Sabina Baniya Chhetri | Kathmandu University School of Management (original) (raw)
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Papers by Sabina Baniya Chhetri
Journal of Business and Management Research, Oct 8, 2017
The qualitative report, Apr 22, 2024
Routledge India eBooks, Mar 1, 2023
The International Journal of Management Education
Journal of Business and Management Research, Oct 8, 2017
Engaged employees are the most sought-after resources in organizations across the globe. Efforts ... more Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.
Business Perspectives and Research
Job engagement has been widely studied in the present scenario in developed countries as the issu... more Job engagement has been widely studied in the present scenario in developed countries as the issue of disengaged workforce is creating a concern among practitioners. As global organizations are functioning even at least developing countries, the scenario is similar in these contexts too. Thus, building upon Kahn's conceptualization of engagement, this study proposed counterproductive work behavior under contextual performance as an outcome of the Job engagement. The study also examined variables like core self-evaluation and perceived organizational support as antecedents of job engagement. Task performance and organizational citizenship behaviors are outcome variables. Further, it also examined the mediating nature of job engagement. The survey was filled by 285 bank employees of Nepal. Hierarchical multiple regression analysis was conducted to test hypotheses. Regression results showed significant positive relationships between antecedent variables and Job engagement and Job engagement and outcome variables. Similarly, partial mediation was observed among core self-evaluation and task performance, core self-evaluation and organizational citizenship behaviors, and Core self-evaluation and counterproductive work behaviors and full mediation was observed in the relationship between perceived organizational support and task performance, perceived organizational support and counterproductive work behaviors. This study adds counterproductive work behaviors in the job engagement model suggested by Kahn.
Journal of Business and Management Research, 2017
Engaged employees are the most sought-after resources in organizations across the globe. Efforts ... more Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and
Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.
This study examines the relationship between college culture and student satisfaction. It also ex... more This study examines the relationship between college culture and student satisfaction.
It also examines the order of strength of relationship of college culture dimensions as
perceived by students with student satisfaction. The study was conducted among 251
BBA students of various colleges located within Kathmandu and Lalitpur districts of
Nepal using Denison Organizational Culture Survey Model. We measured student
satisfaction using the questionnaire adopted from Hartman and Schmidt (1995) and
Silva and Fernandes (2012). Our results indicated that college culture dimensions –
involvement, adaptability, and consistency – related significantly to student
satisfaction and the strength of relationship followed the order: involvement,
adaptability and consistency
Journal of Education and Research, 2014
This study examines the relationship between college culture and student satisfaction. It also ex... more This study examines the relationship between college culture and student satisfaction. It also examines the order of strength of relationship of college culture dimensions as perceived by students with student satisfaction. The study was conducted among 251 BBA students of various colleges located within Kathmandu and Lalitpur districts of Nepal using Denison Organizational Culture Survey Model. We measured student satisfaction using the questionnaire adopted from and . Our results indicated that college culture dimensionsinvolvement, adaptability, and consistencyrelated significantly to student satisfaction and the strength of relationship followed the order: involvement, adaptability and consistency.
Journal of Business and Management Research, Oct 8, 2017
The qualitative report, Apr 22, 2024
Routledge India eBooks, Mar 1, 2023
The International Journal of Management Education
Journal of Business and Management Research, Oct 8, 2017
Engaged employees are the most sought-after resources in organizations across the globe. Efforts ... more Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.
Business Perspectives and Research
Job engagement has been widely studied in the present scenario in developed countries as the issu... more Job engagement has been widely studied in the present scenario in developed countries as the issue of disengaged workforce is creating a concern among practitioners. As global organizations are functioning even at least developing countries, the scenario is similar in these contexts too. Thus, building upon Kahn's conceptualization of engagement, this study proposed counterproductive work behavior under contextual performance as an outcome of the Job engagement. The study also examined variables like core self-evaluation and perceived organizational support as antecedents of job engagement. Task performance and organizational citizenship behaviors are outcome variables. Further, it also examined the mediating nature of job engagement. The survey was filled by 285 bank employees of Nepal. Hierarchical multiple regression analysis was conducted to test hypotheses. Regression results showed significant positive relationships between antecedent variables and Job engagement and Job engagement and outcome variables. Similarly, partial mediation was observed among core self-evaluation and task performance, core self-evaluation and organizational citizenship behaviors, and Core self-evaluation and counterproductive work behaviors and full mediation was observed in the relationship between perceived organizational support and task performance, perceived organizational support and counterproductive work behaviors. This study adds counterproductive work behaviors in the job engagement model suggested by Kahn.
Journal of Business and Management Research, 2017
Engaged employees are the most sought-after resources in organizations across the globe. Efforts ... more Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and
Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.
This study examines the relationship between college culture and student satisfaction. It also ex... more This study examines the relationship between college culture and student satisfaction.
It also examines the order of strength of relationship of college culture dimensions as
perceived by students with student satisfaction. The study was conducted among 251
BBA students of various colleges located within Kathmandu and Lalitpur districts of
Nepal using Denison Organizational Culture Survey Model. We measured student
satisfaction using the questionnaire adopted from Hartman and Schmidt (1995) and
Silva and Fernandes (2012). Our results indicated that college culture dimensions –
involvement, adaptability, and consistency – related significantly to student
satisfaction and the strength of relationship followed the order: involvement,
adaptability and consistency
Journal of Education and Research, 2014
This study examines the relationship between college culture and student satisfaction. It also ex... more This study examines the relationship between college culture and student satisfaction. It also examines the order of strength of relationship of college culture dimensions as perceived by students with student satisfaction. The study was conducted among 251 BBA students of various colleges located within Kathmandu and Lalitpur districts of Nepal using Denison Organizational Culture Survey Model. We measured student satisfaction using the questionnaire adopted from and . Our results indicated that college culture dimensionsinvolvement, adaptability, and consistencyrelated significantly to student satisfaction and the strength of relationship followed the order: involvement, adaptability and consistency.