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DETERMINANTS OF EMPLOYEE COMPENSATION IN NEPALESE ORGANIZATIONS
(Shanker Dev Campus, 2024) Sujata Bhandari; Asso. Prof. Dr. Kapil Khanal
Employee pay is a crucial aspect of the employer-employee dynamic, impacting the performance of both parties involved. This study seeks to investigate the correlation between employee financial compensation and their overall job satisfaction, including extrinsic and intrinsic factors. Utilizing a Convenience sampling method, this research employs descriptive and causal research designs. Statistical tools such as ANOVA, Ttests, correlation, and regression analysis are applied. The study focuses on commercial banks in Kathmandu Valley, using questionnaires to gauge the influence of compensation on employee satisfaction. This research examines Employee Compensation as the outcome variable, with commitment, rewards, appreciation, and fairness as the predictors. The findings indicate a robust positive correlation between appreciation and commitment, as well as between rewards and appreciation. Regression analysis demonstrates that commitment, rewards, appreciation, and fairness all exert a positive and statistically significant influence on Employee Compensation. Key word: Performance appraisal, Employee motivation, Nepalese commercial bank
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IMPACT OF LIQUIDITY ON PROFITABILITY IN NEPALESE COMMERCIAL BANKS
(Shanker Dev Campus, 2024) Sandesh Rai; Madhusudan Gautam
This study investigates the impact of liquidity on profitability in Nepalese commercial banks. Descriptive and causal research design has been employed in this study. This study used descriptive analysis, correlation analysis and multiple regression analysis to analyze the data. This study shows that there is strong liquidity position in terms of liquid assets to total assets ratio and also strong profitability position of sample banks in term of ROA and ROE means sample banks have efficiently utilized its assets through mobilizing its deposit because they have high ratios. The correlation analysis shows that cash to deposit ratio and liquid assets ratio have insignificant positive correlation with ROA and significant positive relationship with ROE. However, loan to deposit ratio has significant positive association with profitability (ROA and ROE) of the banks. The correlation analysis also shows that capital adequacy has insignificant positive relationship with ROA but significant negative relationship with ROE. Further, deposit ratio has significant positive relationship with ROA and ROE of the banks. The study also reveals that cash to deposit ratio has insignificant positive impact on ROA and ROE of the banks. Similarly, liquid assets to total assets ratio has no significant impact on profitability (ROA and ROE) of commercial banks in Nepal. However, loan to deposit ratio has significant negative impact on profitability (ROA and ROE). At the meantime, capital adequacy ratio has significant positive impact on ROA and significant negative impact on ROE of the banks. Moreover, deposit ratio has insignificant positive impact on profitability of commercial banks in Nepal. Therefore, this study concluded that there is insignificant effect of liquidity on profitability of commercial banks in Nepal. Keywords: Return assets, return on equity, cash to deposit ratio, liquid assets to total assets ratio and loan to deposit ratio.
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EFFECTS OF SOCIAL SUPPORT ON EMPLOYEE JOB PERFORMANCE: MEDIATING ROLE OF TRAINING TRANSFER
(Shanker Dev Campus, 2024) Manisha Maharjan; Dinesh Basnet
Employee job performance is the burning issue in Nepalese cooperative sectors. As a result, it is difficult to sustain many cooperative sectors in this dynamic environment. Thus, to address this issue, this study examines the outcome of social support on employee job performance with a mediating role of training transfer. A comprehensive review of the literature was done to encompass theories related to social support and training transfer as well as their connections to job performance. Data was collected through surveys from employees across cooperative sectors. The results showed that peer and supervisor support have a substantial impact on training transfer, with employees more likely to successfully adapt their training to their jobs in the workplace if they perceive higher levels of support from their superiors and peers; however, the effect of perceived organizational support on training transfer has not been established. Furthermore, the finding indicated that improved training transfer leads to enhanced employee job performance. Moreover for evaluating the relationship -both direct and indirect—between occupational performance and social support through training transfers. The finding reveals that the relationship between dimensions of social support (i.e. supervisor support, peer support, and perceived organizational support) and employee job performance is partially mediated by training transfer. The study sheds light on the significance of fostering a supportive workplace environment to maximize the effectiveness of training transfer and subsequently improve employee job performance. It also offers theoretical and practical insights for researchers and organizations to enhance employee job performance through training mechanisms and social support dimensions. This research contributes to the understanding of the mediating role of training transfer on the relationship between peer support and employee job performance; and perceived organizational support and employee job performance. The fulfillment of the gap offers valuable insight for both academia and the business world. Keyword: Social support, supervisor support, peer support, perceived organizational support, training transfer, employee job performance, cooperative sectors.