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After economic crisis in 1997 through restructuring, innovations in the organization, M&A, etc." the voluntary retirements and mandatory dismissals of bankers occurred in high fre...
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After economic crisis in 1997 through restructuring, innovations in the organization, M&A, etc." the voluntary retirements and mandatory dismissals of bankers occurred in high frequency. Especially, dealing funds of banks from 1999 and introduction of Bancassurance from August, 2003 makes bank members take a role in duties of non-standardization instead of standardization duties. So to speak, to perform the role as an insurance salesman, new role ambiguity and conflict occurred as new problems. Members who are in charge of those complicated duties started to experience role conflict inevitably. Managers began to perceive that they need to improve a new way of effective supervision as possible as they can to advance both the individual and overall organizational achievements through the thorough understanding about the cause and effect of role ambiguity and conflict.
Therefore, this study is to look into the relationship among following factors: role ambiguity, role conflict, self-efficacy, and job attitude. The research has been carried out with bank members who have been working within 35 branches of the national and regional banks in Busan. Using SPSS 12.0 and AMOS 4.0 hypotheses testing has been carried.
The result of this study showed that role ambiguity shows a significant positive influence to role conflict. It also showed role conflict has a significant negative relationship with job satisfaction and job commitment. Additionally, role conflict has a significant positive relationship with turnover intention. In addition, it significantly showed there was no negative relationship between role conflict and self-efficacy. Yet, role ambiguity has a negative relationship with self-efficacy. Finally, it showed that, significantly, self-efficacy has a positive influence on job satisfaction and job commitment, but shows no negative relationship with turnover intention. The contribution and limitation of this study have been mentioned.
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