Batool, A., and Batool, B. (2012). Effects of employees training on the organizational competitive advantage: Empirical study of Private Sector of Islamabad, Pakistan. Far East Journal of Psychology and Business, 6(1), 59-72.
Bibi, P., Ahmad, A., and Majid, A. H. Abd. (2018). The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business, 20(1), 113-131.
Caldwell, R. (2003). The Changing Roles of Personnel Managers: Old Ambiguities, New Uncertainties. Journal of Management Studies, 40(4), 983-1004.
de Mello, G., Fraser, F., Nicoll, P., Ker, J., Green G, and Laird C. (2013). Mental health care training for practitioners in remote and rural areas. The Clinical Teacher, 10(6),384-8.
Faizan, R. and Zehra, N. (2016), Quality Work-Life as predictor to Organisational Commitment under contrasting Leadership Styles: I.T Responses from Pakistan's private software houses. Global Journal of Management and Administration, 16(6), 9-23.
Faridi, A., Baloch, A., and Wajidi, A. (2017). Job satisfaction and organizational commitment under Traditional and Modern T&D program: Evidence from Public Banking Sector of Pakistan, International Journal of Applied Business and Management Studies, 2(1), 9-16.
Faridi, A., Baloch, A., and Wajidi, A. (2017). The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan. International Journal of Academic Research in Business and Social Sciences, 7(10), 603-616.
Ghana Labor Act (2003). Ghana Labour Act 2003 - Policies for Employees at workplace. Available at: http://www.ilo.org/legacy/english/inwork/cb-policy-guide/ghanalabouract2003section109.pdf.
Hales, C. (2005). ‘Rooted in supervision, branching into management: continuity and change in the role of first line manager’. Journal of Management Studies, 42(3), 471-506.
Haque, A. U., and Aston, J. (2016), A Relationship between Occupational Stress and Organisational Commitment of I.T Sector's Employees in Contrasting Economies. Polish Journal of Management Studies, 14(1), 95-105.
Haque, A. U., Aston, J., and Kozlovski, E. (2018). The impact of stressors on organisational commitment of managerial and non-managerial personnel in contrasting economies: Evidences from Canada and Pakistan. International Journal of Business, 23(2), 152-168.
Haque, A. U., Faizan, R., and Cockrill, A. (2017). The relationship between female representation at strategic level and firm's competitiveness: evidences from cargo logistic firms of Pakistan and Canada. Polish Journal of Management Studies, 15(2), 69-81.
Haque, A. U., and Yamoah, F. (2014), Gender Employment Longevity: I.T Staff Response to Organisational Support in Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(12), 324-347.
Hemdi M. A. (2009). Investigating Hotel Employees' Organisational Commitment: The Influence of Human Reosurch Management Practices and Perceived Organizational Support. Journal of Tourism, Hospitality & Culinary Arts, 1(3).
Henseler, J., Ringle, C. M., and Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. In: New challenges to international marketing, UK: Emerald Group Publishing Limited.
Imran, M., Aziz, A., and Hamid, S. (2017). Determinants of SME export performance. International Journal of Data and Network Science, 1(2), 39-58.
Imran, M., Aziz, A., Hamid, S., Shabbir, M., Salman, R., and Jian, Z. (2018). The mediating role of total quality management between entrepreneurial orientation and SMEs export performance. Management Science Letters, 8(6), 519-532.
Kazimi, S. K. H. (2017). Sector Wise inputs for Pakistan's GDP. Available at: http://www.pakistaneconomist.com/2017/10/16/sector-wise-input-pakistans-gdp/
Khalid, A., and Nadeem, T. (2017). Bank Credit to Private Sector: A Critical Review in the Context of Financial Sector Reforms, SBP Staff Notes 03/17. Available at: http://www.sbp.org.pk/publications/staff-notes/BankingReforms.pdf.
Noor, S. M., and Nasirun, N. (2015). Training As A Moderator In The Relationship Between Employees Collaboration, Top Management Support And IT Support With Knowledge Management in Malaysian Public Organization. International Academic Research Journal of Business and Technology, 1(2), 108-116.
Pakistan Economic Survey 2016-2017. Economic Adviser’s Wing Economic Adviser’s Wing, Finance Division, Government of Pakistan, Availabe at: http://www.finance.gov.pk/survey/chapters_17/pakistan_es_2016_17_pdf.pdf
Rehman, M. S. (2012). Employee Turnover and Retention Strategies: An Empirical Study of Public Sector Organizations of Pakistan. Global Journal of Management and Business Research, 12(1), version 1, 1-8.
Roscoe, J.T. (1975). Fundamental Research Statistics for the Behavioural Sciences, 2nd edition. New York: Holt Rinehart & Winston.
Sekaran, U., and Bougie, R. (2012). Research methods for business: A skill building approach. (6th ed.). West Sussex, UK: John Wiley & Sons.
Shahzad K., Bashir, S., and Ramay, M. I. (2008). Impact of HR practices on the perceived performance of University teachers in Pakistan. International Review of Business, 4(2).
Syed-Ikhsan, S. O. S., and Rowland, F. (2004). Knowledge management in a public organiation: A study on the relationship between organizational elements and the performance of knowledge transfer. Journal of Knowledge Management, 8(2), 95-111.
Yang, H., Sanders, K., and Bumatay, C. P. (2012). Linking perceptions of training with organizational commitment: The moderating role of self-construals. European Journal of Work and Organizational Psychology, 21(1), 125-149.
Yusufzai, A. (2017). Pakistan’s GDP Growth Highest in Decade: Economic Survey. Available at: https://propakistani.pk/2017/05/25/pakistans-gdp-growth-highest-decade-economic-survey/.
Zehra, N. (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, 6(6), 246-267.
Zehra, N., and Faizan, R. (2017). The Impact of Occupational Stress on Employees at Project Based Organizations (PBOs) in Pakistan. International Journal of Applied Business and Management Studies, 2(1), 1-9.
- Abstract viewed - 183 times
- PDF downloaded - 134 times
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
© Business & Management Studies: An International Journal, 2018
Public Administration Department, University of Karachi
Public Administration Department, University of Karachi
How to Cite
THE MODERATING ROLE OF MODERN TRAINING AND DEVELOPMENT METHODS IN PRIVATE BANKS AND WORK PERFORMANCE: EVIDENCE FROM CONTRACTUAL EMPLOYEES WORKING IN PAKISTAN BANKING SECTOR
Vol 6 No 3 (2018): BUSINESS & MANAGEMENT STUDIES: AN INTERNATIONAL JOURNAL
Submitted: Feb 18, 2019
Published: Nov 29, 2018
The article attempts to investigate the moderating role and effect of the modern methods of training and development programs in private banks on the individual work performances of the employees. Through area cluster sampling technique survey questionnaire, the data was gathered from 280 employees working at the operational level in 8 major cities of Pakistan. The results confirmed that the private banks have significant contribution in improving the overall performances of the banking sector whereas modern methods of training and development has statistically significant effect on enhancing the working performance of contractual employees. The frequently evident practices; professionalism and employee engagement developed through training are considered and both have significant relationship with the enhanced work performance of employees. Hence, modern training and development methods are pivotal moderator in improving the working efficiency of the private banks and enhancing the knowledge, skills and abilities of the contractual workforce.