A retrospective data examination of customer loyalty in the e banking technology services industry strategies for new successes

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A retrospective data examination of customer loyalty in the e banking technology services industry strategies for new successes

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A retrospective data examination of customer loyalty in the e-banking technology services industry Strategies for new successes

A RETROSPECTIVE DATA EXAMINATION OF CUSTOMER LOYALTY IN THE E-BANKING TECHNOLOGY SERVICES INDUSTRY: STRATEGIES FOR NEW SUCCESSES by John Reynolds RICHARD MURPHY, DBA., Faculty Mentor and Chair TONI B GREIF, Ph.D., Committee Member ROBERT A KRAMARCZUK, Ph.D., Committee Member Kurt Linberg, Ph.D., Dean, School of Business & Technology A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University November 2007 UMI Number: 3288714 Copyright 2007 by Reynolds, John All rights reserved UMI Microform 3288714 Copyright 2008 by ProQuest Information and Learning Company All rights reserved This microform edition is protected against unauthorized copying under Title 17, United States Code ProQuest Information and Learning Company 300 North Zeeb Road P.O Box 1346 Ann Arbor, MI 48106-1346 © John Reynolds, 2007 Abstract This study retrospectively examined 2006 e-banking technology services industry customer loyalty survey data results in order to improve marketing resource allocation for corporate e-banking products and services Primary customers were delineated by bank size (i.e., small, medium, and large) and single versus multi product purchases MANOVA and independent t test statistical measures were applied to 684 survey reports gathered in 2006 The results indicated that statistically significant and lower ratings of loyalty existed among the small and single product banks Quality ratings were differentiated between five subcategories (i.e., quality, trust, willingness to renew, willingness to recommend, and willingness to expand) Trust, willingness to recommend, and willingness to expand subcategories of quality were also rated significantly lower among the small and single product banks compared with medium and large multi product banks Additional quality categories of general quality and willingness to renew were not statistically significant between the various bank delineations These results provide the basis from which to complete additional research and begin the process of making changes in resource allocation related to optimizing e-banking customer centric business strategies Dedication This dissertation is dedicated to my family, who gave me the foundation to value learning and the knowledge that learning never stops To my wife and children who have given me support and understanding over the past seven years To my mother and father who have always been an inspiration iii Acknowledgments I would like to thank my committee for their support and guidance especially Dr Toni Greif, Dr Robert Kramarczuk, and my mentor Dr Richard Murphy iv Table of Contents Acknowledgments iv List of Tables viii List of Figures x CHAPTER INTRODUCTION Introduction to the Problem Background of the Study Statement of the Problem 12 Purpose of the Study 13 Rationale/Significance 14 Research Questions 15 Hypotheses 16 Definition of Terms 17 Assumptions and Limitations 18 Theoretical/Conceptual Framework 20 Organization of the Remainder of the Study 25 CHAPTER LITERATURE REVIEW 27 Introduction 27 Technology Advances and the New Economy 28 E-Business 35 Business Models and Theoretical Paradigms 47 v Organizational Structure and Leadership 55 Organizational Change and Trust 69 Customer Centric Business Strategy 82 Customer Loyalty 86 Summary 114 CHAPTER METHODOLOGY 116 Introduction to the Methodology 116 Research Design 117 Population/Sample 119 Instrumentation 120 Data Collection Procedures 121 Statistical Analysis Procedures 122 Confidentiality/Ethical Issues 123 CHAPTER DATA ANALYSIS 124 Introduction 124 Section One: Research Questions 125 Section Two: Hypothesis Testing 137 Summary 149 CHAPTER RESULTS, CONCLUSIONS, RECOMMENDATIONS 150 Results 150 Conclusions 157 Recommendations 162 vi REFERENCES 164 vii List of Tables Table Research Design by Variable and Hypothesis 117 Table Average Loyalty Index Ratings by Bank Size 126 Table Quality Dimension Ratings by Bank Size 129 Table Trust Dimension Ratings by Bank Size 129 Table Renew Dimension Ratings by Bank Size 130 Table Recommend Dimension Ratings by Bank Size 130 Table Expand Dimension Ratings by Bank Size 130 Table Average Loyalty Index Ratings by Number of Products 132 Table Quality Dimension Ratings by Number of Products 135 Table 10 Trust Dimension Ratings by Number of Products 135 Table 11 Renew Dimension Ratings by Number of Products 136 Table 12 Recommend Dimension Ratings by Number of Products 136 Table 13 Expand Dimension Ratings by Number of Products 136 Table 14 Small, Medium, Large Bank Loyalty Index Rating Differences 139 Table 15 Small, Medium, Large Bank Quality Dimension Rating Differences 140 Table 16 Small, Medium, Large Bank Trust Dimension Rating Differences 141 Table 17 Small, Medium, Large Bank Renew Dimension Rating Differences 142 Table 18 Small, Medium, Large Bank Recommend Dimension Rating Differences 143 Table 19 Small, Medium, Large Bank Expand Dimension Rating Differences 144 Table 20 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Marketers have been interested in using these moderating variables to develop effective marketing strategies to attract and retain the most valuable customers Furthermore, according to Berry, Parasuraman,

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  • Affective and Conative Loyalty

  • Brand Reputation

  • A brand is a name, term, symbol, sign or design to identify the goods or services of one seller and to differentiate them from those of competitors (Keller, 1998). Brand reputation has been defined as a perception of quality associated with the brand's name (Selnes, 1993). A strong brand is a brand with “a set of assets linked to a brand's name or symbol that adds to the value provided by a product or service to that firm's customers” (Aaker, 1996, p. 7-8). A strong brand is a signal of quality; it is a risk reducer for customers and it reduces search costs (Keller, 1998). A brand name, or a brand’s reputation, is often used as a heuristic for choice when intrinsic cues or attributes are difficult or impossible to employ (Selnes, 1993). Brand reputation and satisfaction may look like the same construct. In the literature, however, brand reputation is seen more as a long-term and overall evaluation of the product than customer satisfaction (Selnes, 1993).

  • Switching Costs

  • Search Costs

    • While there is a vast literature on ethical theory and leadership, there is no universally accepted definition of what constitutes a good ethical standard. Some organizations make elaborate efforts to communicate their values, morals and ethical beliefs; in others, the beliefs consist of ideas contained in the leaders’ head. In any case, the leader is who must decide whether or not the organization will be run on the basis of an ethical and moral system and, if so, the process to be used in developing reviewing and implementing it.

    • Finally, it appears to be wise for the leader/manager/supervisor to invite help in change processes from all staff. That spreads the ownership of the process and can be expected to produce useful ideas. All staff should be asked to share ideas, both negative and positive, to help in evaluation processes.

    • Tofler (1970) demonstrated to a wide audience the importance of trying to anticipate the future, of trying to understand the potential long-term implications of change, both positive and negative, before they occurred. Anticipation is the ability to foresee, to realize beforehand. Drucker (1993) wrote about the skills that a good manager needs and suggests that one of the most important managerial skills during times of high turbulence is anticipation. Equally, the manager must use all possible means of choosing new modes of operation.

    • Many managers have strong problem-solving skills, predominantly in the reactive mode. That is, when a real problem occurs, they solve it. There is, of course, good reason for this behavior. It is how they are judged for effectiveness on the job. They are paid to solve problems, so it is natural they spend time doing just that. What Drucker is suggesting is that managers must improve their skills at anticipation, problem avoidance and opportunity identification. It is in this area that great leverage over the future can be generated in broad terms.

    • Sometimes change, when complex, entails the radical redesign of a company’s business processes. But while re-engineering starts with process redesign, it does not end there. When a process is re-engineered, jobs may evolve from narrow and task oriented to multidimensional. People who once did as they were instructed now make choices and decisions on their own instead. Managers stop acting like manager/supervisors and behave more like coaches. Workers focus more on the customer’s needs and less on their bosses. Attitudes and values change in response to new incentives. Practically every aspect of the organization is transformed, often beyond recognition.

    • Work-related learning can be formal or informal, can take place on and off the job, and is much broader than traditional training activities. For example, employees can learn by talking with customers, observing effective co-workers, reading technical manuals, and attending classes. Individual learning is a necessary but not sufficient condition for organizational learning, and the firm must create mechanisms such as communications channels to translate individual learning into organizational learning (Adler & Cole, 1993).

    • In learning organizations, continuous learning is the responsibility of every individual employee throughout the company. Employees at all levels must have the reading, communications, and math skills necessary to understand and interpret data and solve job-related problems in a team environment. Thus, learning pervades daily experiences on the job and becomes an integral part of employees' work lives according to Argyris, Bellman, Blanchard, and Block (1994). Tannenbaum (1997) maintained that learning needs to be part of a continuous cycle to be effective. A person needs the opportunities for new learning experiences, the opportunity to apply the newly acquired skills, and the attainment of recognition to maintain the motivation to learn (Tannenbaum).

    • According to Tobin (1993), most authors agree that increasing work related learning involves removing many barriers at the individual and organizational levels. Although an individual manager typically has little power to refocus the organization toward increased learning, he or she does have some power and responsibility to reduce learning barriers among subordinates. For most managers, this responsibility is a major challenge. Barriers to learning are widespread and substantial, and in many firms a gap exists between the company's needs for life-long learning and the motivation and preparedness of its employees.

    • One way manager/supervisors can encourage work related learning is to develop an external focus and direct employees' attention to how the company can best meet customers' changing needs (Roth, Marucheck, Kemp, & Triable, 1994). To determine their own learning goals, subordinates need to understand the overall goals of the organization and how their work fits in. Employees who focus solely on their particular work unit are at risk for "functional myopia" and "groupthink," which can preclude learning (Handy, 1989; Tobin, 1993). Developing an external focus requires manager/supervisors to provide information on overall company performance and encourage their subordinates to learn from customers and co-workers.

    • Organizational Change and Trust

    • Trust and Its Consequences

    • Leadership and Trust: Direct Practices

    • Trust as a Function of Procedural Justice

    • Customer Loyalty

    • Of the numerous issues facing management during the past decade, none has had the impact, or caused as much concern, as the quality of products and services. This interest in quality has been due, in part, to foreign competition, the trade deficit, and consumer demand (Omachonu & Ross, 1994). Total Quality Management (TQM) is a means of implementing quality strategies in a start-to-finish process that integrates interrelated functions at all levels of a firm. W. Edwards Deming, the "Father of Quality" popularized quality control in Japan in the early 1950s. Deming defined quality as uniformity and dependability with market-driven costs. He created the "Deming chain reaction" of quality which is based on the premise that as quality improves, costs will decrease due to less rework, fewer mistakes, fewer delays, and fewer snags. Better use of machine-time and material will increase productivity resulting in an increase in market share, which will allow companies to stay in business. In turn, the chain reaction initiates the provision of jobs and more jobs in industry. Deming stressed worker pride and satisfaction rather than the establishment of quantifiable goals. His overall approach focused on improvement of the process in that the system, rather than the worker, is the cause of variation. To aid in the “carrying out” of this chain reaction, Deming created his “universal fourteen points” for management, summarized here:

      • Relationship Marketing

      • The Fit of Customer Intimacy in the Relationship Marketing Literature

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