Effect of workplace favoritism on counterproductive work behavior: A moderated mediation model of organizational cynicism, organizational silence, and self-efficacy

The primary aim of this study is to delve into the factors influencing individuals’ readiness to embrace financial technology (FinTech) services in Bangladesh. Specifically, the study focused on Bangladeshi fintech consumer’s knowledge about contemporary digital financial tools, such as mobile-based payment service apps. Data collection was carried out using a survey questionnaire tailored to the Bangladeshi context. Participants were invited to participate in the survey, and their responses were gathered upon their consent. A five-point Likert scale, ranging from ‘1’ for ‘Strongly Disagree’ to ‘5’ for ‘Strongly Agree,’ was employed to gauge the questionnaire items. The final sample size was 450 respondents. To assess the hypotheses, a 5% significance level was employed, with data analysis conducted using SPSS software. The findings underscore a positive and statistically significant impact of financial literacy, digital literacy, and financial self-efficacy on the adoption of FinTech services in Bangladesh. Collectively, these variables elucidate 48.20% of the variance (R2=0.482) in predicting individuals’ adoption behavior of FinTech. Financial self-efficacy (β = 0.574; t-value = 8.394) has the highest effect on FinTech adoption compared to the other two factors. Additionally, a substantial correlation coefficient (r=0.634) is present between digital literacy and FinTech adoption. This study contributes to the extant literature on FinTech services by providing valuable insights that enhance scholars’ understanding of the emerging financial technologies’ significance and their predominant impacts within the Bangladeshi FinTech ecosystem. These findings hold implications for policymakers, financial institutions, and stakeholders seeking to promote FinTech adoption and foster financial inclusion in Bangladesh.

In the digitalization era, banks strive to implement digital transformations; digital culture, competence, and leadership become essential factors to advance the company’s digitalization. Digital transformation is indispensable in improving employee performance amidst rapid digital advancements, helping companies stay competitive and avoid falling behind fintech and banking rivals. The study aims to examine the influence of digital transformations on banking employee performance in Indonesia, targeting state-owned banks. Primary data were gathered through questionnaires involving 100 participants. Data analysis employed partial least squares structural equation modeling (PLS-SEM) to assess the influence of independent on dependent and mediating variables. The results demonstrate that digital culture (p < 0.05), digital competency (p < 0.05), and digital leadership (p < 0.05) positively and significantly influence employee performance. Self-efficacy does not function as a substantial mediating variable between digital culture (p > 0.05) or digital competence (p > 0.05) and employee performance. However, self-efficacy is a crucial mediating variable connecting digital leadership to employee success (p < 0.05). The study demonstrates that digital transformation in terms of culture, competence, and leadership can improve performance. Self-efficacy is able to mediate the effect of digital leadership on employee performance but fails to affect the influence of digital culture and digital capabilities on the performance of banking employees.

Acknowledgment
The authors thank Universitas Sumatera Utara, especially the Research Institute, for their support. Acknowledgments are also expressed to the Kementerian Pendidikan dan Riset through the DRTPM program (number: 92/UN5.4.10.S/PPM/KP-DRTPM/2024), which has provided intellectual and financial assistance. The authors would also like to thank the Management Science Study Program, Universitas Sumatera Utara.

Work-life balance is a common topic that has been brought up along with human necessity to maintain life balance, as employees currently have some considerations related to their high productivity at work. High self-efficacy is one thing that employees should have in order to stay in their workplace. Banks are among businesses that have fierce competition with regard to quality and customer service as well as employee management. This is the reason why this study was conducted in an Indonesian government-owned bank as the problem of employee turnover is considered relatively serious in order to get more benefits in one’s working life. This study aims to analyze the relationship between self-efficacy and work-life balance on employee engagement. The sample comprised 280 employees, and data analysis used was SEM PLS. The results showed that self-efficacy had 75% and work life balance had a 79% effect on employee engagement, which were proved by the fact that employees are professionally responsible for their duties at work without neglecting their family responsibilities. With such results, banks should consider reconstructing their employee management, since salary is no longer the top priority for employees to work but they also consider life balance. Employees need to spend their time with their families while remaining on their track in work productivity. They also need appreciation, recognition and pride to keep their self-efficacy in their work performance.