Investigating the relationship between human resource capability and the level of acceptance of banking services and attracting financial resources in branches of the National Bank of Rasht

Academic Thesis for Master Degree (M.A)

Transformation Oriented Business Management

Abstract:

Purpose: This research was designed with the aim of determining the relationship between human resource capability and the rate of acceptance of banking services and attracting financial resources in the branches of the National Bank of Greater Shahr-Rasht. The research population includes all employees of different branches of the National Bank of Rasht (N = 368) who were selected as a sample by simple random method and using Morgan and Karjesi table. The data collection tool was a questionnaire and the data was analyzed using descriptive statistics and inferential statistics (multiple regression analysis and Pearson correlation analysis). Findings: The research results showed that the components of service acceptance, sense of competence and meaningfulness can predict empowerment and attraction of financial resources, or in other words, there is a significant relationship between the mentioned components and empowerment and attraction of financial resources. The results of the correlation coefficient between the effectiveness, meaningfulness, sense of competence and self-determination with the attraction of financial resources and acceptance of banking services showed a significant relationship at the level of p>0.01.

Conclusion: Considering the significant and direct relationship between most of the components of empowerment, an increase in the acceptance of services and the attraction of financial resources can lead to an increase in the motivation of employees and acceleration in doing things.

Keywords: empowerment, attraction of resources, National Bank.

Introduction

The world of work as we know it is changing rapidly. Even less than two decades ago, it was much calmer than it is today. But it does not mean that there was no change at that time, but on the contrary. But today it seems that changes are happening more quickly (Disenzo, 2018, p. 5).

Successful managers today involve their employees in the planning process, but leave the decision-making to senior employees. They are the creators of an environment in which employees freely learn the necessary knowledge and training together or from each other and use the consequences of knowledge and knowledge gathering in line with job requirements in the framework of the organizational chart. (Dargahi, 2013, p. 45). Empowerment is the process of achieving continuous improvement of the organization's performance, which takes place through the creation, expansion and influence of the competence of individuals and groups on all territories and tasks, and affects the performance of the entire organization (Kinla [1], 2008, p. 42). Empowerment is actually giving official authority and legal power to employees (An [2], 2008, p. 146). Empowerment is a development process. A process that increases the ability of employees to solve the problem of improving the political and social vision of employees and enables them to identify environmental factors and bring them under their control (Kolam [3], 2009, p. 49). Bavern and Laver [4] consider the participation of four organizational elements: information, reward, decision-making power and knowledge as empowerment. (Kim [5], 2010 p. 78). According to the majority of economic and management experts, organizations need to improve the quality of goods and increase the speed in providing services in order to survive and maintain themselves in the competitive environment. Today, the level of expectations and expectations of customers has increased to such an extent that factories have to improve the quality of their products and the speed of providing their services in order to meet them, provided that they have financial facilities and capable human resources at their disposal. Manufacturing and industrial companies of the world know that quality is summed up in reducing costs, improving products and services, optimal use of time, reducing waste and customer satisfaction, which is guaranteed by the correct design of the system and the presence of capable employees. Therefore, the goal of organizations in implementing the empowerment process is to improve the quality of products and the speed of service delivery, which results in meeting customer expectations, expectations and satisfaction, more profit and increasing market share. (Talebian, 1388, p. 20).

It is natural that if managers can increase the capabilities of the organization's employees, they will lead to the development and improvement of the entire organization. Therefore, since human is the center of organizational changes, in order to achieve an acceptable level of organizational growth, it is necessary to improve the level of human resources, grow them from within and develop them in a self-directed way (Pourkiani and Pir Moradi, 2017, p. 98).Managers can act effectively with the growth and development of empowerment as a useful and effective force in the direction of creating ideas, according to the new situations and needs of the market. The community studied in this research is the employees of National Bank of Rasht, and the researcher seeks to investigate the relationship between the psychological factors of human resource empowerment and the level of acceptance of services or attracting resources in National Bank of Shahr-Rashtra branches. to be Banks, in turn, are considered important tools for capital accumulation.  The action of banks in collecting deposits and making them flow in economic activities causes the transfer of capital from an inactive group (depositors) to another group that is active in employment matters, banks are intermediaries and agents between these two groups. To attract such deposits, they need to adopt their own methods. In other words, there are factors that are effective in attracting deposits, which should be used as much as possible.

Every monetary economy has a financial system, and banks are the main pillar of this financial system. Today, banks are referred to as financial services supermarkets due to the provision of various credit financial services. The continuity of the bank's life depends on attracting deposits. In fact, deposit attraction forms the axis and pillar of banking operations. The performance of other tasks and banking operations depends on attracting deposits, in other words, this basic task precedes other banking tasks. (Pourkiani and Pir Moradi, 2007 p.98).

According to many behavioral science scientists, organizations are the undeniable face of today's modern world, the nature of societies is formed by organizations and they, in turn, are formed by the surrounding world and the relationships in it. Although organizations are established and organized in different ways and based on different goals, without a doubt, all of them are managed and guided based on the mental and physical efforts of the human force, which are considered its main elements (Homan, 2011, p. 76). The performance of an individual in an organization depends on his personality type and the role of the organization, as well as on the success and organizational conditions. These conditions have been studied and considered as environment, culture, emotion, communication skills, empowerment, job performance. These structures have a positive effect on the internal quality of the organization, as it is the result of the employees' perceptions of the objective and tangible aspects of the organization, on the perseverance, commitment and conscientiousness of the individual and are of special importance. A sense of empowerment enables employees to feel that they can do their job competently. In addition, empowerment interventions enable employees to feel that they can do their jobs fully. This empowering experience, in turn, as Kanger and Kanungo [6] (1988) stated, increases the initiation of job behaviors and the continuation of efforts to perform these behaviors. Based on this definition, these two researchers presented a model of organizational conditions, management strategies, and types of information that create empowerment and its behavioral effects.

According to Thomas Wolthaus [7] (1990), if a person is empowered, there will be changes in what is called work and task evaluations, which will result in an increase in his sense of effectiveness, competence, meaningfulness, and authority. The overlap and similarity between these cognitive elements and the sense of internal motivation as we know it is obvious. The overlap between these four factors and psychological mechanisms has been identified through the relationships between job design and employee outcomes in Hockman and Eldham's job design theory. To empower a person, we must give him the ability, and this empowerment can lead to at least two different things. One of these cases is the legitimate ability that is imposed on others by force and power, and the other is the issue of gaining energy through task evaluations, which presents the principle of Thomas and Wolthaus about empowerment (Spritzer [8], 2008, p. 12).

Kanger and Kanongo (1998) have defined empowerment as a motivational concept of self-efficacy. After reviewing related researches, Thomas and Wolthaus (1990) argued that empowerment is a multi-dimensional concept and its nature cannot be explained by a single concept (Estavari, 2018, p. 56).