| Title : | Impact organizational culture on employee job satisfaction and employee organizational commitment of Nepalese Commercial Banks | | Material Type: | printed text | | Authors: | Sushila Luitel, Author | | Publication Date: | 2015 | | Pagination: | 103p. | | Size: | GRP/Thesis | | Accompanying material: | 6/B | | Languages : | English | | Descriptors: | Corporate culture
| | Class number: | 302.35 | | 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 organizational culture has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks.
The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 201 respondents from 30 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis.
The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment.
Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment .The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank.
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Impact organizational culture on employee job satisfaction and employee organizational commitment of Nepalese Commercial Banks [printed text] / Sushila Luitel, Author . - 2015 . - 103p. ; GRP/Thesis + 6/B. Languages : English | Descriptors: | Corporate culture
| | Class number: | 302.35 | | 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 organizational culture has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks.
The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 201 respondents from 30 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis.
The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment.
Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment .The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank.
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