| Title : | Motivational factors influencing employees' job satisfaction in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Rama Poudel, Author | | Publication Date: | 2014 | | Pagination: | 97p. | | Size: | GRP/Thesis | | Accompanying material: | 3/B | | General note: | Including bibilography | | Languages : | English | | Descriptors: | Banks
Banks and banking
Commercial banks
Employee motivation
Job satisfaction
Motivation
| | Keywords: | 'motivation employee satisfaction job satisfaction banks banks and banking commercial banks nepal' | | Class number: | 373.126 | | Abstract: | The banking sectors act as backbone for the economy and development of the nation. Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations.
The study aimed to find out the relationship between motivation and employee job satisfaction in Nepalese commercial banks. The other specific objectives is to determine the effects of personal characteristics on employee job satisfaction, to examine the relationship between intrinsic motivation and employee job satisfaction, to assess the relationship between extrinsic motivation and employee job satisfaction, to examine factors of motivation which affects employee commitment, retention and loyalty and to understand which motivational factors is more important to make employee more satisfied. Different methodologies are explored to develop a theoretical evaluation model for the effectiveness of employee job satisfaction outcomes.
In order to achieve objectives, primary data collection was performed by providing questionnaire to 175 respondents of 18 commercial banks. The questionnaire were Yes/No, likert scale, ranking scale, multiple choice and other demographic information were used to collect primary data. The Likert Scale on the different variables on motivation and employee job satisfaction outcome were measured on 5 point liker scale and weighted mean value of each variables were used to examine the relationship between the independent and dependent variables as for the study purpose. The stratified judgmental sampling method of sampling technique is used for data collection.
The study confirmed that the motivational factors are important for employee job satisfaction as a result of employee commitment, employee retention and employee loyalty. There is significant and positive relationship between employee commitment and motivational factors including challenges, cooperation, working environment, training and development. Employee retention has positive relationship with cooperation, recognition, working environment, training and development and salary and incentives. Recognition, cooperation, salary and incentives, training and development, participation have positive relationship with employee loyalty. Among intrinsic and extrinsic motivational factors, cooperation was ranked as one of the most important motivation factor for employee job satisfaction. Cooperation and salary and incentives were ranked as the most important motivator and hygiene factor to make employees’ more satisfied in their work.
The major conclusion of this study revealed that training and development has high positive influence on employee commitment than other motivation factors. Similarly, salary and incentives and recognition have high influencing power on employee retention and employee loyalty in Nepalese Commercial banks. The personal characteristics of employee affect their satisfaction level in Nepalese commercial banks. In the context of Nepalese commercial banks, employees prefer intrinsic than extrinsic motivational factors.
The recommendation put forward by this study is that employee should motivate through intrinsic factors of motivation than extrinsic factors that will help to increase employee job satisfaction level and which will directly affects on their performance level in Nepalese commercial banks. Therefore, for employee commitment, employee retention and employee loyalty an organization should focus on training and development programs, provide fair salary and incentives and recognize employee in their better performance. To make the results more applicable, all class of financial institutions and non financial institutions can be studied. Further, the future studies can make comparative survey on senior level and management level employees of different organization. More sophisticated statistical tools like the others motivation theories developed by the different researchers can be used to make findings more reliable and valid across different industry sectors in developing countries like Nepal.
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Motivational factors influencing employees' job satisfaction in Nepalese commercial banks [printed text] / Rama Poudel, Author . - 2014 . - 97p. ; GRP/Thesis + 3/B. Including bibilography Languages : English | Descriptors: | Banks
Banks and banking
Commercial banks
Employee motivation
Job satisfaction
Motivation
| | Keywords: | 'motivation employee satisfaction job satisfaction banks banks and banking commercial banks nepal' | | Class number: | 373.126 | | Abstract: | The banking sectors act as backbone for the economy and development of the nation. Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations.
The study aimed to find out the relationship between motivation and employee job satisfaction in Nepalese commercial banks. The other specific objectives is to determine the effects of personal characteristics on employee job satisfaction, to examine the relationship between intrinsic motivation and employee job satisfaction, to assess the relationship between extrinsic motivation and employee job satisfaction, to examine factors of motivation which affects employee commitment, retention and loyalty and to understand which motivational factors is more important to make employee more satisfied. Different methodologies are explored to develop a theoretical evaluation model for the effectiveness of employee job satisfaction outcomes.
In order to achieve objectives, primary data collection was performed by providing questionnaire to 175 respondents of 18 commercial banks. The questionnaire were Yes/No, likert scale, ranking scale, multiple choice and other demographic information were used to collect primary data. The Likert Scale on the different variables on motivation and employee job satisfaction outcome were measured on 5 point liker scale and weighted mean value of each variables were used to examine the relationship between the independent and dependent variables as for the study purpose. The stratified judgmental sampling method of sampling technique is used for data collection.
The study confirmed that the motivational factors are important for employee job satisfaction as a result of employee commitment, employee retention and employee loyalty. There is significant and positive relationship between employee commitment and motivational factors including challenges, cooperation, working environment, training and development. Employee retention has positive relationship with cooperation, recognition, working environment, training and development and salary and incentives. Recognition, cooperation, salary and incentives, training and development, participation have positive relationship with employee loyalty. Among intrinsic and extrinsic motivational factors, cooperation was ranked as one of the most important motivation factor for employee job satisfaction. Cooperation and salary and incentives were ranked as the most important motivator and hygiene factor to make employees’ more satisfied in their work.
The major conclusion of this study revealed that training and development has high positive influence on employee commitment than other motivation factors. Similarly, salary and incentives and recognition have high influencing power on employee retention and employee loyalty in Nepalese Commercial banks. The personal characteristics of employee affect their satisfaction level in Nepalese commercial banks. In the context of Nepalese commercial banks, employees prefer intrinsic than extrinsic motivational factors.
The recommendation put forward by this study is that employee should motivate through intrinsic factors of motivation than extrinsic factors that will help to increase employee job satisfaction level and which will directly affects on their performance level in Nepalese commercial banks. Therefore, for employee commitment, employee retention and employee loyalty an organization should focus on training and development programs, provide fair salary and incentives and recognize employee in their better performance. To make the results more applicable, all class of financial institutions and non financial institutions can be studied. Further, the future studies can make comparative survey on senior level and management level employees of different organization. More sophisticated statistical tools like the others motivation theories developed by the different researchers can be used to make findings more reliable and valid across different industry sectors in developing countries like Nepal.
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