The emergence of new banking channels like as phone banking, Internet banking, Automated Teller Machines (ATM), furthermore developing financial market & global competition have constrained bankers to explore the importance of customer loyalty. For the banks to be successful in the intensively competitive environment, they are bound to attach importance to customer loyalty. The aim of this study is to investigate how the behavior and intentions of the respondents will be influenced by different factors of customer loyalty. The objectives of the current study are of two folds; firstly, to examine the relationship of trust, customer satisfaction and service quality with customer loyalty. Secondly, to determine which factor influenced customer loyalty the most? Data was collected through non probability convenience sampling, from a sample of 496 respondents by using a self-administered questionnaire. The collected Data was analyzed through regression technique using SPSS 17. Results of the current study reveal that trust, customer satisfaction and service quality has significant effect on customer loyalty. But the relationship or trust with customer satisfaction is not proved. Moreover the study revealed that customer satisfaction is found as the most influential variable for customer loyalty. The managerial implication of this research is the considerations of bank managers for the enhancement of their customer loyalty.
Perceived workloads after downsizing eradicate the commitment and productivity among layoff survivors. Up to some extent provision of work - life balance opportunities can save the situation. The current study is carried out among layoff survivors of the two giant organizations in Pakistan. A cross - sectional study based on a stratified random sample of 450 survivors assisted to test the relationship. In the first step the relationship of perceived work load increase (WLI), commitment of layoff survivors towards their organizations (OC) and productivity (EP) is examined to know whether layoff survivors are lucky or unlucky in terms of the effects perceived workload and commitment have on their productivity. Later on work - life balance (WLB) was added to examine its moderating effect to the model. The results of Pearson’s correlation and linear multiple regression confirm that the perceived workloads are dangerous to commitment and productivity of layoff survivors. Where as, the provision of work - life balance opportunities help in moderating the situation. Independent sample t - test shows the differences in the two organizations. Results are discussed in the light of literature and implications are suggested.
This study investigates the role of goal clarity of public sector organizations on the perceived benefits of performance measurement. Basically middle managers (17 - 21 grades) of 12 public sector organizations involved in plan implementation and decision making executors were selected. For this study, goal clarity was termed as independent variable and perceived benefits of efficiency and effectiveness as dependent variables. The results show that goal clarity had positive relationship with perceived benefit of efficiency and effectiveness.
Key word: Executors, implementation, public sector organizations, efficiency and effectiveness, dependent variables, goal clarity.
Employee turnover is one of the critical issues discussed in the organizational studies. This paper examines the effect of work – life balance and job satisfaction on the turnover intentions of doctors. A random sample of 204 (40.8% response rate) medical professionals working in hospitals across Pakistan was considered for the study. Cronbach’s alpha scores confirmed the reliability of the measures used. The results of the cross – sectional study show that the doctors who are better able to manage the work and the life activities are more satisfied with their jobs and have less intentions to leave their jobs. Data was processed by using SPSS, t- test, Pearson’s correlation and multiple regression analysis were used to analyse the data. The study contributes to the available literature by providing an empirical evidence to prove the relationship and explore the cultural aspect of the said relationship in a developing country. Results were discussed in the light of available literature.
It has been observed that professional and qualified teacher's retention become a challenge for Higher Education Institutions (HEIs) in Pakistan as the turnover rate has been significantly increased in recent years. The main objective of this paper is to access personal, push and pull factors and to find out that which factors contribute more to turnover intention. Primary data were collected from 100 teachers of 5 HEIs using questionnaire methods. The results indicate that all factors (personal, pull and push) have contributed in the employees' turnover intentions. However, some facets of personal factor have significantly contributed in turnover intentions.
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