| Title : | Impact of employee engagement on job performance and organizational commitment in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Roshan Karki, Author | | Publication Date: | 2017 | | Pagination: | 94p. | | Size: | GRP/Thesis | | Accompanying material: | 11/B | | Languages : | English | | Descriptors: | Management
Personnel management
| | Class number: | 658.3 | | Abstract: | Employee engagement is a critical ingredient of individual and organizational success. It predicts employee outcomes, organizational success, and financial performance. The impact of engagement (or disengagement) can manifest itself through productivity and organizational performance, outcomes for customers of the organisation, employee retention rates, organizational culture, and advocacy of the organization and its external image. Further, Employee engagement is a powerful concept that organizations can utilize to improve many of their business functions, including safety performance. Employee engagement systems have traditionally been designed to attract and retain productive employees as well as to motivate them to increase their effort and output towards achieving the organizational goals.Employee engagement practice has a direct impact on long term customer lifetime value, which is a more profitable avenue for the firm that seeks to pursue growth and sustainability. Managing your engagement structure and systems within an organization can be a difficult task and can easily go wrong with extremely serious consequences for both organizational performance and productivity.The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectivity to optimize them as a vital resource.
Bhatnagar (2007) found positive relationship between employee engagement and employee job performance.Agyemang and Ofei (2013)revealed a significant positive relationship between employee engagement and employee commitment.Nasomboon (2014) concluded that leadership commitment have a significant relationship with employee engagement. Similarly, Shrestha (2016) showed that there is positive and significant impact of employee participation in decision making and compensation practice on the employee job satisfaction.
The major objective of the study is to identify the impact of employee engagement practices on job performance and commitment in Nepalese commercial banks. The study focuses on the primary data analysis where questionnaire was distributed to employees of 20 commercial banks. Based on the population, 142 samples are undertaken for the studies.Different types of questionnaire are used regarding factors affecting employee performance and commitment. The questionnaire includes personal information aboutrespondents such as gender, qualification, age, position, academic qualification and work experience. There is also 5 point Likert scale question in which respondents were asked to express to what extend respondents agree or disagree about the factors affecting employee performance and commitment. Finally, one open end question is included to obtain the suggestion of respondents. The study also used descriptive statistics, correlation analysis along with statistical test of significance such as regression analysis, t-test, f-test, and adjusted R2.
The results of correlation analysis show that participation and involvement, leadership, compensation package, career development, and work environment have positive relationship with employee performance and employee commitment. It indicates that increase in compensation package leads to increase in employee commitment and employee performance. It indicates that effective leadership style leads to increase in employee commitment and employee performance. Similarly, it indicates that increase in compensation package leads to increase in employee job performance and employee commitment. Likewise, it means that better the career development programs, higher would be the employee job performance and employee commitment.It also indicates that better work environment leads to increase in employee job performance and employee commitment.
The regression results shows that beta coefficients are positive and significant for participation and involvement, leadership and compensation package, with employee performance which shows that better participation and involvement, leadership and compensation package, leads to increase in employee performance.Similarly, the beta coefficients are positive and significant for career development, and work environment with employee performance which shows that career development, and work environment leads to increase in employee performance.The beta coefficients are positive and significant for participation and involvement, leadership and compensation package, with employee job performance which shows that better participation and involvement, leadership and compensation package, leads to increase in employee commitment.Similarly, the beta coefficients are positive and significant for career development, and work environment with employee job performance which shows that better career development, and work environment leads to increase in employee commitment.
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Impact of employee engagement on job performance and organizational commitment in Nepalese commercial banks [printed text] / Roshan Karki, Author . - 2017 . - 94p. ; GRP/Thesis + 11/B. Languages : English | Descriptors: | Management
Personnel management
| | Class number: | 658.3 | | Abstract: | Employee engagement is a critical ingredient of individual and organizational success. It predicts employee outcomes, organizational success, and financial performance. The impact of engagement (or disengagement) can manifest itself through productivity and organizational performance, outcomes for customers of the organisation, employee retention rates, organizational culture, and advocacy of the organization and its external image. Further, Employee engagement is a powerful concept that organizations can utilize to improve many of their business functions, including safety performance. Employee engagement systems have traditionally been designed to attract and retain productive employees as well as to motivate them to increase their effort and output towards achieving the organizational goals.Employee engagement practice has a direct impact on long term customer lifetime value, which is a more profitable avenue for the firm that seeks to pursue growth and sustainability. Managing your engagement structure and systems within an organization can be a difficult task and can easily go wrong with extremely serious consequences for both organizational performance and productivity.The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectivity to optimize them as a vital resource.
Bhatnagar (2007) found positive relationship between employee engagement and employee job performance.Agyemang and Ofei (2013)revealed a significant positive relationship between employee engagement and employee commitment.Nasomboon (2014) concluded that leadership commitment have a significant relationship with employee engagement. Similarly, Shrestha (2016) showed that there is positive and significant impact of employee participation in decision making and compensation practice on the employee job satisfaction.
The major objective of the study is to identify the impact of employee engagement practices on job performance and commitment in Nepalese commercial banks. The study focuses on the primary data analysis where questionnaire was distributed to employees of 20 commercial banks. Based on the population, 142 samples are undertaken for the studies.Different types of questionnaire are used regarding factors affecting employee performance and commitment. The questionnaire includes personal information aboutrespondents such as gender, qualification, age, position, academic qualification and work experience. There is also 5 point Likert scale question in which respondents were asked to express to what extend respondents agree or disagree about the factors affecting employee performance and commitment. Finally, one open end question is included to obtain the suggestion of respondents. The study also used descriptive statistics, correlation analysis along with statistical test of significance such as regression analysis, t-test, f-test, and adjusted R2.
The results of correlation analysis show that participation and involvement, leadership, compensation package, career development, and work environment have positive relationship with employee performance and employee commitment. It indicates that increase in compensation package leads to increase in employee commitment and employee performance. It indicates that effective leadership style leads to increase in employee commitment and employee performance. Similarly, it indicates that increase in compensation package leads to increase in employee job performance and employee commitment. Likewise, it means that better the career development programs, higher would be the employee job performance and employee commitment.It also indicates that better work environment leads to increase in employee job performance and employee commitment.
The regression results shows that beta coefficients are positive and significant for participation and involvement, leadership and compensation package, with employee performance which shows that better participation and involvement, leadership and compensation package, leads to increase in employee performance.Similarly, the beta coefficients are positive and significant for career development, and work environment with employee performance which shows that career development, and work environment leads to increase in employee performance.The beta coefficients are positive and significant for participation and involvement, leadership and compensation package, with employee job performance which shows that better participation and involvement, leadership and compensation package, leads to increase in employee commitment.Similarly, the beta coefficients are positive and significant for career development, and work environment with employee job performance which shows that better career development, and work environment leads to increase in employee commitment.
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