THE MODERATING ROLE OF ORGANIZATIONAL RESPECT ON JOB SATISFACTION AND PRODUCTIVITY OF EMPLOYEES IN FINANCIAL SECTOR

he purpose of this study is to investigate the relationship between job satisfaction and employee productivity in the financial sector, with a focus on assessing whether organizational respect acts as a moderating factor in this relationship. The study aims to offer insights into improving employee performance through workplace satisfaction. 2. DESIGN/METHODOLOGY/APPROACH A quantitative research approach was adopted using a structured questionnaire to collect data from 385 employees working in various financial organizations. Convenience sampling was employed due to time and accessibility constraints. The data were analyzed for reliability, validity, and mediation effects using statistical tools, including Cronbach’s alpha, composite reliability, AVE, and mediation analysis. 3. FINDINGS The study found a strong, direct, and positive relationship between job satisfaction and employee productivity. Employees who were more satisfied with their jobs consistently displayed higher performance and productivity levels. Organizational respect, although initially hypothesized to mediate this relationship, was found to have a statistically insignificant mediating effect, with a low Variance Accounted For (VAF) value of 12.6%. The constructs of job satisfaction, organizational respect, and employee productivity demonstrated excellent reliability and validity. Demographic analysis revealed a workforce largely composed of young, mid-career professionals, predominantly female, with the majority having 2–5 years of experience in the financial sector. 4. ORIGINALITY/VALUE This study contributes original value by focusing specifically on the moderating role of organizational respect within the financial sector context — a less explored area in organizational research. It provides practical insights for managers and HR professionals by emphasizing that while job satisfaction significantly boosts productivity, organizational respect, though culturally valuable, does not mediate this relationship meaningfully. Keywords: Job Satisfaction, Employee Productivity, Organizational Respect, Financial Sector, Workplace Culture, Employee Engagement