| Title : | Effect of organizational culture on employee performance in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Neha Amatya, Author | | Publication Date: | 2018 | | Pagination: | 79p. | | Size: | GRP/Thesis | | Accompanying material: | 9/B | | Languages : | English | | Descriptors: | Corporate culture
Organization
Organizational change
| | Class number: | 302.35 | | Abstract: | Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. It is therefore, necessary to find out the extent of job satisfaction in employees of banks of Nepal. In Nepal most of the public as well as private enterprises are failed due to the inefficient management. There are no much investigations are made till about the inefficiency and poor productivity of employees in this sector. Though the problems for poor job satisfaction are identified and analyzed but devices to prevent the employee's dissatisfaction are not adopted. A successful and highly productive business can be achieved by improving employee performances. Nowadays, the importance of employee performance for the success of organizations cannot be overstated. Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. Companies today are forced to compete and to act professionally in those harsh times; therefore, it is very important to have capable employees who can account on them to create competitive advantage.
This study investigates the effect of culture on employee performance in Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as employee performance with independent variables (organizational values, motivation, organizational climate, communication and work process). The study is based on primary sources of data. The primary data are used to extract the information from the employees regarding the perception of employee on the various factors affecting employee performance in Nepalese commercial banks. Altogether 20 commercial banks were selected for the study and total of 190 questionnaires were collected. To achieve the purpose of the study, structured questionnaire is prepared.
The result shows that there is positive relationship of organizational value with employee performance, which indicates that better the organizational value, higher would be the employee performance. Likewise, the study observed positive relationship between organizational climate and employee performance. Which indicates that better the organizational climate, higher would be the employee performance. Similarly, motivation is positively related to employee performance. This implies that higher the level of motivation, higher would be the performance. The results shows that communication and employee performance are positively correlated, which indicates that higher the flow of communication, higher would be the performance.
The results show that there is a positive relationship between organizational values and employee performance. This indicates that increase in the level of organizational values leads to increase in employee performance. The study also reveals that motivation and communication are positively related to the employee performance. It indicates that higher the level of motivation and communication, higher would be the employee performance. The study shows that organizational climate and work process are positively related to the employee performance. It indicates that better the organizational climate and work process, higher would be the employee performance. The regression results also show that beta coefficients are positive for organizational values, motivation, organizational climate, work process, communication, and employee performance. However, the beta coefficients are significant only for work process and communication at 5 percent level of significance.
|
Effect of organizational culture on employee performance in Nepalese commercial banks [printed text] / Neha Amatya, Author . - 2018 . - 79p. ; GRP/Thesis + 9/B. Languages : English | Descriptors: | Corporate culture
Organization
Organizational change
| | Class number: | 302.35 | | Abstract: | Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. It is therefore, necessary to find out the extent of job satisfaction in employees of banks of Nepal. In Nepal most of the public as well as private enterprises are failed due to the inefficient management. There are no much investigations are made till about the inefficiency and poor productivity of employees in this sector. Though the problems for poor job satisfaction are identified and analyzed but devices to prevent the employee's dissatisfaction are not adopted. A successful and highly productive business can be achieved by improving employee performances. Nowadays, the importance of employee performance for the success of organizations cannot be overstated. Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. Companies today are forced to compete and to act professionally in those harsh times; therefore, it is very important to have capable employees who can account on them to create competitive advantage.
This study investigates the effect of culture on employee performance in Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as employee performance with independent variables (organizational values, motivation, organizational climate, communication and work process). The study is based on primary sources of data. The primary data are used to extract the information from the employees regarding the perception of employee on the various factors affecting employee performance in Nepalese commercial banks. Altogether 20 commercial banks were selected for the study and total of 190 questionnaires were collected. To achieve the purpose of the study, structured questionnaire is prepared.
The result shows that there is positive relationship of organizational value with employee performance, which indicates that better the organizational value, higher would be the employee performance. Likewise, the study observed positive relationship between organizational climate and employee performance. Which indicates that better the organizational climate, higher would be the employee performance. Similarly, motivation is positively related to employee performance. This implies that higher the level of motivation, higher would be the performance. The results shows that communication and employee performance are positively correlated, which indicates that higher the flow of communication, higher would be the performance.
The results show that there is a positive relationship between organizational values and employee performance. This indicates that increase in the level of organizational values leads to increase in employee performance. The study also reveals that motivation and communication are positively related to the employee performance. It indicates that higher the level of motivation and communication, higher would be the employee performance. The study shows that organizational climate and work process are positively related to the employee performance. It indicates that better the organizational climate and work process, higher would be the employee performance. The regression results also show that beta coefficients are positive for organizational values, motivation, organizational climate, work process, communication, and employee performance. However, the beta coefficients are significant only for work process and communication at 5 percent level of significance.
|
|
Refine your search Apply to external sourcesEffect of organizational culture on employee performance in Nepalese commercial banks / Neha Amatya
