Employee satisfaction and performance of Nepalese commercial banks / Mekh Bahadur Khatri 

Public ISBD Title : Employee satisfaction and performance of Nepalese commercial banks Material Type: printed text Authors: Mekh Bahadur Khatri, Author Publication Date: 2013 Pagination: 75p. Size: GRP/Thesis Accompanying material: 2/B General note: Including bibliography Languages : English Descriptors: Banks Commercial banks Employees Financial management Job satisfaction Nepal Keywords: 'employee satisfaction  job satisfactions  employees  banks  bank and banking  commercial banks  mekha bahadur khatri  nepal' Class number: 332.1 Abstract: Despite of several empirical evidences, the employees’ satisfaction and bank performance issues are still unsolved in the context of Nepal. Identification of employees’ satisfaction and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the employee satisfaction and performance of Nepalese commercial banks. The review of literature has shown relationship between various factors such as growth of loan, growth of deposit, capital, employees’ satisfaction, gross domestic product growth rate (GDPGR), number of employees, number of branches, inflation, etc. in the case of developed countries. In addition, capital, GDPGR, employees’ satisfaction are some of the variables that are found to have significant relationship with the performance of bank in various context. Based on the literature reviews, this study has proposed the conceptual framework indentifying capital, GDPGR, employees’ satisfaction and other variables as the most important factors that determine the performance of commercial banks in the context of Nepal. This study is based on primary as well as secondary data. For the purpose of study 17 commercial banks which are established before 2002/03 are divided into three strata (joint venture, non-joint venture and public banks) is taken as sample. Required data of dependent variables (deposit, loan, net interest margin and cost to income ratio) and independent variables (price earnings ratio, number of employees, amount of capital balances, cash reserve ratio, number of branches, age of bank, interest expenses, operating income, interest income, bank rate, annual growth rate for gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2002/03 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s employees regarding their satisfaction and the performance of bank. From the survey questionnaire employees’ satisfaction index of selected commercial bank is calculated and used as independent variables. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s performance and its determinants. The study reveals that capital, employees’ satisfaction, operating income, number of branches and age of the banks have significant impact on performance of Nepalese commercial banks. Based on the primary survey results, most of the assistant level employees were satisfied with their job and positive towards the achievement of their career goal. Likewise, the primary survey results indicate that bank’s performance is highly affected by employees’ satisfaction, determining suitable frequency of performance appraisal and implementation of feedback program regularly as the most important methods for maintaining the higher level of employees’ satisfaction, promotions and career development as the most important factor responsible for increasing employees’ job satisfaction and high quality of work as the fore most important outcome of high level of satisfaction in Nepalese commercial banks. The recommendation put forward by this study is that banks are suggested to increase their volume of capital, satisfaction level of employees and number of branches as possible for the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro economic variables that might influence on performance of banks. The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks and finance companies to grab the wider view of employees’ satisfaction and bank performance. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the level of employees. Employee satisfaction and performance of Nepalese commercial banks [printed text] / Mekh Bahadur Khatri, Author . - 2013 . - 75p. ; GRP/Thesis + 2/B. Including bibliography Languages : English Descriptors: Banks Commercial banks Employees Financial management Job satisfaction Nepal Keywords: 'employee satisfaction  job satisfactions  employees  banks  bank and banking  commercial banks  mekha bahadur khatri  nepal' Class number: 332.1 Abstract: Despite of several empirical evidences, the employees’ satisfaction and bank performance issues are still unsolved in the context of Nepal. Identification of employees’ satisfaction and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the employee satisfaction and performance of Nepalese commercial banks. The review of literature has shown relationship between various factors such as growth of loan, growth of deposit, capital, employees’ satisfaction, gross domestic product growth rate (GDPGR), number of employees, number of branches, inflation, etc. in the case of developed countries. In addition, capital, GDPGR, employees’ satisfaction are some of the variables that are found to have significant relationship with the performance of bank in various context. Based on the literature reviews, this study has proposed the conceptual framework indentifying capital, GDPGR, employees’ satisfaction and other variables as the most important factors that determine the performance of commercial banks in the context of Nepal. This study is based on primary as well as secondary data. For the purpose of study 17 commercial banks which are established before 2002/03 are divided into three strata (joint venture, non-joint venture and public banks) is taken as sample. Required data of dependent variables (deposit, loan, net interest margin and cost to income ratio) and independent variables (price earnings ratio, number of employees, amount of capital balances, cash reserve ratio, number of branches, age of bank, interest expenses, operating income, interest income, bank rate, annual growth rate for gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2002/03 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s employees regarding their satisfaction and the performance of bank. From the survey questionnaire employees’ satisfaction index of selected commercial bank is calculated and used as independent variables. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s performance and its determinants. The study reveals that capital, employees’ satisfaction, operating income, number of branches and age of the banks have significant impact on performance of Nepalese commercial banks. Based on the primary survey results, most of the assistant level employees were satisfied with their job and positive towards the achievement of their career goal. Likewise, the primary survey results indicate that bank’s performance is highly affected by employees’ satisfaction, determining suitable frequency of performance appraisal and implementation of feedback program regularly as the most important methods for maintaining the higher level of employees’ satisfaction, promotions and career development as the most important factor responsible for increasing employees’ job satisfaction and high quality of work as the fore most important outcome of high level of satisfaction in Nepalese commercial banks. The recommendation put forward by this study is that banks are suggested to increase their volume of capital, satisfaction level of employees and number of branches as possible for the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro economic variables that might influence on performance of banks. The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks and finance companies to grab the wider view of employees’ satisfaction and bank performance. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the level of employees.

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Impact of emotional intelligence on employee job satisfaction and employee commitment in Nepalese commercial Banks / Sriya Dhital 

Public ISBD 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.

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