| Title : | Impact of compensation on employee performance in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Manika Shrestha, Author | | Publication Date: | 2018 | | Pagination: | 95p. | | Size: | GRP/Thesis | | Accompanying material: | 12/D | | Languages : | English | | Descriptors: | Employee motivation
| | Class number: | 658.3125 | | Abstract: | The term compensation is a substitute word for wages and salaries is of recent origin. Pay or compensation represents an exchange between the employee and the organization. Compensation should be fair, irrespective of economic consideration. The modern definition of compensation, however, considers both intrinsic and extrinsic components of compensation. Due to rapid advancement in information technology and telecommunication in the recent years, the banking industry has been undergoing rapid changes, reflecting a number of ongoing reform processes. However, there are certain problems in the Indian Banking system, which require great attention. Compensation is an important matter which needs to be considered because it directly or indirectly impact effectiveness and competitiveness of a business as well as the well-being of employees. It is a significant instrument for employers in affecting employee attitudes such as perceptions of fairness and employee behavior including whether an employee is attracted to and remains with the employer and how employees effectively utilize their time at work. It has a major effect on employees’ values of living and communicates to them the degree to which the employer values their contribution. The compensation package is normally differentiated into Direct and Indirect Compensation.
This study investigates the impact of compensation on the employee performance of Nepalese commercial banks. Employee performance and employee satisfaction are the dependent variables. The independent variables are salary, rewards and incentives, indirect compensation, promotion, recognition. The primary source of data is used to assess the opinions of the respondents regarding compensation, level of satisfaction and performance in Nepalese commercial banks. The study is based on 200 respondents from 20 Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared.
The study shows that salary, rewards, indirect compensation, promotion and recognition have positive and significant impact on employee performance in Nepalese commercial banks. Similarly, the study also shows that salary, rewards, indirect compensation, promotion and recognition have positive and significant impact on employee satisfaction. Moreover, the study concludes that compensation have positive and significant impact on employee performance and satisfaction of
viii
Nepalese commercial banks. The study also concludes that rewards followed by promotion is the most dominant factors that influence employee performance and satisfaction in Nepalese commercial banks. |
Impact of compensation on employee performance in Nepalese commercial banks [printed text] / Manika Shrestha, Author . - 2018 . - 95p. ; GRP/Thesis + 12/D. Languages : English | Descriptors: | Employee motivation
| | Class number: | 658.3125 | | Abstract: | The term compensation is a substitute word for wages and salaries is of recent origin. Pay or compensation represents an exchange between the employee and the organization. Compensation should be fair, irrespective of economic consideration. The modern definition of compensation, however, considers both intrinsic and extrinsic components of compensation. Due to rapid advancement in information technology and telecommunication in the recent years, the banking industry has been undergoing rapid changes, reflecting a number of ongoing reform processes. However, there are certain problems in the Indian Banking system, which require great attention. Compensation is an important matter which needs to be considered because it directly or indirectly impact effectiveness and competitiveness of a business as well as the well-being of employees. It is a significant instrument for employers in affecting employee attitudes such as perceptions of fairness and employee behavior including whether an employee is attracted to and remains with the employer and how employees effectively utilize their time at work. It has a major effect on employees’ values of living and communicates to them the degree to which the employer values their contribution. The compensation package is normally differentiated into Direct and Indirect Compensation.
This study investigates the impact of compensation on the employee performance of Nepalese commercial banks. Employee performance and employee satisfaction are the dependent variables. The independent variables are salary, rewards and incentives, indirect compensation, promotion, recognition. The primary source of data is used to assess the opinions of the respondents regarding compensation, level of satisfaction and performance in Nepalese commercial banks. The study is based on 200 respondents from 20 Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared.
The study shows that salary, rewards, indirect compensation, promotion and recognition have positive and significant impact on employee performance in Nepalese commercial banks. Similarly, the study also shows that salary, rewards, indirect compensation, promotion and recognition have positive and significant impact on employee satisfaction. Moreover, the study concludes that compensation have positive and significant impact on employee performance and satisfaction of
viii
Nepalese commercial banks. The study also concludes that rewards followed by promotion is the most dominant factors that influence employee performance and satisfaction in Nepalese commercial banks. |
|
Refine your search Apply to external sourcesImpact of compensation on employee performance in Nepalese commercial banks / Manika Shrestha
