Perceived benefits of training, individual readiness for change, and affective organizational commitment among employees of national jordanian banks

MANSOUR, AYMAN; Rowlands, Hefin; Al-Gasawneh, Jassim Ahmad; Nusairat, Nawras M.; Al-Qudah, Shaker; Shrouf, Hosam; Akhorshaideh, Abdel Hakim O.

doi:10.1080/23311975.2021.1966866

Cited by 9 publications

(11 citation statements)

References 136 publications

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“…Rafferty and Minbashian (2019) reported a significant association between cognitive beliefs and CRd. Mansour et al (2022) also mentioned results that are consistent with this study. They reported that employees' CRd was influenced by their belief of being benefitted from the training programs.…”

Section: Testing the Hypothesessupporting

confidence: 92%

“…Vakola, Tsaousis, and Nikolaou (2004) found numerous studies where a positive attitude of employees towards change was found to be essential in accomplishing change initiatives effectively. Mansour et al (2022) conducted a study in Jordan and reported that bank employees' CRd positively influenced their affective commitment. Somadi and Salendu (2022) collected data from employees of a private hospital in Indonesia.…”

Section: Change Readinessmentioning

confidence: 99%

“…One of the indispensable requirements for every firm to succeed in this everchanging business world is the capacity to change swiftly (Prawira, 2021;Mansour, Rowlands, Al-Gasawneh, Nusairat, Al-Qudah, Shrouf, & Akhorshaideh, 2022). Although organizations are going through large-scale changes with increasing consistency, such efforts every so often remains unsuccessful to realize their envisioned goals (Beer & Nohria, 2000).…”

Section: Introductionmentioning

confidence: 99%

“…Phillips (2017) conducted a study on the employees of an organization going through a change program and concluded that change valence displayed a significant association with the organization's readiness to change. Mansour et al (2022) conducted a research study in a national Jordanian bank and reported that employees' readiness towards change was influenced by their belief of being benefitted from the training programs. Peccei, Giangreco, and Sebastiano (2011) also reported parallel results.…”

Section: Introductionmentioning

confidence: 99%

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What’s in it for me? Compliance toward change comes with Personal Valence

Fatima

Riaz

Mahmood

2022

Academic Journal of Social Sciences

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For today’s organizations, survival and growth depend on responding quickly to the changes occurring in the environment. Effective execution of change programs depends to a considerable degree on the extent to which their employees value change. Therefore, making them understand that change is beneficial for them is imperative for enactment of any change program. Grounded in the theory of planned behavior, this research aims at examining the direct impact of personal valence on employees’ compliance toward change. Further, change readiness and commitment to change are proposed as sequential mediators between personal valence and compliance toward change. Self-administered questionnaires were utilized to collect primary data. The selected 583 respondents were officer-ranked employees in financial institutions, as well as media and telecom in the Punjab province and Islamabad, Federal Capital Territory of Pakistan. To test the hypotheses, PROCESS macros are employed for measuring the effects of mediation. The findings supported the hypothesized relationships of the study that personal valence directly influences compliance toward change. Moreover, change readiness and commitment to change also mediate, in sequence, the relationship between personal valence and employees’ compliance toward change. These findings establish that for the effective implementation of change programs in an organization, it is indispensable that employees must perceive the change program as beneficial and valuable to them. Limitations and future research avenues regarding this study are also discussed accordingly.

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Section: Testing the Hypothesessupporting

confidence: 92%

Section: Change Readinessmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

What’s in it for me? Compliance toward change comes with Personal Valence

Fatima

Riaz

Mahmood

2022

Academic Journal of Social Sciences

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“…Commitment can be interpreted when an individual feels they are part of ownership of the goals and values of the organisation(V azquez et al, 2016). Commitment can be classified into affective, continuance and normative commitment(Mansour et al, 2022). Previous studies have used organisational commitment as a mediation between the influence of corporate social responsibility on sustainable performance(Martínez-Falc o et al, 2023).…”

mentioning

confidence: 99%

Financial technology readiness for Shariah-compliant banking services: post-merger perspectives

Kurniawati,

Fernando,

Dzil Ikhram W.

et al. 2024

JIMA

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Purpose The mergers and acquisitions impact the firm’s marketing strategy to target the potential market. To compete with conventional banks, Shariah banks have accommodated financial technology (Fintech) and digitalisation to retain existing customers and attract potential customers. Furthermore, this study aims to analyse the role of organisational trust and commitment in mediating the effect of perceived organisational support and managers’ perceptions of the readiness for Shariah-compliant Fintech adoption. Design/methodology/approach To obtain information, 115 managers from Shariah bank in Indonesia were surveyed. The data were then analysed using PLS-SEM with SmartPLS software. Findings Perceived organisational support became crucial in improving readiness to adopt the digitalisation initiative and adhere to Shariah norms. Moreover, organisational trust and commitment fully mediated the effect of perceived organisational support and manager’s readiness to change towards Shariah digital bank. Practical implications Adopting Fintech and its services can offer better value to customers. Digital technology has supported the merger acquisition of Shariah bank to reduce operational costs and improve productivity and service quality. The Fintech adoption in Shariah banks needs to align with a marketing strategy that can add value, offer efficient services and ensure that all transactions are safe, transparent and Riba-free (interest charged on financial transactions). Originality/value From Shariah bank’s perspective, the role of organisational support in Fintech adoption is limited, and there is a lack of studies investigating managers’ readiness to change in post-merger and acquisitions. This study sheds new light on how Shariah banks must offer Fintech services and adopt digital technology to remain relevant and competitive. This study provides evidence of Shariah-compliant bank readiness and organisational support and commitment enablers using two mediating mechanisms. Properly adopting Fintech can provide superior service and Shariah-compliant banking services.

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