Title :	Relationship between job satisfaction and performance of Nepalese commercial banks
Material Type:	printed text
Authors:	Pitamber Nepal, Author
Publication Date:	2016
Pagination:	77p.
Size:	GRP/Thesis
Accompanying material:	4/B
General note:	Including bibilography
Languages :	English
Descriptors:	Banks Banks and banking Commercial banks Consumer satisfaction Job satisfaction Nepal
Keywords:	'employee satisfaction  job satisfactions  employees  banks  banks and banking  commercial banks  nepal'
Class number:	332.1
Abstract:	Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization. Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction. The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction. The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected. The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.

Relationship between job satisfaction and performance of Nepalese commercial banks [printed text] / Pitamber Nepal, Author . - 2016 . - 77p. ; GRP/Thesis + 4/B.
Including bibilography
Languages : English

Descriptors:	Banks Banks and banking Commercial banks Consumer satisfaction Job satisfaction Nepal
Keywords:	'employee satisfaction  job satisfactions  employees  banks  banks and banking  commercial banks  nepal'
Class number:	332.1
Abstract:	Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization. Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction. The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction. The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected. The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.