The research study has been intended to examine the relationship between employees’ job satisfaction and their on job performance and its impact on retention, turnover and execution evaluation framework at the Business Universal Development Bank Ltd. in Kathmandu, Nepal. Because of new regulations being recommended by NRB (Central Bank) for expanding four times capital of the banks and financial institutions (BFIs) to make their capital base stronger, BUD Bank has been confronting difficulties of (i) expanding four times its paid capital and (ii) channelizing the credits all the more proficiently and effectively. In the request to adapt to these circumstances, the employees need to expect the basic role by taking a couple of profitable and capable drives. For this, the management needs to review the employees’ present job satisfaction, and its impact on their performance, retention, and turnover for taking appropriate measures for further change on upgrading their execution to extend profitability.
It has been endeavoured to audit different articles/ international journals displayed by various specialists/researchers/scholars on the points i.e. job satisfaction, and its impacts on job performance, retention, turnover, and performance evaluation. It is found that JS has the significant relationship with JP, retention, turnover, and performance evaluation. As indicated by authors Locke (1976); Olusola, Funmilola and Sola (2013); and Velnampy and Sivesan (2012), there are six to ten variables of job satisfaction and these have positive impacts on job performance, retention, turnover, and execution assessment. In any case, there are considered six variables (work assigned, salary, promotion, supervision, colleagues, and working environment) of job satisfaction proposed by Locke (1976) for this study. These variables are regular to all types of organisations. Olusola, Funmilola and Sola (2013) find in their study that these six variables of JS have significant positive effect on JP demonstrating the entirely great relationship between JS and JP.
Table of Contents
CHAPTER-1 INTRODUCTION
1.1 Study Background
1.2 Purpose of Study
1.3 Problem Statement
1.4 Research Objective
1.5 Research Question
1.6 Implications of the Study
1.7 Key Terms’ Definitions
1.7.1 Job Satisfaction:
1.7.2 Job performance:
1.7.3 Retention
1.7.4 Turnover
1.7.5 Performance Appraisal System
CHAPTER-2 LITERATURE REVIEW
2.1 Introduction
2.2 Job Satisfaction
2.3 Dimensions of Job Satisfaction
2.3.1 Work Assigned
2.3.2 Salary
2.3.3 Promotion
2.3.4 Supervision
2.3.5 Colleagues
2.3.6 Working Environment
2.4 Job Performance
2.4.1 Work assigned’s effect on job performance
2.4.2 Salary’s effect on Job Performance
2.4.3 Promotion’s effect on job performance
2.4.4 Supervision’s effect on job performance
2.4.5 Colleagues' effect on job performance
2.4.6 Working environment’s effect on job performance
2.5 Relationship between Job Satisfaction and Job Performance
2.6 Performance Appraisal System
2.7 Theoretical Framework
2.7.1 First Scenario
2.7.2 Second Scenario
CHAPTER-3 METHODOLOGY
3.1 Introduction
3.2 Research Methodology
3.3 Research Design
3.3.1 Nature of Study
3.3.2 Sources of Data
3.3.3 Sampling Techniques and Population
3.3.4 Ethical Issues
3.3.5 Measurement Method
3.3 Methods for Data Collection
3.4 Methods for Data Analysis
3.5 Pilot Test
CHAPTER-4 FINDINGS
4.1 Introduction
4.2 Respondents’ Profile
4.3 Excellence of Measure
4.3.1 Reliability Analysis
4.3.2 Descriptive Analysis
4.4 Hypotheses Testing
4.4.1 Correlation Analysis
4.4.2 Multiple Regression Analysis
4.4.3 Hypothesis
4.4.2 Open Questions Analysis
CHAPTER-5 DISCUSSIONS, THEORITICAL APPROACH AND ITS IMPLICATIONS
5.1 Introduction
5.2 Outline of the Study
5.3 Discussions
5.3.1 To determine correlation between job satisfaction and job performance
5.3.2 To explore which factors have major impact on increasing job satisfaction, improving job performance, increasing retention, and reducing turnover.
5.3.3 To investigate the effect of job satisfaction on job performance, retention, and turnover.
5.4 Theoretical Approach and its Implications
5.5 Research Limitations
CHAPTER-6 CONCLUSIONS AND RECOMMENDATIONS
6.1 Conclusions
6.2 Recommendations
6.2.1 To BUD Bank Management
6.2.2 To Future Researchers
Research Objectives and Themes
This study aims to examine the relationship between employee job satisfaction and job performance at the Business Universal Development Bank Ltd. in Kathmandu, Nepal. It seeks to investigate how specific job satisfaction variables—such as work assigned, salary, promotion, supervision, colleagues, and working environment—impact employee performance, retention, and turnover, ultimately providing management with actionable insights for policy improvement and organisational growth.
- The correlation between job satisfaction (JS) and job performance (JP) in a private banking context.
- The impact of JS variables on employee retention and organisational turnover.
- The role of performance appraisal systems in facilitating employee engagement and work execution.
- Statistical validation of management theories through quantitative and qualitative data analysis (SPSS).
- Strategic recommendations for human resource management to enhance profitability and workplace morale.
Excerpt from the Book
1.1 Study Background
The research study had been undertaken to investigate the relationship between employee’s job satisfaction (JS) and their on the job performance (JP) at Business Universal Development Bank Ltd. (BUD Bank), Kathmandu, Nepal in the month of April 2016. The survey had covered the 60 participants among 100employees from head office and 13 branch offices of the bank excluding low-level staff. The study was intended to have findings on the correlation between employee’s JS and JP, and further, satisfaction’s effects on job execution, retention, turnover, and performance appraisal system. The recommendations made according to findings may be helpful to the Management of the BUD Bank to cope the situations being faced by the bank due to new regulations prescribed by the Nepal Rastra Bank (NRB). Properly, the BUD Bank needs to extend its capital with four times as much by strategy for promulgating bonus share and right share to the owners/investors. With the expanded capital, the BUD Bank needs to enhance its business growth altogether inside a brief time frame making it financially feasible. With a specific end goal to bear on this circumstance, the administration needs to audit current worker's JS and their JP and its effect on retention, turnover, and performance appraisal lastly its impact to organisational performance.
Summary of Chapters
CHAPTER-1 INTRODUCTION: This chapter provides the research background, the purpose of the study, the problem statement regarding bank capital regulations, and defines key terms used throughout the thesis.
CHAPTER-2 LITERATURE REVIEW: This section audits existing academic literature regarding job satisfaction theories, dimensions of job satisfaction, and their documented relationship with performance, retention, and turnover.
CHAPTER-3 METHODOLOGY: This chapter outlines the research philosophy, data collection techniques, sampling methods for the 60 participants, and the statistical tools used for analysis, including Cronbach’s Alpha and Multiple Regression.
CHAPTER-4 FINDINGS: This section presents the empirical outcomes from the primary data analysis, including respondent demographics, reliability testing, correlation coefficients, and multiple regression results.
CHAPTER-5 DISCUSSIONS, THEORITICAL APPROACH AND ITS IMPLICATIONS: This chapter interprets the findings, discusses the relationship between job satisfaction and performance in light of prior studies, and addresses theoretical implications and research limitations.
CHAPTER-6 CONCLUSIONS AND RECOMMENDATIONS: This final chapter summarizes the research conclusions and offers specific recommendations to the bank management and future researchers.
Keywords
Job performance, Job satisfaction, Retention, Turnover, Performance appraisal system, Banking sector, Employee engagement, Human resource administration, Organisational commitment, Workplace environment, Motivation, Salary, Multiple regression, Correlation analysis, Professional development.
Frequently Asked Questions
What is the primary focus of this research?
The research investigates the correlation between employee job satisfaction and job performance within the Business Universal Development Bank Ltd. in Nepal, specifically addressing how these factors influence retention, turnover, and performance appraisal systems.
What are the central themes of the study?
The core themes include analyzing dimensions of job satisfaction (salary, supervision, work assigned, etc.), the impact of these factors on performance, and the practical challenges faced by banks in Nepal due to new capital requirement regulations.
What is the main research objective?
The primary objective is to determine the nature of the relationship between job satisfaction and job performance and to provide suggestions to the bank's management for enhancing employee satisfaction to improve operational performance and profitability.
What scientific methods were employed?
The study utilizes both quantitative and qualitative methods, including surveys with 60 participants, Cronbach’s Alpha for reliability, and Pearson’s Correlation and Multiple Regression Analysis via SPSS to evaluate the collected data.
What does the main body of the work cover?
The main body covers a comprehensive literature review, the research methodology, detailed findings from the primary data analysis, and a critical discussion of the results in comparison with previous academic research.
Which keywords characterize this work?
Key terms include job satisfaction, job performance, employee retention, turnover rates, performance appraisal systems, and banking sector human resource management.
How do new banking regulations impact the findings?
New regulations by the Nepal Rastra Bank requiring a four-fold increase in paid-up capital have created operational challenges; the study suggests that optimizing employee satisfaction and performance is a critical strategic response for the bank to maintain competitiveness.
What were the major findings regarding job satisfaction?
The data revealed a moderate, significant positive relationship between job satisfaction and job performance, and highlighted that specific factors like "Work Assigned" have a stronger impact on satisfaction than others like salary.
- Quote paper
- Sumat Rajbhandari (Author), 2016, A Study on the Relationship between Employee's Job Satisfaction and their on Job Performance, Munich, GRIN Verlag, https://www.grin.com/document/368168
