Organizations In Nepal Research Articles

Role of HR Practices in Fostering Employee Creativity: Mediating Role of Organizational Culture

Purpose – This paper explores the role of human resource (HR) practices in fostering employee creativity, specifically focusing on leadership, motivation, training, and rewards. Although existing literature addresses similar topics globally, a research gap is evident in the context of Nepal, where cultural, social, and economic factors may influence how HR practices interact with organizational culture to foster creativity. Aims(s) – The primary aim of this paper is to assess the role of HR practices in encouraging employee creativity. Additionally, the paper aims to analyse whether organizational culture mediates the relationship between HR practices and employee creativity. Design/methodology/approach – This study uses a quantitative research approach, collecting data from 131 employees across various organizations in Nepal through a structured questionnaire. Data was analysed using SMART PLS software to examine relationships between the variables. Findings – It was found that in order to encourage employees' creativity at work, the right kind of leadership, encouragement, and rewards should be given to them. However, training does not seem to have a significant relation in fostering employee creativity. Similarly, creativity of employee is not mediated by organizational culture. By understanding the factors that helps to foster the employee’s creativity in work, it is possible to develop more innovative and new ideas to perform the work. Limitations of the study – The study focuses only on select HR practices and is limited by a small sample size of 131 respondents, primarily from Kathmandu Valley. Additionally, the gender imbalance (74.81% male) may limit the generalizability of the findings. Future research should include a more diverse and balanced sample to enhance the understanding of HR practices' impact on employee creativity. Originality/value – This study provides novel insights into the HR-creativity relationship within the unique cultural and economic context of Nepal, offering value to HR practitioners and scholars interested in enhancing employee creativity in developing countries.

Impact of Fundamental Factors on Share Price of Non-life Insurance Companies in Nepal

The aim of this research is to ascertain the direction in which fundamental factors impact Nepali non-life insurance businesses' stock values. This paper examines all twelve Nepal Stock Exchange (NEPSE)-listed non-life insurance companies using a quantitative, analytical, and descriptive research methodology. Nepal Rastra Bank, the Ministry of Finance and the insurance firms' websites served as secondary sources of information. The results has indicated that two significant elements affecting stock prices are the Price-to-Earnings (P/E) Ratio and Earnings Per Share (EPS). The Market Price of Shares (MPS) and EPS have the most positive association (r = 0.606, p < 0.01), whereas the P/E Ratio and EPS have the least positive correlation (r = 0.400, p = 0.003). Dividend per share (DPS) and MPS do not have a statistically significant link (B = 0.738, p = 0.854), whereas book value per share (BVS) and MPS have a marginally significant but positive correlation (B = 1.874, p = 0.061). The stock prices of the organizations in Nepal are significantly influenced by the EPS and P/E ratios. These findings suggest that higher P/E and EPS ratios are associated with better returns for investors. While DPS has minimal effect on stock prices, governments should make accurate and transparent financial reporting a priority to help investors. This paper analyzes the financial variables influencing the pricing of Nepalese non-life insurance stocks and offers advice on investment strategy and policy development. Int. J. Soc. Sc. Manage. Vol. 11, Issue-3: 76-82.

EMPLOYEE TURNOVER AND THEIR IMPACT ON THE ORGANIZATIONAL PERFORMANCE OF THE HOSPITALITY INDUSTRIES OF NEPAL

Purpose: The main objective of this research is to determine the effect of employee turnover on the performance of the organization in the hospitality industry in Nepal. Research on employee turnover and performance in the hospitality industry has rarely been found in the Nepalese context. This research tries to explore the effect of employee turnover on the performance of organizations in Nepal. Methodology: This research uses descriptive and causal-comparative research design. Three independent variables i.e., psychological, demographic & economic factors, and one moderating variable i.e., employee turnover and organizational performance as dependent variables have been used for the study. Data were collected from the 150 respondents through the open-ended questionnaire. Descriptive and inferential statistics have been used to analyze the information. Findings and Conclusion: The study found that there is a positive and significant effect of psychological and demographic factors on the performance of the hospitality industries but economic factor has an insignificant negative effect on the performance of hospitality industries in Nepal. Practical and Social Implication of Research: The outcome of the research can apply to the Nepalese hospitality industry effectively. Improvement of the Psychological and social values of employees can reduce employee turnover and it will help to enhance the performance of the hospitality industry in Nepal. Originality Value: This research concluded that the author's words like; Economic Factors, demographic factors, and Psychological Factors have a significant positive relation although employee turnover, Hospitality Industries, and Performance have insignificant and negative relations with economic factors. The value of this research is to prepare the plan and policy for the hospitality industries in Nepal to maximize profit with the help of minimizing employee turnover. The study supports financial and economic stability in the organization.

Unveiling Strategic Mastery: Navigating the Nepalese Business Landscape for Competitive Advantage

This empirical investigation meticulously delves into the intricate facets of unveiling strategic mastery and its consequential impact on the configuration of the business landscape in Nepal, with a particular emphasis on the achievement of competitive advantage. The research embraced a positivist research philosophy and employed a descriptive research design, utilizing a survey method that incorporated structured questionnaires for the systematic collection of data. The sample size (324) was determined through convenience sampling across the seven provinces, and the Raosoft online statistical tool was utilized to calculate the necessary sample size. The study exclusively conducted inferential analysis, employing the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique to achieve its objectives. The investigation revealed that all the exogenous variables under consideration, namely strategic thinking, organizational agility, digital transformation, and risk and resilience, exhibited a conspicuous and statistically significant positive impact on the endogenous variable, i.e. competitive advantage. These findings, congruent with extant research, augment the study's credibility and furnish valuable insights for both academia and practitioners. The research contributes substantively to theoretical frameworks while concurrently supplying pragmatic guidance for decision-makers navigating complex business landscapes. Consequently, the study effectively bridges the theoretical-practical divide, imparting substantial benefits to the business organizations in Nepal.

Enhancing Productivity: Artificial Intelligence’s Effect on Productivity of Nepalese Large-Scale Organizations

The primary issue of the study is to explore the effect of AI integration, user interface, user experience and quality on the productivity of the employees working in large scale organizations in Nepal. The aim of this investigation was to assess the impact of artificial intelligence (AI) on employee productivity in Nepalese organizations. The study assesses AI's effect on productivity, that may address the lack of empirical evidence in Nepal. The information was gathered using five-point Likert scale questionnaires administered online. The sample size for the study was 85. The data was analyzed using SPSS software. To explore the direct effect, indirect effect, and total effect of moderating variables, a process tool in SPSS developed by Andrew F. Hayes was used. The findings revealed that quality and AI integration had positive and significant effect on productivity whereas AI user experience and user interface had insignificant effect on employee productivity. The positive correlation between AI integration and productivity signifies the need for organizations to embrace seamless AI adoption. By integrating AI effectively into their workflows, they can streamline processes, harness data-driven insights, and ultimately enhance productivity.

A Study on Employee Engagement in IT Sector of Nepal

Employees can be considered to be the backbone of the organization. Keeping this view on focus the employee must connect to an organization in attribute to their behavior. The employee can be motivated through engagement in the organization. There are various impacts on employee engagement in the present day like communication, training & development, and work-life balance. The main purpose of this study is to find the impact of employee engagement in the organization in Nepal. This study will show the impact of employee engagement in the IT companies of Nepal (large & small organization)

Determinants of perceived innovation in non‐governmental organizations in Nepal

AbstractThis study examines how NGO board effectiveness and characteristics influence perceptions of innovation in Nepalese NGOs. Surveys of 225 board members found board effectiveness in resource acquisition and monitoring strongly predicted higher innovation perceptions, aligning with theories on the primacy of oversight. However, strategic involvement, diversity, tenure, and organizational characteristics showed insignificant or negative relationships. The strong positive link between resource oversight and innovation highlights the universal importance of this governance role. However, strategic involvement's insignificance suggests it may play a different role in non‐Western contexts based on cultural perspectives. Longer tenure's negative association indicates longevity can stifle innovation, so turnover may better encourage adaptability. Size only weakly predicted innovation, implying other factors like effectiveness are more impactful. While cross‐sectional, the developing country context provides useful insights on optimizing resource acquisition and monitoring to enable innovation. The findings indicate oversight effectiveness and active governance matter more than structural characteristics for NGO innovation.

Exploring Investment Governance within Social Security Organization: A Key to SDG Achievement

The Employees Provident Fund is a prominent Social Security Organization in Nepal, and it aims to invest the long-term savings it accumulates in various sectors of national and infrastructure development. This investment is intended to create diverse employment opportunities for Nepali citizens, all while maintaining a robust governance mechanism to safeguard the collected contributions, ensuring there are no losses. This strategy aligns with the goal of achieving sustainable development. In order to address the pressing issue of unemployment, which has been consistently raised as a concern by the International Labor Organization, there is an imminent requirement to adapt and enhance the investment framework within the broader Investment Governance concept. This adaptation is necessary to actively generate job opportunities in the areas where unemployment is a significant concern. The main objective of this research is to assess the awareness of current contributors to the Employees Provident Fund regarding Investment Governance and Sustainable Development Goals. Additionally, it aims to validate the developed theory of Investment Governance and its impact on achieving SDGs in practical terms. Furthermore, this study intends to offer insights into the current state of the Employees Provident Fund's investment mechanism, serving as a valuable resource. The result shows that the existing contributors to the Employees Provident Fund in Nepal are highly aware of investment governance. Furthermore, the study has confirmed the accuracy of the developed theory through these tests involving the contributors of the Employees Provident Fund. This fund is a prominent Social Security Organization in Nepal and plays a vital role in focusing its long-term savings on investments in key sectors such as social (health, production, education, and tourism) and the environment. These investments are crucial for achieving Sustainable Development Goals (SDGs), particularly in generating employment, which is a significant aspect of the 8th goal among the SDGs. Beyond examining investment governance, this study also highlights the importance of further exploration into the role of the Employees Provident Fund in advancing national development.

Psychological contract breach and withdrawal behavior: Mediating role of psychological ownership of job and organization in Nepal

Employees cannot benefit more from formal and legal relationships alone, and a framework for addressing their psychological aspects at the workplace is essential. Therefore, this study aims to gauge the direct effect of psychological contract breaches on employee withdrawal behaviors and ownerships and the mediating role of ownerships in the relationship between psychological contract breaches and withdrawal behaviors in Nepal. This study adopted the cross-sectional survey to gather the perceptional data on a 5-point Likert scale from the 701 staff members working in the Nepali travel and tourism business. The hypotheses were tested via the positivist research philosophy and deductive reasoning approach aligning with the social exchange and equity theories. The study used structural equation modeling for data screening and analysis. The current study revealed a positive impact of psychological contract breach on predicting psychological-withdrawal behavior (B = .22, p < .001) and physical-withdrawal behavior (B = .18, p < .001) and a negative impact of psychological contract breach on job-based ownership (B = –.15, p < .001) and organization-based ownership (B = –.19, p < .001). Job-based ownership mediated the relationship between psychological contract breach and psychological-withdrawal behavior (B = .08, p < .001) and between psychological contract breach and physical-withdrawal behavior (B = .06, p < .001). Finally, organization-based ownership mediated the relationship between psychological contract breach and psychological-withdrawal behavior (B = .02, p < .01) and between psychological contract breach and physical-withdrawal behavior (B = .05, p < .001).

The Nepalese Labour Market; Pre & Post Application of Contribution Based Social Security Fund Act

The aim of this study is to analyze the psychology of workers after applying a defined contribution plan in public and private organizations in Nepal. This study employed quantitative research methodology to quantify the factors affecting the defined contribution plan. In addition, the study used primary and secondary data. The data were collected using the questionnaire method from people working in industries, trade, schools, colleges, hospitals, and other sectors. The hundred responses are from the survey study. The finding of the study depicted that there is a significant difference between the application and non-application of CBSSF. It indicated that the majority of workers perceived that they had received less cash after the use of the CBSSF. In addition, the study revealed that the majority of workers think benefits after retirement are not good after the application of CBSSF. The findings of the study can be used by policymakers, such as the Nepal government and private sector organizations, to improve the well-being of Nepalese workers after their retirement from jobs.

Performance Appraisal System and Employee Motivation in International Non-Governmental Organizations in Nepal

Background: Strong organizations must maintain vital activities and help others survive. All non-profit organizations (NPOs) aim to increase customers' social well-being. These organizations have been under pressure to enhance management, efficiency, effectiveness, and accountability recently. A performance evaluation system is essential to internal monitoring and control in non-governmental organizations due to a diversified and linked workforce that works toward several layers of organization-specified objectives at different levels. Objectives: This study aims to explore the performance appraisal system of International Non-Governmental Organizations in Nepal. Additionally, it is to analyze the effect of the performance appraisal system on employee motivation in these organizations in Nepal. Methods: The study adopted a mix-method. Data were collected using a structured questionnaire of 300 employees, with 212 responses from six INGOs operating in Nepal and 5 HR managers of the INGOs. The performance appraisal system considered components, i.e., performance appraisal purpose, performance appraisal standard, feedback on performance appraisal, reliability of ratings, and rather assurance on employee motivation. Findings: The results determined that performance appraisal purpose, reliability of ratings, and rater assurance significantly affect employee motivation. In contrast, feedback on performance appraisal and performance appraisal standards did not significantly impact employee motivation. Conclusions: An organization's fair and accurate performance appraisal system helps employees feel unbiased and motivates them toward work. Employees should receive performance appraisals to verify that the authorities have reviewed their work. It inspires them.

Impact of person-environment fit on innovative work behavior: Mediating role of work engagement

Organizations must cope with the current business demands and strive for a competitive advantage. Apart from many measures to enhance competitive advantage, employees’ innovative work behavior is instrumental. Hence, this study aims to measure the contribution of person-environment fit (person-job fit and person-organization fit) on innovative work behavior directly and indirectly through creating work engagement. Cross-sectional perceptual data were collected through surveys from the employees working in humanitarian non-profit organizations in Nepal. After ensuring the goodness of fit index, 499 responses were analyzed in the structural equation model showing path analysis with the help of AMOS. The conservation of resource theory was a foundation to test and analyze the hypotheses adopting positivist research philosophy and deductive reasoning approach. Regression analysis revealed a positive effect of person-job fit (B = .23, p < .001) and person-organization fit (B = .20, p < .001) on employees’ innovative work behavior. Work engagement mediated the influence of person-job fit and person-organization fit on innovative work behavior. Out of the total effect size of employees’ compatibility on innovative work behavior, 30% effect size of person-job fit and 23% effect size of person-organizational fit on innovative work behavior went through work engagement.

Coping With COVID-19 Pandemic: Role of Civil Society Organization in Nepal

The World Health Organization (WHO) declared COVID-19 outbreak a pandemic on 11 March2020. The escalation of COVID-19 around the world has been adversely affecting the globe.COVID-19 has impacted almost all sectors in Nepal as well. The Government of Nepal (GoN) has-been taking various actions to respond to the health crisis created by COVID-19. The Go announced a lockdown and invited civil society organizations (CSOs) to support the government to COVID-19 response. Since inception CSOs have been playing a role of watchdog during the crisis in Nepal. They have been working in the frontline in providing essential services, documenting human right violation incidents, or advocating for policy change among others. The GoN has urged CSOs to divert funds and provide support to COVID-19 response. As a result, various humanitarian supports have been provided by CSOs to the needy people. This study has tried to analyze the good practices and interventions by CSOs during COVID-19 pandemic. The study finds out that the CSOs have been contributing to the society during the COVID-19 crisis in two ways. The first one is the direct support towards affected people and the second one is strengthening the Government institutions and mechanism to respond effectively. CSOs are also supported to improve the community engagement, promoting equality and governance and humanitarian support.

Globalization in Social-Commercial Tensions: The Case of Nepalese Microfinance

Hybrid organizations that simultaneously pursue social and commercial objectives often experience tensions. Yet such tensions can arise from contradictory global and local demands. This study focuses on how individual actors' relations with macro-level institutions construct social and commercial objectives, which, in turn, shape tensions. We apply the qualitative case study method to investigate how the translation process from the global to the local informs the experience with tensions among leaders of hybrid organizations. We analyzed interviews and archival data on 26 microfinance organizations in Nepal, where both the traditional (local) model of microfinance and the global model of microfinance are practiced. We compare the microfinance leaders who belong to global professional networks with those embedded only in local professional networks. We find that the managers embedded in global professional network exposed to and embraced more expansive meanings of social and commercial activities and goals in microfinance. Moreover, social-commercial tensions were more pronounced among globally embedded leaders than locally embedded leaders. Our findings contribute to the hybrid organization literature and paradox theory by illustrating the role of globalization and global networks in shaping leaders' conceptualization of commercial and social objectives, which in turn give rise to tensions and hybrid organizational practice.

Employees Reaction to Selection Process and Its Effect on Behavioural Outcomes in Organizations of Nepal

Background: Limited prior research has focused on social aspect of recruitment and selection (R&S) process: the behavioral outcomes, the effect of perceptions of selection process, decisions made by new employees and its effect on the organization. Objectives: This study aims to analyze employees’ perception to recruitment and selection process and resultant behavioral and attitudinal outcomes in organizations in Nepal and also examines the moderation effect of PJF. Methods: The study follows quantitative-hypothetico-deductive research methodology. Altogether 210 employees from public and private organizations of Nepal participated in the study. Moderated multiple regression was used to test hypotheses and moderation effect. Results: Regression result shows significant and positive relation between R&S process- PPV, TPJ and RI with outcome variables OC and OE and significant negative relation with TI. Moderating effect was seen in the relation between PPV, PJF and OC. Conclusion: R&S process in organizations should be fair. This process if perceived as unfair by applicants, there is high degree of turnover once they are employed. This has high cost on organizations and also loss of competent and talented employees.

Maya Ta Maya Ho (Love is Love): A Qualitative Study on LGBTQI+ Experiences in Hospice & Palliative Care in Nepal.

LGBTQI+ disparities in hospice and palliative care have been vastly underrecognized in medical practice and research. This may result in LGBTQI+ community members distrusting health care professionals, avoiding encounters due to fears of discrimination or mistreatment, and seldom disclosing their identities to health care professionals. LGBTQI+ patients often lack familial emotional and caregiver support, a central theme of hospice and palliative care - for example, older LGBTQI+ people are twice as likely as cisgender heterosexual people to live alone and four times as likely to not have children. LGBTQI+ populations are also highly intersectional; therefore, members may be further stigmatized. Blue Diamond Society is a non-governmental organization in Nepal that specializes in LGBTQI+ advocacy and patient care. Our main objective in this study was to explore Nepali LGBTQI+ patients' experiences in hospice and palliative care. 29 interviews were conducted with patients, health care professionals, family members, and administrators involved with Blue Diamond Society (BDS), a Nepali NGO that serves Nepal's LGBTQI+ community. Questions were developed based on open-ended questioning to abstract relevant life and health history information pertaining to experiences with BDS and palliative care. These interviews were translated and transcribed verbatim. Qualitative Content analysis was conducted to identify prevalent themes. Four themes were identified: Fear of Dying without Family; Understanding Oneself and Sense of Community; Patient as Advocate; and Intersectionality and Eliminating Reductionism. This study elucidated themes inherent to the experiences of LGBTQI+ Nepali people receiving palliative and hospice care, ultimately describing the unique needs of LGBTQI+ Nepali patients in palliative and hospice care settings. In doing so, this study presents an intersectional focus on palliative and hospice care, elaborating on challenges specific to a deeply marginalized community that remains underrepresented in academia. Findings from this study describe an expanded notion of "palliation" to embody "whole-person care," that is, the palliation of social and structural pain, in addition to the more traditional conceptions of palliation as purely physical, emotional, and/or spiritual. This study also identified the importance of acknowledging and affirming the intersectional marginalization at which LGBTQI+ Nepalis live, ranging from experiences with socioeconomic status, family and communal conflict, ethnicity, race, sex, gender, sexual orientation, age, and environmental resource scarcity. In further understanding and improving upon intersectional LGBTQI+ cultural humility, this study provides opportunities for further research on cross-cultural LGBTQI+ patient needs in hospice and palliative care in a variety of resource settings.

Higher Defense Organization in Nepal

An efficient Higher Defense Organization (HDO) is mandatory for any nation to match their national security objectives based on their geostrategic environment, challenges, and historical experiences. The components of HDO need efficiency, synergy, and decision-making ability to complement national interests. Nepal is experiencing diverse national security challenges of the millennia. In Nepal’s context, there is a requirement to revisit higher defense management components and enhance their capability so we guarantee their high-quality interface with elements of national power to effectively secure national interest. In the article, the HDO will be studied to identify our weaknesses to draw a framework of understanding.

Interactive Effects of Workplace Spirituality and Psychological Capital on Employee Negativity

This article examined the direct influence of workplace spirituality on employee negativity—organizational cynicism, counterproductive work behaviour and turnover intentions. The proposed framework also examined how psychological capital buffers the relationship between workplace spirituality and employee negativity. The sample of the study included 138 employees, working in different private and public sector organizations in Nepal. Linear regression analyses were employed to test the hypothesized direct relationships and moderated multiple regression analyses were used to test the buffering effect of psychological capital on these relationships. The analysis of data revealed that workplace spirituality negatively influences employees’ cynicism and intent to turnover. Workplace spirituality did not influence counterproductive work behaviour, while psychological capital was found to have buffering effect on the relationship between workplace spirituality and intent to turnover. The negative influence of workplace spirituality on organizational cynicism and intent to turnover suggests that organizations need to create such an environment in the workplace, where employees have feeling of higher level of workplace spirituality, in order to retain their workforce and reduce the feeling of organizational cynicism among employees. Suggestions are offered on generating spirituality and psychological capital in workplace environments. JEL Codes: M12, M53

Impact of Performance Appraisal on Organizational Performance of Service Organizations in Nepal

In the current business world, humans are considered as the success factor for any business. For this reason, reputed business firms are trying to hire the best human resource that is available in the market so that the firms can maintain its image and goodwill in the future as well. This study is based on the impact of performance appraisal on organizational performance of service sector institutions consisting of hospitals of Nepal. It is found that the performance appraisal systems have positive correlation with organizational performance. Regression coefficients of performance appraisal positively contribute to organizational performance explained by employee commitment, quality work life and work flexibility. It means that if Nepalese service sector invests a significant amount and effort for development of proper performance appraisal system, it can improve organizational performance.

Fall Armyworm, Spodoptera frugiperda (Lepidoptera: Noctuidae): A recent threat and future management strategy in Nepal

Abstract. Fall Armyworm (FAW), Spodoptera frugiperda, is an invasive pest of maize including other cultivated crops such as rice, wheat, and many other vegetables. This invasive species was initially noticed in North-America and later reported in many countries of Africa in early 2016. In South Asia, this has been reported for the first time in India followed by Srilanka in 2018 and Bangladesh, China, Taiwan and Nepal in 2019. It is polyphagous in nature and damage has been reported in more than 80 plant species. The loss has to lead up to 50-80% in maize in severe situation. FAW is a distant flyer and can fly more than 100 km in a night and spread well in crop fields. As this pest is already invasive in many states of India and the likelihood of entry and spreading in Nepal is higher because of the open border between the countries and flexible government quarantine policy. The great socio-economic loss has been forecasted once this pest has received invasive status in Nepal. Recently, this crop has been confirmed by Nepal Agricultural Research Council (NARC) in Gaidakot area of Nawalpur district, Nepal and has been noticed in almost all parts of Nepal such as Sidhuli, Chitwan, Nawalparasi, Tanahun and Rupendehi districts. However, this information has not been endorsed by Nepal Plant Protection Office (NPPO), an official invasive species endorsing organization in Nepal. This species is spreading rapidly in maize growing areas and significant losses have been reported in maize crop by the farmers. The regular scouting, surveillance, and monitoring can be suggested to evaluate the pest status in the crop field. Habitat manipulation with the deployment of deterring crops ‘push’ such as desmodium (Desmodium uncinatum) and pest-attracting crop ‘pull’ such as Napier (Pennisetum purpureum) and Sudan grass (Sorghum vulgare sudanense) is suggested in a ‘push-pull strategy’, the most popular and successful method of FAW management in the maize field. Field sanitation, and conserving pest’s natural enemies are other integrated approaches. However, in a commercial maize field, a group of ‘soft’ and selective chemicals have been suggested for immediate control of this pest. This review compiled the recent informations available on FAW and is useful for farmers, researchers and policy makers to draw a roadmap for the future FAW management in Nepal.