Browsing by Subject "Employee commitment"
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Item Determinants of Job Satisfaction and their Impact on Employee Commitment: A Study of Foreign Joint Venture Banks in Nepal(Faculty of Management, 2021) Bajracharya, AnishmaThe study has been carried out to identify determinants of job satisfaction and their impact on employee commitment in foreign joint venture commercial banks in Nepal with the aim to examine the status of determinants of job satisfaction of employees and to assess the employee commitment in foreign joint venture banks in Nepal. This research is basically exploratory in nature which was undertaken by following descriptive and survey research design. Questionnaires were administered to the employees in both foreign joint venture banks and the respondents were asked to give their opinion about their job and the prevailing situation of HR practices in the organization. Before the computation of descriptive results, internal consistencies of the construct variables were tested by using Cronbach‟s Alpha. Alpha values of all the constructs were found to be higher than 0.7, which is the evidence for the sufficient consistency. The aim of this research was to primarily determine the determinants of job satisfaction and their impact on employee commitment among the employees of banking sector. The results emanating from the research indicate there is a statistically significant relationship between determinants of job satisfaction and employee commitment among the sample of employees selected to participate in the research. The results from the current research indicate that there is a strong, positive correlation between employee commitment and job satisfaction among the employees from banking sector. The levels of job satisfaction and employee commitment are, however, a cause for concern. Given the close link between employee commitment and job satisfaction, it is possible that many employees are possibly staying in the profession due to limited alternatives. Most of the employees were dissatisfied from freedom and authority in both organizations. So, they must include them in decision making as well as use liberal policy for higher job satisfaction. Similarly, they were also dissatisfied in job security, supervision and interpersonal relation in organization. So, organization should provide qualitative supervision, opportunity for high job security and effective supervision and sound work environment so that the employees are satisfied with their job and are committed towards the organization.Item Impact of Job Design and Retention Practices on Employee Commitment in Commercial Banks of Nepal(Department of Management, 2022) Koirala, AsmitaThe topic of the study was to assess that impact of job design and retention practices on employee commitment in commercial banks of Nepal. The purpose of this research is to assess major job design and retention practices in Nepalese commercial banks and to examine the impact of job design and retention practices on employee commitment in commercial banks of Nepal. A mix of descriptive as well as causal comparative research design has been used to develop a framework for this research. The different job design factors such as task variety, feedback, task significance and task identify are analyzed to know the overall job design fitness of the sampled organization. Furthermore, retention practices through compensation and employee commitment is also measured of employees of the sampled commercial banks. To test the hypothesis, data was collected from a sample of 114 respondents through a question that was developed carefully by the researcher and administered to the employees of the sampled banks through a purposive judgmental technique of sampling method. A multiple regression analysis along with single regression analysis was run to fulfill the objectives of this research while simultaneously testing for the hypotheses developed in the research. The regression results revealed that when all of the variables were entered there was only a significant positive relationship between job design and employee commitment. A significant relationship could not be established between the independent variable retention through compensation and dependent variable employee commitment. However, when only one variable was used to test for the hypothesis there existed a relationship between all of the dependent variable and the independent variable. The findings implied that whatever the banks were currently doing as a strategy to increase employee commitment, it is in line with what the employees want. Furthermore, the age group of 46+ needs to be targeted to develop tools and techniques so that such age groups feel they are perceived to be important to the organization or to think they have great influence on the lives of others as they have very low task significance scores. The managers needs to design their jobs in such a way that they boost the task significance for such age groups.