Name: Md.

Mahbub Hussain
ID: 161-116-155
BBA 38th C

Harvard Style
Banking employees serve their customers at undue competitive pressures, result in work
overload, job insecurity, long working hours and work-family conflict; as a result, there is a
greater chance of not reaching the target (Ahmed et al., 2017). This is the concern for job
dissatisfaction and job burnout. Job burnout is obvious in those profession requiring an intense
and continual interaction with people (Ahmed et al., 2017; Giorgi et al., 2017). Uddin et al.
(2017) viewed bankers as employees working under massive pressure because of role overload,
role ambiguity, role conflict, target conflict, conflicting responsibility to people, continual
attachment to job responsibility, limited feedback and unapproachable target. Most of the parts
of the banking job are associated with continuous contact with people. Uddin et al. (2018) assert
that the intense contact with people is demanding and exhausting which is one of the root causes
of burnout. (Ahmed et al., 2017) characterized bank employees as being a professional group
that is at great risk of developing the burnout syndrome. Working at a bank requires physical and
emotional effort. In bank service context, continuous interaction with customers is essential and
emotions should always be kept under control (Chowdhury and Chowdhury, 2014).

APA Style
Banking employees serve their customers at undue competitive pressures, result in work
overload, job insecurity, long working hours and work-family conflict; as a result, there is a
greater chance of not reaching the target (Ahmed, Ahmad & Jaaffar, 2017). This is the concern
for job dissatisfaction and job burnout. Job burnout is obvious in those profession requiring an
intense and continual interaction with people (Ahmed, Ahmad & Jaaffar, 2017; Giorgi et al.,
2017). Uddin, Miah and Rahman (2017) viewed bankers as employees working under massive
pressure because of role overload, role ambiguity, role conflict, target conflict, conflicting
responsibility to people, continual attachment to job responsibility, limited feedback and
unapproachable target. Most of the parts of the banking job are associated with continuous
contact with people. Uddin, Rahman and Rahaman (2018) assert that the intense contact with
people is demanding and exhausting which is one of the root causes of burnout. Ahmed, Ahmad
and Jaaffar (2017) characterized bank employees as being a professional group that is at great
risk of developing the burnout syndrome. Working at a bank requires physical and emotional
effort. In bank service context, continuous interaction with customers is essential and emotions
should always be kept under control (Chowdhury & Chowdhury, 2014).
Serial
Harvard Style
Ahmed, S., Ahmad, F.B., and Jaaffar, A.R.,
2017. Human Resource Management Practices
as an Antecedent of Employee Engagement: A
1
Case of a Developing Nation, International
Journal of Bangladesh Society for Resource
Management, 1 (2), 1-14.
Uddin, M.J., Miah, M.A.S., and Rahman,
M.M., 2017. Role of Quality of Work Life
(QWL) on Employee Retention of Private
Commercial Banks in Bangladesh: Moderating
2 in Bangladesh: Moderating effect of gender,
Effect of Gender, Martial Status and Job
Experience, International Journal of
Bangladesh Society for Resource Management,
1 (2), 15-35.
Chowdhury, M.M.M., and Chowdhury,
M.M.H., 2014. Does Lean Manufacturing Fit in
3
International Supply Chain, IIUC Business
Review, 3, 133-146.
Uddin, M.J., Rahman, M.M., and Rahaman,
M.S., 2018. Convergent Effect of Work-Family
4 Conflict on Job Satisfaction of Commercial
Bank’s Employees in Bangladesh: Does Gender
Role Moderate The Effect?
Uddin, M.J., 2018. Mitigating Negative Effect
of Work Family Conflict by Adopting Flexible
5
Work Arrangements, Metropolitan University
Journal, 6 (1).
Giorgi, G., Arcangeli, G., Perminiene, M.,
Lorini, C., Ariza-Montes, A., Fiz-Perez, J., Di
Fabio, A. and Mucci, N., 2017. Work-Related
6 Stress in the Banking Sector: A Review of
Incidence, Correlated Factors, and Major
Consequences, Frontiers in Psychology, 8 (2),
2166-2178.
APA Style
Ahmed, S., Ahmad, F. B., & Jaaffar, A. R. (2017).
Human resource management practices as an
antecedent of employee engagement: A case of a
developing nation, International Journal of
Bangladesh Society for Resource Management, 1
(2), 1-14.
Uddin, M. J., Miah, M. A. S., & Rahman, M. M.
(2017). Role of quality of work life (GWL) on
employee retention of private commercial banks
marital status and job experience, International
Journal of Bangladesh Society for Resource
Management, 1 (2), 15-35.
Chowdhury, M. M. M., & Chowdhury, M. M. H.
(2014). Does lean manufacturing fit in
international supply chain, IIUC Business Review,
3, 133-146.
Uddin, M. J., Rahman, M. M., and Rahaman, M.
S. (2018). Convergent effect of work-family
conflict on job satisfaction of commercial bank’s
employees in Bangladesh: Does gender role
moderate the effect?
Uddin, M. J. (2018). Mitigating negative effect of
work family conflict by adopting flexible work
arrangements, Metropolitan University Journal, 6
(1).
Giorgi, G., Arcangeli, G., Perminiene, M., Lorini,
C., Ariza-Montes, A., Fiz-Perez, J., Di Fabio, A.
& Mucci, N. (2017). Work-related stress in the
banking sector: A review of incidence, correlated
factors, and major consequences, Frontiers in
Psychology, 8 (2), 2166-2178.