Digitalization in banking sector: the role of intrinsic motivation

Bastari, Ary; Eliyana, Anis; Syabarrudin, Agus; Arief, Zainal; Emur, Alvin Permana

doi:10.1016/j.heliyon.2020.e05801

Cited by 33 publications

(44 citation statements)

References 69 publications

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“…specialization takes place at the level of enterprises in the financial and credit sector (Petelin, 2019). The development of organizations in the financial and credit sector is associated with an increase in the share of customers served "digitally" (Bastari et al, 2020). Thus, despite the differences in the scale of activity, the intra-industry specialization of certain groups of organizations, the https://doi.org/10.…”

Section: Results Of the Study Of The Financial And Credit Sectormentioning

confidence: 99%

The Role Of Digitalization In The Process Of Personnel Identity Formation

Potemkin¹

2021

European Proceedings of Social and Behavioural Sciences

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Digitalization is not only a complex technical or technical and technological process, but also a social process, when desires, aspirations, orientations are integrated, values and norms of behavior are disseminated not only within the framework of a particular enterprise, industry, territorial entity, but also on an interstate level. The implications of widespread and ubiquitous use of digital technologies for social relations and enterprise personnel management have not been determined. The authors have made an attempt to determine the role of digitalization in personnel identity formation. To do this, the authors compare the results of sociological studies of employees value-motivational meanings in two opposed industries: employees in the financial and credit sector (n = 290) and pedagogical employees in orphanages (n = 175). The researchers were interested in how the value-motivational meanings of employees of the financial and credit sphere will be consolidated with the goals of the industry. The study involved respondents representing various socio-demographic, status and professional qualification groups. As a result, the authors have identified the positive and negative consequences of digitalization in the process of personnel identity forming. The article will be useful for managers, civil servants and researchers of identity, values and digitalization.

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Section: Results Of the Study Of The Financial And Credit Sectormentioning

confidence: 99%

The Role Of Digitalization In The Process Of Personnel Identity Formation

Potemkin¹

2021

European Proceedings of Social and Behavioural Sciences

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“…Around 80% of the transactions are today automated (Plana et al, 2018). Allowing customers to do their financial transactions online or using mobile applications significantly increase customer's satisfaction as it will enable them to complete their transactions quickly and efficiently all from the comfort of their home (Bastari et al, 2020). These specific services help Open Journal of Business and Management clients gain valuable time and effort concerning the branch' visit.…”

Section: Customer Service and Internal Communicationmentioning

confidence: 99%

Overseas Risks Leading to Business Failure in Foreign Markets: Study Case of HSBC in France

Saleh¹,

Tuwaijri²

2022

OJBM

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This case reviews overseas risks in international businesses and most specifically the case of HSBC, the bank in France. We were able to conduct surveys online with over 250 participants in order to gain personal insight into their banking experience unrelated to HSBC. To push further, we studied online reviews of clients filing complaints on Trustpilot over their experience with HSBC in France. These reviews helped us gain specific information concerning the reasons behind HSBC's failures. The quantitative and qualitative analysis of this study contributes to aiding the bank industry to improve their services. It is also important to emphasize the effect of the pandemic on the banking sector forcing every business to invest in digital tools. Therefore, the future of HSBC stands in the hand of digital and technical developments.

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“…A typical example of extrinsic motivation is financial reward, and it acts as a more significant motivating factor, especially for manual jobs. However, this is not a general rule and individual characteristics of the profile of the employees on certain positions should be accepted when the motivation system is applied on them [21]. According to this fact, the work environment should be structured so that work performance leads to both extrinsic and intrinsic rewards, which would result in an individual's overall job satisfaction [22].…”

Section: Literature Reviewmentioning

confidence: 99%

Intrinsic Motivation Sources as Pillars of Sustainable Internal Marketing Communication in Turbulent Post-Pandemic Times

Majerová¹,

Gajanova

Nadányiová

et al. 2021

Sustainability

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The main aim of the article is to identify the changes in employees’ sources of intrinsic motivation caused by the impact of the COVID-19 pandemic, and to discuss prospective modifications to formulated patterns of internal marketing communication. The novelty of the research lies in two main aspects: (1) the necessity to revise the traditional concept of motivation caused by the pandemic and (2) own methodological approach. While the first aspect reflects the lack of appropriate scientific attention paid to this issue, the second aspect develops methodological approaches applied so far in the research of intrinsic motivation sources. The goal of the paper has been achieved via own questionnaire research of the traditional quadratic structure of the intrinsic motivation sources of employees. The data from socio-demographically representative sample of 2000 respondents have been in accordance with contemporary trends in managerial analytics analysed via factor analysis and relevant statistic tests. It has been found that the ranking of intrinsic motivation sources before the COVID-19 pandemic was the following: (1) sense of choice; (2) sense of meaningfulness; (3) sense of progress and (4) sense of competence. The ranking of intrinsic motivation sources during the COVID-19 pandemic was the following: (1) sense of choice; (2) sense of progress; (3) sense of meaningfulness; and (4) sense of competence. Based on the identified changes in intrinsic motivation sources and their components, it can be stated that the pandemic has significantly influenced the existing principles and patterns of internal marketing communication. These should be critically reconsidered, and motivation systems should be revised to contribute to the optimal performance of the company on the market and its sustainable development by focusing on the financial situation of the company, significant for the economic pillar; the change in individual value scales, significant for the environmental pillar; and the phenomenon of millennials, significant for the social pillar. By intersecting these pillars, sustainability can be reached based on finding optimum motivation.

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Digitalization in banking sector: the role of intrinsic motivation

Cited by 33 publications

References 69 publications

The Role Of Digitalization In The Process Of Personnel Identity Formation

The Role Of Digitalization In The Process Of Personnel Identity Formation

Overseas Risks Leading to Business Failure in Foreign Markets: Study Case of HSBC in France

Intrinsic Motivation Sources as Pillars of Sustainable Internal Marketing Communication in Turbulent Post-Pandemic Times

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