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Management Influence on Bank Tellers...

Barthelus, Thamara.

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Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment./
Author:	Barthelus, Thamara.
Description:	172 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.
Contained By:	Dissertation Abstracts International76-12A(E).
Subject:	Banking. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3715678
ISBN:	9781321939446

Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment.
Barthelus, Thamara.

Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment. - 172 p.

Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.

Thesis (D.Mgt.)--University of Maryland University College, 2015.

Bank tellers play a crucial role in the daily function of retail banks yet the average bank turns over the equivalent of its entire front-line teller staff in less than three years. Such high turnover results in the loss of human and social capital, disruption in productivity, and decreased financial performance. This study evaluates the influence immediate supervisors have on new tellers' intention to quit, job satisfaction, and affective commitment by reviewing three support behaviors related to tellers' integration in the organization: (1) role clarity, (2) mentoring; and (3) recognition. The support behaviors are explored through the theoretical lens of organizational socialization and perceived organizational support (POS). Organizational socialization highlights the onboarding experiences of new employees, while perceived organizational support refers to the perceptions developed by employees regarding their value to the organization. A systematic review of primary literature was conducted and synthesized using thematic synthesis. The results indicated that role clarity was not a management behavior but rather a factor that can be influenced by managers. The results also indicated the following: (1) the lack of role clarity was the primary reason for job dissatisfaction (2) mentoring from a teller's immediate supervisor results in job satisfaction and affective commitment; and, (3) personalized recognition from supervisors increases job satisfaction as well as organizational commitment. Additionally, supervisory style was found to increase affective organizational commitment among tellers when combined with recognition and mentoring. This study details the specific supervisory behaviors that influence teller retention and increase affective commitment.

ISBN: 9781321939446Subjects--Topical Terms:

1557594
Banking.

Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment.
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035 $a (MiAaPQ)AAI3715678
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100 1 $a Barthelus, Thamara. $3 3189170
245 1 0 $a Management Influence on Bank Tellers' Voluntary Turnover and Affective Organizational Commitment.
300 $a 172 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.
500 $a Advisers: Leslie Dinauer; Laura Witz.
502 $a Thesis (D.Mgt.)--University of Maryland University College, 2015.
520 $a Bank tellers play a crucial role in the daily function of retail banks yet the average bank turns over the equivalent of its entire front-line teller staff in less than three years. Such high turnover results in the loss of human and social capital, disruption in productivity, and decreased financial performance. This study evaluates the influence immediate supervisors have on new tellers' intention to quit, job satisfaction, and affective commitment by reviewing three support behaviors related to tellers' integration in the organization: (1) role clarity, (2) mentoring; and (3) recognition. The support behaviors are explored through the theoretical lens of organizational socialization and perceived organizational support (POS). Organizational socialization highlights the onboarding experiences of new employees, while perceived organizational support refers to the perceptions developed by employees regarding their value to the organization. A systematic review of primary literature was conducted and synthesized using thematic synthesis. The results indicated that role clarity was not a management behavior but rather a factor that can be influenced by managers. The results also indicated the following: (1) the lack of role clarity was the primary reason for job dissatisfaction (2) mentoring from a teller's immediate supervisor results in job satisfaction and affective commitment; and, (3) personalized recognition from supervisors increases job satisfaction as well as organizational commitment. Additionally, supervisory style was found to increase affective organizational commitment among tellers when combined with recognition and mentoring. This study details the specific supervisory behaviors that influence teller retention and increase affective commitment.
590 $a School code: 1487.
650 4 $a Banking. $2 bicssc $3 1557594
650 4 $a Business administration. $3 3168311
650 4 $a Organizational behavior. $3 516683
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710 2 $a University of Maryland University College. $b Doctor of Management Program. $3 1026214
773 0 $t Dissertation Abstracts International $g 76-12A(E).
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791 $a D.Mgt.
792 $a 2015
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856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3715678