Impact of career development on employee job satisfaction of Nepalese commercial banks / Sushmita Koirala 

Public ISBD Title : Impact of career development on employee job satisfaction of Nepalese commercial banks Material Type: printed text Authors: Sushmita Koirala, Author Pagination: 106p. Size: GRP/Thesis Accompanying material: 8/B Languages : English Descriptors: Career development Class number: 158.6 Abstract: Employees are major assets of any organization. The success or failure of the organization depends upon the performance of employees. So, organizations are investing huge amount of money on employee career development. Career development is often used to close the gap between current performances and expected future performance. Career development has become increasingly attractive to organizations that aim at improving performance and productivity. Emphasis on employee career development is a strategic move to gain competitive advantage as organizations evolve to compete with one another. Career development and job performance are key strategic considerations for all organizations regardless of size, sector, market or profile. Employee performance is critical in service industry as banks and financial institutions who depends upon the general public’s wealth. As performance of employees is significant for the organization, management must identify factors that brings positive change in employee performance and must try to implement it. Well developed and managed organizations are able to sustain the pressure of competition easily, human capital are key for development of such capacity. Organizations are continually facing challenge of retaining motivated and dedicated employees towards their work. So, it is essential for organizations to emphasize on career development of employees to make them satisfied and gain excellent performance in return. The study aims to analyze the impact on career development on employee job satisfaction in Nepalese commercial banks. The other specific objectives are to identify the most determining HR practices in the career development and employees satisfaction, to analyze the impact of compensation systems of satisfaction level of employee in selected Nepalese commercial banks, to find out the relationship between training and development on employees satisfaction on Nepalese commercial bank, to determine the effect of performance appraisal on employee job satisfaction in commercial banks of Nepal and to examine the effect of work condition on employee job satisfaction in commercial banks of Nepal. Different evaluation methodologies are explored to develop a theoretical evaluation model for meeting the stated objectives. The primary data was collected through the questionnaire survey in 20 different commercial banks from 150 respondents. The five point Likert scale was used on the different variables of human resource management practices and employee jos satisfaction level measurement. The weighted mean value of each variable was used to examine the relationship between the dependent and independent variables for the study purpose. various research design were employed in order to achieve the stated objectives. The result of the study concludes that career development plays a major role in influencing organizational performance in Nepalese commercial banks. Compensation system has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise training and development has lowest weighted mean value which indicates that training and development is not effectively followed in Nepalese commercial banks. The correlation result shows all the independent variables have a major influence on employee job satisfaction. Similarly the regression result shows that all the independent variables have major influencing role for employee job satisfaction. Likewise performance appraisal and work environment, compensation system may be more important variable for higher employee job satisfaction. Impact of career development on employee job satisfaction of Nepalese commercial banks [printed text] / Sushmita Koirala, Author . - [s.d.] . - 106p. ; GRP/Thesis + 8/B. Languages : English Descriptors: Career development Class number: 158.6 Abstract: Employees are major assets of any organization. The success or failure of the organization depends upon the performance of employees. So, organizations are investing huge amount of money on employee career development. Career development is often used to close the gap between current performances and expected future performance. Career development has become increasingly attractive to organizations that aim at improving performance and productivity. Emphasis on employee career development is a strategic move to gain competitive advantage as organizations evolve to compete with one another. Career development and job performance are key strategic considerations for all organizations regardless of size, sector, market or profile. Employee performance is critical in service industry as banks and financial institutions who depends upon the general public’s wealth. As performance of employees is significant for the organization, management must identify factors that brings positive change in employee performance and must try to implement it. Well developed and managed organizations are able to sustain the pressure of competition easily, human capital are key for development of such capacity. Organizations are continually facing challenge of retaining motivated and dedicated employees towards their work. So, it is essential for organizations to emphasize on career development of employees to make them satisfied and gain excellent performance in return. The study aims to analyze the impact on career development on employee job satisfaction in Nepalese commercial banks. The other specific objectives are to identify the most determining HR practices in the career development and employees satisfaction, to analyze the impact of compensation systems of satisfaction level of employee in selected Nepalese commercial banks, to find out the relationship between training and development on employees satisfaction on Nepalese commercial bank, to determine the effect of performance appraisal on employee job satisfaction in commercial banks of Nepal and to examine the effect of work condition on employee job satisfaction in commercial banks of Nepal. Different evaluation methodologies are explored to develop a theoretical evaluation model for meeting the stated objectives. The primary data was collected through the questionnaire survey in 20 different commercial banks from 150 respondents. The five point Likert scale was used on the different variables of human resource management practices and employee jos satisfaction level measurement. The weighted mean value of each variable was used to examine the relationship between the dependent and independent variables for the study purpose. various research design were employed in order to achieve the stated objectives. The result of the study concludes that career development plays a major role in influencing organizational performance in Nepalese commercial banks. Compensation system has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise training and development has lowest weighted mean value which indicates that training and development is not effectively followed in Nepalese commercial banks. The correlation result shows all the independent variables have a major influence on employee job satisfaction. Similarly the regression result shows that all the independent variables have major influencing role for employee job satisfaction. Likewise performance appraisal and work environment, compensation system may be more important variable for higher employee job satisfaction.

Hold

Place a hold on this item

Copies

Barcode	Call number	Media type	Location	Section	Status
351/D	158.6 KOI	Thesis/Dissertation	Uniglobe Library	Philosophy & Psychology	Available

Impact of career development program on employee job satisfaction in Nepalese insurance companies / Sushil Rawal 

Public ISBD Title : Impact of career development program on employee job satisfaction in Nepalese insurance companies Material Type: printed text Authors: Sushil Rawal, Author Publication Date: 2018 Pagination: 98p. Size: GRP/Thesis Accompanying material: 8/B Languages : English Descriptors: Career development Class number: 158.6 Abstract: Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future (Armstrong, 2009). It is a very broad term and this study will limit itself to the definition of career development as the process through which an individual’s moves and experiences through the organization are seen to be rising to higher levels or otherwise, and how he/she interprets those experiences. Career development would then meet the needs of both the individual and the organization. Career revolves around three basic themes that include advancement in career position; source of stability within single occupational field and evolving sequence of a person’s work experience. According to Greenhaun et al. (2010), career is defined as the pattern of work related experience that spans the course of a person’s life. According to Holbeche and Linda (2009), careers have invariably remained a significant concern for the workers however they have every little time to properly manage it.Career development and job satisfaction are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. Career development has become increasingly attractive to organizations that aim at improving performance and productivity (Hiltrop, 1999). Meena&Dangayach (2012) found that employee satisfaction is important for organization’s survival and success. People who are highly involved in their job will seriously take care and concern about their work because they will have a higher self-esteem in their job. People with high job involvement focus most of their attention on their job (Hackett et al., 2001). Excellence of the organization can only be achieved when employee will perceive minimal degree of job burnout and higher level of facilities at workplace to enhance the degree of satisfaction and involvement (Al-Kahtani & Allam, 2014). The major purpose of study is to examine and assess the effect of career development programs on employee performance and satisfaction in Nepalese insurance companies. The specific objectives of the study were to determine the factors affecting career development programs, employee performance and satisfaction in insurance companies of Nepal, to assess the effect of compensation, promotion, job motivation, career counseling, training and development on employee satisfaction in Nepalese insurance companies, to examine the relationship between compensation, promotion, and career counseling with employee performance in insurance companies and to determine the most influencing factor that define the employee satisfaction in Nepalese insurance companies. The respondent of the study are the employees of the insurance companies. The opinions of 220 respondents were analyzed in order to know the perception of employee regarding career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The non- parametric test such as Kendall’s tau-b, step-wise regression was conducted to order to analyze the relationship between career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The descriptive research design has been conducted for fact finding of different variables. The study focuses on the primary data analysis where questionnaire was distributed to employees 17 insurance companies. Based on the population, 220 samples are undertaken for the studies. The correlation matrix indicates that there is a positive relationship between career development practices and the employee job satisfaction and performance. The result also shows that compensation, promotion, training and development, job motivation and career counseling practices are positively related to employee job satisfaction and employee performance. The result of regression analysis shows that the beta coefficients for compensation are positive with employee job satisfaction and performance. It indicates that compensation has a positive impact on employee job satisfaction and performance. Likewise, the result also shows that the beta coefficients for job motivation are positive with employee job satisfaction and performance. It reveals that job motivation has a positive impact on employee job satisfaction and performance. Similarly, the beta coefficients for career counseling are positive with employee job satisfaction and performance. It indicates that there is a positive impact of career counseling practices on employee job satisfaction and performance.The result also reveals that the beta coefficients for promotion are positive with employee job satisfaction and performance. It reveals that better promotion practices have a positive impact on employee job satisfaction. Likewise, the positive beta coefficients of training and development indicate that better training and development program has a positive impact on employee job satisfaction and performance. Impact of career development program on employee job satisfaction in Nepalese insurance companies [printed text] / Sushil Rawal, Author . - 2018 . - 98p. ; GRP/Thesis + 8/B. Languages : English Descriptors: Career development Class number: 158.6 Abstract: Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future (Armstrong, 2009). It is a very broad term and this study will limit itself to the definition of career development as the process through which an individual’s moves and experiences through the organization are seen to be rising to higher levels or otherwise, and how he/she interprets those experiences. Career development would then meet the needs of both the individual and the organization. Career revolves around three basic themes that include advancement in career position; source of stability within single occupational field and evolving sequence of a person’s work experience. According to Greenhaun et al. (2010), career is defined as the pattern of work related experience that spans the course of a person’s life. According to Holbeche and Linda (2009), careers have invariably remained a significant concern for the workers however they have every little time to properly manage it.Career development and job satisfaction are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. Career development has become increasingly attractive to organizations that aim at improving performance and productivity (Hiltrop, 1999). Meena&Dangayach (2012) found that employee satisfaction is important for organization’s survival and success. People who are highly involved in their job will seriously take care and concern about their work because they will have a higher self-esteem in their job. People with high job involvement focus most of their attention on their job (Hackett et al., 2001). Excellence of the organization can only be achieved when employee will perceive minimal degree of job burnout and higher level of facilities at workplace to enhance the degree of satisfaction and involvement (Al-Kahtani & Allam, 2014). The major purpose of study is to examine and assess the effect of career development programs on employee performance and satisfaction in Nepalese insurance companies. The specific objectives of the study were to determine the factors affecting career development programs, employee performance and satisfaction in insurance companies of Nepal, to assess the effect of compensation, promotion, job motivation, career counseling, training and development on employee satisfaction in Nepalese insurance companies, to examine the relationship between compensation, promotion, and career counseling with employee performance in insurance companies and to determine the most influencing factor that define the employee satisfaction in Nepalese insurance companies. The respondent of the study are the employees of the insurance companies. The opinions of 220 respondents were analyzed in order to know the perception of employee regarding career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The non- parametric test such as Kendall’s tau-b, step-wise regression was conducted to order to analyze the relationship between career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The descriptive research design has been conducted for fact finding of different variables. The study focuses on the primary data analysis where questionnaire was distributed to employees 17 insurance companies. Based on the population, 220 samples are undertaken for the studies. The correlation matrix indicates that there is a positive relationship between career development practices and the employee job satisfaction and performance. The result also shows that compensation, promotion, training and development, job motivation and career counseling practices are positively related to employee job satisfaction and employee performance. The result of regression analysis shows that the beta coefficients for compensation are positive with employee job satisfaction and performance. It indicates that compensation has a positive impact on employee job satisfaction and performance. Likewise, the result also shows that the beta coefficients for job motivation are positive with employee job satisfaction and performance. It reveals that job motivation has a positive impact on employee job satisfaction and performance. Similarly, the beta coefficients for career counseling are positive with employee job satisfaction and performance. It indicates that there is a positive impact of career counseling practices on employee job satisfaction and performance.The result also reveals that the beta coefficients for promotion are positive with employee job satisfaction and performance. It reveals that better promotion practices have a positive impact on employee job satisfaction. Likewise, the positive beta coefficients of training and development indicate that better training and development program has a positive impact on employee job satisfaction and performance.

Hold

Place a hold on this item

Copies

Barcode	Call number	Media type	Location	Section	Status
466/D	158.6 RAW	Thesis/Dissertation	Uniglobe Library	Social Sciences	Available

Role of career development program on employee job satisfaction and involvement in Nepalese commercial banks / Bijay Neupane

Public ISBD Title : Role of career development program on employee job satisfaction and involvement in Nepalese commercial banks Material Type: printed text Authors: Bijay Neupane, Author Publication Date: 2017 Pagination: 114p. Size: GRP/Thesis Accompanying material: 10/B Languages : English Descriptors: Career development Class number: 158.6 Abstract: Career development usually refers to managing one’s career in an intra-organizational or inter-organizational scenario. Human resource is key asset for any organization. To makes any organization successful it is important to satisfy their employees in the organization. It is not only enough to fulfill their financial needs, their satisfaction matters a lot to make them happy, so organizations should have to invest in their employees as well as career development programs (Shelton,2001). Shujaat et al.(2013) stated that there is a positive relationship between career development and employee job satisfaction in banking sector. Employees are satisfied with career development activities that are offered at their organizations. Career development planning is important for both the individuals and for the organization because it is not possible to plan for the career without identifying the needs of organization and competencies of employees. So, organization's needs cannot be satisfied without satisfying individual needs (Lingham, 2000). The organizations need to take note that “A happy employee is a happy customer.” Person either could be satisfied or dissatisfied with their jobs but if career contentment is not there with every new job a person has to face the desire to change the job again (Garton, 2007). Paullay et al. (1994) revealed that the job involvement can be explained “as the degree to which one is cognitively preoccupied with, engaged in and concerned with one‘s present job”.Moreover, job involvement is a consequence of work situations and individual differences. Socio-demographic and psychological variables can affect job involvement ( Gunasundari et al., 2016). Shelton (2001) investigated that training and development increase employee satisfaction and are significant in an employee’s decision to stay with a company. Chughtai (2008) examined that job involvement was positively correlated with both in-role job performance and organizational citizenship behavior. Nadeem (2010) found a strong relationship between employee training effectiveness and motivation, job satisfaction and commitment, resulting in increase in organizational productivity. Ray & Ray (2011) revealed that factors like performance appraisal, participation in decision making, training and development, empowerment, compensation influencing HR practices have significant association with job satisfaction. Kaya & Ceylan (2014) revealed that career development programs and organizational commitment have a partial effect on employee’s job satisfaction, organizational commitment affects job satisfaction directly and positively, and career development programs in organizations do not affect the level of employee’s job satisfaction. Priya & Eshwar (2014) found that the degree of rewards, motivation and job satisfaction of employees has a strong relationship in the public sector and private sector commercial banks in Chennai. In the context of Nepal, Chapagain (2011) revealed that employee participation is an important determinant of job satisfaction. Increased employee participation makes a positive effect on job satisfaction of Nepalese banking employees. Gautam (2016) found that Salary & remuneration, nature of work, training & development opportunities, promotion opportunities, working condition, and performance appraisal are found as the factors of satisfaction. Bista (2016)revealed that out of various factors job security, pay, promotion potentials, relationship with co-workers and supervisors are top most influencing factors to job satisfaction from high to low magnitude respectively. The major purpose of this study is to investigate the impact of career development programs on employee job satisfaction and involvement in Nepalese commercial banks. Specifically, it examines the impact of compensation, promotion, training and development, job motivation and career counseling on employee job satisfaction and employee job involvement in the context of Nepalese commercial banks. The primary source of data is used to assess the opinion of customers with respect to Career development program on employee job satisfaction and involvement. The survey is based on 220 respondents in the context of Nepalese commercial banks. The questions were asked in the Likert scale questions. The Likert scale questions of different variables compensation, promotion,training and development, job motivation, career counseling, employee job satisfaction and employee job involvement were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive statistics, correlation analysis and regression analysis. Role of career development program on employee job satisfaction and involvement in Nepalese commercial banks [printed text] / Bijay Neupane, Author . - 2017 . - 114p. ; GRP/Thesis + 10/B. Languages : English Descriptors: Career development Class number: 158.6 Abstract: Career development usually refers to managing one’s career in an intra-organizational or inter-organizational scenario. Human resource is key asset for any organization. To makes any organization successful it is important to satisfy their employees in the organization. It is not only enough to fulfill their financial needs, their satisfaction matters a lot to make them happy, so organizations should have to invest in their employees as well as career development programs (Shelton,2001). Shujaat et al.(2013) stated that there is a positive relationship between career development and employee job satisfaction in banking sector. Employees are satisfied with career development activities that are offered at their organizations. Career development planning is important for both the individuals and for the organization because it is not possible to plan for the career without identifying the needs of organization and competencies of employees. So, organization's needs cannot be satisfied without satisfying individual needs (Lingham, 2000). The organizations need to take note that “A happy employee is a happy customer.” Person either could be satisfied or dissatisfied with their jobs but if career contentment is not there with every new job a person has to face the desire to change the job again (Garton, 2007). Paullay et al. (1994) revealed that the job involvement can be explained “as the degree to which one is cognitively preoccupied with, engaged in and concerned with one‘s present job”.Moreover, job involvement is a consequence of work situations and individual differences. Socio-demographic and psychological variables can affect job involvement ( Gunasundari et al., 2016). Shelton (2001) investigated that training and development increase employee satisfaction and are significant in an employee’s decision to stay with a company. Chughtai (2008) examined that job involvement was positively correlated with both in-role job performance and organizational citizenship behavior. Nadeem (2010) found a strong relationship between employee training effectiveness and motivation, job satisfaction and commitment, resulting in increase in organizational productivity. Ray & Ray (2011) revealed that factors like performance appraisal, participation in decision making, training and development, empowerment, compensation influencing HR practices have significant association with job satisfaction. Kaya & Ceylan (2014) revealed that career development programs and organizational commitment have a partial effect on employee’s job satisfaction, organizational commitment affects job satisfaction directly and positively, and career development programs in organizations do not affect the level of employee’s job satisfaction. Priya & Eshwar (2014) found that the degree of rewards, motivation and job satisfaction of employees has a strong relationship in the public sector and private sector commercial banks in Chennai. In the context of Nepal, Chapagain (2011) revealed that employee participation is an important determinant of job satisfaction. Increased employee participation makes a positive effect on job satisfaction of Nepalese banking employees. Gautam (2016) found that Salary & remuneration, nature of work, training & development opportunities, promotion opportunities, working condition, and performance appraisal are found as the factors of satisfaction. Bista (2016)revealed that out of various factors job security, pay, promotion potentials, relationship with co-workers and supervisors are top most influencing factors to job satisfaction from high to low magnitude respectively. The major purpose of this study is to investigate the impact of career development programs on employee job satisfaction and involvement in Nepalese commercial banks. Specifically, it examines the impact of compensation, promotion, training and development, job motivation and career counseling on employee job satisfaction and employee job involvement in the context of Nepalese commercial banks. The primary source of data is used to assess the opinion of customers with respect to Career development program on employee job satisfaction and involvement. The survey is based on 220 respondents in the context of Nepalese commercial banks. The questions were asked in the Likert scale questions. The Likert scale questions of different variables compensation, promotion,training and development, job motivation, career counseling, employee job satisfaction and employee job involvement were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive statistics, correlation analysis and regression analysis.

Hold

Place a hold on this item

Copies

Barcode	Call number	Media type	Location	Section	Status
368/D	158.6 NEU	Thesis/Dissertation	Uniglobe Library	Technology	Available

---

page 1/1