environment and mental health – a meta-analytic review. Scandinavian Journal of Work, Environment & Health, 443-462.
- Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology.
- Saleem, Z., Shenbei, Z., & Hanif, A. M. (2020). Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture. SAGE Open, 10(2).
- Schaufeli, W. B. (2013). What is engagement? In Employee engagement in theory and practice (pp. 29-49). Routledge.
- Sonnentag, S., & Frese, M. (2012). Dynamic performance. Oxford library of psychology. The Oxford handbook of organizational psychology, 1, 548-575.
- Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
- Siegrist, J., & Theorell, T. (2006). Socio-economic position and health: the role of work and employment. Social Inequalities in Health: New Evidence and Policy Implications, 73-100.
- State Bank of Pakistan (SBP). (2020).
- Tan, Z., Roberts, A. C., Lee, E. H., Kwok, K. W., Car, J., Soh, C. K., & Christopoulos, G. (2020). Transitional areas affect perception of workspaces and employee well-being: A study of underground and above-ground workspaces. Building and Environment, 179(15), 106840.
- Tasnim, M., Hossain, M. Z., & Enam, F. (2017). Work-Life Balance: Reality check for the working women of Bangladesh. Journal of Human Resource and Sustainability Studies, 5(1), 75-86.
- Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory.
- Warr, P. (2003). 20 Well-Being and the Workplace. Well-being: Foundations of hedonic psychology, 392.
- Worldometer. (2020) Pakistan Population.
- Zacher, H., Feldman, D. C., & Schulz, H. (2014). Age, occupational strain, and well-being: A person-environment fit perspective. Research in occupational stress and well-being, 12, 83-111.
- Zheng, X., Zhu, W., Zhao, H., & Zhang, C. (2015). Employee Well-being in Organizations: Theoretical model, Scale Development, and Cross-cultural Validation. Journal of Organizational Behavior, 36(5).
-
Motivation among travel agents in India: The moderating role of employee’s expertise and marital status
Sandeep Kumar Dey ,
Khurram Ajaz Khan ,
Zuzana Tučkova ,
Abdul Bashiru Jibril
doi: http://dx.doi.org/10.21511/ppm.18(2).2020.37
Problems and Perspectives in Management Volume 18, 2020 Issue #2 pp. 453-465 Views: 1345 Downloads: 247 TO CITE АНОТАЦІЯThis study contributes to the literature by offering insights over the relationship between job satisfaction and work stress with employees’ motivation among travel agencies in India. The paper aims to determine the impact of job satisfaction and work stress on employees’ motivation level with a specific focus on the moderating impact of employees’ expertise and marital status in the context of travel agencies in Southern India. A survey was conducted over employees of travel agencies in Southern India by adopting scales from the extant studies, and data were analyzed using structural equation modeling through Smart PLS. The outcome of the study reveals that job satisfaction has a strong significant effect on employees’ motivation, unlike work stress and employees’ expertise has a partial significant moderating effect on the relationship between work stress and motivation. The study stressed much about the combined effects of the mediators. The present study has tested the new composite scale to measure the overall motivational level, unlike the previous studies. The survey was conducted between November 2019 and December 2019 and entails 164 respondents, the majority of the subjects are millennials between 18 and 35 years, with 43.3% having master’s degree, all were found to be pre-qualified for the investigation.
-
Prospects for use of coaching in Ukrainian banks
Vasyl Brych ,
Borys Yazlyuk ,
Saak Hudratian ,
Khrystyna Snihur ,
Liudmyla Dermanska
doi: http://dx.doi.org/10.21511/bbs.13(2).2018.10
Banks and Bank Systems Volume 13, 2018 Issue #2 pp. 116-129 Views: 1276 Downloads: 206 TO CITE АНОТАЦІЯEach bank manager should understand that the use of modern personnel management technologies is essential to motivate employees to work efficiently. Coaching is one of the ways to influence employees, it focuses on the formation of employee behavior in such a way as to maximize the independence and effectiveness of the decisions taken. To date, this kind of personnel management is becoming more relevant and significant. The purpose of the study is to determine the methods of coaching and its algorithm in personnel management, the possibility of borrowing the foreign companies experience, as well as its effective use as an innovative approach to personnel management. Scientific findings of leading scholars in personnel management, especially coaching, make the theoretical basis of the research. The research uses the methods of analysis, synthesis and comparison. The article describes the category of “coaching”, defines its main characteristics, functions and tasks, examines the use of coaching in the Coaching Policy on the Central Bank of Ireland, analyzes the current implementation of coaching in Ukrainian banks and rationalizes the relevance and prospects for using coaching by Ukrainian banks.
-
Impact of demographic characteristics of personnel on the quality of employee relationships: The case of Poland
Dawid Szostek
doi: http://dx.doi.org/10.21511/ppm.19(1).2021.01
Problems and Perspectives in Management Volume 19, 2021 Issue #1 pp. 1-12 Views: 1122 Downloads: 530 TO CITE АНОТАЦІЯThis research paper fills a significant gap in the literature in the field of the influence of demographic characteristics of employees on the quality of interpersonal relationships at work (QR). There are no comprehensive research results concerning this problem. The research objective is to describe how selected characteristics of employees (sex, age, education, type of job, and length of service) influence QR. This goal was achieved through the use of survey methods (online, direct and auditory) conducted in 2018 and 2019 on the sample of 1,336 active employees in Poland. The data was analyzed using IBM SPSS Statistics application. The findings prove that the quality of interpersonal relationships at work is differentiated by sex (men tend to rate the quality of relationships higher as compared to women), age (respondents belonging to younger groups tend to rate the quality of relationships higher as compared to older respondents), education (respondents with higher education tend to rate the quality of relationships higher as compared to less educated respondents), and type of job (managers tend to rate the quality of relationships higher as compared to the blue-collar workers). It was not possible to determine explicit trends in assessing the quality of relationships depending on the term of work. According to obtained results, special attention should be paid to the following categories of staff: women, older, less educated and blue-collar employees.
