The dilemma of employee productivity measures and managerialism practices: an empirical exploration in financial institutions

Obafemi Olekanma, Christian Harrison, Adebukola E. Oyewunmi, Oluwatomi Adedeji
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Abstract

Purpose

This empirical study aims to explore how actors in specific human resource practices (HRPs) such as line managers (LMs) impact employee productivity measures in the context of financial institutions (FI) banks.

Design/methodology/approach

This cross-country study adopted a qualitative methodology. It employed semi-structured interviews to collect data from purposefully selected 12 business facing directors (BFDs) working in the top 10 banks in Nigeria and the UK. The data collected were analysed with the help of the trans-positional cognition approach (TPCA) phenomenological method.

Findings

The findings of a TPCA analytical process imply that in the UK and Nigeria’s FIs, the BFDs line managers’ human resources practices (LMHRPs) resulted in a highly regulated workplace, knowledge gap, service operations challenges and subjective quantitatively driven key performance indicators, considered service productivity paradoxical elements. Although the practices in the UK and Nigerian FIs had similar labels, their aggregates were underpinned by different contextual issues.

Practical implications

To support LMs in better understanding and managing FIs BFDs productivity measures and outcomes, we propose the Managerial Employee Productivity Operational Definition framework as part of their toolkit. This study will be helpful for banking sectors, their regulators, policymakers, other FIs’ industry stakeholders and future researchers in the field.

Originality/value

Within the context of the UK and Nigeria’s FIs, this study is the first attempt to understand how LMHRPs impact BFDs productivity in this manner. It confirms that LMHRPs result in service productivity paradoxical elements with perceived or lost productivity implications.

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员工生产率衡量标准与管理主义实践的两难境地:金融机构的实证探索
目的 本实证研究旨在探讨在金融机构(FI)银行中,部门经理(LMs)等特定人力资源实践(HRPs)的参与者如何影响员工的生产率。它采用半结构化访谈的方式,从特意挑选的 12 名在尼日利亚和英国 10 大银行工作的业务主管 (BFD) 中收集数据。结果TPCA分析过程的结果表明,在英国和尼日利亚的金融机构中,业务主管的人力资源实践(LMHRPs)导致了高度规范的工作场所、知识差距、服务运营挑战和主观量化驱动的关键绩效指标,被认为是服务生产力的矛盾因素。为了帮助管理人员更好地理解和管理金融机构的业务发展生产力措施和成果,我们提出了管理人员员工生产力操作定义框架,作为其工具包的一部分。本研究将对银行业、其监管机构、政策制定者、其他金融机构的行业利益相关者以及该领域未来的研究人员有所帮助。 原创性/价值在英国和尼日利亚金融机构的背景下,本研究首次尝试了解 LMHRP 如何以这种方式影响 BFD 的生产力。研究证实,低效人机对话计划会导致服务生产率的矛盾因素,产生可感知的生产率影响或生产率损失。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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