Association between Human Resource Management Practices and Organisational Citizenship Behaviour in Nepalese Commercial Banks

Subedi, Rashmi; Sthapit, Arhan

doi:10.18843/ijcms/v11i1/04

Cited by 3 publications

(5 citation statements)

References 10 publications

(11 reference statements)

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“…Employees representing a joint family, collectivism, and cooperative societal culture can be a rich source for exploring citizenship behaviour in Nepalese banking and insurance sector industries. In the Nepalese context, only a few studies (Gautam et al, 2005;Chhetri, 2017;Shrestha, 2019;Subedi, & Sthapit, 2020;Niraula & Chamlagai, 2020;Shrestha, 2020) have been conducted on OCB. Gautam et al (2005) found affective and normative commitment as strong predictors of altruism and compliance citizenship behaviours among employees of commercial banks, Nepal Telecommunication, and Nepal Television.…”

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confidence: 99%

“…Further, they found females with higher education engage more in extra-role behaviours than male employees, whereas designation and experience do not influence citizenship behaviour. Subedi and Sthapit (2020) examined the association between HRM practices and organisational citizenship behaviour (OCB) in Nepalese commercial banks and found no significant variation between overall OCBs of managers of both foreign joint venture and private commercial banks. As per the study (Subedi & Sthapit 2020), the HR practices (viz., organisational climate and HR training and development) have a significantly positive relationship with OCB, while employee empowerment has a negative impact on OCB.…”

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confidence: 99%

“…Subedi and Sthapit (2020) examined the association between HRM practices and organisational citizenship behaviour (OCB) in Nepalese commercial banks and found no significant variation between overall OCBs of managers of both foreign joint venture and private commercial banks. As per the study (Subedi & Sthapit 2020), the HR practices (viz., organisational climate and HR training and development) have a significantly positive relationship with OCB, while employee empowerment has a negative impact on OCB. Out of the four HR practices considered for the study, HR training and development was found to be the strongest predictor of OCB.…”

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confidence: 99%

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Flourishing Organisational Citizenship Behaviour through Job Characteristics

Shahi

Dahal

Sharma

2022

J. Bus. Soc. Sci. Res.

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Researchers' contributions in identifying predictors of organisational citizenship behaviours are appreciable, and still, contextual study of job characteristics as an antecedent of enhancing employees' citizenship behaviours will be valuable for the banking and insurance sectors. This study is an endeavour to investigate the way of association and influence of perceived job characteristics on organisational citizenship behaviours (OCBs). Cross-sectional survey data were obtained from 221 employees involved in varying natures of jobs in the Nepalese Banking and Insurance industry. Correlation analysis revealed the positive association of perceived job characteristics with organisational citizenship behaviours. Similarly, the regression analysis suggested that perceived overall job characteristics positively and significantly predicted organisational citizenship behaviours (OCB-I, OCB-O, and overall OCB). The study is expected to add value to job design considerations for flourishing citizenship behaviours from the context of the Nepalese banking and insurance sectors.

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confidence: 99%

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confidence: 99%

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confidence: 99%

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Flourishing Organisational Citizenship Behaviour through Job Characteristics

Shahi

Dahal

Sharma

2022

J. Bus. Soc. Sci. Res.

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“…Similarly, Subedi and Sthapit (2020) found that HRM practices and organizational citizenship behavior are strongly associated with Nepalese commercial banks. Nepalese commercial banks, especially private banks, face a serious problem of employee turnover.…”

Section: Introductionmentioning

confidence: 86%

Performance-driven Practices and Employee Performance in Nepalese Commercial Banks

Chalise

Pokharel

2022

Management Dynamics

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Human resource is the fundamental resources of the organization, which determine the performance of the organization as well as gives the life to the other resources and the organization. This study focuses on assessing the role of employee performance-driven practices on employees’ performance in Nepalese commercial banks. This study utilizes the quantitative research approach with a causal-comparative and analytical research design. The sample of the study is 385 respondents from Kathmandu valley. Reliability analysis, descriptive statistics, correlation, and regression analysis are utilized to draw the conclusion. Evidence indicates that leadership, working environment, motivation, and job satisfaction positively and significantly affect employee performance in the Nepalese banking sectors. Finally, this study suggests banks provide excellent leadership opportunities, a good working environment to the employees, rich motivation, and focus on job satisfaction through intrinsic and extrinsic reward systems that positively contribute to the bank employees’ performance and might lead to downsizing employee turnover also.

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“…Study by Hakuduwal, (2019) found significant impact on employee engagement through training and development, career development and performance management in Nepalese commercial banks. In addition Human resource practice of organizational culture, human resource training and development results positive and significant relationship with organizational citizenship behavior and employee empowerment results the negative on organizational citizenship behavior (Subedi, & Sthapit, 2020…”

Section: Statement Of Problemmentioning

confidence: 93%

Training and development in Nepalese commercial banks

Chalise

2020

Management Dynamics

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Present study is designed to investigate training and development practices and its relation with performance in Nepalese Commercial Banks. This study is based on descriptive research design and comprehensively developed structured questionnaire. All the commercial bank are considered as the population and 10 bank are selected as random basis for sample banks for the study. The results are based on primary information collected form 200 staffs of 10 different branches of commercial bank of Kathmandu valley. Through the use of descriptive statistics to analyze the data the study found training and development as an integral part of the organizational development in Nepalese commercial banks. In addition, majority of the respondent reported that they acquire technical knowledge and skills, learning and development skills from training program. More specifically the study reveals that Nepalese commercial banks provide adequate importance to the employees training however the training provided are not well planned and designed according to need of the employee. Finally study shows that training and development program are factor responsible for organizational performance and employee satisfaction. Proper and systematic human resource development practices ensures the higher productivity, working efficiency, institutional promise and corporate governance.

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Association between Human Resource Management Practices and Organisational Citizenship Behaviour in Nepalese Commercial Banks

Cited by 3 publications

References 10 publications

Flourishing Organisational Citizenship Behaviour through Job Characteristics

Flourishing Organisational Citizenship Behaviour through Job Characteristics

Performance-driven Practices and Employee Performance in Nepalese Commercial Banks

Training and development in Nepalese commercial banks

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