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Job satisfaction and organizational commitment under Traditional and Modern T&D program: Evidence from Public Banking Sector of Pakistan

Listed author(s):
  • Faridi, Adnan
  • Baloch, Akhtar
  • Wajidi, Abuzar
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    This article investigates the impact of traditional and modern training programs on the overall performance and commitment to employees in public banking sector of Pakistan. Additionally, the study examines the relationship between antecedents of organizational commitment and job satisfaction. Bank of Khyber, First Women Bank, National Bank of Pakistan, Sindh Bank, and The Bank of Punjab are currently operating public banks in Pakistan. Thus, all five considered in this study using strata sampling technique. Total 26 Branch Managers participated in interviews whereas 292 completed survey questionnaire. Results showed modern T&D methods preferred by contractual employees whereas permanent employees prefer traditional methods of training and development. Moreover, T&D significantly affect the continuance commitment (CC) of female employees whereas salary increment enhances males' normative commitment (NC) and affective commitment (AC). Additionally, both modern and traditional T&D methods improve job satisfaction. AC and NC are relatively higher in public bank employees in comparison to CC, resulting from training and development program.

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    Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 80755.

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    Date of creation: 29 May 2017
    Date of revision: 25 Jun 2017
    Publication status: Published in International Journal of Applied Business and Management Studies 1.2(2017): pp. 9-16
    Handle: RePEc:pra:mprapa:80755
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    1. Adnan ul Haque & John Aston, 2016. "A Relationship Between Occupational Stress And Organisational Commitment Of It Sector'S Employees In Contrasting Economies," Polish Journal of Management Studies, Czestochowa Technical University, Department of Management, vol. 14(1), pages 95-105, December.
    2. Nasreen Zehra, 2016. "Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 6(6), pages 246-267, June.
    3. Haque, Adnan ul & Aston, John & Kozlovski, Eugene, 2016. "Do causes and consequences of stress affect genders differently at operational level? Comparison of the IT sectors in the UK and Pakistan," MPRA Paper 75849, University Library of Munich, Germany.
    4. Faizan, Riffat & Zehra, Nasreen, 2016. "Quality Work-Life as predictor to Organisational Commitment under contrasting Leadership Styles: I.T Responses from Pakistan's private software houses," MPRA Paper 73973, University Library of Munich, Germany.
    5. Adnan ul Haque & Fred Yamoah, 2014. "Gender Employment Longevity: I.T Staff Response to Organizational Support in Pakistan," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 4(12), pages 324-347, December.
    6. Faizan, Riffat & Haque, Adnan ul, 2016. "The Relationship between Societal attributes, Feminine Leadership & Management Style: Responses from Pakistan's Urban Region Female-Owned Businesses," MPRA Paper 73458, University Library of Munich, Germany, revised 21 Aug 2016.
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