| Title : | Impact of job rotation on employee motivation and and job involvement in commercial banking sector of Nepal | | Material Type: | printed text | | Authors: | Nitu Adhikari, Author | | Publication Date: | 2016 | | Pagination: | 84p. | | Size: | GRP/Thesis | | Accompanying material: | 6/B | | Languages : | English | | Descriptors: | Employee motivation
| | Class number: | 658.314 | | 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. Empirical evidences of banking sector of developed countries shows that job rotation has significant impact on employee motivation and job involvement. However, despite of several empirical evidences, job rotation, employee’s motivation and job involvement issues are still unsolved in context of Nepalese banking industry. Thus, Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge.
Job rotation is a multi-variable and indescribable concept. The employees spend major part of their time in organization. Thus, there are number of organizational factors that determine job rotation of the employees. The factors of job rotation are training, job performance, work experience and work load. Job rotation in the workplace is a system where employees work at several jobs in a business, performing each job for a relatively short period of time. Job rotations allow employees to learn about different types of work, giving individual employees a better sense of what their colleagues do and a better overall understanding of the entire organization. Job rotations are typically used as a workplace training tool. Spending a few weeks or months working at a job enables employees to get a real understanding of the job and what is involved, as well as a better appreciation of what their fellow employees actually do.
The advantage to job-rotation is that both employers and employees learn a lot. Job rotations can be used as a motivational tool. Most employees will welcome an opportunity to learn new skills, especially if the new position is higher paying, or perceived as easier or more prestigious. Some managers set up job-rotation schemes as a way to help employees develop appreciation for the work of their colleagues. Job rotation does have a downside. A number of studies have pointed out that while job-rotation systems certainly do lead to a better understanding of banking processes and the organization as a whole, they do not encourage in-depth expertise. This can lead to longer learning curves for new employees to come up to speed in their regular positions.
The major purpose of the study is to determine the impact of job rotation on employee motivation and job involvement employees in commercial banking sector of Nepal. The specific purpose are: to determine the factors affecting job rotation in commercial banks of Nepal, to evaluate the factors affecting employee motivation and job involvement, to find out the effect of training, job performance, work experience and work load on employee motivation, to examine the relationship between training and employee motivation of Nepalese commercial banks and to identify the impact of training, job performance, work experience and work load on job involvement of Nepalese commercial banks.
This study has been based on primary source of data. The questionnaire survey has been conducted to know the opinions of employees regarding job rotation of Nepalese commercial banks. A set of questionnaire was prepared and distributed to the employees of Nepalese commercial banks. The questions were designed to get the views, related information from the respondents. The data were collected using well formulated questionnaires. The questionnaires were self-adjusted, validated and pre-tested. The respondents represent employees of 21 commercial banks of Nepal and total of 160 questionnaires were collected.
The result of this study revealed that except work load, all other job rotation factors (training, job performance and work experience) have positive relation with employee motivation and job involvement. The study showed that among all the selected variables, training, job performance and work experience are the major determinants of employees’ motivation and job involvement.
The study concludes that motivated employees' are the valuable asset of banking organization. In order to increase motivation and job involvement of employees, the determinants of job rotation needed to be improved. It reduces the monotony and fatigue of the jobs and enhances the employee motivation and their involvement through diversification of the tasks, which is highly recommended, for the innovative organizations to develop the workforce in order to meet the current and future requirements of the dynamic environment. Therefore, both the human resources and banking organizations can get profit from job rotation practices.
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Impact of job rotation on employee motivation and and job involvement in commercial banking sector of Nepal [printed text] / Nitu Adhikari, Author . - 2016 . - 84p. ; GRP/Thesis + 6/B. Languages : English | Descriptors: | Employee motivation
| | Class number: | 658.314 | | 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. Empirical evidences of banking sector of developed countries shows that job rotation has significant impact on employee motivation and job involvement. However, despite of several empirical evidences, job rotation, employee’s motivation and job involvement issues are still unsolved in context of Nepalese banking industry. Thus, Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge.
Job rotation is a multi-variable and indescribable concept. The employees spend major part of their time in organization. Thus, there are number of organizational factors that determine job rotation of the employees. The factors of job rotation are training, job performance, work experience and work load. Job rotation in the workplace is a system where employees work at several jobs in a business, performing each job for a relatively short period of time. Job rotations allow employees to learn about different types of work, giving individual employees a better sense of what their colleagues do and a better overall understanding of the entire organization. Job rotations are typically used as a workplace training tool. Spending a few weeks or months working at a job enables employees to get a real understanding of the job and what is involved, as well as a better appreciation of what their fellow employees actually do.
The advantage to job-rotation is that both employers and employees learn a lot. Job rotations can be used as a motivational tool. Most employees will welcome an opportunity to learn new skills, especially if the new position is higher paying, or perceived as easier or more prestigious. Some managers set up job-rotation schemes as a way to help employees develop appreciation for the work of their colleagues. Job rotation does have a downside. A number of studies have pointed out that while job-rotation systems certainly do lead to a better understanding of banking processes and the organization as a whole, they do not encourage in-depth expertise. This can lead to longer learning curves for new employees to come up to speed in their regular positions.
The major purpose of the study is to determine the impact of job rotation on employee motivation and job involvement employees in commercial banking sector of Nepal. The specific purpose are: to determine the factors affecting job rotation in commercial banks of Nepal, to evaluate the factors affecting employee motivation and job involvement, to find out the effect of training, job performance, work experience and work load on employee motivation, to examine the relationship between training and employee motivation of Nepalese commercial banks and to identify the impact of training, job performance, work experience and work load on job involvement of Nepalese commercial banks.
This study has been based on primary source of data. The questionnaire survey has been conducted to know the opinions of employees regarding job rotation of Nepalese commercial banks. A set of questionnaire was prepared and distributed to the employees of Nepalese commercial banks. The questions were designed to get the views, related information from the respondents. The data were collected using well formulated questionnaires. The questionnaires were self-adjusted, validated and pre-tested. The respondents represent employees of 21 commercial banks of Nepal and total of 160 questionnaires were collected.
The result of this study revealed that except work load, all other job rotation factors (training, job performance and work experience) have positive relation with employee motivation and job involvement. The study showed that among all the selected variables, training, job performance and work experience are the major determinants of employees’ motivation and job involvement.
The study concludes that motivated employees' are the valuable asset of banking organization. In order to increase motivation and job involvement of employees, the determinants of job rotation needed to be improved. It reduces the monotony and fatigue of the jobs and enhances the employee motivation and their involvement through diversification of the tasks, which is highly recommended, for the innovative organizations to develop the workforce in order to meet the current and future requirements of the dynamic environment. Therefore, both the human resources and banking organizations can get profit from job rotation practices.
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