Corporate culture and firm performance: a case of Nepalese commercial banks / Kavina Shrestha 

Public ISBD Title : Corporate culture and firm performance: a case of Nepalese commercial banks Material Type: printed text Authors: Kavina Shrestha, Author Publication Date: 2014 Pagination: 94p. Size: GRP/Thesis Accompanying material: 2/B General note: Including bibliography Languages : English Descriptors: Banks Banks and banking Commercial banks Corporate culture Nepal Performance Keywords: 'corporate culture  performance  commercial banks  bank and banking  banks  Nepal' Class number: 658.4 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 corporate culture has significant impact on the improving the performance of commercial banks. However, despite of several empirical evidences, corporate culture and bank performance issues are still unsolved in context of Nepalese banking industry. So, determining the strength of corporate culture as well as its impact on the performance of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of corporate culture and its impact on the performance of Nepalese commercial banks. This study attempts to evaluate the performance of Nepalese commercial banks from growth, cost and profit perspectives. Similarly, this study also considered various dimensions of corporate culture such as involvement, consistency, adaptability and mission in order to measure culture of Nepalese commercial banks. Based, on Denison Organizational Culture Survey (DOCS), this study used cultural strength index as the proxy for corporate culture in order to link culture and performance of Nepalese commercial banks. The study was based on both primary and secondary sources of data. Altogether, 17 commercial banks which were established before 2002/03, was taken as the sample for the study. This study used methods such as descriptive analysis, correlation analysis, and regression analysis in order to analyze secondary data. Likewise, primary data was analyzed by using percentage frequency distribution. The study concludes that one year lagged volume of loan, credit risk, age of the bank, capital and one year lagged capital are the most dominant variables that have significant impact on performance of commercial banks in Nepal as measured by volume of loan from growth perspective. Likewise, from the perspective of cost, one year lagged cost to income ratio, operating income and one year lagged operating income are the most dominant variables that have significant impact on performance of Nepalese commercial banks. Similarly, one year lagged net interest margin, cash reserve ratio, total assets, one year lagged total assets, inflation rate and one year lagged growth rate of gross domestic product are the most dominant variables that have significant impact on performance of commercial banks as measured by net interest margin from the perspective of profit. This study also concluded that culture of bank has no impact on performance of commercial banks because there is no sufficient evidence to prove that culture of bank does have impact on performance of commercial banks. Likewise, the primary survey results indicate that involvement is the most important factor for maintaining strong culture in the bank followed by consistency, adaptability and mission. The study also concluded that strong culture have more impact on performance level of the employees. Finally, the study also concluded that strong culture motivates the employees as well as enhances coordination and control. Based on the findings and conclusions the study recommends that commercial banks should focus on minimizing their credit risk as well as increase their volume of capital in order to increase the volume of loan. The study also suggested that commercial banks should maintain higher operating income and cash reserve ratio in order to improve their performance.The study also recommended that commercial banks should allow employees at all levels of the banks to engage in pursuit of the mission and work in a collaborative manner to fulfill bank’s objectives. Finally, the study also recommended that commercial banks should focus mainly on improving the competitive culture that emphasizes values relating to demanding goals, competitive advantage, marketing superiority and profits because it is the most important type of culture in commercial banks. Corporate culture and firm performance: a case of Nepalese commercial banks [printed text] / Kavina Shrestha, Author . - 2014 . - 94p. ; GRP/Thesis + 2/B. Including bibliography Languages : English Descriptors: Banks Banks and banking Commercial banks Corporate culture Nepal Performance Keywords: 'corporate culture  performance  commercial banks  bank and banking  banks  Nepal' Class number: 658.4 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 corporate culture has significant impact on the improving the performance of commercial banks. However, despite of several empirical evidences, corporate culture and bank performance issues are still unsolved in context of Nepalese banking industry. So, determining the strength of corporate culture as well as its impact on the performance of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of corporate culture and its impact on the performance of Nepalese commercial banks. This study attempts to evaluate the performance of Nepalese commercial banks from growth, cost and profit perspectives. Similarly, this study also considered various dimensions of corporate culture such as involvement, consistency, adaptability and mission in order to measure culture of Nepalese commercial banks. Based, on Denison Organizational Culture Survey (DOCS), this study used cultural strength index as the proxy for corporate culture in order to link culture and performance of Nepalese commercial banks. The study was based on both primary and secondary sources of data. Altogether, 17 commercial banks which were established before 2002/03, was taken as the sample for the study. This study used methods such as descriptive analysis, correlation analysis, and regression analysis in order to analyze secondary data. Likewise, primary data was analyzed by using percentage frequency distribution. The study concludes that one year lagged volume of loan, credit risk, age of the bank, capital and one year lagged capital are the most dominant variables that have significant impact on performance of commercial banks in Nepal as measured by volume of loan from growth perspective. Likewise, from the perspective of cost, one year lagged cost to income ratio, operating income and one year lagged operating income are the most dominant variables that have significant impact on performance of Nepalese commercial banks. Similarly, one year lagged net interest margin, cash reserve ratio, total assets, one year lagged total assets, inflation rate and one year lagged growth rate of gross domestic product are the most dominant variables that have significant impact on performance of commercial banks as measured by net interest margin from the perspective of profit. This study also concluded that culture of bank has no impact on performance of commercial banks because there is no sufficient evidence to prove that culture of bank does have impact on performance of commercial banks. Likewise, the primary survey results indicate that involvement is the most important factor for maintaining strong culture in the bank followed by consistency, adaptability and mission. The study also concluded that strong culture have more impact on performance level of the employees. Finally, the study also concluded that strong culture motivates the employees as well as enhances coordination and control. Based on the findings and conclusions the study recommends that commercial banks should focus on minimizing their credit risk as well as increase their volume of capital in order to increase the volume of loan. The study also suggested that commercial banks should maintain higher operating income and cash reserve ratio in order to improve their performance.The study also recommended that commercial banks should allow employees at all levels of the banks to engage in pursuit of the mission and work in a collaborative manner to fulfill bank’s objectives. Finally, the study also recommended that commercial banks should focus mainly on improving the competitive culture that emphasizes values relating to demanding goals, competitive advantage, marketing superiority and profits because it is the most important type of culture in commercial banks.

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Effect of organizational culture on employee performance in Nepalese commercial banks / Neha Amatya 

Public ISBD 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.

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Impact of organizational culture on employee job satisfaction and commitment of Nepalese commercial banks / Avishkar Ghimire 

Public ISBD Title : Impact of organizational culture on employee job satisfaction and commitment of Nepalese commercial banks Material Type: printed text Authors: Avishkar Ghimire, Author Publication Date: 2017 Pagination: 98p. Size: GRP/Thesis Accompanying material: 9/B Languages : English Descriptors: Corporate culture Class number: 302.35 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 has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks. The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 205 respondents from 28 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as correlation analysis and regression analysis. The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment.The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank. Impact of organizational culture on employee job satisfaction and commitment of Nepalese commercial banks [printed text] / Avishkar Ghimire, Author . - 2017 . - 98p. ; GRP/Thesis + 9/B. Languages : English Descriptors: Corporate culture Class number: 302.35 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 has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks. The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 205 respondents from 28 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as correlation analysis and regression analysis. The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment.The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank.

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Impact organizational culture on employee job satisfaction and employee organizational commitment of Nepalese Commercial Banks / Sushila Luitel 

Public ISBD Title : Impact organizational culture on employee job satisfaction and employee organizational commitment of Nepalese Commercial Banks Material Type: printed text Authors: Sushila Luitel, Author Publication Date: 2015 Pagination: 103p. Size: GRP/Thesis Accompanying material: 6/B Languages : English Descriptors: Corporate culture Class number: 302.35 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 has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks. The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 201 respondents from 30 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis. The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment .The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank. Impact organizational culture on employee job satisfaction and employee organizational commitment of Nepalese Commercial Banks [printed text] / Sushila Luitel, Author . - 2015 . - 103p. ; GRP/Thesis + 6/B. Languages : English Descriptors: Corporate culture Class number: 302.35 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 has significant impact on the improving the employee job satisfaction and employee organizational commitment of commercial banks. However, despite of several empirical evidences, organizational culture issues are still unsolved in context of Nepalese banking industry. So, determining the strength of organizational culture as well as its impact on the employee job satisfaction and employee organizational commitment of commercial banks has always been a crucial issue for every Nepalese commercial bank. Therefore, this study attempts to identify the determinants of organizational culture and its impact on the employee job satisfaction and employee organizational commitment of Nepalese commercial banks. The relationship between organizational culture and job satisfaction and organizational commitment has been widely analyzed. Employee job satisfaction and employee organizational commitment are selected as employee outcomes and these are the dependent variables. Supportive culture, bureaucratic culture and innovative culture the independent organizational culture variables. The main objective of the study is to examine the impact of organizational culture on job satisfaction and organizational commitment in banking sector of Nepal. The other specific objectives are to find out the relationship between organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks, to analyze the relationship between supportive culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to assess the impact of bureaucratic culture on employee job satisfaction and employee organizational commitment of Nepalese commercial banks, to find out the relationship between innovative culture and employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The primary source of data is used to assess the opinion of employees with respect to organizational culture on employee job satisfaction and employee organizational commitment in Nepalese commercial banks. The survey is based on 201 respondents from 30 commercial banks in Nepal. The questions were asked in the form of Likert scale questions. The Likert scale questions of different variables on organizational culture, employee job satisfaction and employee organization commitment were measured in 5 point scale. The proxies of organizational culture are supportive culture, bureaucratic culture and innovative culture. The weighted mean of the each variable were used to examine the relationship of organizational culture, employee organization commitment and employee job satisfaction. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis. The result of the study shows that organizational cultures have positive impact with employee job satisfaction and employee organizational commitment in the Nepalese commercial banks. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee job satisfaction. The impact of supportive culture, bureaucratic culture and innovative culture are positively significant with employee organizational commitment. Recommendations are given on the basis of the findings of the study. The major conclusions of the study are that all the variables of organizational culture have positive relation with employee job satisfaction and employee organization commitment. If the Nepalese commercial bank has good organizational culture in the form supportive culture, bureaucratic culture, and innovative culture it will tends to increase employee job satisfaction and employee organization commitment .The more the bank focuses on the variable of organizational culture it leads to motivate the employee toward their job and the bank.

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Organization culture and financial performance of Nepalese commercial banks / Divya Raut 

Public ISBD Title : Organization culture and financial performance of Nepalese commercial banks Material Type: printed text Authors: Divya Raut, Author Publication Date: 2016 Pagination: 72p. Size: GRP/Thesis Accompanying material: 4/B General note: Including bibilography Languages : English Descriptors: Banks Banks and banking Corporate culture Performance Keywords: 'corporate culture  return on asset  return on equity  net interest margin,mission  participatory culture  consistency culture' Class number: 658.4 Organization culture and financial performance of Nepalese commercial banks [printed text] / Divya Raut, Author . - 2016 . - 72p. ; GRP/Thesis + 4/B. Including bibilography Languages : English Descriptors: Banks Banks and banking Corporate culture Performance Keywords: 'corporate culture  return on asset  return on equity  net interest margin,mission  participatory culture  consistency culture' Class number: 658.4

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Organizational culture and corporate performance of Nepalese commercial banks / Himali Acharya 

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