Dimensions of Job Satisfaction among Employees of Banking Industry in Nepal

2020 ◽  
Vol 9 (1) ◽  
pp. 59-64
Author(s):  
Naba Raj Adhikari
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Banking Sector ◽  
Sampling Technique ◽  
Team Work ◽  
Employee Empowerment ◽  
Positive Relation ◽  
Quality Performance ◽  
Training Performance ◽  
The Impact

 Objective: The purpose of the study was to find out the impact of employee empowerment, team work, bank facilities, training; performance appraisal and quality performance upon job satisfaction of employees that how would these factors affect employees’ job satisfaction in banking sector of Nepal. Methodology: Data was collected through questionnaire and the questionnaire was distributed among 200 employees of twenty eight commercial banks. Random sampling technique was applied in this procedure. Correlation coefficient and regression were used to analyze and interpret the data. Results and Conclusion: Regression analysis showed that employee empowerment, team work, and bank facilities affect positively whereas training, performance appraisal and quality performance affect adversely on the job satisfaction level of employees. There exists a positive relation overall and boost job satisfaction, which would in turn enhance the productivity of the organization.

scholarly journals The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho

2018 ◽  
Vol 8 (2) ◽  
pp. 16
Author(s):  
Mamofokeng Eliza Motlokoa ◽  
Lira Peter Sekantsi ◽  
Rammuso Paul Monyolo
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Blood Stream ◽  
Working Environment ◽  
Skill Gaps ◽  
Management Literature ◽  
The Impact ◽  
Self Administered Questionnaire

Human Resources Management literature regards training as the blood stream of any organization because the success of an organisation to achieve its objectives and goals heavily highly depends on its workforce. For this reason, organizations should invest in employees’ training in an effort to enhance their performance and that of an organisation. Nonetheless, some organizations regard training as unnecessary expenditure and always cut training budgets in an effort to improve their financial standing to the detriment of their employees’ welfare because that action incapacitate staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 171 employees from a population of 300 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job-satisfaction in the banking sector in Lesotho. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in Lesotho should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job-satisfaction.

scholarly journals The Impact of Employee Empowerment on the Organizational Commitment

2018 ◽  
Vol 8 (3) ◽  
pp. 284
Author(s):  
Wael Zaraket ◽  
Robert Garios ◽  
Layla Abdel Malek
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Employee Empowerment ◽  
Positive Relation ◽  
The West ◽  
Core Components ◽  
The Subject ◽  
The Impact ◽  
Business Sectors ◽  
Self Administered Questionnaire

Organizational commitment has been a topic of extensive interest since 1950 due to its substantial implications on both employees and organizations. Therefore, it is crucial for every company to determine and understand the aspects which boost the commitment of its employees thus leading to achieve its objectives and optimize the human capital. Hence, the purpose of this research was to analyze the impact of core components of employee empowerment on the organizational commitment in the Lebanese Banking sector.This research adopted the principles of positivism where the researcher was independent from the study. Since the study was already grounded from an existing theoretical framework with the purpose of testing hypotheses, the deductive approach was followed.  After studying the existing literature related to the subject, the researcher conducted a quantitative study. The data was distributed and collected from 123 employees working in the Lebanese Banking sector using a self-administered questionnaire. The aim of this questionnaire was to explore the influence of job autonomy, motivation, training and compensation on organizational commitment.The hypotheses which were proposed to be tested during the research were verified. The results reflected a positive relation between the components of employee empowerment and organizational commitment. This was in alignment with the other business sectors in Lebanon and in similar banking sector in the region and the West. Accordingly, the banks should consider employee empowerment as one of the factors in promoting organizational commitment. Consequently, this leads to employees’ organizational retention in the Lebanese Banking sector.

scholarly journals The Relationship between Perceived Job Satisfaction, Commitment and Loyalty in Banking Sector

2021 ◽  
Vol 6 (1) ◽  
pp. 27-38
Author(s):  
Yafra Naz ◽  
Sadhna Lohano ◽  
Abeer Khatri
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Management Practices ◽  
Banking Sector ◽  
Scientific Management ◽  
Private And Public ◽  
The Impact

In the current era of highly volatile corporate environment, organizations are facing challenges in the form of optimization of human resources in the banking sector of Pakistan. Human resources are measured as a source of ecological competitive advantage. The success of an organization depends upon several factors but the most decisive factor that effect the organizational performance and its employees. Job satisfaction is one of the most broadly discussed and devotedly studied paradigms in related disciplines such as industrial-organizational psychology, organizational behavior. The job satisfaction is the favorable or un-favorable attitude with which the employee views his and her work. Job satisfaction, thus, is the result of various attitudes possessed by an employee. The current study is in endeavor to observe and explore the impact of human resources practices on job satisfaction, Commitment & loyalty of private and public sector banking employees. In the study the scientific management model, identify that Human resource management practices like training performance appraisal teamwork and compensationhas significant impact on job satisfaction.

scholarly journals The Impact of Employee Empowerment on the Organizational Commitment

2018 ◽  
Vol 8 (3) ◽  
pp. 284
Author(s):  
Wael Zaraket ◽  
Robert Garios ◽  
Layla Abdel Malek
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Employee Empowerment ◽  
Positive Relation ◽  
The West ◽  
Core Components ◽  
The Subject ◽  
The Impact ◽  
Business Sectors ◽  
Self Administered Questionnaire

Organizational commitment has been a topic of extensive interest since 1950 due to its substantial implications on both employees and organizations. Therefore, it is crucial for every company to determine and understand the aspects which boost the commitment of its employees thus leading to achieve its objectives and optimize the human capital. Hence, the purpose of this research was to analyze the impact of core components of employee empowerment on the organizational commitment in the Lebanese Banking sector.This research adopted the principles of positivism where the researcher was independent from the study. Since the study was already grounded from an existing theoretical framework with the purpose of testing hypotheses, the deductive approach was followed.  After studying the existing literature related to the subject, the researcher conducted a quantitative study. The data was distributed and collected from 123 employees working in the Lebanese Banking sector using a self-administered questionnaire. The aim of this questionnaire was to explore the influence of job autonomy, motivation, training and compensation on organizational commitment.The hypotheses which were proposed to be tested during the research were verified. The results reflected a positive relation between the components of employee empowerment and organizational commitment. This was in alignment with the other business sectors in Lebanon and in similar banking sector in the region and the West. Accordingly, the banks should consider employee empowerment as one of the factors in promoting organizational commitment. Consequently, this leads to employees’ organizational retention in the Lebanese Banking sector.

scholarly journals RELATIONSHIP OF EMPLOYEE TRAINING, EMPLOYEE EMPOWERMENT, TEAM WORK WITH JOB SATISFACTION

2020 ◽  
Vol 7 (2) ◽  
pp. 185-198
Author(s):  
Abdul Khaliq
Keyword(s):  
Job Satisfaction ◽  
Positive Impact ◽  
Strong Predictor ◽  
Employee Training ◽  
Team Work ◽  
Employee Empowerment ◽  
Employee Productivity ◽  
Telecom Sector ◽  
Managerial Level ◽  
The Impact

Current research is designed to check the impact of employee training, employee empowerment, team work on job satisfaction. Employee training, employee empowerment, team work are independent variables and job satisfaction is dependent variable. Overall, 160 employees of banks employees who are working at managerial level are selected randomly. Results indicates that employee training, employee empowerment, team work has significant positive impact on job satisfaction. It is also seen that teamwork is emerging as strong predictor of job satisfaction the employee empowerment is second good predictor of job satisfaction. In future researches, this kind of researches will be also conducted in other kind of industries like hotel industry, telecom sector and education sector. In future researches some other potential predictors of job satisfaction like employee compensation, employee appraisal will also include. It is also better to include some better outcomes like employee loyalty and employee productivity for generalization.

scholarly journals The Effect of Employee Empowerment, Team Work and Employe Training on Job Satisfaction (Study on Employee PT. Kusumahadi Santosa and PT. Dan Liris)

2019 ◽  
Vol 2 (1) ◽  
pp. 49-60
Author(s):  
Nova Yudha Liandi Priyatama ◽  
Fajariyanti Fajariyanti
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Employee Training ◽  
Sampling Technique ◽  
Team Work ◽  
Employee Empowerment ◽  
Survey Method ◽  
Team Members ◽  
Employee Job Satisfaction ◽  
Negative Effect

The study purposes were 1) Examining the effect of Employee Empowerment on Job Satisfaction; Examining the effect of Team Work on Job Satisfaction; 3) Examining the effect of Employee Training on Job Satisfaction. This research was conducted on employees of PT. Kusumahadi Santosa and PT. Dan Liris. This research is a survey method. The sample used in this study were 148 respondents. Sampling technique used is convenience sampling as for the collection of data in this study using a questionnaire. Data were analyzed using SPSS 23. The results of this study can be concluded that: 1) Employee Empowerment has negative effect and not significant on Job Satisfaction; 2) Teamwork has positive and significant influence on Job Satisfaction; 3) Employee Training has positive and significant influence on Job Satisfaction. From the results of this study the authors suggest that companies increase the amount of training provided in order to increase employee job satisfaction. Employees should be more caring, respectful and also maintain relationships with coworkers / team members so that relationships with team members are better that will increase job satisfaction.

scholarly journals Impact of employee empowerment on organizational commitment through job satisfaction in four and five stars hotel industry

2021 ◽  
pp. 813-822 ◽  
Author(s):  
Nasser Saad AlKahtani ◽  
Shahid Iqbal ◽  
Mariam Sohail ◽  
Faisal Sheraz ◽  
Sarwat Jahan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Social Exchange ◽  
Structural Equation ◽  
Positive Impact ◽  
Time Lag ◽  
Sampling Technique ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

The purpose of this study is to empirically test the impact of employee empowerment on organizational commitment through the mediating role of job satisfaction. The non-probability random sampling technique and time lag was used to collect data from 307 employees working at four and five Stars Hotels in two cities Rawalpindi, Islamabad of Pakistan. Smart Partial least squares-structural equation modeling (Smart PLS SEM v.3.2.8) was used to test the hypotheses. The result indicates that employee empowerment has a significant and positive impact on organizational commitment. Also, job satisfaction is considered as a potential mediator between employee empowerment and organizational commitment. Furthermore, to sup-port the results current study used the social exchange theory. Finally, some theoretical and practical contributions to employee empowerment and organizational commitment literature, and research limitations and future directions are presented.

PENGARUH PELATIHAN, KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN PENDIDIKAN SEBAGAI PEMODERATOR PADA BALAI PENDIDIKAN DAN PELATIHAN APARATUR KEMENTERIAN KELAUTAN DAN PERIKANAN

2018 ◽  
Vol 5 (2) ◽  
pp. 37-49
Author(s):  
Wahyu Yulianto
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Structural Equation ◽  
Secondary Data ◽  
Primary Data ◽  
Equation Modeling ◽  
Training Centre ◽  
Competence Motivation ◽  
The Impact ◽  
Mediator Variable

The study purpose is to analyse the impact of training, competence, motivation and leadership towards performance either directly or through job satisfaction as a mediator variable. As many as 55 staff are considered as respondents in this research, and census method is used as the sampling method. Primary data in this study were collected through questionnaires and analyzed using Likert Scale. Secondary data are obtained from the organization structure Sukamandi Apparatus Training Centre (BDA), performance appraisal, staff attendance, information system and personnel management. Structural Equation Modeling Analisis of Moment Structures (SEM-AMOS) is used to process and analyze data. This study shows staff with high education, competence and leadership have a significant effect on performance, While the job satisfaction is significant in mediating the influence of training, competence and leadership on performance. Next on the employee with low education, training, competence, motivation and leadership have a significant influence on performance, while job satisfaction is significant in mediating the effect of competence and leadership on staff performance.   Keywords:  training, competence, motivation, leadership, job satisfaction, performance

scholarly journals “Impact of Training on Employees Performance” (Evidence from Pharmaceutical Companies in Karachi, Pakistan)

2015 ◽  
Vol 6 (1) ◽  
pp. 49 ◽  
Author(s):  
Uzma Hafeez ◽  
Waqar Akbar
Keyword(s):  
Customer Service ◽  
New Technologies ◽  
Employee Performance ◽  
Interpersonal Relationship ◽  
Sampling Technique ◽  
Business Environment ◽  
Team Work ◽  
Future Research ◽  
Pharmaceutical Companies ◽  
The Impact

Employees are major assets of every organization. The accomplishment of the industry depends on its employee performance. Therefore, upper management knows the significance of expense in training for the advantage of improving employee performance and also places them to get the challenges of the today’s competitive business environment. This research also aims to see the “Impact of Training on Employee Performance in Pharmaceutical Industry in Karachi Pakistan”, in which Training consider as independent whereas dependent variable ‘Employee Performance‘ having its Performance areas i.e.; demonstrating team work, communication skill, customer service, interpersonal relationship and reduced absenteeism and its Developments areas i.e.; job-satisfaction, employee motivation, new technologies, efficiencies in process and innovation in strategies as its levers. The paper presents a concise summary of the literature on the value of training in improving the performance of the employees. Four pharmaceutical companies are selected. A survey of 356 employees via self administrated questionnaire with the help of random sampling technique is conducted with the response rate of 96%. Two sets of hypothesis are developed which relate directly to the research questions. SPSS 19 is used to perform reliability, descriptive, correlation and regression analysis. The analysis shows a positive significant relationship between them and the results reveal that the more the employee gets training, the more efficient their level of performance would be. The last section of the paper concludes along with recommendation to give guidelines for future research.

scholarly journals Job Satisfaction and Organizational Commitment: Valid Predictors of Turnover Intentions

2020 ◽  
Vol 6 (4) ◽  
pp. 931-939
Author(s):  
Uzma Ashiq ◽  
Nargis Abbas ◽  
Syed Salman Hassan ◽  
Usman Riaz Mir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Economic Condition ◽  
Critical Issue ◽  
Influential Factors ◽  
Conventional Banks ◽  
The Impact ◽  
Survey Questionnaires

Human resource capital is the most strategic part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. Although employees are not much satisfied as well as committed with the organization but still they have minimal intention towards leaving the organization. Results indicated that turnover intentions of employees in banking sector of Pakistan depend on various other factors. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making implications for banks and called for an urgently inquiry about those influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment as empirical results indicate very less satisfaction and commitment of employees.

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