Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial ...crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system.
Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics.
Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees' job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score.
Conclusion: This study examined the characteristics of the AML system and its users' job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.
Governance mechanism has received high attention in previous year and has been a developing for research. This is mainly because of failure of number of firms in different regions. Good governance ...mechanisms are considered important in aspect of motivation, leadership and independent audit committee to increase the performance with the satisfaction of customers. These factors effect differently in developing and developed countries due to cultural, economic, social issues. The main objective of our research is to understand and determine the effect of governance mechanism on customer satisfaction in Mirpur division AJ&K. Despite the significance of our subject matter no prior research has focus on governance mechanisms in Mirpur division AJ & K. To accomplish the research objectives a quantities method (question was adopted). The questionnaire survey was used to seek the response of governance mechanism in aspect of motivation, leadership and independent audit committee from top level management and response of satisfaction received from customers. The data were analyzed using the statistical package for the social sciences (SPSS) to obtain quantities measure we use Pearson correlation, Mean, Standard deviation and regression. The finding of results shows that the customer satisfaction has positive relationship with motivation, leadership and independent audit committee. This study’s findings will also be beneficial to firms; government and policy maker as their political, social and economic environment are same.
The goal of the current paper is to propose a new model to investigate the effect of organizational culture, Information Technology (IT), and employees' satisfaction on the performance of the ...organization. The model is also applied to evaluate the relationships between these variables and organizational performance. This will demonstrate how the three key factors impact the performance, then the managers can plan ahead to make appropriate strategies to evaluate practical developments and suggest improvements in the organizational performance. Also, the paper tries to validate and assess the proposed model in related variables. Sixteen measurements inside three factors are examined. The data have been gathered from the employees of an agriculture organization. By using discriminate validity, the reliability of measure, item loadings, and convergent validity, the model is assessed. The Structural Equation Modeling (SEM) technique is also utilized for model assessment and for checking the dependability as well as its legitimacy. Smart PLS 2.0 was utilized in this paper to survey the estimation and basic models. Path coefficients index, R2 value, T-values and the GOF index of the model are also examined and the obtained results demonstrates the validity and reliability of the model. Finally, it is found that IT, organizational culture, and employees' satisfaction play important roles in enhancing of the performance of the organization.
•Providing a model and framework for determining the effective factors on the organizational performance.•Evaluation of the impact of IT, organizational culture, and employees' satisfaction on the organizational performance.•Using Structural Equation Modeling (SEM) to analyze the proposed model.•Exploring the future challenges about the organizational performance.
Examining the impact of green orientation and other similar practices in an organization on employees' organizational identification is becoming increasingly important. At the same time, internal ...green marketing is increasingly attracting the attention of researchers. However, there is a lack of studies in which the primary goal was to examine the relationship between internal green marketing, employee satisfaction in its context, and employees' organizational identification. Hence, the aim of this paper was to determine whether there is a relationship between all dimensions of internal green marketing and organizational identification of employees, as well as between employees' satisfaction and organizational identification. The online survey was conducted among employees of different organizations in the Republic of Serbia. The regression and correlation analysis was used to test the hypotheses. The obtained results showed a statistically significant positive relationship between each dimension of internal green marketing and employees' organizational identification as well as between employees' satisfaction and organizational identification. For future research, a longitudinal study is recommended, testing the relationships between these variables on a larger sample, and testing on a sample of managers.
This study aims to examine the influence of HRM practices (employees’ empowerment, job security, and employees’ participation) and employees’ satisfaction on intention to leave and the mediating role ...of employees’ satisfaction from the perspective of faculty members in private universities in Kuwait. The survey questionnaire was gathered from 261 faculty members who were working in four private universities in Kuwait. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that HRM practices (employees’ empowerment and job security) and employees’ satisfaction had negative effects on intention to leave, and employees’ satisfaction partially mediated the relationship between HRM practices (employees’ empowerment and job security) and intention to leave. Future studies may include other samples as public universities or other sectors in Kuwait such as the education sector or health care sector.
Based on resources perspective, the present study investigated the relationships between work/leisure social support (WSS/LSS) and work/leisure satisfaction (WS/LS) as well as the moderating effects ...of leisure-to-work/work-to-leisure facilitation (LWF/WLF). A systematic sample of participants comprising tour leaders/guides in Taiwan was selected. All hypothesised relationships were tested using hierarchical regression equations. The results revealed that both WSS and LWF exhibited significantly positive effects on WS, respectively; LSS and WLF exhibited significantly positive effects on LS, respectively; and LWF/WLF exhibited moderating effects on the relationships between WSS/LSS and WS/LS. That is, this study showed that WSS/LSS promoted WS/LS in same domain and LWF/ WLF enhanced WS/LS in cross-domain. And, this indicated that resources coming from different source can be combined together to generate an interaction effect to amplify the impact of social support on employees' satisfaction. These results suggested that organisations should create a motivating work climate and leisure-supportive work environment to provide support and facilitation to promote employees' WS/LS.
Indoor environmental quality (IEQ) could influences employees' satisfaction and performance in office buildings. Previous research have suggested that factors such as gender, age, proximity from a ...window could influence employees' perceived satisfaction with IEQ. This study as a part of an ongoing research attempts to investigate the impact of workspace location on employees' satisfaction with IEQ parameters and overall satisfaction with personal workspace within office buildings in Cairo. Employees' subjective evaluation of satisfaction with IEQ parameters were collected using a questionnaire as a post occupancy evaluation survey. Responses were collected and quantitatively analysed using software package used for statistical analysis (SPSS). Diversity in levels of satisfaction among employees within the same building was found highly sensitive to their workspace location. Building orientation and external views could influence employees' satisfaction with IEQ parameters and overall satisfaction with personal workspace. Employees with highest perceived satisfaction with IEQ parameters and overall satisfaction with personal workspace seem to prefer their workspaces to be located on the ground floor, away from a window, either in the middle of the building or on the southern façade and not overlooking the courtyard. The study recommends that Leadership in Energy and Environmental Design (LEED) certification criteria should reconsider employees' satisfaction with IEQ parameters in developing IEQ credits and LEED certification process.
Employee performance in remote areas is a source of concern for the Saudi Arabian energy sector, which serves as the primary engine of the country’s economy. This research paper aimed to study the ...impact of social disconnectedness and career advancement on employees’ performance through employee satisfaction as a mediator. The targeted population was employees worked in remote areas in the energy sector. Data were collected using a web-based questionnaire and distributed electronically using social media. A total of 390 respondents participated in this study, and structural equation modeling (SEM) was employed to analyze the collected data. The study findings revealed that career advancement positively impacts employee performance; however, social disconnectedness negatively impacts employees’ performance. Both career and social factors had an indirect effect on employees’ performance through employee satisfaction. Lastly, results demonstrated a positive impact of employee satisfaction on employee performance. Important insights into theoretical and practical implications were discussed.
It is generally accepted that the physical workplace environment affects employees' satisfaction and, consequently, their perceived productivity and well-being. This study investigated whether ...employee “satisfaction” variables can predict perceived productivity, well-being and enjoyment at work, and if so, to what extent. The study also explored whether limiting employees' control over their environment could save energy without compromising employees' satisfaction and perceived productivity. Pre-occupancy and post-occupancy evaluation studies were conducted, in terms of both energy consumption and employee perceptions, to make comparisons between a company's old and current headquarters buildings, both located in the same area of London.
The results showed that employees were more satisfied with their work environment at their new HQ, in general, than with that of their previous office. Also, employees' self-reported productivity, well-being and enjoyment at work improved after the move. It was revealed that the combination of employees' level of satisfaction with “interior use of space” and “physical conditions” was the best predictor of their perceived productivity, while satisfaction with “indoor facilities” was not a good predictor. In terms of energy performance, although the new HQ's energy consumption per m2 was significantly less than that of the previous building, there was still a gap between the refurbishment design target and the actual performance of the building. The findings suggest that this gap could be due to a number of factors, including an ineffective use of interior space, and occupants' behaviour.
•Energy performance/employee experiences of a refurbished building were evaluated.•Use of space & physical conditions best predicted employee perceived productivity.•Satisfaction with indoor facilities was a poor predictor of perceived productivity.•Ineffective use of interior space may contribute to the energy performance gap.•Reducing employees control over their environment may help to save energy.
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