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Merger, job satisfaction and bank performance: a case of Nepal / Til Bahadur Bhandari
Title : Merger, job satisfaction and bank performance: a case of Nepal Material Type: printed text Authors: Til Bahadur Bhandari, Author Publication Date: 2014 Pagination: 125p. Size: GRP/Thesis Accompanying material: 4/B General note: Including bibiolgraphy Languages : English Descriptors: Banks
Banks and banking
Consumer satisfaction
Job satisfactionKeywords: 'job satisfactions banks roa roe' Class number: 350.147 Merger, job satisfaction and bank performance: a case of Nepal [printed text] / Til Bahadur Bhandari, Author . - 2014 . - 125p. ; GRP/Thesis + 4/B.
Including bibiolgraphy
Languages : English
Descriptors: Banks
Banks and banking
Consumer satisfaction
Job satisfactionKeywords: 'job satisfactions banks roa roe' Class number: 350.147 Hold
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Barcode Call number Media type Location Section Status 57/D 350.147 BHA Thesis/Dissertation Uniglobe Library Social Sciences Available Motivational factors influencing employees' job satisfaction in Nepalese commercial banks / Rama Poudel
Title : Motivational factors influencing employees' job satisfaction in Nepalese commercial banks Material Type: printed text Authors: Rama Poudel, Author Publication Date: 2014 Pagination: 97p. Size: GRP/Thesis Accompanying material: 3/B General note: Including bibilography Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Employee motivation
Job satisfaction
MotivationKeywords: 'motivation employee satisfaction job satisfaction banks banks and banking commercial banks nepal' Class number: 373.126 Abstract: The banking sectors act as backbone for the economy and development of the nation. Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations.
The study aimed to find out the relationship between motivation and employee job satisfaction in Nepalese commercial banks. The other specific objectives is to determine the effects of personal characteristics on employee job satisfaction, to examine the relationship between intrinsic motivation and employee job satisfaction, to assess the relationship between extrinsic motivation and employee job satisfaction, to examine factors of motivation which affects employee commitment, retention and loyalty and to understand which motivational factors is more important to make employee more satisfied. Different methodologies are explored to develop a theoretical evaluation model for the effectiveness of employee job satisfaction outcomes.
In order to achieve objectives, primary data collection was performed by providing questionnaire to 175 respondents of 18 commercial banks. The questionnaire were Yes/No, likert scale, ranking scale, multiple choice and other demographic information were used to collect primary data. The Likert Scale on the different variables on motivation and employee job satisfaction outcome were measured on 5 point liker scale and weighted mean value of each variables were used to examine the relationship between the independent and dependent variables as for the study purpose. The stratified judgmental sampling method of sampling technique is used for data collection.
The study confirmed that the motivational factors are important for employee job satisfaction as a result of employee commitment, employee retention and employee loyalty. There is significant and positive relationship between employee commitment and motivational factors including challenges, cooperation, working environment, training and development. Employee retention has positive relationship with cooperation, recognition, working environment, training and development and salary and incentives. Recognition, cooperation, salary and incentives, training and development, participation have positive relationship with employee loyalty. Among intrinsic and extrinsic motivational factors, cooperation was ranked as one of the most important motivation factor for employee job satisfaction. Cooperation and salary and incentives were ranked as the most important motivator and hygiene factor to make employees’ more satisfied in their work.
The major conclusion of this study revealed that training and development has high positive influence on employee commitment than other motivation factors. Similarly, salary and incentives and recognition have high influencing power on employee retention and employee loyalty in Nepalese Commercial banks. The personal characteristics of employee affect their satisfaction level in Nepalese commercial banks. In the context of Nepalese commercial banks, employees prefer intrinsic than extrinsic motivational factors.
The recommendation put forward by this study is that employee should motivate through intrinsic factors of motivation than extrinsic factors that will help to increase employee job satisfaction level and which will directly affects on their performance level in Nepalese commercial banks. Therefore, for employee commitment, employee retention and employee loyalty an organization should focus on training and development programs, provide fair salary and incentives and recognize employee in their better performance. To make the results more applicable, all class of financial institutions and non financial institutions can be studied. Further, the future studies can make comparative survey on senior level and management level employees of different organization. More sophisticated statistical tools like the others motivation theories developed by the different researchers can be used to make findings more reliable and valid across different industry sectors in developing countries like Nepal.
Motivational factors influencing employees' job satisfaction in Nepalese commercial banks [printed text] / Rama Poudel, Author . - 2014 . - 97p. ; GRP/Thesis + 3/B.
Including bibilography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Employee motivation
Job satisfaction
MotivationKeywords: 'motivation employee satisfaction job satisfaction banks banks and banking commercial banks nepal' Class number: 373.126 Abstract: The banking sectors act as backbone for the economy and development of the nation. Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations.
The study aimed to find out the relationship between motivation and employee job satisfaction in Nepalese commercial banks. The other specific objectives is to determine the effects of personal characteristics on employee job satisfaction, to examine the relationship between intrinsic motivation and employee job satisfaction, to assess the relationship between extrinsic motivation and employee job satisfaction, to examine factors of motivation which affects employee commitment, retention and loyalty and to understand which motivational factors is more important to make employee more satisfied. Different methodologies are explored to develop a theoretical evaluation model for the effectiveness of employee job satisfaction outcomes.
In order to achieve objectives, primary data collection was performed by providing questionnaire to 175 respondents of 18 commercial banks. The questionnaire were Yes/No, likert scale, ranking scale, multiple choice and other demographic information were used to collect primary data. The Likert Scale on the different variables on motivation and employee job satisfaction outcome were measured on 5 point liker scale and weighted mean value of each variables were used to examine the relationship between the independent and dependent variables as for the study purpose. The stratified judgmental sampling method of sampling technique is used for data collection.
The study confirmed that the motivational factors are important for employee job satisfaction as a result of employee commitment, employee retention and employee loyalty. There is significant and positive relationship between employee commitment and motivational factors including challenges, cooperation, working environment, training and development. Employee retention has positive relationship with cooperation, recognition, working environment, training and development and salary and incentives. Recognition, cooperation, salary and incentives, training and development, participation have positive relationship with employee loyalty. Among intrinsic and extrinsic motivational factors, cooperation was ranked as one of the most important motivation factor for employee job satisfaction. Cooperation and salary and incentives were ranked as the most important motivator and hygiene factor to make employees’ more satisfied in their work.
The major conclusion of this study revealed that training and development has high positive influence on employee commitment than other motivation factors. Similarly, salary and incentives and recognition have high influencing power on employee retention and employee loyalty in Nepalese Commercial banks. The personal characteristics of employee affect their satisfaction level in Nepalese commercial banks. In the context of Nepalese commercial banks, employees prefer intrinsic than extrinsic motivational factors.
The recommendation put forward by this study is that employee should motivate through intrinsic factors of motivation than extrinsic factors that will help to increase employee job satisfaction level and which will directly affects on their performance level in Nepalese commercial banks. Therefore, for employee commitment, employee retention and employee loyalty an organization should focus on training and development programs, provide fair salary and incentives and recognize employee in their better performance. To make the results more applicable, all class of financial institutions and non financial institutions can be studied. Further, the future studies can make comparative survey on senior level and management level employees of different organization. More sophisticated statistical tools like the others motivation theories developed by the different researchers can be used to make findings more reliable and valid across different industry sectors in developing countries like Nepal.
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Barcode Call number Media type Location Section Status 53/D 373.126 RAM Thesis/Dissertation Uniglobe Library Social Sciences Available Performance appraisal and its effects on employee job satisfaction and organizational performance in Nepalese commercial banks / Arjun Raj Kafle
Title : Performance appraisal and its effects on employee job satisfaction and organizational performance in Nepalese commercial banks Material Type: printed text Authors: Arjun Raj Kafle, Author Publication Date: 2015 Pagination: 85p. Size: GRP/Thesis Accompanying material: 5/B General note: Including bibilography Languages : English Descriptors: Banks
Banks and banking
Employees
Job satisfaction
Performance standardsKeywords: 'job satisfaction performance appraisal employee banks banking job satisfaction' Class number: 658.312 Performance appraisal and its effects on employee job satisfaction and organizational performance in Nepalese commercial banks [printed text] / Arjun Raj Kafle, Author . - 2015 . - 85p. ; GRP/Thesis + 5/B.
Including bibilography
Languages : English
Descriptors: Banks
Banks and banking
Employees
Job satisfaction
Performance standardsKeywords: 'job satisfaction performance appraisal employee banks banking job satisfaction' Class number: 658.312 Hold
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Barcode Call number Media type Location Section Status 85/D 658.312 KAF Thesis/Dissertation Uniglobe Library Technology Available Relationship between employee job satisfaction and organizational performance in Nepalese commercial banks / Namrata Pandit
Title : Relationship between employee job satisfaction and organizational performance in Nepalese commercial banks Material Type: printed text Authors: Namrata Pandit, Author Publication Date: 2018 Pagination: 99p. Size: GRP/Thesis Accompanying material: 12/B Languages : English Descriptors: Consumer behavior
Consumer satisfaction
Job satisfactionClass number: 658.312 Abstract: Job satisfaction is central to be studied since it is measured as key issue in improving organizations’ performance and competitiveness. Job satisfaction is one of the most popular and widely researched topics in the field of organizational psychology (Spector, 1997).Satisfied employees are one of the most important assets for an organization. Satisfaction leads to better productivity, accomplishment of organizational goals and organizational commitment. Job satisfaction is a part of life satisfaction.Elickson and Logsdon (2002) defined job satisfaction as the extent to which employees like their work.Locke (1976) summarized some of the dimensions of job satisfaction which are work itself, pay, promotion, working condition and benefits. These dimensions significantly contribute on job satisfaction.According to Byers and Rue (1994), many organizational factors such as working condition, work itself, salary, incentive, communication, promotion, job security and growth are found to be important factors affecting job satisfaction.Job satisfaction is an important element from organizational perspectives, as it leads to higher organizational commitment of employees and high commitment leads to overall organizational success and development which ultimately increases the organizations performance.Ojo and Irefin (2011) stated that job satisfaction improves employees’ performance and productivity by reducing absenteeism, turnover and de- motivation, which ultimately guarantees organizational performance. Similarly,Argyris (1964), Likert (1961) and McGregor (1960) revealed that the way employees experience their work would be reflected in organizational performance.
The major objective of this study is to examine the relationship between job satisfaction and organizational performance in Nepalese commercial banks. The specific objectives of the study are to examine the relationship of nature of work, relationship with co-worker, salary, working condition and working hours and organizational performance in the Nepalese commercial banks and to determine the impact of job satisfaction dimension on organizational performance.
The respondent of the study are the employees of the Nepalese commercial banks. The opinions of 140 respondents were analyzed in order to know the perception of employee regarding the dimensions of job satisfaction in Nepalese commercial banks. The non- parametric test such as Pearson’s correlation coefficient, multiple regressionmodels was conducted in order to analyze the relationship between job satisfaction and organizational performance in Nepalese commercial banks. The descriptive research design has been conducted for fact finding of different variables. The study focuses on both primary and secondary data analysis where questionnaire was distributed to employees of 23commercial banks. Based on the population, 140 samples are undertaken for the studies.
The descriptive results show thatweighted average mean value for the nature of work is 3.73 which reveal that employees are satisfied with the work assigned to them in Nepalese commercial banks. Similarly, weighted average mean value for the relationship between co-workers is 4.20 which indicate that employees in Nepalese commercial banks have maintained good relationship with their co-workers. Likewise, weighted average mean value for the salary is 3.60 which indicate that employees in Nepalese commercial banks are satisfied with salary provided to them. Similarly, weighted average mean value for working condition is 3.85 which indicate that Nepalese commercial banks are facilitating their employees a good level of working condition. Similarly, weighted average mean value for working hours is 3.10 which indicate that employee in Nepalese commercial banks seems to be neutral regarding working hours.
The correlation matrix result showsthat nature of work is positively correlated to return on assets. This reveals that better the nature of work, higher would be return on assets. Likewise, relationship with co-workers is also positively related to return on assets, which indicates that better relationship with co-workers leads to increase in return on assets. The result also shows that salary is positively correlated to return on assets. It indicates that increase in level of employee salary leads to increase in return on assets. Similarly, working condition is positively correlated to return on assets. It indicates that better the working environment of the banks, higher would be return on assets. However, working hours is negatively associated with return on assets. It indicates that increase in working hours leads to decrease in return on assets.
Similarly, the result shows that that nature of work is positively correlated to return on equity. This reveals that better the nature of work, higher would be return on equity. However, working hours is negatively associated with return on equity. It indicates that increase in working hours leads to decrease in return on equity. Likewise, relationship with co-workers is also positively related to return on equity, which indicates that better relationship with co-workers leads to increase in return on equity. The result also shows that salary is positively correlated to return on equity. It indicates that increase in level of employee salary leads to increase in return on equity. Similarly, working condition is positively correlated to return on equity. It indicates that better the working environment of the banks, higher would be return on equity.
The regression result shows that beta coefficients are positive for nature of work with return on assets. It indicates that nature of work has positive impact on return on assets. Similarly, the results also reveal that the beta coefficients are positive for relationship with co-workers. It indicates that relationship with co-workers has positive impact on return on assets. Likewise, the beta coefficients for salary are positive with return on assets. It indicates that salary has positive impact on return on assets. Similarly, the beta coefficients for working condition are positive with return on assets. This indicates that working condition has positive impact on return on assets. Furthermore, the beta coefficients for working hours are found to be negative with return on assets. This indicates that working hours has negative impact on return on assets.
The regression result also shows that beta coefficients for nature of work are positive with return on equity. It indicates that nature of work has positive impact on return on equity. Similarly, the results also reveal that the beta coefficients are positive for relationship with co-workers. It reveals that relationship with co-workers has positive impact on return on equity. Likewise, the beta coefficients for salary are positive with return on equity. It indicates that salary has positive impact on return on equity. Similarly, the beta coefficients for working condition are positive with return on equity. This indicates that working condition has positive impact on return on equity. Furthermore, the beta coefficients for working hours are found to be negative with return on equity. This reveals that working hours has negative impact on return on equity.Relationship between employee job satisfaction and organizational performance in Nepalese commercial banks [printed text] / Namrata Pandit, Author . - 2018 . - 99p. ; GRP/Thesis + 12/B.
Languages : English
Descriptors: Consumer behavior
Consumer satisfaction
Job satisfactionClass number: 658.312 Abstract: Job satisfaction is central to be studied since it is measured as key issue in improving organizations’ performance and competitiveness. Job satisfaction is one of the most popular and widely researched topics in the field of organizational psychology (Spector, 1997).Satisfied employees are one of the most important assets for an organization. Satisfaction leads to better productivity, accomplishment of organizational goals and organizational commitment. Job satisfaction is a part of life satisfaction.Elickson and Logsdon (2002) defined job satisfaction as the extent to which employees like their work.Locke (1976) summarized some of the dimensions of job satisfaction which are work itself, pay, promotion, working condition and benefits. These dimensions significantly contribute on job satisfaction.According to Byers and Rue (1994), many organizational factors such as working condition, work itself, salary, incentive, communication, promotion, job security and growth are found to be important factors affecting job satisfaction.Job satisfaction is an important element from organizational perspectives, as it leads to higher organizational commitment of employees and high commitment leads to overall organizational success and development which ultimately increases the organizations performance.Ojo and Irefin (2011) stated that job satisfaction improves employees’ performance and productivity by reducing absenteeism, turnover and de- motivation, which ultimately guarantees organizational performance. Similarly,Argyris (1964), Likert (1961) and McGregor (1960) revealed that the way employees experience their work would be reflected in organizational performance.
The major objective of this study is to examine the relationship between job satisfaction and organizational performance in Nepalese commercial banks. The specific objectives of the study are to examine the relationship of nature of work, relationship with co-worker, salary, working condition and working hours and organizational performance in the Nepalese commercial banks and to determine the impact of job satisfaction dimension on organizational performance.
The respondent of the study are the employees of the Nepalese commercial banks. The opinions of 140 respondents were analyzed in order to know the perception of employee regarding the dimensions of job satisfaction in Nepalese commercial banks. The non- parametric test such as Pearson’s correlation coefficient, multiple regressionmodels was conducted in order to analyze the relationship between job satisfaction and organizational performance in Nepalese commercial banks. The descriptive research design has been conducted for fact finding of different variables. The study focuses on both primary and secondary data analysis where questionnaire was distributed to employees of 23commercial banks. Based on the population, 140 samples are undertaken for the studies.
The descriptive results show thatweighted average mean value for the nature of work is 3.73 which reveal that employees are satisfied with the work assigned to them in Nepalese commercial banks. Similarly, weighted average mean value for the relationship between co-workers is 4.20 which indicate that employees in Nepalese commercial banks have maintained good relationship with their co-workers. Likewise, weighted average mean value for the salary is 3.60 which indicate that employees in Nepalese commercial banks are satisfied with salary provided to them. Similarly, weighted average mean value for working condition is 3.85 which indicate that Nepalese commercial banks are facilitating their employees a good level of working condition. Similarly, weighted average mean value for working hours is 3.10 which indicate that employee in Nepalese commercial banks seems to be neutral regarding working hours.
The correlation matrix result showsthat nature of work is positively correlated to return on assets. This reveals that better the nature of work, higher would be return on assets. Likewise, relationship with co-workers is also positively related to return on assets, which indicates that better relationship with co-workers leads to increase in return on assets. The result also shows that salary is positively correlated to return on assets. It indicates that increase in level of employee salary leads to increase in return on assets. Similarly, working condition is positively correlated to return on assets. It indicates that better the working environment of the banks, higher would be return on assets. However, working hours is negatively associated with return on assets. It indicates that increase in working hours leads to decrease in return on assets.
Similarly, the result shows that that nature of work is positively correlated to return on equity. This reveals that better the nature of work, higher would be return on equity. However, working hours is negatively associated with return on equity. It indicates that increase in working hours leads to decrease in return on equity. Likewise, relationship with co-workers is also positively related to return on equity, which indicates that better relationship with co-workers leads to increase in return on equity. The result also shows that salary is positively correlated to return on equity. It indicates that increase in level of employee salary leads to increase in return on equity. Similarly, working condition is positively correlated to return on equity. It indicates that better the working environment of the banks, higher would be return on equity.
The regression result shows that beta coefficients are positive for nature of work with return on assets. It indicates that nature of work has positive impact on return on assets. Similarly, the results also reveal that the beta coefficients are positive for relationship with co-workers. It indicates that relationship with co-workers has positive impact on return on assets. Likewise, the beta coefficients for salary are positive with return on assets. It indicates that salary has positive impact on return on assets. Similarly, the beta coefficients for working condition are positive with return on assets. This indicates that working condition has positive impact on return on assets. Furthermore, the beta coefficients for working hours are found to be negative with return on assets. This indicates that working hours has negative impact on return on assets.
The regression result also shows that beta coefficients for nature of work are positive with return on equity. It indicates that nature of work has positive impact on return on equity. Similarly, the results also reveal that the beta coefficients are positive for relationship with co-workers. It reveals that relationship with co-workers has positive impact on return on equity. Likewise, the beta coefficients for salary are positive with return on equity. It indicates that salary has positive impact on return on equity. Similarly, the beta coefficients for working condition are positive with return on equity. This indicates that working condition has positive impact on return on equity. Furthermore, the beta coefficients for working hours are found to be negative with return on equity. This reveals that working hours has negative impact on return on equity.Hold
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Barcode Call number Media type Location Section Status 504/D 658.312 PAN Thesis/Dissertation Uniglobe Library Technology Available Relationship between job satisfaction and performance of Nepalese commercial banks / Pitamber Nepal
Title : Relationship between job satisfaction and performance of Nepalese commercial banks Material Type: printed text Authors: Pitamber Nepal, Author Publication Date: 2016 Pagination: 77p. Size: GRP/Thesis Accompanying material: 4/B General note: Including bibilography Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Consumer satisfaction
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks banks and banking commercial banks nepal' Class number: 332.1 Abstract: Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization.
Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction.
The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction.
The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected.
The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.Relationship between job satisfaction and performance of Nepalese commercial banks [printed text] / Pitamber Nepal, Author . - 2016 . - 77p. ; GRP/Thesis + 4/B.
Including bibilography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Consumer satisfaction
Job satisfaction
NepalKeywords: 'employee satisfaction job satisfactions employees banks banks and banking commercial banks nepal' Class number: 332.1 Abstract: Workforce of any bank is responsible to a large extent for its productivity and profitability.Efficient human resource management and maintaining higher job satisfaction level in Banks determine not only the performance of the Bank but also affect the growth and performance of the entire economy. The banking sector of Nepal is facing its ultimate test amidst political instability, liquidity crisis, and unfavorable policies of the regulating body, sluggish economy and various other macro and micro economic factors. There are a lot of challenges in the banking sector which need to be strengtheningthrough improvement in the regulatory/supervisory system and improvements in the implementation of new standards on quality and quantity of capital and liquidity risk management. Employees’ job satisfaction is a multi-disciplinary concept that results from employees’ perception of their jobs and the degree to which there is a good fit between them and the organization.
Satisfied workers are expected to perform well in an acceptable manner to the organization.It is necessary to identify major causes of employee’s job dissatisfaction and the analysis else should be made of the external and internal environment of the organization,and how far the aspiration of the employees are fulfilled should be observed. Employee satisfaction is important for organization’s success, survival and differences in employee satisfaction with the office environment between employees with regard to health, wellbeing, improvement in employee productivity, best services, good behavior between staff, socially, economically, improvement in banking sector and job satisfaction.
The literatures have revealed that the most important factors determining the subordinates´ job satisfaction were linked to the branch manager’s assumption of the role, their esteem, mobility, representation and tolerance towards uncertainty. Employee compensation is found to be most important factor for creating satisfaction among employee while employee empowerment is found to be significant factor for developing employee loyalty. Job satisfaction can be determined by ten variables such as payment, happy to work, promotion, subordinate supervisor relationship, direction of supervisor, achievement, appreciation, participation in decision making, proud to work and enough description. Researchers also found five factors that would determine the level of satisfaction in the banking sector are; working condition in the present job, present pay, and supervision on present job, opportunities for promotion, and the people in the working place.Herzberg`s theory have also stipulates that satisfied employees tend to be more productive, creative and committed to their employers, his study shows a direct correlation between employee satisfaction.
The study basically focuses on the assessment of the performance in terms of job satisfaction among the employees. This study aims to analyze to analyze the effect of different satisfaction determinants to the level of job satisfaction in bank employees and to examine the relationship between satisfaction level and performance.The study is based on primary sources of data. The primary sources of data have been used to assess the opinion of respondents with the respect to their employee’s satisfaction.The total population for this research is the employees of the commercial bank. These targeted populations are the employees of commercial bank within Kathmandu Valley. For qualitative research the sample of this study consists of the different level of employees of 16 commercial banks. The levels of respondents in this study falls under executive/ manager level, officer level and assistant level. For the analysis of employee’s satisfaction of Nepalese commercial banks, total of 220 questionnaires were distributed to the respondents and 170 were collected.
The responses of the employees have revealed that bank can satisfy its employees for better bank performance by providing higher salary, by providing adoptable nature of work, by providing good congenial working environment and by providing regular training and development programs to enhance their skills and knowledge. The study found that the higher level of satisfaction in employees with presence of those determinants, bank can increase its performance where ROE, EPS and ROA can be maximized. This study also found that employees always expect to get higher benefits from the bank, which includes salary and bonuses. If those expectations are fulfilled then only employees are satisfied so that bank can increase bank performance.Hold
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Barcode Call number Media type Location Section Status 143/D 332.1 NEP Thesis/Dissertation Uniglobe Library Technology Available The impact of HR practices on employee motivation, satisfaction and loyalty in commercial banks of Nepal / Jyotshna Sharma
PermalinkThe impact of internal marketing on employee's job satisfaction of commercial banks in Nepal / Sujata Bhandari
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