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Rich Dad poor Dad / Kiyosaki,Robert T.
Title : Rich Dad poor Dad Material Type: printed text Authors: Kiyosaki,Robert T., Author Publisher: Plata Publish Publication Date: 2022 Pagination: 343 Size: text book ISBN (or other code): 978-1-61268-113-9 Price: Rs800 Languages : English Rich Dad poor Dad [printed text] / Kiyosaki,Robert T., Author . - [S.l.] : Plata Publish, 2022 . - 343 ; text book.
ISBN : 978-1-61268-113-9 : Rs800
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Barcode Call number Media type Location Section Status 10970 KIY Books Uniglobe Library Philosophy & Psychology Due for return by 05/16/2024 Risk taking behavior and performance evaluation of joint venture and non joint venture commercial banks of Nepal / Niroj Maharjan
Title : Risk taking behavior and performance evaluation of joint venture and non joint venture commercial banks of Nepal Material Type: printed text Authors: Niroj Maharjan, Author Publication Date: 2014 Pagination: 114p. Size: GRP/Thesis Accompanying material: 2/B General note: Including bibliography
Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Risk taking behavior
Risk-taking (Psychology)Keywords: 'risk taking behavior banks banks and banking commercial bank nepal' Class number: 155.9 Abstract: Despite of several empirical evidences, bank’s risk taking behavior and performance evaluation issues are still unsolved in the context of Nepal. Identification of banks’ risk taking behavior and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the risk taking behavior and performance evaluation of Nepalese commercial banks.
The review of literature has shown relationship between various factors such as growth of loan, investment, total assets, return on assets, gross domestic product, capital adequacy ratio and leverage. In addition, leverage, total assets, loan, investment and non-performing loan to total loan are some of the variables that are found to have significant relationship with risk taking behavior and performance of banks in various contexts. Based on the literature reviews, this study has proposed the conceptual framework identifying volume of loan, investment and return on assets and some of other variables as the most important factors that determine the risk taking behavior and performance evaluation of commercial banks in the context of Nepal.
This study is based on primary as well as secondary data. For the purpose of study 19 commercial banks which are established before 2007/08 are divided into two strata (joint venture and non-joint venture) is taken as sample. Required data of dependent variables (loan, investment, and return on assets) and independent variables (leverage, deposit, non-performing loan to total loan, net interest margin, debenture and bond, total assets, capital adequacy ratio, gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2007/08 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s risk taking behavior and performance evaluation of Nepalese commercial banks. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s risk taking behavior and performance evaluation and its determinants.
The study reveals that volume of debenture and bond, deposit and total assets are some of the variables that are found to have significant relationship with the risk taking behavior of joint venture banks in various contexts. Similarly, non-performing loan to total loan, leverage, total assets, inflation and net interest margin are some of the variables that are found to have significant relationship with the risk taking behavior of non-joint venture banks in various contexts. Net interest margin and total assets has significant relationship with performance evaluation in both joint and non-joint venture banks. Based on the study, total assets, non-performing loan tot total loan, net interest margin and deposit are the most important factors that determine the risk taking behavior of both joint and non-joint venture commercial banks of Nepal. Whereas, net interest margin is most important factor that determine the performance of Nepalese commercial banks.
Based on the primary survey result, most of the credit department employees believe that long term existence is most important factor for risk and performance management.Banks are recommended to increase their risk taking behavior and performance as much as possible for the long term existence in the Nepalese market.Likewise, the primary survey results indicate that bank’s risk taking behavior and performance evaluation is highly affected by default of credit, loan and advances, determining suitable frequency of risk taking behavior and performance appraisal and implementation of feedback program regularly as the most important methods for reducing risk and increasing the performance in Nepalese commercial banks.
The recommendation put forward by this study is that banks are suggested to invest their volume of deposit and asset in safer side with maximum return as possible for reducing risk and increasing the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro-economic variables that might influence on risk taking behavior and performance evaluation of banks.The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks, public banks and finance companies to grab the wider view of banks’ risk taking behavior and performance evaluation. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the department of employees.
Risk taking behavior and performance evaluation of joint venture and non joint venture commercial banks of Nepal [printed text] / Niroj Maharjan, Author . - 2014 . - 114p. ; GRP/Thesis + 2/B.
Including bibliography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Risk taking behavior
Risk-taking (Psychology)Keywords: 'risk taking behavior banks banks and banking commercial bank nepal' Class number: 155.9 Abstract: Despite of several empirical evidences, bank’s risk taking behavior and performance evaluation issues are still unsolved in the context of Nepal. Identification of banks’ risk taking behavior and factors shaping the performance of bank is crucial for the Nepalese commercial banks. The major objective of this study is to analyze the risk taking behavior and performance evaluation of Nepalese commercial banks.
The review of literature has shown relationship between various factors such as growth of loan, investment, total assets, return on assets, gross domestic product, capital adequacy ratio and leverage. In addition, leverage, total assets, loan, investment and non-performing loan to total loan are some of the variables that are found to have significant relationship with risk taking behavior and performance of banks in various contexts. Based on the literature reviews, this study has proposed the conceptual framework identifying volume of loan, investment and return on assets and some of other variables as the most important factors that determine the risk taking behavior and performance evaluation of commercial banks in the context of Nepal.
This study is based on primary as well as secondary data. For the purpose of study 19 commercial banks which are established before 2007/08 are divided into two strata (joint venture and non-joint venture) is taken as sample. Required data of dependent variables (loan, investment, and return on assets) and independent variables (leverage, deposit, non-performing loan to total loan, net interest margin, debenture and bond, total assets, capital adequacy ratio, gross domestic product and inflation rate.) are collected from various secondary sources for the period of 2007/08 to 20011/12. Primary survey questionnaire is conducted in order to assess the opinion of bank’s risk taking behavior and performance evaluation of Nepalese commercial banks. Likewise, multiple regression analysis and correlation analysis are used to examine the relationship between bank’s risk taking behavior and performance evaluation and its determinants.
The study reveals that volume of debenture and bond, deposit and total assets are some of the variables that are found to have significant relationship with the risk taking behavior of joint venture banks in various contexts. Similarly, non-performing loan to total loan, leverage, total assets, inflation and net interest margin are some of the variables that are found to have significant relationship with the risk taking behavior of non-joint venture banks in various contexts. Net interest margin and total assets has significant relationship with performance evaluation in both joint and non-joint venture banks. Based on the study, total assets, non-performing loan tot total loan, net interest margin and deposit are the most important factors that determine the risk taking behavior of both joint and non-joint venture commercial banks of Nepal. Whereas, net interest margin is most important factor that determine the performance of Nepalese commercial banks.
Based on the primary survey result, most of the credit department employees believe that long term existence is most important factor for risk and performance management.Banks are recommended to increase their risk taking behavior and performance as much as possible for the long term existence in the Nepalese market.Likewise, the primary survey results indicate that bank’s risk taking behavior and performance evaluation is highly affected by default of credit, loan and advances, determining suitable frequency of risk taking behavior and performance appraisal and implementation of feedback program regularly as the most important methods for reducing risk and increasing the performance in Nepalese commercial banks.
The recommendation put forward by this study is that banks are suggested to invest their volume of deposit and asset in safer side with maximum return as possible for reducing risk and increasing the better performance. The major limitation of this study lies in the fact that this study has excluded some bank specific and macro-economic variables that might influence on risk taking behavior and performance evaluation of banks.The study remains enough ground for future researcher in the same topic. The future studies can be carried out by selecting other financial institutions like development banks, public banks and finance companies to grab the wider view of banks’ risk taking behavior and performance evaluation. Likewise, this study has conducted in Kathmandu valley so future studies are suggested to extend the survey outside the valley including all the department of employees.
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Barcode Call number Media type Location Section Status 50/D 155.9 MAH Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Role of compensation management on employee retention in Nepalese Commercial Banks / Dharma Nand Pant
Title : Role of compensation management on employee retention in Nepalese Commercial Banks Material Type: printed text Authors: Dharma Nand Pant, Author Publication Date: 2019 Pagination: 117p. Size: GRP/Thesis Accompanying material: 1st/Gmba Languages : English Abstract: Employee compensation refers to all the returns that accrue to employees arising from their employment (Van Der Merwe, 2009). Employee compensation is the returns that accrue to employees arising from their employment (Nazim-ud-Din, 2013). Compensation management is a crucial component of the overall management of an organization. It refers to the process by which employees are remunerated for their input at the workplace (Khan et al., 2011). According to Idemobi et al. (2011), compensation management is a tool to improve organizational performance. Employees that experience high levels of job satisfaction are more committed and dedicated to their responsibilities and, through training and development, are able to take decisions independently.
Compensation management determines the hiring and retention of employees to attain the objectives of an organization. It is also the basis of involvement of individuals to reinforce the performance of employees (Terera and Ngirande, 2014). Compensation management determines the hiring and retention of employees to attain the objectives of an organization (Xavier, 2014). Compensation management is a useful instrument in the hand of management to contribute to the organizational effectiveness. Compensation management can impact positively on the behavior and productivity of employees (Bustamamet al., 2014). Compensation management is a useful instrument in the hand of management to contribute to the organizational effectiveness. Compensation plans of organizations are strategically designed when rewards are linked to activities, attributes and work outcomes that support the organization’s strategic direction and strategic goals (Howard & Dougherty, 2004).
The major objective of the study is to examine the relationship between compensation management on employee retention in Nepalese commercial banks. The specific objectives are: To examine the structure and pattern of employee retention in Nepalese commercial banks, to analyze the structure and pattern of direct financial compensation, indirect financial compensation, non-financial compensation, career development opportunities and work life balance in Nepalese commercial banks, to access the most influencing factor for employee retention in Nepalese commercial banks and to determine the relationship of employee retention with direct financial compensation, indirect financial compensation, non- financial compensation, career development opportunities and work life balance in Nepalese commercial banks.
This study attempts to analyze the role of compensation management on employee retention of selected commercial banks in context of Nepal. The study is based on the primary sources of data. Altogether 24 commercial banks were selected for the study and total of 152 questionnaires were collected. To achieve the purpose of the study, a structured questionnaire was prepared. The data and information are collected from various banking institution with the help of questionnaire and also by using electronic means and social Medias. The research design adopted in this study is descriptive and causal comparative research design as this study examines the impact of different compensation management styles (direct financial compensation, indirect financial compensation, non- financial compensation, career development opportunities and work life balance) and employee retention of employees in Nepalese commercial banks which ultimately turns to effective organizational and employees performances.
The correlation result shows that direct financial compensation is positively correlated with employee retention. Similarly, indirect financial compensation also showed positive correlation with employee retention. Likewise, non- financial compensation is also positively correlated with employee retention. Similarly, a career development opportunity is also positively correlated with employee retention. Furthermore, a work life balance is also positively correlated with employee retention.
The regression result shows that the direct financial compensation has positive and significant impact on employee retention. Likewise, the result also shows indirect financial compensation has positive and significant impact on employee retention. Furthermore, the regression result also indicates non-financial compensation has positive and significant impact on employee retention. Similarly, career development opportunities has also positive and significant impact on employee retention. Likewise, work life balance has positive and significant impact on employee retention. The study also concludes that direct financial compensation is the most influencing factor that explains the changes in employee retention in Nepalese commercial banks.
Role of compensation management on employee retention in Nepalese Commercial Banks [printed text] / Dharma Nand Pant, Author . - 2019 . - 117p. ; GRP/Thesis + 1st/Gmba.
Languages : English
Abstract: Employee compensation refers to all the returns that accrue to employees arising from their employment (Van Der Merwe, 2009). Employee compensation is the returns that accrue to employees arising from their employment (Nazim-ud-Din, 2013). Compensation management is a crucial component of the overall management of an organization. It refers to the process by which employees are remunerated for their input at the workplace (Khan et al., 2011). According to Idemobi et al. (2011), compensation management is a tool to improve organizational performance. Employees that experience high levels of job satisfaction are more committed and dedicated to their responsibilities and, through training and development, are able to take decisions independently.
Compensation management determines the hiring and retention of employees to attain the objectives of an organization. It is also the basis of involvement of individuals to reinforce the performance of employees (Terera and Ngirande, 2014). Compensation management determines the hiring and retention of employees to attain the objectives of an organization (Xavier, 2014). Compensation management is a useful instrument in the hand of management to contribute to the organizational effectiveness. Compensation management can impact positively on the behavior and productivity of employees (Bustamamet al., 2014). Compensation management is a useful instrument in the hand of management to contribute to the organizational effectiveness. Compensation plans of organizations are strategically designed when rewards are linked to activities, attributes and work outcomes that support the organization’s strategic direction and strategic goals (Howard & Dougherty, 2004).
The major objective of the study is to examine the relationship between compensation management on employee retention in Nepalese commercial banks. The specific objectives are: To examine the structure and pattern of employee retention in Nepalese commercial banks, to analyze the structure and pattern of direct financial compensation, indirect financial compensation, non-financial compensation, career development opportunities and work life balance in Nepalese commercial banks, to access the most influencing factor for employee retention in Nepalese commercial banks and to determine the relationship of employee retention with direct financial compensation, indirect financial compensation, non- financial compensation, career development opportunities and work life balance in Nepalese commercial banks.
This study attempts to analyze the role of compensation management on employee retention of selected commercial banks in context of Nepal. The study is based on the primary sources of data. Altogether 24 commercial banks were selected for the study and total of 152 questionnaires were collected. To achieve the purpose of the study, a structured questionnaire was prepared. The data and information are collected from various banking institution with the help of questionnaire and also by using electronic means and social Medias. The research design adopted in this study is descriptive and causal comparative research design as this study examines the impact of different compensation management styles (direct financial compensation, indirect financial compensation, non- financial compensation, career development opportunities and work life balance) and employee retention of employees in Nepalese commercial banks which ultimately turns to effective organizational and employees performances.
The correlation result shows that direct financial compensation is positively correlated with employee retention. Similarly, indirect financial compensation also showed positive correlation with employee retention. Likewise, non- financial compensation is also positively correlated with employee retention. Similarly, a career development opportunity is also positively correlated with employee retention. Furthermore, a work life balance is also positively correlated with employee retention.
The regression result shows that the direct financial compensation has positive and significant impact on employee retention. Likewise, the result also shows indirect financial compensation has positive and significant impact on employee retention. Furthermore, the regression result also indicates non-financial compensation has positive and significant impact on employee retention. Similarly, career development opportunities has also positive and significant impact on employee retention. Likewise, work life balance has positive and significant impact on employee retention. The study also concludes that direct financial compensation is the most influencing factor that explains the changes in employee retention in Nepalese commercial banks.
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Barcode Call number Media type Location Section Status 660/D DHA Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Role of micro-finance in women empowerment in Nepalese / Pooja Sharma
Title : Role of micro-finance in women empowerment in Nepalese Material Type: printed text Authors: Pooja Sharma, Author Publication Date: 2019 Pagination: 141p. Size: GRP/Thesis Accompanying material: 14/B Languages : English Abstract: According to Krishna (2003), empowerment means increasing the capacity of individuals or groups to make effective development and life choices and to transform these choices into desired actions and outcomes. Mohan (2011) argued that majority of microfinance programs target women with the explicit goal of empowering them. Empowerment means accepting and allowing people (women) who are on the outside of the decision-making process into it. The empowerment of women has been judged by analyzing the responses of the women beneficiaries in the study. It has helped in reducing domestic violence and also helped in anti-alcoholism among the villagers (Goel et al., 2015). Rappaport (1987) and Henry (2011) narrated that empowerment can be realized if the individual achieved a psychological sense of personal control and a social influence including political power and legal rights, as well as being able to gain greater access to, and control over, the equal share of valued resources.
Jayaweera (2010) revealed that because of economic and social constraints that prevail in society education has not been able to confront social class differentiation that increases gender inequality in the family, labor market and society. The relationship between education and empowerment has nuances that are revealed in the contradictions in macro data and in the more insightful studies of gender inequality in qualitative studies. Microfinance serves both the unbanked and under-banked and reduces poverty. Microfinance is the provision of financial services to low-income clients through micro-credit, compulsory savings, micro-insurance within the reach of millions who are classified as too poor to be financed by the universal banks. Microfinance often targets women and as such has become a critical tool in empowering women. Li et al. (2011) asserted that women empowerment through microfinance can positively transform women in two ways. First, microfinance supports poor women to earn income independent of their spouses and is able to financially support their families, which immediately boost their self-esteem. Second, it frees women from the narrow confines of household precincts and moves into a wider community as they access credit and use the credit facility to initiate income-generating activities. By being exposed to wider community coupled with the interaction with other women within the community, their self-confidence is fostered.
The major purpose of this study is to examine the role of microfinance institutions on women empowerment in Nepal. This objective has the following specific objectives: to examine perception of women on the level of entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy, to examine perception of women on the level of financial independency, decision making and self-confidence, to investigate the impact of loan size, entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy on financial independency, decision making and self-confidence in Nepalese MFIs, to analyze the relationship between loan size, entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy on financial independency, decision making and self-confidence in Nepalese MFIs, to determine which factors play the most important role in determining the level of women empowerment in Nepalese MFIs.
The primary source of data is used to assess the opinions of the respondents regarding the role of microfinance institutions in women empowerment. The survey is based on 201 observations from 15 microfinance institutions in Nepal. This study has employed descriptive research design and causal comparative research design to deal with issues associated with the role of microfinance institutions on women empowerment in Nepal.
The results of correlation analysis shows that loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy has have positive relationship with women empowerment in Nepal. Similarly, the results of correlation analysis also show loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy have positive relationship with women empowerment. The result of regression analysis shows that the beta coefficient for loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy has have significant and positive relationship with women empowerment.
The major conclusion of the study is that among all the independent variables, leadership skills followed by loan size, entrepreneurial skill, types of business, access to resources and self-efficacy is the major determinant of microfinance institutions in women empowerment in Nepal.
Role of micro-finance in women empowerment in Nepalese [printed text] / Pooja Sharma, Author . - 2019 . - 141p. ; GRP/Thesis + 14/B.
Languages : English
Abstract: According to Krishna (2003), empowerment means increasing the capacity of individuals or groups to make effective development and life choices and to transform these choices into desired actions and outcomes. Mohan (2011) argued that majority of microfinance programs target women with the explicit goal of empowering them. Empowerment means accepting and allowing people (women) who are on the outside of the decision-making process into it. The empowerment of women has been judged by analyzing the responses of the women beneficiaries in the study. It has helped in reducing domestic violence and also helped in anti-alcoholism among the villagers (Goel et al., 2015). Rappaport (1987) and Henry (2011) narrated that empowerment can be realized if the individual achieved a psychological sense of personal control and a social influence including political power and legal rights, as well as being able to gain greater access to, and control over, the equal share of valued resources.
Jayaweera (2010) revealed that because of economic and social constraints that prevail in society education has not been able to confront social class differentiation that increases gender inequality in the family, labor market and society. The relationship between education and empowerment has nuances that are revealed in the contradictions in macro data and in the more insightful studies of gender inequality in qualitative studies. Microfinance serves both the unbanked and under-banked and reduces poverty. Microfinance is the provision of financial services to low-income clients through micro-credit, compulsory savings, micro-insurance within the reach of millions who are classified as too poor to be financed by the universal banks. Microfinance often targets women and as such has become a critical tool in empowering women. Li et al. (2011) asserted that women empowerment through microfinance can positively transform women in two ways. First, microfinance supports poor women to earn income independent of their spouses and is able to financially support their families, which immediately boost their self-esteem. Second, it frees women from the narrow confines of household precincts and moves into a wider community as they access credit and use the credit facility to initiate income-generating activities. By being exposed to wider community coupled with the interaction with other women within the community, their self-confidence is fostered.
The major purpose of this study is to examine the role of microfinance institutions on women empowerment in Nepal. This objective has the following specific objectives: to examine perception of women on the level of entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy, to examine perception of women on the level of financial independency, decision making and self-confidence, to investigate the impact of loan size, entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy on financial independency, decision making and self-confidence in Nepalese MFIs, to analyze the relationship between loan size, entrepreneurial skills, access to resources, types of business, leadership skills and self-efficacy on financial independency, decision making and self-confidence in Nepalese MFIs, to determine which factors play the most important role in determining the level of women empowerment in Nepalese MFIs.
The primary source of data is used to assess the opinions of the respondents regarding the role of microfinance institutions in women empowerment. The survey is based on 201 observations from 15 microfinance institutions in Nepal. This study has employed descriptive research design and causal comparative research design to deal with issues associated with the role of microfinance institutions on women empowerment in Nepal.
The results of correlation analysis shows that loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy has have positive relationship with women empowerment in Nepal. Similarly, the results of correlation analysis also show loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy have positive relationship with women empowerment. The result of regression analysis shows that the beta coefficient for loan size, entrepreneurial skill, types of business, access to resources, leadership skill and self-efficacy has have significant and positive relationship with women empowerment.
The major conclusion of the study is that among all the independent variables, leadership skills followed by loan size, entrepreneurial skill, types of business, access to resources and self-efficacy is the major determinant of microfinance institutions in women empowerment in Nepal.
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Barcode Call number Media type Location Section Status 640/D POO Books Uniglobe Library Philosophy & Psychology Available Role of perceived work life balance and job satisfaction on work performance of employees in Nepalese commercial banks / prabal Bhandari
Title : Role of perceived work life balance and job satisfaction on work performance of employees in Nepalese commercial banks Material Type: printed text Authors: prabal Bhandari, Author Publication Date: 2019 Pagination: 115p. Size: GRP/Thesis Accompanying material: 1st/Gmba Languages : English Abstract: The work environment is getting competitive day by day and employees are feeling that they cannot manage their personal life and family due to increased burden of work. They are feeling hurdles in meeting the responsibilities of their family. It is also witnessed by working male and females that they cannot take off for their personal life commitments neither they can get reduce working hour to manage personal life. In order to retain employees and make them productive organization must understand the work life balance and the impact of work life balance on productivity and efficiency (Williams, 2000). Regardless of effects on work-life conflict, work-life balance practices are often associated with improved organizational performance. Making practices available to employees appears to give organizations a competitive advantage in terms of recruitment, by enhancing perceptions of anticipated organizational support among job seekers (Casper & Buffardi, 2004). Greenhaus et al. (2003) in their study confirmed the negative effect of work imbalance on quality of life and demonstrated that the deleterious effect is due to heightened levels of work-to-family conflict and stress.
The main purpose of the study is to examine the effect of perceived work life balance and job satisfaction on employee performance in the commercial banks of Nepal. The specific purposes is to analyze the perception of employees regarding work life balance practices (working condition and facilities, support, job autonomy and work-family conflict) and job satisfaction on work performance (employee performance and job commitment) in Nepalese commercial banks.
The primary source of data is used to assess the opinions of the respondents regarding the impact of work life balance practices on work performance. The survey is based on 180 observations from 16 commercial banks in Nepal. This study has employed descriptive research design and causal comparative research design to deal with issues associated with impact of work life balance on work performance of employees in Nepalese commercial banks.
The result of the correlation analysis shows that working conditions and facilities, support and job autonomy as well as job satisfaction has positive relationship with the employee performance and job commitment. On the other hand, work family conflict has negative relationship with job commitment and employee performance in Nepalese commercial banks. The result of regression analysis shows positive and significant impact of job satisfaction on employee performance and job commitment followed by working conditions and facilities, autonomy and support. The regression also shows negative impact of work family conflict on work performance however it is not so significant.
The major conclusion of this study is that job satisfaction is a major determinant of employee performance and job commitment in Nepalese commercial banks. And, the most influencing factor for employee performance of perceived work life balance is working conditions and facilities followed by job autonomy, organizational support and work family conflict.
Role of perceived work life balance and job satisfaction on work performance of employees in Nepalese commercial banks [printed text] / prabal Bhandari, Author . - 2019 . - 115p. ; GRP/Thesis + 1st/Gmba.
Languages : English
Abstract: The work environment is getting competitive day by day and employees are feeling that they cannot manage their personal life and family due to increased burden of work. They are feeling hurdles in meeting the responsibilities of their family. It is also witnessed by working male and females that they cannot take off for their personal life commitments neither they can get reduce working hour to manage personal life. In order to retain employees and make them productive organization must understand the work life balance and the impact of work life balance on productivity and efficiency (Williams, 2000). Regardless of effects on work-life conflict, work-life balance practices are often associated with improved organizational performance. Making practices available to employees appears to give organizations a competitive advantage in terms of recruitment, by enhancing perceptions of anticipated organizational support among job seekers (Casper & Buffardi, 2004). Greenhaus et al. (2003) in their study confirmed the negative effect of work imbalance on quality of life and demonstrated that the deleterious effect is due to heightened levels of work-to-family conflict and stress.
The main purpose of the study is to examine the effect of perceived work life balance and job satisfaction on employee performance in the commercial banks of Nepal. The specific purposes is to analyze the perception of employees regarding work life balance practices (working condition and facilities, support, job autonomy and work-family conflict) and job satisfaction on work performance (employee performance and job commitment) in Nepalese commercial banks.
The primary source of data is used to assess the opinions of the respondents regarding the impact of work life balance practices on work performance. The survey is based on 180 observations from 16 commercial banks in Nepal. This study has employed descriptive research design and causal comparative research design to deal with issues associated with impact of work life balance on work performance of employees in Nepalese commercial banks.
The result of the correlation analysis shows that working conditions and facilities, support and job autonomy as well as job satisfaction has positive relationship with the employee performance and job commitment. On the other hand, work family conflict has negative relationship with job commitment and employee performance in Nepalese commercial banks. The result of regression analysis shows positive and significant impact of job satisfaction on employee performance and job commitment followed by working conditions and facilities, autonomy and support. The regression also shows negative impact of work family conflict on work performance however it is not so significant.
The major conclusion of this study is that job satisfaction is a major determinant of employee performance and job commitment in Nepalese commercial banks. And, the most influencing factor for employee performance of perceived work life balance is working conditions and facilities followed by job autonomy, organizational support and work family conflict.
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Barcode Call number Media type Location Section Status 653/D PRA Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Role of reward practices for employee motivation in Nepalese commercial banks / Manisha Ghimire
Title : Role of reward practices for employee motivation in Nepalese commercial banks Material Type: printed text Authors: Manisha Ghimire, Author Publication Date: 2017 Pagination: 110p Size: GRP/Thesis Accompanying material: 9/B Languages : English Abstract: Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. Banks are one of the most important institutions for the development of the financial sector, economy and the country as a whole. Human resource is considered as the most important asset of every organization. Motivation means the factors that influence people to behave in certain ways. As motivation concern, reward system is an important tool for management use to channel employees’ motivation in desired ways. Motivation refers to forces within person that affect his or her direction, intensity and persistence of voluntary behavior. Motivated employees are willing to exert a particular level of effort for a certain amount of time toward a particular goal. Every organization wants to increase motivation of their employees to enhance their productivity.
Employees are the most valuable assets in the organization. A successful and highly productive business can be achieved by improving employee motivation. Nazir et al. (2015) reported that financial rewards caused positive job satisfaction on employee and booted their commitment and increased the output of the organization. The employee motivation would be considered as the backbone of an organization which leads to its development.
For that purpose, some organizations use rewards which include various benefits which are provided by employers these may be monetary or non monetary. A reward system consists of financial rewards (fixed and variable pay) and employee benefits which together comprise total remuneration.The system also incorporates non-financial rewards (recognition, praise, achievement, responsibility and personal growth). The combination of financial rewards, employee benefits and non-financial compensation comprises the total reward system. Reward system expresses what an organization values and is prepared to pay for it. It is governed by the need to reward the right things in order to convey the right message about what is important in terms of expected behavior and outcomes. The element of rewards practices consists of recognition, leaders-employee relation, empowerment, reward system, benefits and salary.
This study finds out the motivation level of different employees for benefits and rewards received from their employers in Nepal. Responses from users will be received through Questionnaires.The major purpose of this study is to ascertain the role of reward systems, salary and benefit for employee motivation in commercial banks of Nepal. The specific objective of the study is to examine the relationship of recognition, leaders-employee relation, empowerment, reward system, salary and benefits with employee motivation.
The primary source of data is used to assess the opinion of employees with respect to organizational factors to analyze the employee performance in Nepalese commercial banks. The survey is based on 200 respondents from 17 commercial bank in Nepal. The questions were asked in the form of personal opinion, Yes/ No, Likert scale questions and other demographic information. Likert scale questions of different variables were used for employee motivation which was measured in 5 points scale. The proxies of reward practices for employee motivation are recognition, leaders-employee relation, empowerment, reward system, salary and benefits. The weighted mean of each variable were used to examine the relationship. For the fact findings 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 shows that there is positive relationship of recognition with employee motivation, which indicates that better the recognition, higher would be the employee motivation. Likewise, the study observed positive relationship of leaders-employee relation with employee motivation indicating higher the level of leaders-employee relation, higher would employee motivation.The positive relationship between empowerment with employee motivation which reveals that good empowerment leads to an increase in the employee motivation. The result shows that reward systemis positively correlated with employee motivation, which indicates the higher the flow of reward system, higher would be the employee motivation. Likewise, salary is positively related to employee motivation, indicating higher the level of salary, higher would be the employee motivation. Similarly, benefitsare positively related to employee motivation.This implies that an increase in benefit leads to an increase in the employee motivation.Thus, the major conclusion of the study is that empowerment, salary and benefits are the major factors affecting employee motivation in Nepalese commercial banks.
Role of reward practices for employee motivation in Nepalese commercial banks [printed text] / Manisha Ghimire, Author . - 2017 . - 110p ; GRP/Thesis + 9/B.
Languages : English
Abstract: Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. Banks are one of the most important institutions for the development of the financial sector, economy and the country as a whole. Human resource is considered as the most important asset of every organization. Motivation means the factors that influence people to behave in certain ways. As motivation concern, reward system is an important tool for management use to channel employees’ motivation in desired ways. Motivation refers to forces within person that affect his or her direction, intensity and persistence of voluntary behavior. Motivated employees are willing to exert a particular level of effort for a certain amount of time toward a particular goal. Every organization wants to increase motivation of their employees to enhance their productivity.
Employees are the most valuable assets in the organization. A successful and highly productive business can be achieved by improving employee motivation. Nazir et al. (2015) reported that financial rewards caused positive job satisfaction on employee and booted their commitment and increased the output of the organization. The employee motivation would be considered as the backbone of an organization which leads to its development.
For that purpose, some organizations use rewards which include various benefits which are provided by employers these may be monetary or non monetary. A reward system consists of financial rewards (fixed and variable pay) and employee benefits which together comprise total remuneration.The system also incorporates non-financial rewards (recognition, praise, achievement, responsibility and personal growth). The combination of financial rewards, employee benefits and non-financial compensation comprises the total reward system. Reward system expresses what an organization values and is prepared to pay for it. It is governed by the need to reward the right things in order to convey the right message about what is important in terms of expected behavior and outcomes. The element of rewards practices consists of recognition, leaders-employee relation, empowerment, reward system, benefits and salary.
This study finds out the motivation level of different employees for benefits and rewards received from their employers in Nepal. Responses from users will be received through Questionnaires.The major purpose of this study is to ascertain the role of reward systems, salary and benefit for employee motivation in commercial banks of Nepal. The specific objective of the study is to examine the relationship of recognition, leaders-employee relation, empowerment, reward system, salary and benefits with employee motivation.
The primary source of data is used to assess the opinion of employees with respect to organizational factors to analyze the employee performance in Nepalese commercial banks. The survey is based on 200 respondents from 17 commercial bank in Nepal. The questions were asked in the form of personal opinion, Yes/ No, Likert scale questions and other demographic information. Likert scale questions of different variables were used for employee motivation which was measured in 5 points scale. The proxies of reward practices for employee motivation are recognition, leaders-employee relation, empowerment, reward system, salary and benefits. The weighted mean of each variable were used to examine the relationship. For the fact findings 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 shows that there is positive relationship of recognition with employee motivation, which indicates that better the recognition, higher would be the employee motivation. Likewise, the study observed positive relationship of leaders-employee relation with employee motivation indicating higher the level of leaders-employee relation, higher would employee motivation.The positive relationship between empowerment with employee motivation which reveals that good empowerment leads to an increase in the employee motivation. The result shows that reward systemis positively correlated with employee motivation, which indicates the higher the flow of reward system, higher would be the employee motivation. Likewise, salary is positively related to employee motivation, indicating higher the level of salary, higher would be the employee motivation. Similarly, benefitsare positively related to employee motivation.This implies that an increase in benefit leads to an increase in the employee motivation.Thus, the major conclusion of the study is that empowerment, salary and benefits are the major factors affecting employee motivation in Nepalese commercial banks.
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Barcode Call number Media type Location Section Status 330/D GHI Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Self-service technology and customer satisfaction in Nepalese commercial banks / Ashma Shrestha
Title : Self-service technology and customer satisfaction in Nepalese commercial banks Material Type: printed text Authors: Ashma Shrestha, Author Publication Date: 2019 Pagination: 106p. Size: GRP/Thesis Accompanying material: 12/B Languages : English Abstract: According to Gibson (2005), satisfied customers are likely to become loyal customers and they are also likely to spread positive words of mouth. Understanding which factors that influence customer satisfaction makes it easier to design and deliver service offers that corresponds to the market demands. A service company is defined by its service quality. Quality has come to be recognized as a strategic tool for attaining operational efficiency and improved business performance (Jain and Gupta, 2004). According to Anderson and Jacobsen (2000), customer loyalty is the result of an organization creating a benefit for customer so that they will maintain or increase their purchases from the organization. It indicates that true loyalty is created when the customer becomes an advocate for the organization without incentives. Service quality is particularly essential in the banking services context because it provides high level of customer satisfaction and loyalty, and hence it becomes a key to competitive advantage (Almossawi, 2001). Chang (2009) deemed that excellent service quality is vital to business success and survival. Hence, delivering quality service to clients is a necessity for success and survival in today’s competitive world.
According to Ismail et al. (2006), service quality is the major driving force for business sustainability. In today’s competitive global marketplace, it is recognized that high quality service is essential for the success of the firm. When other factors have been considered, it leads to customer loyalty and higher profitability (Lewis, 1993). In order to determine the level of service quality of an organization, certain factors or variables can be used such as tangibility, responsiveness, reliability, empathy, assurance and technology (Ibrahim et al., 2015). The advancement of technology has rapidly increased the level of customer awareness and resulted in fierce competition. Thus, banks need to continuously improve their variable related to service quality in order to remain ahead of competitors and retain the loyalty of their customers (Mualla, 2011).
Consumer satisfaction is selected as dependent variable and reliability, responsiveness, accessibility, security, communication and tangibility are the independent variables. The major objective of the study is to assess the commercial banks ‘performance in terms of "customer satisfaction". The specific objectives of the study are to investigate the level of satisfaction of customers of Nepalese commercial banks, analyze the comparative performance of commercial banks in terms of customer satisfaction and analyze the reasons behind customers ‘satisfaction or dissatisfaction.
This study is based on primary data analysis, which mainly deals with qualitative aspects in terms of impact of self-service technology quality on customer satisfaction of Nepalese commercial bank. This section also reports the result of questionnaire survey conducted among different consumers. Questionnaire survey was designed to understand the views of the respondents in relation to their behaviors with the factors like reliability, responsiveness, accessibility, security, communication, tangibility and competence. A set of questionnaires including multiple choices, and Likert scale questions are provided. The respondents profile along with their personal characteristics and result of the survey are presented in below.
The correlation matrix indicates shows that reliability is positively correlated to the customer satisfaction. It indicates that higher the level of reliability, higher would be the customer satisfaction. Similarly, responsiveness is also positively correlated to customer satisfaction. This result shows that higher the level of responsiveness, higher would be customer satisfaction. Likewise, security is positively correlated to customer satisfaction. This shows that higher the security higher would be the level of customer satisfaction. Similarly, accessibility is also positively correlated to customer satisfaction. This concludes that higher accessibility show higher level of customer satisfaction. Additionally, communication, tangibility and competence are also positively correlated to customer satisfaction. This shows that higher the level communication, understanding, tangibility and competence higher would be the customer satisfaction.
Self-service technology and customer satisfaction in Nepalese commercial banks [printed text] / Ashma Shrestha, Author . - 2019 . - 106p. ; GRP/Thesis + 12/B.
Languages : English
Abstract: According to Gibson (2005), satisfied customers are likely to become loyal customers and they are also likely to spread positive words of mouth. Understanding which factors that influence customer satisfaction makes it easier to design and deliver service offers that corresponds to the market demands. A service company is defined by its service quality. Quality has come to be recognized as a strategic tool for attaining operational efficiency and improved business performance (Jain and Gupta, 2004). According to Anderson and Jacobsen (2000), customer loyalty is the result of an organization creating a benefit for customer so that they will maintain or increase their purchases from the organization. It indicates that true loyalty is created when the customer becomes an advocate for the organization without incentives. Service quality is particularly essential in the banking services context because it provides high level of customer satisfaction and loyalty, and hence it becomes a key to competitive advantage (Almossawi, 2001). Chang (2009) deemed that excellent service quality is vital to business success and survival. Hence, delivering quality service to clients is a necessity for success and survival in today’s competitive world.
According to Ismail et al. (2006), service quality is the major driving force for business sustainability. In today’s competitive global marketplace, it is recognized that high quality service is essential for the success of the firm. When other factors have been considered, it leads to customer loyalty and higher profitability (Lewis, 1993). In order to determine the level of service quality of an organization, certain factors or variables can be used such as tangibility, responsiveness, reliability, empathy, assurance and technology (Ibrahim et al., 2015). The advancement of technology has rapidly increased the level of customer awareness and resulted in fierce competition. Thus, banks need to continuously improve their variable related to service quality in order to remain ahead of competitors and retain the loyalty of their customers (Mualla, 2011).
Consumer satisfaction is selected as dependent variable and reliability, responsiveness, accessibility, security, communication and tangibility are the independent variables. The major objective of the study is to assess the commercial banks ‘performance in terms of "customer satisfaction". The specific objectives of the study are to investigate the level of satisfaction of customers of Nepalese commercial banks, analyze the comparative performance of commercial banks in terms of customer satisfaction and analyze the reasons behind customers ‘satisfaction or dissatisfaction.
This study is based on primary data analysis, which mainly deals with qualitative aspects in terms of impact of self-service technology quality on customer satisfaction of Nepalese commercial bank. This section also reports the result of questionnaire survey conducted among different consumers. Questionnaire survey was designed to understand the views of the respondents in relation to their behaviors with the factors like reliability, responsiveness, accessibility, security, communication, tangibility and competence. A set of questionnaires including multiple choices, and Likert scale questions are provided. The respondents profile along with their personal characteristics and result of the survey are presented in below.
The correlation matrix indicates shows that reliability is positively correlated to the customer satisfaction. It indicates that higher the level of reliability, higher would be the customer satisfaction. Similarly, responsiveness is also positively correlated to customer satisfaction. This result shows that higher the level of responsiveness, higher would be customer satisfaction. Likewise, security is positively correlated to customer satisfaction. This shows that higher the security higher would be the level of customer satisfaction. Similarly, accessibility is also positively correlated to customer satisfaction. This concludes that higher accessibility show higher level of customer satisfaction. Additionally, communication, tangibility and competence are also positively correlated to customer satisfaction. This shows that higher the level communication, understanding, tangibility and competence higher would be the customer satisfaction.
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Barcode Call number Media type Location Section Status 665/D ASH Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Social networking in workplace and employee performance in Nepalese commercial banks / Arju Bedari Sharma
Title : Social networking in workplace and employee performance in Nepalese commercial banks Material Type: printed text Authors: Arju Bedari Sharma, Author Publication Date: 2019 Pagination: 120p. Size: GRP/Thesis Accompanying material: 14/B Languages : English Abstract: Today, internet has provided a new paradigm for communication and empowered millions of people to network socially beyond the geographical proximity. It is growing as an important strategic tool among organizations. A social networking site is the gathering place for a large pool of employees and consumers. Due to the interactive nature of social networking sites, organizations are building and maintaining social networking sites public pages to improve their social network salience, enhance interest in their organization, and build relationships with the online public. Many studies revealed networking generally improves employees’ knowledge, communication skills, learning skills as well as collaboration skills, which is require to enhance the employee performance.
This study investigates the impact of access to social networking sites on employee performance of Nepalese commercial banks. The study is based on primary data which were gathered with 205 respondents of 17 commercial banks. The primary data are used to extract the information from the employees regarding the perception of employee on the various social networking factors affecting employee performance in Nepalese commercial banks. The respondent’s views were collected through questionnaire on social network participation, communication, innovative behavior, organizational structure and knowledge sharing on employees’ performance. This study has employed descriptive research design and causal comparative research design to deal with issues associated with Social networking in workplace and employee performance in Nepalese commercial banks.
The mean value of the statements of social media participation ranges from 2.99 to 4.24. Among them, the most significant observation is “Participation in social networking site has helped me to build strong relationship with my colleagues resulting productive work team.” The weighted average mean for social media participation is 3.81. Similarly, the mean value of the statements of communication ranges from 3.51 to 4.37. Among them, the most significant observation is “Social networking sites helped me to communicate information more effectively in the workplace.” The weighted average mean for communication is 4.04. Likewise, the mean value of the statements of innovative behavior ranges from 4.17 to 4.28. Among them, the most significant observation is “Use of social networking sites has helped me to gain knowledge about new working method, technique or instrument of doing job.” the weighted average mean for development and training opportunities is 4.21. Likewise, the mean value of the organizational structure ranges from 4.00 to 4.28. Among them, the most significant observation is “The bank has a flexible organizational structure that allows workers to flow or share work related information.” The weighted average mean for organizational structure is 4.19. Similarly, the mean value of the statements of knowledge sharing ranges from 4.12 to 4.38. Among them, the most significant observation is “I have been able to grasp the opportunity to learn and develop professional skills with the help of social networking sites.” the weighted average mean for knowledge sharing is 4.25. Likewise, the mean value of the task performance ranges from 3.48 to 4.37. Among them, the most significant observation is “Adapted well to changes in core tasks.” the weighted average mean for task performance is 4.12. Similarly, the mean value of the statements of contextual performance ranges from 4.29 to 4.38. Among them, the most significant observation is “I consider myself to be a valuable member of my organization.” The weighted average mean for contextual performance is 4.32.
The result shows that social media participation is positively correlated to task performance. It indicates that more the social media participation, higher would be the task performance. In addition, communication is positively correlated to task performance. It indicates that better the communication in the bank, better would be the task performance. Likewise, innovative behavior is positively correlated to the task performance. This indicates that higher the innovative behavior, higher would be the task performance. Similarly, there is a positive relationship between organizational structure and task performance. It indicates that better organizational structure leads to increase in task performance. In addition, knowledge sharing is positively correlated to task performance. It indicates that more knowledge sharing leads to increase in task performance.
Similarly, the result also shows that social media participation is positively correlated to contextual performance. It indicates that more the social media participation, higher would be the contextual performance. Similarly, there is a positive relationship between communication and contextual performance. It reveals that increase in communication leads to increase in contextual performance. In addition, innovative behavior is positively correlated to contextual performance. It indicates that higher the innovative behavior leads to increase in contextual performance. In addition, organizational structure has positive relationship with contextual performance. It means that the better organizational structure leads to increase in contextual performance. Likewise, knowledge sharing is positively correlated to contextual performance. It indicates that the more knowledge sharing higher would be the contextual performance.
The result shows that beta coefficients for promotion are positive and significant with employee job satisfaction and return on assets. It indicates that promotion has a positive impact on employee job satisfaction and return on assets. Similarly, the result reveals that beta coefficient for compensation in reward management is positive with employees’ job satisfaction and return on assets. It indicates that compensation have positive impact on employees’ job satisfaction and return on assets. Furthermore, the beta coefficients for development and training opportunities are positive with employee job satisfaction and return on assets. It indicates that development and training opportunities has a positive impact on employee job satisfaction and return on assets. Similarly, the result reveals that beta coefficients recognition is positive and significant with employee job satisfaction and return on assets. It indicates that recognition has a positive impact on employee job satisfaction and return on assets. Likewise, the beta coefficient for employee empowerment is positive with employee job satisfaction and return on assets. It indicates that employee empowerment has a positive impact on employee job satisfaction and return on assets.
The regression result shows that beta coefficients are positive and significant for social media participation. It indicates that social media participation has positive impact on task performance. Additionally, the beta coefficients are positive and significant for innovative behavior. It indicates that innovative behavior has positive impact on task performance. Likewise, the result reveals beta coefficients are positive and significant for organizational structure. It indicates that organizational structure has positive impact on task performance. Furthermore, the beta coefficients are positive and significant for knowledge sharing. It indicates that knowledge sharing has positive impact on task performance.
The regression result shows that beta coefficients are positive and significant for social media participation. It indicates that social media participation has positive impact on contextual performance. Similarly, the beta coefficients are positive and significant for communication. It indicates that communication has positive impact on contextual performance. Additionally, the beta coefficients are positive and significant for innovative behavior. It indicates that innovative behavior has positive impact on contextual performance. Likewise, the result reveals beta coefficients are positive and significant for organizational structure. It indicates that organizational structure has positive impact on contextual performance. Furthermore, the beta coefficients are positive and significant for knowledge sharing. It indicates that knowledge sharing has positive impact on contextual performance.
Recommendations are given on the basis of findings of the study. The major conclusion of the study is that social media participation, communication, innovative behavior, organizational structure and knowledge sharing have positive impact on task performance and contextual performance in Nepalese commercial banks. It indicates that higher the social media participation, communication, innovative behavior, organizational structure and knowledge sharing higher would be the task performance and contextual performance. The study also concludes that the most influencing factors of reward management for employee job satisfaction are communication and knowledge sharing in Nepalese commercial banks.
Social networking in workplace and employee performance in Nepalese commercial banks [printed text] / Arju Bedari Sharma, Author . - 2019 . - 120p. ; GRP/Thesis + 14/B.
Languages : English
Abstract: Today, internet has provided a new paradigm for communication and empowered millions of people to network socially beyond the geographical proximity. It is growing as an important strategic tool among organizations. A social networking site is the gathering place for a large pool of employees and consumers. Due to the interactive nature of social networking sites, organizations are building and maintaining social networking sites public pages to improve their social network salience, enhance interest in their organization, and build relationships with the online public. Many studies revealed networking generally improves employees’ knowledge, communication skills, learning skills as well as collaboration skills, which is require to enhance the employee performance.
This study investigates the impact of access to social networking sites on employee performance of Nepalese commercial banks. The study is based on primary data which were gathered with 205 respondents of 17 commercial banks. The primary data are used to extract the information from the employees regarding the perception of employee on the various social networking factors affecting employee performance in Nepalese commercial banks. The respondent’s views were collected through questionnaire on social network participation, communication, innovative behavior, organizational structure and knowledge sharing on employees’ performance. This study has employed descriptive research design and causal comparative research design to deal with issues associated with Social networking in workplace and employee performance in Nepalese commercial banks.
The mean value of the statements of social media participation ranges from 2.99 to 4.24. Among them, the most significant observation is “Participation in social networking site has helped me to build strong relationship with my colleagues resulting productive work team.” The weighted average mean for social media participation is 3.81. Similarly, the mean value of the statements of communication ranges from 3.51 to 4.37. Among them, the most significant observation is “Social networking sites helped me to communicate information more effectively in the workplace.” The weighted average mean for communication is 4.04. Likewise, the mean value of the statements of innovative behavior ranges from 4.17 to 4.28. Among them, the most significant observation is “Use of social networking sites has helped me to gain knowledge about new working method, technique or instrument of doing job.” the weighted average mean for development and training opportunities is 4.21. Likewise, the mean value of the organizational structure ranges from 4.00 to 4.28. Among them, the most significant observation is “The bank has a flexible organizational structure that allows workers to flow or share work related information.” The weighted average mean for organizational structure is 4.19. Similarly, the mean value of the statements of knowledge sharing ranges from 4.12 to 4.38. Among them, the most significant observation is “I have been able to grasp the opportunity to learn and develop professional skills with the help of social networking sites.” the weighted average mean for knowledge sharing is 4.25. Likewise, the mean value of the task performance ranges from 3.48 to 4.37. Among them, the most significant observation is “Adapted well to changes in core tasks.” the weighted average mean for task performance is 4.12. Similarly, the mean value of the statements of contextual performance ranges from 4.29 to 4.38. Among them, the most significant observation is “I consider myself to be a valuable member of my organization.” The weighted average mean for contextual performance is 4.32.
The result shows that social media participation is positively correlated to task performance. It indicates that more the social media participation, higher would be the task performance. In addition, communication is positively correlated to task performance. It indicates that better the communication in the bank, better would be the task performance. Likewise, innovative behavior is positively correlated to the task performance. This indicates that higher the innovative behavior, higher would be the task performance. Similarly, there is a positive relationship between organizational structure and task performance. It indicates that better organizational structure leads to increase in task performance. In addition, knowledge sharing is positively correlated to task performance. It indicates that more knowledge sharing leads to increase in task performance.
Similarly, the result also shows that social media participation is positively correlated to contextual performance. It indicates that more the social media participation, higher would be the contextual performance. Similarly, there is a positive relationship between communication and contextual performance. It reveals that increase in communication leads to increase in contextual performance. In addition, innovative behavior is positively correlated to contextual performance. It indicates that higher the innovative behavior leads to increase in contextual performance. In addition, organizational structure has positive relationship with contextual performance. It means that the better organizational structure leads to increase in contextual performance. Likewise, knowledge sharing is positively correlated to contextual performance. It indicates that the more knowledge sharing higher would be the contextual performance.
The result shows that beta coefficients for promotion are positive and significant with employee job satisfaction and return on assets. It indicates that promotion has a positive impact on employee job satisfaction and return on assets. Similarly, the result reveals that beta coefficient for compensation in reward management is positive with employees’ job satisfaction and return on assets. It indicates that compensation have positive impact on employees’ job satisfaction and return on assets. Furthermore, the beta coefficients for development and training opportunities are positive with employee job satisfaction and return on assets. It indicates that development and training opportunities has a positive impact on employee job satisfaction and return on assets. Similarly, the result reveals that beta coefficients recognition is positive and significant with employee job satisfaction and return on assets. It indicates that recognition has a positive impact on employee job satisfaction and return on assets. Likewise, the beta coefficient for employee empowerment is positive with employee job satisfaction and return on assets. It indicates that employee empowerment has a positive impact on employee job satisfaction and return on assets.
The regression result shows that beta coefficients are positive and significant for social media participation. It indicates that social media participation has positive impact on task performance. Additionally, the beta coefficients are positive and significant for innovative behavior. It indicates that innovative behavior has positive impact on task performance. Likewise, the result reveals beta coefficients are positive and significant for organizational structure. It indicates that organizational structure has positive impact on task performance. Furthermore, the beta coefficients are positive and significant for knowledge sharing. It indicates that knowledge sharing has positive impact on task performance.
The regression result shows that beta coefficients are positive and significant for social media participation. It indicates that social media participation has positive impact on contextual performance. Similarly, the beta coefficients are positive and significant for communication. It indicates that communication has positive impact on contextual performance. Additionally, the beta coefficients are positive and significant for innovative behavior. It indicates that innovative behavior has positive impact on contextual performance. Likewise, the result reveals beta coefficients are positive and significant for organizational structure. It indicates that organizational structure has positive impact on contextual performance. Furthermore, the beta coefficients are positive and significant for knowledge sharing. It indicates that knowledge sharing has positive impact on contextual performance.
Recommendations are given on the basis of findings of the study. The major conclusion of the study is that social media participation, communication, innovative behavior, organizational structure and knowledge sharing have positive impact on task performance and contextual performance in Nepalese commercial banks. It indicates that higher the social media participation, communication, innovative behavior, organizational structure and knowledge sharing higher would be the task performance and contextual performance. The study also concludes that the most influencing factors of reward management for employee job satisfaction are communication and knowledge sharing in Nepalese commercial banks.
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Barcode Call number Media type Location Section Status 633/D ARJ Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available Software Enginering / Sommerville,IAN
Title : Software Enginering Material Type: printed text Authors: Sommerville,IAN, Author Publisher: Pearson,India. Publication Date: 2023 Pagination: 808 Size: textbooks ISBN (or other code): 978-93-325-8269-9 Price: Rs:1640 Languages : English Software Enginering [printed text] / Sommerville,IAN, Author . - [S.l.] : Pearson,India., 2023 . - 808 ; textbooks.
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Barcode Call number Media type Location Section Status 11316 005.1 SOM Books Uniglobe Library Philosophy & Psychology Available 11317 005.1 SOM Books Uniglobe Library Philosophy & Psychology Available Students and the power of mind / Vijay Agrawal
Title : Students and the power of mind Material Type: printed text Authors: Vijay Agrawal, Author Publisher: Delhi: Benten B. Publication Date: 2009 Pagination: 126p Size: Books Languages : English Descriptors: Occultism
Para psychologyKeywords: 'psychology power of the mind' Class number: 133 Students and the power of mind [printed text] / Vijay Agrawal, Author . - [S.l.] : Delhi: Benten B., 2009 . - 126p ; Books.
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Title : The 5 Second rule Material Type: printed text Authors: Mel,Robbins, Author Publisher: Savio republic Publication Date: 2017 Pagination: 238 Size: text book ISBN (or other code): 978-1-68261-238-5 Price: RS2080 Languages : English The 5 Second rule [printed text] / Mel,Robbins, Author . - [S.l.] : Savio republic, 2017 . - 238 ; text book.
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Barcode Call number Media type Location Section Status 10967 MEL Books Uniglobe Library Philosophy & Psychology Available The 7 habits of highly effective people / Covey,Stephen.R.
Title : The 7 habits of highly effective people Material Type: printed text Authors: Covey,Stephen.R., Author Publisher: American Pagination: 391 Size: book ISBN (or other code): 978-1-4711-3182-0 Price: 960 Languages : English The 7 habits of highly effective people [printed text] / Covey,Stephen.R., Author . - [S.l.] : American, [s.d.] . - 391 ; book.
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Barcode Call number Media type Location Section Status 10963 COV Books Uniglobe Library Philosophy & Psychology Available The 8th habit / Stephen R. Covey
Title : The 8th habit Material Type: printed text Authors: Stephen R. Covey, Author Publisher: New York: Free Press Publication Date: 2004 Pagination: 409p. Size: Book Price: Rs.1224 Languages : English Descriptors: Satisfaction
Self-actualization (Psychology)
SuccessKeywords: 'vocation success' Class number: 158.1 The 8th habit [printed text] / Stephen R. Covey, Author . - [S.l.] : New York: Free Press, 2004 . - 409p. ; Book.
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Title : The Alchemist Material Type: printed text Authors: Coelho,paulo, Author Publication Date: 2019 Pagination: 155.p Size: text book ISBN (or other code): 978-81-7223-498-0 Price: 640 Languages : English The Alchemist [printed text] / Coelho,paulo, Author . - 2019 . - 155.p ; text book.
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Title : The Art of Happiness Material Type: printed text Authors: Dalai Lama, Author Publisher: CPI GRoup Publication Date: 1999 Pagination: 269 Size: text book ISBN (or other code): 978-0-340-75015-5 Price: Rs960 Languages : English The Art of Happiness [printed text] / Dalai Lama, Author . - [S.l.] : CPI GRoup, 1999 . - 269 ; text book.
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