Amiya Bhaumik

This quantitative study aims to determine the elements that influence the efficiency of village funds in terms of social and economic empowerment. Individualized solutions based on the demographics of the village, including financial support, business partners and markets, human resources, sociocultural ecology, and natural resources, are required for economic development. By collecting data from 179 village heads in South Papua province, Indonesia, this study determines that several elements substantially impact the economic empowerment of communities. However, these factors have not been fully optimized to attain economic independence of villages. With the assistance of regular support from the district government, most village heads are graduates who can effectively plan and implement programs. The distinctive qualities of a community are considered in sociocultural development programs. The development of natural resources and tourism are continuing processes that require market access and infrastructure improvement. Human resources are promising, and sociocultural initiatives align with community requirements. Therefore, addressing the problems associated with market access and resource development is vital. Village funds should promote the use of resources in a sustainable manner; however, there are still obstacles to engaging corporate land users, which calls for further investigation.

This paper aims to identify the factors affecting employee retention in Nepalese financial institutions, especially commercial banks. Through a questionnaire, the primary data were collected from 400 respondents. The study is based on a dichotomous and 5-point Likert scale questionnaire. The collected data were analyzed using SPSS and structural equation modeling (SEM). SEM smart PLS-4 is used to examine the association between the dependent and independent variables. The results indicate that company image/goodwill, employee benefits, job satisfaction, organizational performance, recruitment and selection, and work environment and culture have a relatively significant relationship with employee retention. Among them, organizational performance was found to be highly significant among all other variables. However, labor unions, leadership support, performance appraisal, training and development, and work-life balance did not have an association with employee retention. The study helps HR managers to formulate appropriate policies and guidelines to retain employees in Nepalese commercial banks. Likewise, it provides a valuable empirical contribution by analyzing which factors affect employee retention in commercial banks in Nepal using a direct SEM model. It also shows which factors play a major role in employee retention.