Dr. Binita ManandharPramila Thapa Magar2025-04-282025-04-282024https://hdl.handle.net/20.500.14540/24939The main objective has been to assess these perceptions and analyze the impact of M&As on work efficiency. The study employs both descriptive and causal-comparative research designs, focusing on employees in commercial banks within the Kathmandu Valley. A sample of 400 employees has been selected using convenience sampling to facilitate efficient data collection. Primary quantitative data has been gathered through a structured questionnaire designed. Data presentation and analysis have been conducted using Microsoft Excel and SPSS, applying various statistical tools, including descriptive statistics, correlation, and multivariate regression models. A reliability test has been conducted using Cronbach's alpha, confirming the reliability of all variables—organizational climate, recognition, remuneration, nature of work, and employee motivation. The research framework includes these independent variables and employee performance as the dependent variable. The findings indicate that organizational climate, recognition, remuneration, nature of work, and employee motivation are significant determinants of employee performance. Specifically, organizational climate and recognition exhibit strong positive relationships with employee performance, while remuneration shows a comparatively weaker but still significant effect. The nature of work and employee motivation also demonstrate a strong positive influence on performance levels. This study has significant practical and theoretical implications, emphasizing the need for organizations to foster a positive work environment and recognize employee contributions to enhance performance during M&As. It recommends that management prioritize initiatives aimed at improving recognition, remuneration, and job engagement to boost employee motivation and productivity.en-USThesis