Determinants of employee job satisfaction in Nepalese commercial banks / Binod Shrestha 

Public ISBD Title : Determinants of employee job satisfaction in Nepalese commercial banks Material Type: printed text Authors: Binod Shrestha, Author Publication Date: 2015 Pagination: 61p. Size: GRP/Thesis Accompanying material: 2/B General note: Including biilography Languages : English Descriptors: Employee motivation Job performance Job satisfaction Keywords: 'job satisfaction  commercial banks  banks  banks and banking  nepal' Class number: 332.1 Abstract: Job satisfaction is a multi-variable and indescribable concept. There are number of factors that influence job satisfaction of employees such as organizational and personal factors. The organizational determinants of job satisfaction play a very important role. The employees spend major part of their time in organization so there are number of organizational factors that determine job satisfaction of the employees. The job satisfaction in the organizations can be increased by organizing and managing the organizational factors. The organization determinants of job satisfaction are wages, nature of works, working condition, promotion, etc. These are very important factors because these factors motivate employees to perform well in an organization. Similarly the personal determinants also help a lot in maintaining the motivation and personal factors of the employees to work effectively and efficiently. Job satisfaction can be related to psychological factors and so numbers of personal factors such as personality, age, education and gender differences determine the job satisfaction of the employees. On the other hand, employees can be the terrorist of an organization in the sense that if employees are not well satisfied with the determinants of job satisfaction it can be harmful to the entire organization forcing employees to be careless towards doing the job. This study examines the relationship between job satisfaction and determinants of job satisfaction namely promotion, salary, working condition and nature of work in the context of Nepalese Commercial Banks This research is based on the primary survey and has involved interpretation of opinions of employees of various Nepalese banks. Public sector commercial bank i.e.RastriyaBanijya Bank Limited and Nepal Bank Limited are selected for survey. And in the case of private sector bank, 12 commercial banks are selected according to joint venture and non-joint venture commercial banks out of 32 commercial bank. Different statistical tools like mean, standard deviation, correlation analysis and regression analysis are used for primary data analysis. The study reveals that all the determinants of employee job satisfaction are positively correlated with job satisfaction. Determinants of employee job satisfaction in Nepalese commercial banks [printed text] / Binod Shrestha, Author . - 2015 . - 61p. ; GRP/Thesis + 2/B. Including biilography Languages : English Descriptors: Employee motivation Job performance Job satisfaction Keywords: 'job satisfaction  commercial banks  banks  banks and banking  nepal' Class number: 332.1 Abstract: Job satisfaction is a multi-variable and indescribable concept. There are number of factors that influence job satisfaction of employees such as organizational and personal factors. The organizational determinants of job satisfaction play a very important role. The employees spend major part of their time in organization so there are number of organizational factors that determine job satisfaction of the employees. The job satisfaction in the organizations can be increased by organizing and managing the organizational factors. The organization determinants of job satisfaction are wages, nature of works, working condition, promotion, etc. These are very important factors because these factors motivate employees to perform well in an organization. Similarly the personal determinants also help a lot in maintaining the motivation and personal factors of the employees to work effectively and efficiently. Job satisfaction can be related to psychological factors and so numbers of personal factors such as personality, age, education and gender differences determine the job satisfaction of the employees. On the other hand, employees can be the terrorist of an organization in the sense that if employees are not well satisfied with the determinants of job satisfaction it can be harmful to the entire organization forcing employees to be careless towards doing the job. This study examines the relationship between job satisfaction and determinants of job satisfaction namely promotion, salary, working condition and nature of work in the context of Nepalese Commercial Banks This research is based on the primary survey and has involved interpretation of opinions of employees of various Nepalese banks. Public sector commercial bank i.e.RastriyaBanijya Bank Limited and Nepal Bank Limited are selected for survey. And in the case of private sector bank, 12 commercial banks are selected according to joint venture and non-joint venture commercial banks out of 32 commercial bank. Different statistical tools like mean, standard deviation, correlation analysis and regression analysis are used for primary data analysis. The study reveals that all the determinants of employee job satisfaction are positively correlated with job satisfaction.

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Employee motivation and customer satisfaction: a cases of Nepalese commercial banks / Rachana Acharya 

Public ISBD Title : Employee motivation and customer satisfaction: a cases of Nepalese commercial banks Material Type: printed text Authors: Rachana Acharya, Author Publication Date: 2016 Pagination: 193p. Size: GRP/Thesis Accompanying material: 193/D Languages : English Descriptors: Employee motivation Class number: 658.314 Abstract: Employee motivation is of great significance in enhancing an organizational performance. The level of employee efficiency and output will be significantly increased thus leading to higher profitability of the organization. The performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Meyer and Peng 2005). A large number of companies neglects to evaluate employee’s motivation level while conducting customer satisfaction surveys however many studies have confirmed that employees are internal customers and their satisfaction contributes to the overall customer’s satisfaction and organizational performance (Chen, 2011). Customer satisfaction is a key factor in formation of customer’s desires for future purchase (Anderson & Mittal, 2000). Furthermore, the satisfied customers will probably talk to others about their good experiences. This fact, especially in the Middle Eastern cultures, where the social life has been shaped in a way that social communication with other people enhances the society, is more important (Jamal & Naser, 2003). The major purpose of this is to analyze the impact of employee motivation on customer satisfaction in Nepalese commercial banks. The specific objectives of this study are: (a) to investigate the impact of employees motivation on customer satisfaction, (b) to analyze the relationship of working environment and salary & incentives with customer satisfaction, (c) to assess the impact of job promotion and recognition on customer satisfaction, (d) to find out the impact of career development and training on customer satisfaction, (e) to study the important factors which are needed to motivate and empower the employees in their service delivery towards the enhancement of customer satisfaction. Primary data are used for the purpose of the study which is collected from primary questionnaire survey. The primary sources of data are used to assess the opinion of respondents with respect to their satisfaction level. This study is entirely based on the response of 224 respondents from 20 commercial banks in Kathmandu valley. Descriptive and casual comparative research designs are used to test the significance of the determinants of employees’ motivation and customer satisfaction. The result revealed that there is a positive relation between customer satisfaction and its employee motivation factors (working environment, salary and incentives, job promotion, recognition, career development and training). The coefficients of beta are positive and significant for all determinants at 5 percent level of significance. Of all the selected variables, the most important factor of employee motivation are training followed by career development, recognition, working environment, job promotion and salary and incentives. The study found that motivated employees as well as product and services provided by the bank play a major role in yielding the satisfaction to the customers. The result showed that the majority of the respondents are not satisfied with their banks as the majority of respondents think that there are no better career opportunities in their bank. The major conclusion of the study is that motivated employees and satisfied customers are the valuable asset of banking organization as it is much more difficult to attract new customer than to retain old ones. It is concluded that respondents are neither highly satisfied nor highly dissatisfied with the Nepalese commercial banks. They are not getting the optimum level of satisfaction. Their satisfaction somehow is being compromised. Employee motivation and customer satisfaction: a cases of Nepalese commercial banks [printed text] / Rachana Acharya, Author . - 2016 . - 193p. ; GRP/Thesis + 193/D. Languages : English Descriptors: Employee motivation Class number: 658.314 Abstract: Employee motivation is of great significance in enhancing an organizational performance. The level of employee efficiency and output will be significantly increased thus leading to higher profitability of the organization. The performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Meyer and Peng 2005). A large number of companies neglects to evaluate employee’s motivation level while conducting customer satisfaction surveys however many studies have confirmed that employees are internal customers and their satisfaction contributes to the overall customer’s satisfaction and organizational performance (Chen, 2011). Customer satisfaction is a key factor in formation of customer’s desires for future purchase (Anderson & Mittal, 2000). Furthermore, the satisfied customers will probably talk to others about their good experiences. This fact, especially in the Middle Eastern cultures, where the social life has been shaped in a way that social communication with other people enhances the society, is more important (Jamal & Naser, 2003). The major purpose of this is to analyze the impact of employee motivation on customer satisfaction in Nepalese commercial banks. The specific objectives of this study are: (a) to investigate the impact of employees motivation on customer satisfaction, (b) to analyze the relationship of working environment and salary & incentives with customer satisfaction, (c) to assess the impact of job promotion and recognition on customer satisfaction, (d) to find out the impact of career development and training on customer satisfaction, (e) to study the important factors which are needed to motivate and empower the employees in their service delivery towards the enhancement of customer satisfaction. Primary data are used for the purpose of the study which is collected from primary questionnaire survey. The primary sources of data are used to assess the opinion of respondents with respect to their satisfaction level. This study is entirely based on the response of 224 respondents from 20 commercial banks in Kathmandu valley. Descriptive and casual comparative research designs are used to test the significance of the determinants of employees’ motivation and customer satisfaction. The result revealed that there is a positive relation between customer satisfaction and its employee motivation factors (working environment, salary and incentives, job promotion, recognition, career development and training). The coefficients of beta are positive and significant for all determinants at 5 percent level of significance. Of all the selected variables, the most important factor of employee motivation are training followed by career development, recognition, working environment, job promotion and salary and incentives. The study found that motivated employees as well as product and services provided by the bank play a major role in yielding the satisfaction to the customers. The result showed that the majority of the respondents are not satisfied with their banks as the majority of respondents think that there are no better career opportunities in their bank. The major conclusion of the study is that motivated employees and satisfied customers are the valuable asset of banking organization as it is much more difficult to attract new customer than to retain old ones. It is concluded that respondents are neither highly satisfied nor highly dissatisfied with the Nepalese commercial banks. They are not getting the optimum level of satisfaction. Their satisfaction somehow is being compromised.

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Factors affecting employee job satisfaction and employee commitment in Nepalese commercial banks / Chhokpa Sherpa 

Public ISBD 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. 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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A handbook of employee reward / Michael Armstrong 

Public ISBD Title : A handbook of employee reward Material Type: printed text Authors: Michael Armstrong, Author Edition statement: 2nd ed Publisher: New Delhi: Kogan page Publication Date: 2008 Pagination: 548p Size: Books Price: Rs.792 Languages : English Descriptors: Employee motivation Incentives in industry Keywords: 'handbook  employee reward' Class number: 419 A handbook of employee reward [printed text] / Michael Armstrong, Author  . -  2nd ed . - [S.l.] : New Delhi: Kogan page, 2008 . - 548p ; Books. Rs.792 Languages : English Descriptors: Employee motivation Incentives in industry Keywords: 'handbook  employee reward' Class number: 419

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Impact of compensation on employee performance in Nepalese commercial banks / Manika Shrestha 

Public ISBD 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.

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Impact of employee motivation on organizational performance in Nepalese commercial banks / Poonam Regmi 

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Impact of employee motivation on work performance in Nepalese commercial banks / Pooja Pathak 

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Impact of job rotation on employee motivation and and job involvement in commercial banking sector of Nepal / Nitu Adhikari 

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Impact of motivation on employees performance in Nepalese commercial bank / Sashi Kumari Chand 

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Impact of training and motivation on employee performance in Nepalese commercial banks / Narmada Thapa

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Motivational factors influencing employees' job satisfaction in Nepalese commercial banks / Rama Poudel 

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The impact of HR practices on employee motivation, satisfaction and loyalty in commercial banks of Nepal / Jyotshna Sharma 

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