| Title : | Effects of human resource management practice on employee job satisfaction in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Sadikshya Amatya, Author | | Publication Date: | 2017 | | Pagination: | 95p. | | Size: | GRP/Thesis | | Accompanying material: | 9/B | | Languages : | English | | Descriptors: | Employee satisfaction
| | Class number: | 658.303 | | Abstract: | One of the important fields of management is human resource and human resource practice is an important area of research since few years. Human resource practices play an important role in the organization regarding the performance of the employees, particularly in banking industry. Better human resource practice helps to increase the employees’ performance and make them more comfortable and secure in the organization (Saleem and Khurshid, 2014).
During last decades human resource practices have changed drastically owing to advanced technology, privatization and globalization. Due to the extreme change in the environment, it has forced the organization to adopt new workplace that sustained high level of performance. Human resource managementpractice highlights the importance of employee’s satisfaction. The relationship between appropriate human resource management practice and positive employee attitudes including employee satisfaction, loyalty and productivity has been widely analyzed. Also, it is suggested that treating the employees as the valuable asset of the organization improves the employees commitment and loyalty which ultimately leads to higher performance.(Silvestro, 2002).
In this competitive market, one of the important challenge that banking sector have to face is employee satisfaction. In order to compete in this modern era, the organizations are adopting the distinctive human resource practices and because of globalization organization are adopting the most up-to-date practices to achieve the organizational goal (Mohrman, 1995).
The main purpose of the study is to analyze the effect of human resource management practice on employee job satisfaction in Nepalese commercial banks. The study has the following specific objectives: to analyze the perception of employees on HRM practices in Nepalese commercial banks, to examine the relationship of training and development, performance appraisal, compensation and working condition on employee commitment and employee job satisfaction in Nepalese commercial banks, to determine the impact of training and development, performance appraisal, compensation and working condition on employee commitment and employee job satisfaction in Nepalese commercial banks, to find out the most important factor affecting employee commitment and employee job satisfaction in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employee with respect to human resource management practices on employee’s commitment and employee job satisfaction in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the Likert scale questions. The Likert scale questions of different variables as training and development, performance appraisal, compensation, working environment, employee job satisfaction and employee’s commitment 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.
The result of the study shows that there is positive correlation between human resource practices on employee commitment and employeejob satisfaction in the Nepalese commercial banks. The impact of training and development, compensation and working condition are positively significant with employee commitment and employeejob satisfaction where as performance appraisal has positive but insignificant relationship with employee commitment andemployee job satisfaction. This indicates that good human resource management practices in the form of training and development, performance appraisal, compensation and working condition will tends to increase employee commitment and employeejob satisfaction. Training and development has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise compensation system has lowest weighted mean value which indicates that compensation practice is not effectively followed in Nepalese commercial banks. The correlation result shows that employee commitment and job satisfaction are positively correlated to training and development, performance appraisal, compensation and working environment. The beta coefficient of training and development, compensation, performance appraisal and working condition are positive when regressed onemployee job satisfaction. In the same way, beta coefficient of training and development, compensation, performance appraisal and working condition are positive when regressed on employee commitment.
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Effects of human resource management practice on employee job satisfaction in Nepalese commercial banks [printed text] / Sadikshya Amatya, Author . - 2017 . - 95p. ; GRP/Thesis + 9/B. Languages : English | Descriptors: | Employee satisfaction
| | Class number: | 658.303 | | Abstract: | One of the important fields of management is human resource and human resource practice is an important area of research since few years. Human resource practices play an important role in the organization regarding the performance of the employees, particularly in banking industry. Better human resource practice helps to increase the employees’ performance and make them more comfortable and secure in the organization (Saleem and Khurshid, 2014).
During last decades human resource practices have changed drastically owing to advanced technology, privatization and globalization. Due to the extreme change in the environment, it has forced the organization to adopt new workplace that sustained high level of performance. Human resource managementpractice highlights the importance of employee’s satisfaction. The relationship between appropriate human resource management practice and positive employee attitudes including employee satisfaction, loyalty and productivity has been widely analyzed. Also, it is suggested that treating the employees as the valuable asset of the organization improves the employees commitment and loyalty which ultimately leads to higher performance.(Silvestro, 2002).
In this competitive market, one of the important challenge that banking sector have to face is employee satisfaction. In order to compete in this modern era, the organizations are adopting the distinctive human resource practices and because of globalization organization are adopting the most up-to-date practices to achieve the organizational goal (Mohrman, 1995).
The main purpose of the study is to analyze the effect of human resource management practice on employee job satisfaction in Nepalese commercial banks. The study has the following specific objectives: to analyze the perception of employees on HRM practices in Nepalese commercial banks, to examine the relationship of training and development, performance appraisal, compensation and working condition on employee commitment and employee job satisfaction in Nepalese commercial banks, to determine the impact of training and development, performance appraisal, compensation and working condition on employee commitment and employee job satisfaction in Nepalese commercial banks, to find out the most important factor affecting employee commitment and employee job satisfaction in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employee with respect to human resource management practices on employee’s commitment and employee job satisfaction in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the Likert scale questions. The Likert scale questions of different variables as training and development, performance appraisal, compensation, working environment, employee job satisfaction and employee’s commitment 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.
The result of the study shows that there is positive correlation between human resource practices on employee commitment and employeejob satisfaction in the Nepalese commercial banks. The impact of training and development, compensation and working condition are positively significant with employee commitment and employeejob satisfaction where as performance appraisal has positive but insignificant relationship with employee commitment andemployee job satisfaction. This indicates that good human resource management practices in the form of training and development, performance appraisal, compensation and working condition will tends to increase employee commitment and employeejob satisfaction. Training and development has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise compensation system has lowest weighted mean value which indicates that compensation practice is not effectively followed in Nepalese commercial banks. The correlation result shows that employee commitment and job satisfaction are positively correlated to training and development, performance appraisal, compensation and working environment. The beta coefficient of training and development, compensation, performance appraisal and working condition are positive when regressed onemployee job satisfaction. In the same way, beta coefficient of training and development, compensation, performance appraisal and working condition are positive when regressed on employee commitment.
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