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Work life balance and job satisfaction among the working women of Nepalese commercial banks / Divya Jyoti Pandit
Title : Work life balance and job satisfaction among the working women of Nepalese commercial banks Material Type: printed text Authors: Divya Jyoti Pandit, Author Publication Date: 2018 Pagination: 104p. Size: GRP/Thesis Accompanying material: 13/B Languages : English Abstract: Commercial banks play an important role in worldwide economies and their employees are best sources of delivering good services to their customers. The financial services industry is one of the most competitive and highly globalized sectors due to the extensive use of information technology system by firms operating in the sectors. Banks are always seeking to provide their clients with the best banking services through their staff by supporting the efficiency and quality of the staff members with the best rehabilitation and training programs that provide them necessary knowledge to fulfill needs of banks clients with the latest developments in the banking industry and services in the competitive market, with technological development, innovative communication methods, virtual reality; e-market improving and alternative work patterns, workplace continues to change rapidly( Challenger,2000).
Work life balance is a state of equilibrium in which the demand of both professional and personal life is equal. Personal and professional lives of women are just like the two sides of the same coin (Emsile, 2009). Further, a working woman achieves a work-life balance when she is able to enjoy her professional and personal life. It goes beyond prioritizing the work role and one’s personal life. It also affects the social, psychological, economical and mental well-being of the individual. Work life balance has implication on employee attitudes, behaviors, wellbeing as well as organizational effectiveness (Eby et al., 2005). Similarly, Mas-Machuca et al. (2016) found that work-life balance is positively related with organizational pride and job satisfaction. Effective work-life balance encourages the happier employee with their job that ultimately influences the growth of an organization as well as growth of an economic.
According to Smith (2008), job satisfaction is a pleasant and positive emotional state resulting from the appraisal of career or employee’s experience. Job satisfaction can be defined as the positive emotional reactions and attitudes an individual has towards job. Similarly, Hobber and Lemmon (2009) work life balance is about efforts of employees to split their time and energy between work and other important aspects of their lives. Work Life balances are meant to help employees better manage their work and non-working times. Accourding to Raziqa & Maulabakhsh (2015), job satisfaction is affected by working hours, relation with co-worker, safety and security, esteem and top management. The study found that these variables have a positive relationship with job satisfaction.
This study was designed to analyze the work-life balance and job satisfaction among working women of Nepalese commercial banks. The study is based on the primary data for 16 commercial banks with 150 observations. Structured question was distributed to the employees of commercial banks to collect the information. The questionnaire was divided into 3 section includes the personal detail of the respondents, multiple questions and rest of other includes statement question about working environment and job statement. There were 4-6 statements that characterized each factor that affect the job satisfaction. Each statement was measured on likert scale where, 1= strongly disagree, 2= disagree, 3= neutral, 4= agree and 5= strongly agree used to measure the perception of the respondents about that statement. The research design adopted in this study is descriptive and causal comparative research design to deal with the fundamental issues associated with various components of work-life balance on job satisfaction in Nepalese commercial banks.
The correlation matrix shows that welfare policy is positively related to job satisfaction. It indicates that better the welfare policy, higher would be job satisfaction. Similarly, flexible work hour is positively related to job satisfaction indicating that better the appropriate work hours, higher would be the job satisfaction. Likewise, work family conflict is positively related to job satisfaction indicating that higher the work family conflict, higher would be the job satisfaction. This result violates the hypothesis of the statement. Similarly, job design has also positive relationship with job satisfaction. It shows that higher the level of job design, higher would be the job satisfaction. Likewise, the result also shows that managerial support is positively related to women job satisfaction. It indicates that higher the level of managerial support, higher would be the employee job satisfaction.
The regression result indicates that the beta coefficients for welfare policy are positive with job satisfaction. It indicates that better welfare policy has positive impact on job satisfaction. Similarly, the result reveals that the beta coefficients for flexible work hour are positive with job satisfaction. It reveals that Flexible work hour has a positive impact on job satisfaction. Likewise, the result reveals that the beta coefficients for work family conflict are positive with job satisfaction. It reveals that work family conflict has a positive impact on job satisfaction. Similarly, the result reveals that the beta coefficients for job design are positive with job satisfaction. It reveals that job design has a positive impact on job satisfaction. Likewise, the result reveals that the beta coefficients for managerial support are positive with job satisfaction. It reveals that managerial support has a positive impact on job satisfaction.
Work life balance and job satisfaction among the working women of Nepalese commercial banks [printed text] / Divya Jyoti Pandit, Author . - 2018 . - 104p. ; GRP/Thesis + 13/B.
Languages : English
Abstract: Commercial banks play an important role in worldwide economies and their employees are best sources of delivering good services to their customers. The financial services industry is one of the most competitive and highly globalized sectors due to the extensive use of information technology system by firms operating in the sectors. Banks are always seeking to provide their clients with the best banking services through their staff by supporting the efficiency and quality of the staff members with the best rehabilitation and training programs that provide them necessary knowledge to fulfill needs of banks clients with the latest developments in the banking industry and services in the competitive market, with technological development, innovative communication methods, virtual reality; e-market improving and alternative work patterns, workplace continues to change rapidly( Challenger,2000).
Work life balance is a state of equilibrium in which the demand of both professional and personal life is equal. Personal and professional lives of women are just like the two sides of the same coin (Emsile, 2009). Further, a working woman achieves a work-life balance when she is able to enjoy her professional and personal life. It goes beyond prioritizing the work role and one’s personal life. It also affects the social, psychological, economical and mental well-being of the individual. Work life balance has implication on employee attitudes, behaviors, wellbeing as well as organizational effectiveness (Eby et al., 2005). Similarly, Mas-Machuca et al. (2016) found that work-life balance is positively related with organizational pride and job satisfaction. Effective work-life balance encourages the happier employee with their job that ultimately influences the growth of an organization as well as growth of an economic.
According to Smith (2008), job satisfaction is a pleasant and positive emotional state resulting from the appraisal of career or employee’s experience. Job satisfaction can be defined as the positive emotional reactions and attitudes an individual has towards job. Similarly, Hobber and Lemmon (2009) work life balance is about efforts of employees to split their time and energy between work and other important aspects of their lives. Work Life balances are meant to help employees better manage their work and non-working times. Accourding to Raziqa & Maulabakhsh (2015), job satisfaction is affected by working hours, relation with co-worker, safety and security, esteem and top management. The study found that these variables have a positive relationship with job satisfaction.
This study was designed to analyze the work-life balance and job satisfaction among working women of Nepalese commercial banks. The study is based on the primary data for 16 commercial banks with 150 observations. Structured question was distributed to the employees of commercial banks to collect the information. The questionnaire was divided into 3 section includes the personal detail of the respondents, multiple questions and rest of other includes statement question about working environment and job statement. There were 4-6 statements that characterized each factor that affect the job satisfaction. Each statement was measured on likert scale where, 1= strongly disagree, 2= disagree, 3= neutral, 4= agree and 5= strongly agree used to measure the perception of the respondents about that statement. The research design adopted in this study is descriptive and causal comparative research design to deal with the fundamental issues associated with various components of work-life balance on job satisfaction in Nepalese commercial banks.
The correlation matrix shows that welfare policy is positively related to job satisfaction. It indicates that better the welfare policy, higher would be job satisfaction. Similarly, flexible work hour is positively related to job satisfaction indicating that better the appropriate work hours, higher would be the job satisfaction. Likewise, work family conflict is positively related to job satisfaction indicating that higher the work family conflict, higher would be the job satisfaction. This result violates the hypothesis of the statement. Similarly, job design has also positive relationship with job satisfaction. It shows that higher the level of job design, higher would be the job satisfaction. Likewise, the result also shows that managerial support is positively related to women job satisfaction. It indicates that higher the level of managerial support, higher would be the employee job satisfaction.
The regression result indicates that the beta coefficients for welfare policy are positive with job satisfaction. It indicates that better welfare policy has positive impact on job satisfaction. Similarly, the result reveals that the beta coefficients for flexible work hour are positive with job satisfaction. It reveals that Flexible work hour has a positive impact on job satisfaction. Likewise, the result reveals that the beta coefficients for work family conflict are positive with job satisfaction. It reveals that work family conflict has a positive impact on job satisfaction. Similarly, the result reveals that the beta coefficients for job design are positive with job satisfaction. It reveals that job design has a positive impact on job satisfaction. Likewise, the result reveals that the beta coefficients for managerial support are positive with job satisfaction. It reveals that managerial support has a positive impact on job satisfaction.
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Barcode Call number Media type Location Section Status 547/d PAN Thesis/Dissertation Uniglobe Library Social Sciences Available