| Title : | Factors affecting employee performance : evidence from Nepalese commerical banking industry | | Material Type: | printed text | | Authors: | Sanjay Bhandari, Author | | Publication Date: | 2016 | | Pagination: | 98p. | | Size: | GRP/Thesis | | Accompanying material: | 6/B | | Languages : | English | | Descriptors: | Problem employees
Supervision of employees
| | Class number: | 658.3045 | | Abstract: | Employees are the most valuable assets in any organization. A successful and highly productive business can be achieved by improving employee performances. Performance means both behavior and results. Behavior originates from the performer and transforms performance from concept into action. The behavior is also an outcome in itself, the product of mental and physical effort applied to the task, which can be judged apart from the result (Armstrong, 2000). Bates and Holton (1995) pointed out that performance is a multidimensional construct, the measurement of which varies depending on a variety of factors. Employee's job behavior (organizational behavior) is a mobile dynamic behavior that varies from one organization to another depending on the administrative and management activities. Organizational climate directly and indirectly affects the individual behavior and performance at work (Abu, 2003). Nazir et al. (2015) reported that financial rewards caused positive job satisfaction on employees and boosted their commitment and increased the output of the organization. However, a high level of employee dissatisfaction was recorded in employee compensation, the amount of work they perform and the amount of responsibilities they accept.
The major purpose of this study is to identifying major organizational factors affecting employee performance in Nepalese commercial banks. The specific objectives is to examine the employees’ perceived descriptive statistics of selected organizational factors in Nepalese commercial banks, to find out the relationship between selected organizational factors and employee performance, to determine the impact of selected organizational factors on employee performance in Nepalese commercial banks and to analyze the most important organizational factor affecting employee performance in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational factors to analyze the employee performance in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the form of Yes/ No, Rank Based and Likert scale questions. The Likert scale questions of different variables on training and motivation, employee job
ix
satisfaction and employee performance were measured in 5-point scale. The proxies of organizational factors are organizational culture, motivation, working environment, communication and team work. The weighted mean of each variable were used to examine the relationship of organizational factors with employee performance. 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 results show that there is positive relationship of organizational culture with employee performance, which indicates that better the organizational culture, higher would be the employee performance. Likewise, the study observed positive relationship between motivation and employee performance indicating higher the level of motivation, higher would be the employee performance. The positive relationship between working environment and employee performance reveals that good working environment leads to an increase in the employee performance. The result shows that communication and employee performance are positively correlated, which indicates that higher the flow of communication, higher would be employee performance. Similarly, team work is positively related to employee performance. This implies that an increase in team work leads to an increase in the employee performance
The major conclusion of this study is that organizational factors organizational culture, communication, motivation, working environment and team work are major factors affecting employee performance in Nepalese commercial banking industry. Bank employee ranked highest organizational culture as the most important factor affecting employee performance in Nepalese commercial banks. The study revealed that organizational culture and communication has positive relationship with employee performance indicating better the organization culture and flow of information, higher would be the employee performance. The study also concludes that working environment and motivation has significant impact on employee performance. The result shows that good working condition and high level of motivation leads to increase in employee performance. Likewise, team work has positively and significant impact on employee performance. |
Factors affecting employee performance : evidence from Nepalese commerical banking industry [printed text] / Sanjay Bhandari, Author . - 2016 . - 98p. ; GRP/Thesis + 6/B. Languages : English | Descriptors: | Problem employees
Supervision of employees
| | Class number: | 658.3045 | | Abstract: | Employees are the most valuable assets in any organization. A successful and highly productive business can be achieved by improving employee performances. Performance means both behavior and results. Behavior originates from the performer and transforms performance from concept into action. The behavior is also an outcome in itself, the product of mental and physical effort applied to the task, which can be judged apart from the result (Armstrong, 2000). Bates and Holton (1995) pointed out that performance is a multidimensional construct, the measurement of which varies depending on a variety of factors. Employee's job behavior (organizational behavior) is a mobile dynamic behavior that varies from one organization to another depending on the administrative and management activities. Organizational climate directly and indirectly affects the individual behavior and performance at work (Abu, 2003). Nazir et al. (2015) reported that financial rewards caused positive job satisfaction on employees and boosted their commitment and increased the output of the organization. However, a high level of employee dissatisfaction was recorded in employee compensation, the amount of work they perform and the amount of responsibilities they accept.
The major purpose of this study is to identifying major organizational factors affecting employee performance in Nepalese commercial banks. The specific objectives is to examine the employees’ perceived descriptive statistics of selected organizational factors in Nepalese commercial banks, to find out the relationship between selected organizational factors and employee performance, to determine the impact of selected organizational factors on employee performance in Nepalese commercial banks and to analyze the most important organizational factor affecting employee performance in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational factors to analyze the employee performance in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the form of Yes/ No, Rank Based and Likert scale questions. The Likert scale questions of different variables on training and motivation, employee job
ix
satisfaction and employee performance were measured in 5-point scale. The proxies of organizational factors are organizational culture, motivation, working environment, communication and team work. The weighted mean of each variable were used to examine the relationship of organizational factors with employee performance. 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 results show that there is positive relationship of organizational culture with employee performance, which indicates that better the organizational culture, higher would be the employee performance. Likewise, the study observed positive relationship between motivation and employee performance indicating higher the level of motivation, higher would be the employee performance. The positive relationship between working environment and employee performance reveals that good working environment leads to an increase in the employee performance. The result shows that communication and employee performance are positively correlated, which indicates that higher the flow of communication, higher would be employee performance. Similarly, team work is positively related to employee performance. This implies that an increase in team work leads to an increase in the employee performance
The major conclusion of this study is that organizational factors organizational culture, communication, motivation, working environment and team work are major factors affecting employee performance in Nepalese commercial banking industry. Bank employee ranked highest organizational culture as the most important factor affecting employee performance in Nepalese commercial banks. The study revealed that organizational culture and communication has positive relationship with employee performance indicating better the organization culture and flow of information, higher would be the employee performance. The study also concludes that working environment and motivation has significant impact on employee performance. The result shows that good working condition and high level of motivation leads to increase in employee performance. Likewise, team work has positively and significant impact on employee performance. |
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