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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 Determinations of employee loyalty and its impact on service quality of Nepalese commercial banks / Sunena Maharjan
Title : Determinations of employee loyalty and its impact on service quality of Nepalese commercial banks Material Type: printed text Authors: Sunena Maharjan, Author Publication Date: 2014 Pagination: 76p. Size: GRP/Thesis Accompanying material: 2/B General note: Includes bibliographies Languages : English Descriptors: Employee loyalty
Employees-Attitudes
Job satisfaction
NepalKeywords: 'employee loyalty service quality job satisfaction Nepal Class number: 331.2 Abstract: Employee loyalty is the extent, to which the personnel are faithful to the organization, having feelings of bonding, inclusion, care, responsibility and devotion towards it.
This study mainly focused on analyzing the relationship of service quality with determinants of employee loyalty which are motivation, job satisfaction, job security, career development and commitment.
This study targets to understand the employee related problems and act as per it in order to enhance more employee loyalty towards the banking industry in Nepal. It also aimed of examining and testing the determinants of employee loyalty and its impact on service quality of Nepalese commercial banks.
The main purpose of this study is to analyze the determinants of employee loyalty and its impact on service quality in the context of Nepalese commercial banks. The specific objectives are: to identify the level of employee loyalty in commercial banks of Nepal; to identify the important factors determining the employee loyalty in Nepalese commercial banks; to analyze the service quality of the employees to their customers; to examine the extent to which service quality is affected by the determinants of employee loyalty; to assess the need for improving employee loyalty in the context of Nepalese commercial banks.
This study was primarily based on primary sources of data. The data are primary so it has been collected through questionnaires. Pre-specified questions have been mainly utilized as the instrument which consists of multiple choice questions. As discussed earlier, this study relies on primary data. Primary data were gathered by surveying the employees of the banking sectors. The set of self administered survey questionnaire along with multiple choice question, Yes/ no questions, ranking question and open ended questions has been used as the main data gathering instrument to trace the opinions of level of employee loyalty.
The main instrument to collect the primary data is a set of pre - specified questions. The questions are designed to get the behavioral, perceptional views and feelings related information. The total number of respondents was 180 representing ten respondents from each sampled twenty banks.
The major conclusion of the study is that service quality and determinants of employee loyalty motivation, job satisfaction and career development are positively correlated and significant. It means the determinants of employees loyalty affects the service quality provided to the customers. The study shows that the other two independent variables job security and commitment does not have a direct impact on the service quality.
At the same time, as per the correlation analysis, the highest coefficient correlation was recorded between motivation and service quality, which indicates that there was a strong positive relationship and states that a little change in the motivation has a major influence on the service quality. The five independent variables, two independent variables, motivation and job satisfaction are statistically positively significant at 1 percent and career development is significant at 5 percent, whereas other remaining variables such as job security and commitment are statistically not significant.
Determinations of employee loyalty and its impact on service quality of Nepalese commercial banks [printed text] / Sunena Maharjan, Author . - 2014 . - 76p. ; GRP/Thesis + 2/B.
Includes bibliographies
Languages : English
Descriptors: Employee loyalty
Employees-Attitudes
Job satisfaction
NepalKeywords: 'employee loyalty service quality job satisfaction Nepal Class number: 331.2 Abstract: Employee loyalty is the extent, to which the personnel are faithful to the organization, having feelings of bonding, inclusion, care, responsibility and devotion towards it.
This study mainly focused on analyzing the relationship of service quality with determinants of employee loyalty which are motivation, job satisfaction, job security, career development and commitment.
This study targets to understand the employee related problems and act as per it in order to enhance more employee loyalty towards the banking industry in Nepal. It also aimed of examining and testing the determinants of employee loyalty and its impact on service quality of Nepalese commercial banks.
The main purpose of this study is to analyze the determinants of employee loyalty and its impact on service quality in the context of Nepalese commercial banks. The specific objectives are: to identify the level of employee loyalty in commercial banks of Nepal; to identify the important factors determining the employee loyalty in Nepalese commercial banks; to analyze the service quality of the employees to their customers; to examine the extent to which service quality is affected by the determinants of employee loyalty; to assess the need for improving employee loyalty in the context of Nepalese commercial banks.
This study was primarily based on primary sources of data. The data are primary so it has been collected through questionnaires. Pre-specified questions have been mainly utilized as the instrument which consists of multiple choice questions. As discussed earlier, this study relies on primary data. Primary data were gathered by surveying the employees of the banking sectors. The set of self administered survey questionnaire along with multiple choice question, Yes/ no questions, ranking question and open ended questions has been used as the main data gathering instrument to trace the opinions of level of employee loyalty.
The main instrument to collect the primary data is a set of pre - specified questions. The questions are designed to get the behavioral, perceptional views and feelings related information. The total number of respondents was 180 representing ten respondents from each sampled twenty banks.
The major conclusion of the study is that service quality and determinants of employee loyalty motivation, job satisfaction and career development are positively correlated and significant. It means the determinants of employees loyalty affects the service quality provided to the customers. The study shows that the other two independent variables job security and commitment does not have a direct impact on the service quality.
At the same time, as per the correlation analysis, the highest coefficient correlation was recorded between motivation and service quality, which indicates that there was a strong positive relationship and states that a little change in the motivation has a major influence on the service quality. The five independent variables, two independent variables, motivation and job satisfaction are statistically positively significant at 1 percent and career development is significant at 5 percent, whereas other remaining variables such as job security and commitment are statistically not significant.
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Barcode Call number Media type Location Section Status 33/D 331.2 MAH Thesis/Dissertation Uniglobe Library Social Sciences Available