Strategic Flexibility and its Impact on Raising the Performance of Banks

Strategic issues are the core of the work of business organizations and occupy the main pillar of the work of commercial banks, whose fields of work and their competitive environment have developed. Strategic flexibility has become an urgent and binding issue for the commercial banking sector to keep pace with environmental changes and developments and raise the performance of banks to keep pace with environmental developments. The research aims to delve into two very important variables by doing The commercial banking sector, which is flexibility   The strategy and performance of the banks. Six commercial banks were chosen to be happy with the research (Baghdad, Iraqi investment, Gulf, investment development, Al-Mansour, Babylon). A member of bank managers, people's officials, and accountants in commercial banks. The data were subjected to statistical analysis by applying the statistical program (spss). The results demonstrated an impact on the overall level of the two variables. The study (strategic flexibility, bank performance) The findings revealed the existence of relationships between (banking service flexibility, competitive flexibility, investment flexibility, and human resource flexibility). And bank performance at the sub-dimension level (financial dimension, customer dimension, internal operations dimension, education and growth dimension). The study came to a set of conclusions and suggestions. 

Leader Member Exchange, Social Comparison and Subjective Career Success: Envy and its Positive Outcomes As Explanatory Mechanism

This study investigates the explanatory mechanisms (envy and its positive out comes) between the leader member exchange and subjective career success. Using Affective Events Theory an integrated framework was developed by incorporating the study variables in it. The study extends the framework of Affective event the ory by proposing two serial mediation models. One model serial mediation of social comparison, envy and achievement motivation between leader member exchange and subjective career success.The second model estimates the serial mediation of social comparison, envy ad thriving at work between leader member exchange and subjective career success. Along with the mediating mechanism of envy and its functional outcomes like achievement motivation and thriving at work, moderating role of self-control was also examined. This dissertation incorporated social comparison as affective event at workplace. Furthermore, this study demonstrates how leader member exchange differentiation is associated with subjective career success and social comparison. In this study fifteen hypotheses were developed, fourteen were supported while one failed to meet the acceptance criteria.Data were collected in five time lags from a sample of 414 respondents working in Fast moving consumer goods or ganizations, telecommunication organization, Healths sectors and banks as envy is universal phenomena. The sample of study were working employees of these sectors under the supervision of leaders. Data was collected by using survey based questionnaires. Findings of hypotheses indicate that leader member exchange has positive rela tionship with subjective career success, while it is negatively associated with social comparison as per expectation. This study also investigated the impact of social comparison on envy which showed positive and significant relationship, envy in turn leads to achievement motivation and thriving at work.Regarding explana tory mechanisms, social comparison mediates between the relationship of leader member exchange and envy. In addition, mediating role of envy, thriving at work and achievement motivation was also established. Results showed that envy mediates between social compari son and outcomes including achievement motivation and thriving at work. More over, mediating role of achievement motivation between envy and subjective career success was supported and role of thriving at work as mediator between envy and subjective career success was also established in this study. Contrary to expecta tion, self-control does not moderate between the relationship of social comparison and envy. The serial mediations of social comparison, envy and achievement mo tivation between leader member exchange and subjective career success and of social comparison, envy and thriving at work between leader member exchange and subjective career success were established. The results have theoretical implications regarding contribution of envy and its functional outcome at workplace due to differential treatment of leader. Practical implications were also discussed for leaders and management at workplace. The study has few limitations as well that were also discussed in detail. Future direc tion regarding investigation of other negative emotions and leadership styles were suggested.