Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment
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Author(s)Arjun RaiLink to ORCID Index: https://orcid.org/0000-0001-9578-6971
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Prem Bahadur BudhathokiLink to ORCID Index: https://orcid.org/0000-0002-1249-7005
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Chandra Kumar RaiLink to ORCID Index: https://orcid.org/0000-0002-0111-6609
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DOIhttp://dx.doi.org/10.21511/ppm.19(1).2021.11
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Article InfoVolume 19 2021, Issue #1, pp. 127-136
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462 Downloads
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Creative Commons Attribution 4.0 International License
Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.
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JEL Classification (Paper profile tab)G41, M54
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References46
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Tables4
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Figures0
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- Table 1. Summary statistics
- Table 2. Correlation matrix of response and predictor variables N = 199
- Table 3. Multiple regression equation of AC on all predictor variables
- Table 4. Multiple regression equation of NC on all predictors
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Factors affecting service quality at Vietnamese retail banks
Tran Phi Hoang
doi: http://dx.doi.org/10.21511/bbs.13(2).2018.04
Banks and Bank Systems Volume 13, 2018 Issue #2 pp. 39-48 Views: 6514 Downloads: 1396 TO CITE АНОТАЦІЯSustainable growth and development can be the most important lesson that banks have learned in recent decades. Banks would gain many benefits, win the competition and develop sustainably if there have been more and more loyal customers. Customer satisfaction will help build customer loyalty. In order to have loyal customers, service quality must be good. Quality customer service of the bank is to ensure customer satisfaction and take their needs into consideration to improve service quality. High customer service quality will generate value not only to meet customer needs but also the expectations of customers and make banks more prominent than their competitors. This study identifies factors that affect customer satisfaction with the service quality at Vietnamese retail banks. The results are obtained by qualitative and quantitative method. The research model with a questionnaire consisting of 22 variables, 5 scales for a survey of 554 customers, is identified and developed through interviews with experts and group discussions. The findings show that customer satisfaction with the service quality at retail banks is influenced by “reliability”, “responsiveness”, “empathy”, “security”, and “tangibles”. Based on the findings, solutions for improving service quality are proposed for Vietnamese retail banks.
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The effects of perceived organizational support and social comparison on work attitudes
Nuri Herachwati , Jovi Sulistiawan ,
Zainiyah Alfirdaus ,
Mario Gonzales B. N.
doi: http://dx.doi.org/10.21511/ppm.16(1).2018.02
Problems and Perspectives in Management Volume 16, 2018 Issue #1 pp. 12-21 Views: 2155 Downloads: 322 TO CITE АНОТАЦІЯThis study is based on the results of a survey research conducted by JobStreet Indonesia on its members, which has surprisingly found that more than 70% of employees lack clarity on the goals of their career. Drawing from the social exchange theory, employees tend to show positive work attitudes when they perceive that their organization paid attention to them. The objective of this study is to assess how significant the influence of Perceived Organizational Support (POS) is on career satisfaction, organizational commitment, and turnover intention. Besides organizational perspective, as stated by the social comparison theory, the way individuals perform both upward and downward comparisons could be expected to affect career satisfaction. Also, this research uses career commitment as a moderator variable that can strengthen or weaken the influence among variables, which is the employee’s commitment towards their organization and competitiveness within their respective work group. The research has found some interesting results. It was shown that there is no significant relationship between POS and career satisfaction, career satisfaction and turnover intention, organizational support and turnover intention, and both upward and downward social comparison and turnover intention. The moderating effects of career commitment were not proven. In comparison, all of the moderating effects of a competitive work group were proven together with the relationship between upward social comparison and turnover intention.
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The mediating role of emotional intelligence in the employees performance
Arief Tukiman Hendrawijaya ,
Tatang Ary Gumanti ,
Sasongko ,
Zarah Puspitaningtyas
doi: http://dx.doi.org/10.21511/ppm.16(1).2018.14
Problems and Perspectives in Management Volume 16, 2018 Issue #1 pp. 145-154 Views: 2045 Downloads: 753 TO CITE АНОТАЦІЯThis study investigates the mediating effect of emotional intelligence on the relationship between motivation, compensation, satisfaction, work climate and employees’ performance. The sample consists of 96 field officials who were the government employees specializing in coping with the eradication of Dengue Hemorrhagic Fever (DHF) in the district of Jember, Indonesia. Results using path analysis reveal that all examined variables positively and significantly affect employees’ performance. The study finds that emotional intelligence mediates the relationship of work motivation, compensation, work satisfaction, and work climate with employees’ performance.
