Title :	Impact of emotional intelligence on employee job satisfaction and employee commitment in Nepalese commercial Banks
Material Type:	printed text
Authors:	Sriya Dhital, Author
Publication Date:	2017
Pagination:	89p.
Size:	GRP/Thesis
Accompanying material:	10/B
Languages :	English
Descriptors:	Banks Banks and banking Employees Job satisfaction
Class number:	332.1
Abstract:	The banking sector of any country plays an important role in the development of the nation. Banking sectors has become the backbone of the modern business; development of any country mainly depends upon the banking system. The banking industry is greatly influenced by the advanced technology and globalization. Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus, today the human resource practice has a great role to satisfy employee in Nepalese banking industry. Banking enterprise is unique to the extent that it depends on managerial competence and public confidence. To this degree, bank managers should be composed of pro-active human resources of proven track records in banking who have distinguished themselves as good managers of human and materials resources in banks. A person’s emotional state has a lot to do with perception. A strong emotion such as a total distaste for an organizational policy can make a person perceive negative characteristics in most organizational polices and¬¬¬¬¬¬¬ rules. Determining a person’s emotional state is difficult because strong emotions often distort perception, manager needs to discover which issue or practices that trigger strong emotions within subordinates and customers (Ugoani, 2012). Emotional intelligence is one of the important predictor and has significant impact on your professional career. That’s why it’s vital to understand what it is, and its importance in the workplace. People have different personalities, emotional capabilities and strengths, and these factors can greatly impact the way they work. Emotional intelligence is applicable to every human interaction in business: from staff motivation to customer service, from brainstorming to company presentations. The relationship of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment has been widely analyzed. Employee job satisfaction and employee commitment are selected as outcomes and these are the dependent variables. Self-awareness, social-awareness, relationship management and self-management are independent variables. The major objective of the study is to analyze the relationship between emotional intelligence, job satisfaction and employee commitment in Nepalese commercial banks.The other specific objectives are to analyze the perception of employees regarding emotional intelligence on employee job satisfaction and employee commitment in Nepalese commercial banks, to investigate the relationship of self-awareness, social-awareness, relationship management and self-management on employee job satisfaction and employee commitment in Nepalese commercial banks, to determine the impact of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment in Nepalese commercial banks, to examine the most important factors affecting employees job satisfaction and employee commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to self-awareness, social-awareness, relationship management and self-management on employee job satisfaction and employee commitment in Nepalese commercial banks. The survey is based on 174 respondents from 27 commercial banks in Nepal. The questions were asked in the form of 5 point Likert scale. The Likert scale questions of different variables on self-awareness, social-awareness, relationship management, self-management, and employee job satisfaction and employee commitment were measured in 5 point scale. The proxies of emotional intelligence factors are self-awareness, social-awareness, relationship management and self-management. The weighted average mean of the each variable were used to examine the relationship of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment. For the fact findings of the study primary data was analyzed by using percentage, frequency distribution, correlation analysis and regression analysis. The result of the study shows that self-awareness, social-awareness, relationship management, self-management have positive relationship with employee job satisfaction and employee commitment. The impact of self-awareness, social-awareness, relationship management, self-management, are positive and significant with employee job satisfaction. The impact of self-awareness, social-awareness, relationship management and self-management are positive and significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusion of the study is that social-awareness and self-management are the major determinants of employee job satisfaction. The study also concludes that the relationship management has positive impact on employee satisfaction and employee commitment. Similarly, self-awareness has positive impact on the employee satisfaction and commitment of Nepalese commercial banks.

Impact of emotional intelligence on employee job satisfaction and employee commitment in Nepalese commercial Banks [printed text] / Sriya Dhital, Author . - 2017 . - 89p. ; GRP/Thesis + 10/B.
Languages : English

Descriptors:	Banks Banks and banking Employees Job satisfaction
Class number:	332.1
Abstract:	The banking sector of any country plays an important role in the development of the nation. Banking sectors has become the backbone of the modern business; development of any country mainly depends upon the banking system. The banking industry is greatly influenced by the advanced technology and globalization. Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus, today the human resource practice has a great role to satisfy employee in Nepalese banking industry. Banking enterprise is unique to the extent that it depends on managerial competence and public confidence. To this degree, bank managers should be composed of pro-active human resources of proven track records in banking who have distinguished themselves as good managers of human and materials resources in banks. A person’s emotional state has a lot to do with perception. A strong emotion such as a total distaste for an organizational policy can make a person perceive negative characteristics in most organizational polices and¬¬¬¬¬¬¬ rules. Determining a person’s emotional state is difficult because strong emotions often distort perception, manager needs to discover which issue or practices that trigger strong emotions within subordinates and customers (Ugoani, 2012). Emotional intelligence is one of the important predictor and has significant impact on your professional career. That’s why it’s vital to understand what it is, and its importance in the workplace. People have different personalities, emotional capabilities and strengths, and these factors can greatly impact the way they work. Emotional intelligence is applicable to every human interaction in business: from staff motivation to customer service, from brainstorming to company presentations. The relationship of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment has been widely analyzed. Employee job satisfaction and employee commitment are selected as outcomes and these are the dependent variables. Self-awareness, social-awareness, relationship management and self-management are independent variables. The major objective of the study is to analyze the relationship between emotional intelligence, job satisfaction and employee commitment in Nepalese commercial banks.The other specific objectives are to analyze the perception of employees regarding emotional intelligence on employee job satisfaction and employee commitment in Nepalese commercial banks, to investigate the relationship of self-awareness, social-awareness, relationship management and self-management on employee job satisfaction and employee commitment in Nepalese commercial banks, to determine the impact of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment in Nepalese commercial banks, to examine the most important factors affecting employees job satisfaction and employee commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to self-awareness, social-awareness, relationship management and self-management on employee job satisfaction and employee commitment in Nepalese commercial banks. The survey is based on 174 respondents from 27 commercial banks in Nepal. The questions were asked in the form of 5 point Likert scale. The Likert scale questions of different variables on self-awareness, social-awareness, relationship management, self-management, and employee job satisfaction and employee commitment were measured in 5 point scale. The proxies of emotional intelligence factors are self-awareness, social-awareness, relationship management and self-management. The weighted average mean of the each variable were used to examine the relationship of self-awareness, social-awareness, relationship management and self-management with employee job satisfaction and employee commitment. For the fact findings of the study primary data was analyzed by using percentage, frequency distribution, correlation analysis and regression analysis. The result of the study shows that self-awareness, social-awareness, relationship management, self-management have positive relationship with employee job satisfaction and employee commitment. The impact of self-awareness, social-awareness, relationship management, self-management, are positive and significant with employee job satisfaction. The impact of self-awareness, social-awareness, relationship management and self-management are positive and significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusion of the study is that social-awareness and self-management are the major determinants of employee job satisfaction. The study also concludes that the relationship management has positive impact on employee satisfaction and employee commitment. Similarly, self-awareness has positive impact on the employee satisfaction and commitment of Nepalese commercial banks.