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Impact of employee participation on job satisfaction, employee fairness perception and organizational commitment: a case of Nepalese commercial banks / Jyotshna Pandey
Title : Impact of employee participation on job satisfaction, employee fairness perception and organizational commitment: a case of Nepalese commercial banks Material Type: printed text Authors: Jyotshna Pandey, Author Publication Date: 2015 Pagination: 76p. Size: GRP/Thesis Accompanying material: 3/B General note: Including bibliography Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Employees
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks bank and banking commercial banks nepal' Class number: 332.1 Abstract: From the past few years, it has been seen that Nepalese commercial banks are playing a significant role in the economic development of a country. There are numerous empirical evidences of developed countries that impact of employee participation on job satisfaction, employee fairness perception and organizational commitment has significant impact on improving the performance of commercial banks. However, despite of several empirical evidences, impact of employee participation on job satisfaction, employee fairness perception and organizational commitment issues are still unsolved in context of Nepalese banking industry. Therefore, this study attempts to identify the determinants of employee participation and its impacts in Nepalese commercial banks.
This study sampled 160 employees working in 15 randomly selected commercial bank of Nepal situated inside Kathmandu valley. The data for the analysis were collected through questionnaire survey. Thus, collected data were analyzed using excel, and SPSS statistical package. The study is based on primary sources of data. Altogether, 15 commercial banks which were established before 2002/03, was taken as the sample for the study. This study used methods such as frequency distribution, mean, standard deviation, descriptive analysis, correlation analysis, and regression analysis in order to analyze the data.
The major conclusion of this study is, correlation analysis on the sample data disclosed that impact of employee participation on job satisfaction, employee fairness perception and organizational commitment have positive significant relation. Among all three determinants organizational commitment is more influence by employee participation as it has highest correlation coefficient.
Likewise, the study also revealed that organizational commitment has the highest positive beta coefficient of 0.811 with job satisfaction 0.667 and employee fairness perception 0.639. This reveals that, employee participation has most impact on organizational commitment.
Based on the findings and conclusions, the study recommends that Commercial banks top level staff should respect and understand lower level employees’ views and problems to increase commitment and keep staff satisfied on work. The commercial bank should develop mechanism for the fair appraisal of the employees, based on performance and capabilities as well as build dedicated task force to be executed by banks management and the remuneration should be adequate as per the work load. Finally, commercial banks should increase employee participation in order to increase satisfaction level, fairness perception and trust level among employees, and should focus on involving employees in important organizational activity in order to increase their commitment towards organization.Impact of employee participation on job satisfaction, employee fairness perception and organizational commitment: a case of Nepalese commercial banks [printed text] / Jyotshna Pandey, Author . - 2015 . - 76p. ; GRP/Thesis + 3/B.
Including bibliography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Employees
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks bank and banking commercial banks nepal' Class number: 332.1 Abstract: From the past few years, it has been seen that Nepalese commercial banks are playing a significant role in the economic development of a country. There are numerous empirical evidences of developed countries that impact of employee participation on job satisfaction, employee fairness perception and organizational commitment has significant impact on improving the performance of commercial banks. However, despite of several empirical evidences, impact of employee participation on job satisfaction, employee fairness perception and organizational commitment issues are still unsolved in context of Nepalese banking industry. Therefore, this study attempts to identify the determinants of employee participation and its impacts in Nepalese commercial banks.
This study sampled 160 employees working in 15 randomly selected commercial bank of Nepal situated inside Kathmandu valley. The data for the analysis were collected through questionnaire survey. Thus, collected data were analyzed using excel, and SPSS statistical package. The study is based on primary sources of data. Altogether, 15 commercial banks which were established before 2002/03, was taken as the sample for the study. This study used methods such as frequency distribution, mean, standard deviation, descriptive analysis, correlation analysis, and regression analysis in order to analyze the data.
The major conclusion of this study is, correlation analysis on the sample data disclosed that impact of employee participation on job satisfaction, employee fairness perception and organizational commitment have positive significant relation. Among all three determinants organizational commitment is more influence by employee participation as it has highest correlation coefficient.
Likewise, the study also revealed that organizational commitment has the highest positive beta coefficient of 0.811 with job satisfaction 0.667 and employee fairness perception 0.639. This reveals that, employee participation has most impact on organizational commitment.
Based on the findings and conclusions, the study recommends that Commercial banks top level staff should respect and understand lower level employees’ views and problems to increase commitment and keep staff satisfied on work. The commercial bank should develop mechanism for the fair appraisal of the employees, based on performance and capabilities as well as build dedicated task force to be executed by banks management and the remuneration should be adequate as per the work load. Finally, commercial banks should increase employee participation in order to increase satisfaction level, fairness perception and trust level among employees, and should focus on involving employees in important organizational activity in order to increase their commitment towards organization.Hold
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Barcode Call number Media type Location Section Status 104/D 332.1 PAN Books Uniglobe Library Social Sciences Available Employee satisfaction and performance of Nepalese commercial banks / Mekh Bahadur Khatri
Title : Employee satisfaction and performance of Nepalese commercial banks Material Type: printed text Authors: Mekh Bahadur Khatri, Author Publication Date: 2013 Pagination: 75p. Size: GRP/Thesis Accompanying material: 2/B General note: Including bibliography Languages : English Descriptors: Banks
Commercial banks
Employees
Financial management
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks bank and banking commercial banks mekha bahadur khatri nepal' Class number: 332.1 Abstract: Despite of several empirical evidences, the employees’ satisfaction and bank performance issues are still unsolved in the context of Nepal. Identification of employees’ satisfaction and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the employee satisfaction and performance of Nepalese commercial banks.
The review of literature has shown relationship between various factors such as growth of loan, growth of deposit, capital, employees’ satisfaction, gross domestic product growth rate (GDPGR), number of employees, number of branches, inflation, etc. in the case of developed countries. In addition, capital, GDPGR, employees’ satisfaction are some of the variables that are found to have significant relationship with the performance of bank in various context. Based on the literature reviews, this study has proposed the conceptual framework indentifying capital, GDPGR, employees’ satisfaction and other variables as the most important factors that determine the performance of commercial banks in the context of Nepal.
This study is based on primary as well as secondary data. For the purpose of study 17 commercial banks which are established before 2002/03 are divided into three strata (joint venture, non-joint venture and public banks) is taken as sample. Required data of dependent variables (deposit, loan, net interest margin and cost to income ratio) and independent variables (price earnings ratio, number of employees, amount of capital balances, cash reserve ratio, number of branches, age of bank, interest expenses, operating income, interest income, bank rate, annual growth rate for gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2002/03 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s employees regarding their satisfaction and the performance of bank. From the survey questionnaire employees’ satisfaction index of selected commercial bank is calculated and used as independent variables. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s performance and its determinants.
The study reveals that capital, employees’ satisfaction, operating income, number of branches and age of the banks have significant impact on performance of Nepalese commercial banks. Based on the primary survey results, most of the assistant level employees were satisfied with their job and positive towards the achievement of their career goal. Likewise, the primary survey results indicate that bank’s performance is highly affected by employees’ satisfaction, determining suitable frequency of performance appraisal and implementation of feedback program regularly as the most important methods for maintaining the higher level of employees’ satisfaction, promotions and career development as the most important factor responsible for increasing employees’ job satisfaction and high quality of work as the fore most important outcome of high level of satisfaction in Nepalese commercial banks.
The recommendation put forward by this study is that banks are suggested to increase their volume of capital, satisfaction level of employees and number of branches as possible for the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro economic variables that might influence on performance of banks. The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks and finance companies to grab the wider view of employees’ satisfaction and bank performance. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the level of employees.
Employee satisfaction and performance of Nepalese commercial banks [printed text] / Mekh Bahadur Khatri, Author . - 2013 . - 75p. ; GRP/Thesis + 2/B.
Including bibliography
Languages : English
Descriptors: Banks
Commercial banks
Employees
Financial management
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks bank and banking commercial banks mekha bahadur khatri nepal' Class number: 332.1 Abstract: Despite of several empirical evidences, the employees’ satisfaction and bank performance issues are still unsolved in the context of Nepal. Identification of employees’ satisfaction and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the employee satisfaction and performance of Nepalese commercial banks.
The review of literature has shown relationship between various factors such as growth of loan, growth of deposit, capital, employees’ satisfaction, gross domestic product growth rate (GDPGR), number of employees, number of branches, inflation, etc. in the case of developed countries. In addition, capital, GDPGR, employees’ satisfaction are some of the variables that are found to have significant relationship with the performance of bank in various context. Based on the literature reviews, this study has proposed the conceptual framework indentifying capital, GDPGR, employees’ satisfaction and other variables as the most important factors that determine the performance of commercial banks in the context of Nepal.
This study is based on primary as well as secondary data. For the purpose of study 17 commercial banks which are established before 2002/03 are divided into three strata (joint venture, non-joint venture and public banks) is taken as sample. Required data of dependent variables (deposit, loan, net interest margin and cost to income ratio) and independent variables (price earnings ratio, number of employees, amount of capital balances, cash reserve ratio, number of branches, age of bank, interest expenses, operating income, interest income, bank rate, annual growth rate for gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2002/03 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s employees regarding their satisfaction and the performance of bank. From the survey questionnaire employees’ satisfaction index of selected commercial bank is calculated and used as independent variables. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s performance and its determinants.
The study reveals that capital, employees’ satisfaction, operating income, number of branches and age of the banks have significant impact on performance of Nepalese commercial banks. Based on the primary survey results, most of the assistant level employees were satisfied with their job and positive towards the achievement of their career goal. Likewise, the primary survey results indicate that bank’s performance is highly affected by employees’ satisfaction, determining suitable frequency of performance appraisal and implementation of feedback program regularly as the most important methods for maintaining the higher level of employees’ satisfaction, promotions and career development as the most important factor responsible for increasing employees’ job satisfaction and high quality of work as the fore most important outcome of high level of satisfaction in Nepalese commercial banks.
The recommendation put forward by this study is that banks are suggested to increase their volume of capital, satisfaction level of employees and number of branches as possible for the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro economic variables that might influence on performance of banks. The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks and finance companies to grab the wider view of employees’ satisfaction and bank performance. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the level of employees.
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Barcode Call number Media type Location Section Status 21/D 332.1 KHA Thesis/Dissertation Uniglobe Library Social Sciences Not for loan Relationship between job satisfaction and performance of Nepalese commercial banks / Pitamber Nepal
Title : Relationship between job satisfaction and performance of Nepalese commercial banks Material Type: printed text Authors: Pitamber Nepal, Author Publication Date: 2016 Pagination: 77p. Size: GRP/Thesis Accompanying material: 4/B General note: Including bibilography Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Consumer satisfaction
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks banks and banking commercial banks nepal' Class number: 332.1 Abstract: Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization.
Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction.
The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction.
The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected.
The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.Relationship between job satisfaction and performance of Nepalese commercial banks [printed text] / Pitamber Nepal, Author . - 2016 . - 77p. ; GRP/Thesis + 4/B.
Including bibilography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Consumer satisfaction
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks banks and banking commercial banks nepal' Class number: 332.1 Abstract: Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization.
Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction.
The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction.
The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected.
The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.Hold
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Barcode Call number Media type Location Section Status 143/D 332.1 NEP Thesis/Dissertation Uniglobe Library Technology Available