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Expectations of Bank Employees on the Influence of Key Performance Indicators and the Relationship with Job Satisfaction and Work Engagement

Author

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  • Angelika Lepold

    (Department of Psychology, University of Graz, 8010 Graz, Austria)

  • Norbert Tanzer

    (Department of Psychology, University of Graz, 8010 Graz, Austria)

  • Paulino Jiménez

    (Department of Psychology, University of Graz, 8010 Graz, Austria)

Abstract

Feedback systems of key performance indicators (KPIs) are crucial for companies to monitor their goals. To stay successful and to improve performance, the employees of a company are a potential resource as they build the link between resources and outcome. A hidden assumption in goal-setting is that the employees feel to have full influence on KPIs. Hence, employees’ self-efficacy about believing in one’s own capabilities and expectations about being able to influence KPIs are needed for organizational performance as well as high job satisfaction and work engagement. The present study examined whether influence expectations on KPIs can predict job satisfaction and work engagement above and beyond professional self-efficacy. Results from 136 bank employees in Austria showed that job satisfaction can be predicted by professional self-efficacy and influence expectations on bank-specific KPIs. Furthermore, professional self-efficacy, influence expectations on economic KPIs, and the influence expectations of the branch manager predicted work engagement. This study contributes to the importance of employees’ belief in their own skills and in their influence on KPIs to be satisfied and engaged at work. Furthermore, it offers innovative and useful insights into the measurement of influence expectations.

Suggested Citation

  • Angelika Lepold & Norbert Tanzer & Paulino Jiménez, 2018. "Expectations of Bank Employees on the Influence of Key Performance Indicators and the Relationship with Job Satisfaction and Work Engagement," Social Sciences, MDPI, vol. 7(6), pages 1-13, June.
    • Handle: RePEc:gam:jscscx:v:7:y:2018:i:6:p:99-:d:153166
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    References listed on IDEAS

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    1. Jiménez Paul & Milfelner Borut & Žižek Simona Šarotar & Dunkl Anita, 2017. "Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers," Naše gospodarstvo/Our economy, Sciendo, vol. 63(1), pages 27-37, March.
    2. David Wuepper & Travis J. Lybbert, 2017. "Perceived Self-Efficacy, Poverty, and Economic Development," Annual Review of Economics, Annual Reviews, vol. 9(1), pages 383-404, October.
    3. Sabina Baniya Chhetri, 2017. "Antecedents and Consequences of Job Engagement: Empirical Study of Bank Employees," Business Perspectives and Research, , vol. 5(2), pages 167-179, July.
    4. Andrew J. Collins & Patrick Hester & Barry Ezell & John Horst, 2016. "An improvement selection methodology for key performance indicators," Environment Systems and Decisions, Springer, vol. 36(2), pages 196-208, June.
    5. Guido Alessandri & Laura Borgogni & Wilmar Schaufeli & Gian Caprara & Chiara Consiglio, 2015. "Erratum to: From Positive Orientation to Job Performance: The Role of Work Engagement and Self-efficacy Beliefs," Journal of Happiness Studies, Springer, vol. 16(3), pages 811-811, June.
    6. Guido Alessandri & Laura Borgogni & Wilmar Schaufeli & Gian Caprara & Chiara Consiglio, 2015. "From Positive Orientation to Job performance: The Role of Work Engagement and Self-efficacy Beliefs," Journal of Happiness Studies, Springer, vol. 16(3), pages 767-788, June.
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    Cited by:

    1. Zsuzsanna Győri & Yahya Khan & Krisztina Szegedi, 2021. "Business Model and Principles of a Values-Based Bank—Case Study of MagNet Hungarian Community Bank," Sustainability, MDPI, vol. 13(16), pages 1-27, August.

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