| Title : | Factors affecting employee job satisfaction and employee commitment in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Chhokpa Sherpa, Author | | Publication Date: | 2017 | | Pagination: | 104p. | | Size: | GRP/Thesis | | Accompanying material: | 10/B | | Languages : | English | | Descriptors: | Employee motivation
Job satisfaction
| | Class number: | 658.3142 | | 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. There are numerous empirical evidences of developed countries that organizational culture, motivation, work environment, job content and career growth opportunities has significant impact on improving the employee job satisfaction and employee commitment of commercial banks. However, despite of several empirical evidences, organizational culture, motivation, work environment, job content and career growth opportunities issues are still unsolved in context of Nepalese banking industry. So, determining the strength these organizational factors as well as its impact on the employee job satisfaction and employee commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the factors affecting employee job satisfaction and employee commitment of Nepalese commercial banks.
The relationship of organizational culture, motivation, work environment, job content and career growth opportunities with employee job satisfaction and employee commitment have been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as outcomes and these are the dependent variables. Organizational culture, motivation, work environment, job content and career growth opportunities are independent variables. The main objective of the study is to identify the factors affecting employee job satisfaction and employee commitment in commercial banking sector of Nepal. The other specific objectives are to analyze the perception of employees regarding existing organizational factors on job satisfaction and employee commitment in Nepalese commercial banks, to examine the relationship of organization culture, motivation, work environment, job content and career growth opportunities in Nepalese commercial banks, to determine the impact of organization culture, motivation, work environment, job content and career growth opportunities with job satisfaction and employee commitment in Nepalese commercial banks and to find out the most important factor affecting job satisfaction and employee motivation in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational culture, motivation, work environment, job content, career growth opportunities on employee job satisfaction and employee commitment in Nepalese commercial banks. The survey is based on 180 respondents from 20 commercial banks in Nepal. The questions were asked in the form of 5 point Likert scale. The Likert scale questions of different variables on organizational culture, motivation, work environment, job content, career growth opportunities, employee job satisfaction and employee commitment were measured in 5 point scale. The proxies of organizational factors are organizational culture, motivation, work environment, job content, career growth opportunities. The weighted average mean of the each variable were used to examine the relationship of organizational culture, motivation, work environment, job content, career growth opportunities 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 organizational culture, motivation, work environment, job content, career growth opportunities have positive relationship with employee job satisfaction and employee commitment. The impact of organizational culture, motivation, work environment, job content, career growth opportunities are positive and significant with employee job satisfaction. The impact of organizational culture, motivation, work environment, job content, career growth opportunities 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 job content, organization culture and career growth opportunities are the major determinants of employee job satisfaction.The study also concludes that the motivation has positive impact on employee satisfaction and employee commitment. Similarly, working environment has positive impact on the employee satisfaction and commitment of Nepalese commercial banks. Hence bank willing to increase its employee job satisfaction and employee commitment should more focus on improving organization culture, motivation, work environment, job content and career growth opportunities. The more the bank focuses on the variable of organizational factors it leads to employee toward their job and to the bank.
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Factors affecting employee job satisfaction and employee commitment in Nepalese commercial banks [printed text] / Chhokpa Sherpa, Author . - 2017 . - 104p. ; GRP/Thesis + 10/B. Languages : English | Descriptors: | Employee motivation
Job satisfaction
| | Class number: | 658.3142 | | 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. There are numerous empirical evidences of developed countries that organizational culture, motivation, work environment, job content and career growth opportunities has significant impact on improving the employee job satisfaction and employee commitment of commercial banks. However, despite of several empirical evidences, organizational culture, motivation, work environment, job content and career growth opportunities issues are still unsolved in context of Nepalese banking industry. So, determining the strength these organizational factors as well as its impact on the employee job satisfaction and employee commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the factors affecting employee job satisfaction and employee commitment of Nepalese commercial banks.
The relationship of organizational culture, motivation, work environment, job content and career growth opportunities with employee job satisfaction and employee commitment have been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as outcomes and these are the dependent variables. Organizational culture, motivation, work environment, job content and career growth opportunities are independent variables. The main objective of the study is to identify the factors affecting employee job satisfaction and employee commitment in commercial banking sector of Nepal. The other specific objectives are to analyze the perception of employees regarding existing organizational factors on job satisfaction and employee commitment in Nepalese commercial banks, to examine the relationship of organization culture, motivation, work environment, job content and career growth opportunities in Nepalese commercial banks, to determine the impact of organization culture, motivation, work environment, job content and career growth opportunities with job satisfaction and employee commitment in Nepalese commercial banks and to find out the most important factor affecting job satisfaction and employee motivation in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees with respect to organizational culture, motivation, work environment, job content, career growth opportunities on employee job satisfaction and employee commitment in Nepalese commercial banks. The survey is based on 180 respondents from 20 commercial banks in Nepal. The questions were asked in the form of 5 point Likert scale. The Likert scale questions of different variables on organizational culture, motivation, work environment, job content, career growth opportunities, employee job satisfaction and employee commitment were measured in 5 point scale. The proxies of organizational factors are organizational culture, motivation, work environment, job content, career growth opportunities. The weighted average mean of the each variable were used to examine the relationship of organizational culture, motivation, work environment, job content, career growth opportunities 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 organizational culture, motivation, work environment, job content, career growth opportunities have positive relationship with employee job satisfaction and employee commitment. The impact of organizational culture, motivation, work environment, job content, career growth opportunities are positive and significant with employee job satisfaction. The impact of organizational culture, motivation, work environment, job content, career growth opportunities 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 job content, organization culture and career growth opportunities are the major determinants of employee job satisfaction.The study also concludes that the motivation has positive impact on employee satisfaction and employee commitment. Similarly, working environment has positive impact on the employee satisfaction and commitment of Nepalese commercial banks. Hence bank willing to increase its employee job satisfaction and employee commitment should more focus on improving organization culture, motivation, work environment, job content and career growth opportunities. The more the bank focuses on the variable of organizational factors it leads to employee toward their job and to the bank.
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