As popularity of online banking services has grown exceedingly among Finnishconsumers, it has become necessary for banks to provide their customers withsafety advice against the emerging threat of card-not-present fraud (CNP) in orderto protect them from monetary losses. However, it is unclear how effective thisadvice is and how well it is filling its purpose. This study aims to fill this gap andexamines the advice provided by Finnish banks in order to protect their customersfrom CNP-frauds by applying an economical approach to the criminological field.A multilayered approach including a literature review, a web page qualityassessment and a qualitative interview was used for this purpose. Contributing toexisting literature on the enabling and constraining influences within the financialindustry, this study increases the understanding of why Finnish banks’ arehomogenously tilting the balance towards their own private interests rather thanpublic good.

Information technology (IT) plays an important role in contemporary organisations and this role continues to expand in scope and complexity and affects business operations dramatically. Advances in the IT industry have caused major changes in every industry sector. The banking industry is no exception and it has undergone a dramatic change over the past few decades. With the coming of the information age, IS investments are becoming increasingly important to banks` survival, growth and prosperity. IS managers are under increasing pressure to justify the value and contribution of IS expenditure to the productivity, quality and competitiveness of the organisation. This study aims to propose a model which investigates the success of information systems in the banking industry in order to help bank managers to evaluate the success of their IS, to be able to develop these systems and to improve the performance of bank managers and employees. Given that the ultimate dependent variable for this research is individual impacts, DeLone and McLean (2003) updated IS success model is leveraged and extended in this research. The study proposes a research model which is guided by the decision to select a suitable number of key potential demographic and situational variables, in addition to the adoption of DeLone and McLean (2003) updated model. This model proposes that a variety of factors were found to affect IS success in general, however, from the socio-technical viewpoint, IS success should capture both technological and human elements. Therefore, an effective Banking Information System (BIS) typically requires an appropriate combination of both. As such, Thus, the technological dimensions (i.e. system, service and information quality) and the human dimensions (e.g. user satisfaction, perceived system benefits, user involvement, user training, age, education and system use) can be a good starting point when considering suitable constructs for measuring BIS success. The research methodology of this study involved interviews with BIS practitioners and professionals to shape and refine the research model. Further, questionnaire survey was employed to collect data from bank managers in Egyptian banks. Structural Equation Modelling (SEM) using Partial Least Square (PLS) was used to test the research model. Three research models were proposed according to age groups and initial results from PLS analysis reported different results in each research model. Findings indicated that system, information and service quality, level of training, age, length of system use, user involvement and top management support were the main predictors (success constructs) of user satisfaction and individual impacts in the three proposed research models. However, the relationships between these constructs varied according to each age group of managers. The study offers important academic and practical contributions. Firstly, as a contribution to research, the study serves to extend the DeLone and McLean (2003) IS success model by introducing some key human and situational dimensions and confirming certain links in that model with the context of banking industry. The contribution to practice is especially relevant for bank CIOs, software designers and developers looking for ways to improve BIS developments by providing them with directions regarding the BIS success dimensions that should be considered to encourage bank managers to adopt and be more satisfied with BIS which in turn influence their job performance. / Egyptian Higher Education Ministry

Att anställa fel ledare kan få stora negativa effekter på produktivitet, konkurrensfördelar och en organisations budget. Därmed är det essentiellt för organisationer att rekrytera rätt individ för att leda en grupp eller en hel verksamhet. Rekryteringsprocessen är en tidskrävande uppgift med utmaningar för organisationer i form av att hitta, attrahera och behålla framgångsrika ledare. Denna studie syftar till att undersöka om de ledaregenskaper som beskrivs i jobbannonser är effektiva och överensstämmer med befintlig litteratur inom ledarskap och ledarbeteende. Specifikt kommer tjänster utannonserade inom bankbranschen för ledande positioner att studeras. Detta har genomförts genom en kvalitativ innehållsanalys av 110 arbetsannonser från totalt 13 olika banker. Syftet med studien är att studera vilka ledaregenskaper som efterfrågas för ledande befattningar inom bankbranschen. Studiens resultat ska vidare prövas mot tidigare forskning och teorier om ledaregenskaper i rekryteringsannonser. För att genomföra studiens syfte har tidigare forskning inom rekrytering och tidigare studier om ledaregenskaper inom arbetsannonser selekterats. Dessutom har teorier om ledaregenskaper, ledarskapsbeteende samt den transformella och transaktionella referensramen valts ut för att besvara studiens frågeställningar. Studiens resultat visade att ledaregenskaper som var flest förekommande i rekryteringsannonserna för chefspositioner inom bankbranschen var Samarbetsförmåga, Ansvarstagande, Ledarskapsförmåga, Kommunikativ, Stödjande, Serviceinriktad, Relationsskapande, Utvecklande, Analytisk och Aktiv. Vidare kan resultaten tolkas som att ledaregenskaperna presenterade i annonserna återspeglade samtliga teorier och tidigare forskning. Ingen teori kunde dock återge någon heltäckande förklaring av samtliga efterfrågade ledaregenskaper i bankernas rekryteringsannonser. / Recruiting the wrong leaders can have major negative effects on productivity, competitive advantage, and an organization's budget. Thus, it is essential for organizations to recruit the right individual to lead a group or an entire organization. The recruitment process is not only a time- consuming task but also a challenge for organizations to find, attract and retain successful leaders. This study aims to investigate whether the leadership traits described in job advertisements are efficient and consistent with existing literature in leadership and leadership behaviors. Specifically, positions advertised in the banking industry for leading positions will be studied. This has been carried out through a qualitative content analysis of 110 job ads from a total of 13 different banks. The purpose of the study is to study what leadership traits are in demand for leader positions in the banking industry. The results of the study will also be tested against previous research and theories of leadership traits in recruitment advertisements. To carry out the purpose of the study, previous research in recruitment and previous studies on leadership traits in job advertisements have been selected. In addition, theories of leadership characteristics, leadership behaviors and the transformal and transactional frame of reference have been selected to answer the study's questions. The results of the study showed that leadership traits that were most common in the recruitment ads for managerial positions in the banking industry were Collaborative skills, Accountability, Leadership skills, Communicative, Supportive, Service-oriented, Relationship-building, Developing, Analytical and Active. Furthermore, the results can be interpreted as that the leadership qualities presented in the advertisements reflected all theories and previous research. However, no theory was able to provide a comprehensive explanation of all the required leadership traits in the bank’s recruitment advertisements.

The Swedish banking industry is constantly exposed to changes, mainly due to the revolutionof digitalisation. Mobilisation is another factor which affects the industry mainly by challengingemployers. The supply in the labour market has increased markedly and the needs of employeesare ever changing. With a wider range of employers to choose from, the efforts to meet theneeds of employees are more important than ever before. It is, therefore, important thatorganisations find ways to distinguish themselves from its competitors. Handelsbanken is oneof Sweden's largest organisations in the bank industry, they are well known for theirdecentralised organisational and have large markets shares mainly nationally but can be foundinternationally as well. The purpose of this research project is to gain a broader understandingregarding which strategies, within Employer Branding, organisations in the banking industryuse to motivate and keep current employees. To answer this research purpose a theoreticalframework has been conducted based on the following theories: employer branding, employeevalue proposition and employer retention. Primary data has been collected through semistructuredinterviews with ten respondents from Handelsbanken, including both managementand current employees. Results have shown that the studied bank have considered and appliedstrategies to meet the needs of their employees. Handelsbanken’s employees value the giventrust, development opportunities and the local decision making the organisation has. Theanalysis of these results leads to the conclusion that the employee retention efforts made by theemployer are successful. Internal options regarding career changes contribute to motivatingfurther engagements. An employee often strives for security and by offering internalmobilisation the organisation has established conditions to achieve a long-term career withinthe company. Since the study only includes the perspectives of one organisation within theindustry the results cannot be generalised for the whole industry.

No description available.

Background: The purpose of CSR is to contribute to economic, environmental and social sustainability within companies. Social sustainability aims to contribute with a profitable business and to be a good citizen of society and within the company. The banking industry operates a professional service business, where it’s important to maintain and create relationships with customers, employees and other areas of operation. Purpose: The purpose of this study is to compare and investigate the bank's view on social sustainability, how they set up performance measures and how they measure performance in terms of social sustainability, which is one of three dimensions within corporate social responsibility. The study shall explain how social sustainability is defined and how the definition affects elected performance measures and measurement. The study shall contribute with knowledge development about how banks define, design performance measures and measure social sustainability. Method: The study follows a qualitative method with an abductive approach. Five interviews, with three different banks, have been conducted in the form of semi-structured interviews with the aim of sharing knowledge and answering our main question.  Conclusion: We can conclude that the definition of social sustainability is different among the banks but that chosen performance measures are very much alike if not identical. This means that banks measure the same performance measures, which refers to different things. Finally we consider that the line between making performance measures and measurement is subtle, hence the social sustainability is measured before performance measurements are completed. / Bakgrund: CSR syftar till att bidra med ekonomisk, miljömässig och social hållbarhet inom verksamheter. Social hållbarhet ska bidra till en lönsam verksamhet och handlar om att vara en god medborgare i samhället och verksamheten. Bankbranschen bedriver en professionell tjänsteverksamhet, där det är viktigt att bibehålla och skapa relationer med kunder, anställda och andra verksamhetsområden. Syfte: Syftet med denna uppsats är att jämföra och undersöka hur banker ser på social hållbarhet, sätter upp prestationsmått och mäter prestationer vad gäller social hållbarhet, som är en av tre dimensioner inom corporate social responsibility. Studien avser att redogöra för hur social hållbarhet definieras och hur definitionen påverkar uppsatta prestationsmått och mätning. Studien avser att bidra med kunskapsutveckling om hur banker definierar, sätter upp prestationsmått och mäter social hållbarhet. Metod: Uppsatsen har genomförts genom ett kvalitativt tillvägagångssätt med en abduktiv ansats. Fem intervjuer, med tre olika banker, har i form av semistrukturerade intervjuer genomförts med syfte att ta del av kunskap och besvara uppsatsens frågeställning. Slutsats: Vi kan konstatera att definitionen av social hållbarhet skiljer sig åt men att valda prestationsmått i många fall är lika om inte exakta, vilket innebär att bankerna mäter samma prestationsmått som avser olika saker. Slutligen anser vi att linjen mellan utformning av prestationsmått och mätning är hårfin, då vi konstaterar att den sociala hållbarheten mäts innan prestationsmått är färdigställda.

This dissertation focused on identifying personality traits, as measured by the Occupational Personality Questionnaire 32 (OPQ32r) that may act as job performance predictors for customer service centre (CSC) agents in the banking industry. The purpose of this research was to determine whether there are relationships between certain personality traits of customer service centre agents and their job performance. Purposeful sampling was used to involve the entire agent base as participants (N=89). A quantitative empirical study was conducted in which the relationship between the independent variable (personality) and dependent variable (job performance) was investigated. Several personality traits that predicted job performance were identified. Identifying the personality characteristics of individuals who are successful in a CSC environment should aid organisations in creating a better/suitable fit between employees and the requirements of such an environment, thereby improving organisational outcomes. This research adds to current literature gaps in establishing the relationship between personality traits and performance in the context of a customer relations management call centre environment. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

This thesis is an investigation into the unique rural banking system in Ghana and the role of information systems in fraud control. It presents a robust information security and internal control model to deal with fraud for the banking system. The rural banking industry has been noted for poor internal control leading to fraud. This has resulted in poor performance and even the collapse of some banks. The Focus of the study was on the processes used to deliver banking services. To design a protection system, a number of rural banks were visited. This was to understand the environment, regulatory regimes and the structure and banking processes of the industry and banks. Systemic vulnerabilities within the industry which could be exploited for fraud were found. The lack of structures like an address system and unreliable identification documents makes it difficult to use conventional identification processes. Also the lack of adequate controls, small staff numbers and the cross organisational nature of some transactions among other cultural issues reduces the ability to implement transaction controls. Twenty fraud scenarios were derived to illustrate the manifestation of these vulnerabilities. The rural banking integrity model was developed to deal with these observations. This protection model was developed using existing information security models and banking control mechanisms but incorporating the nature of the rural banking industry and culture of its environment. The fraud protection model was tested against the fraud scenarios and was shown to meet the needs of the rural banking industry in dealing with its systemic vulnerabilities. The proposed community-based identification scheme deals with identification weaknesses as an alternative to conventional identity verification mechanisms. The Transaction Authentication Code uses traditional adinkra symbols. Whilst other mechanisms like the Transaction Verification Code design v internal controls into the banking processes. This deals with various process control weaknesses and avoids human discretion in complying with controls. Object based separation of duties is also introduced as a means of controlling conflicting tasks which could lead to fraud.

The purpose of this thesis is to present a history of the founding, operations, services, and growth of the First State Bank of Gladewater,Texas, with special emphasis placed on the economic relationships between the bank and the community. The general problem in this thesis is to gather all the material and data pertaining to the organization, operation, and functions of the bank, with relation to the growth of the community and to present them in a readable coherent manner.

Background: Concurrently, as the importance of Employer Branding has increased over the past decades, Swedish banks have reached an all-time low customer satisfaction and suffer from a lack of trust. The latest entrants to the workforce, Generation Y, have shown unique demands and wants from their employer, where they generally value working for a company contributing to society. These factors indicate a future problematic situation where Swedish banks may have difficulties attracting and retaining the most suitable talents from Generation Y.Purpose: The purpose of this study is to explore how companies within the Swedish banking industry work with Employer Branding. In addition, the intent is to examine how actors in the Swedish banking industry adapt their Employer Branding to better meet the needs and wants of Generation Y, in order to attract and retain talents from this age category.Method: A qualitative study with interpretivist philosophy, where four interviews have been conducted with large actors in the Swedish banking industry.Conclusion: Findings show that Swedish banks are aware of the necessity to differentiate themselves as employers and they perceive their efforts to diversify as successful. In addition, communicating the brand accurately through social media is highly important. Further, the empirical data shows some recognition of the different characteristics of Generation Y. However, Swedish banks only adjust their Employer Branding to a limited degree in order to specifically target Generation Y.