Employee Motivation and Job Satisfaction in the Nepalese Banking Sector
Khanal, Dhurba Raj (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025052716675
https://urn.fi/URN:NBN:fi:amk-2025052716675
Tiivistelmä
This thesis explores the essential determinants of job satisfaction and motivation among employees in the Nepalese commercial banks, which are essential for economic growth in Nepal. The primary objectives were to identify drivers of motivation, assess levels of job satisfaction, explore challenges of motivation and job satisfaction, and provide actionable recommendations to enhance employee engagement. A descriptive survey research design was employed and structured questionnaires were given to bank employees in different institutions. The analysis of the data exposed that job satisfaction is driven by a combination of money, job security, career advancement opportunities, recognition, work and life balance, and good work environment.
Despite these positive factors, several issues were identified that discourage motivation and satisfaction, including work overloads, unfair promotion policies, lack of training opportunities, favoritism, no payment of overtime work, and weak feedback mechanisms. The study underlines the significance of employee focused policies that maintain equilibrium between extrinsic and intrinsic motivational forces. The recommendations are adopting open human resource practices, developing employee development programs, and fostering a recognition and support culture. These being addressed in the Nepalese commercial banks would be able to enhance the employee motivational level of employees and job satisfaction to reduce turnover, and enhance organizational performance. The findings are beneficial to HR manager, bank branch manager, and policymakers who are interested in fostering employee engagement and long-term institutional success.
Despite these positive factors, several issues were identified that discourage motivation and satisfaction, including work overloads, unfair promotion policies, lack of training opportunities, favoritism, no payment of overtime work, and weak feedback mechanisms. The study underlines the significance of employee focused policies that maintain equilibrium between extrinsic and intrinsic motivational forces. The recommendations are adopting open human resource practices, developing employee development programs, and fostering a recognition and support culture. These being addressed in the Nepalese commercial banks would be able to enhance the employee motivational level of employees and job satisfaction to reduce turnover, and enhance organizational performance. The findings are beneficial to HR manager, bank branch manager, and policymakers who are interested in fostering employee engagement and long-term institutional success.