“Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment”

Employees’ job satisfaction is a leading factor in determining their organizational com- mitment. 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, en- tered, 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.


INTRODUCTION
Nepal has witnessed a noticeable growth of banking and financial institutions after economic liberalization and an intensified competition among the banks (Yukongdi & Shrestha, 2020). As a competitive tool, banks have resorted to a strategy of attracting talented human resources of rival firms by offering lucrative compensation packages, training, and career development opportunities (Bista & Regmi, 2016). This practice has resulted in talent and skill mobility in the banking sector. Such frequent inter bank human resource mobility creates problems for the organizations. However, Nepal is not an exception to face this problem; instead, inter-organizational skill mobility is a contemporary global issue (Valaei & Rezaei, 2016). Significant research findings attribute employees' job satisfaction to their organizational commitment (from now on referred to as OC) (Mount, 2006;Testa, 2001;Vasiliki & Efthymios, 2013). There exists a positive relationship between employees' job satisfaction and their OC (Guzeller & Celiker, 2019). Therefore, to improve employee retention, it is necessary to understand the level of employees' job satisfaction. Employees' Knoop (1995) stated that SNWK is positively linked to OC. Similarly, Porter et al. (1974) argued that job satisfaction is significantly related to tangible and specific aspects of the work environment and may result in the affective response. Furthermore, Snipes et al. (2005) found a positive relationship between SNWK and service quality, which arises from the commitment of the employees. Furthermore, Valaei and Rezaei (2016) also indicated that SNWK had a significant impact on AC and NC, which is in line with the findings of Fu et al. (2011) who also found that the nature of work had a positive impact on the OC of the employees.  Tajfel (1978) argued that social identity is a part of self-concept that results in knowing that one belongs to a social group that is emotionally significant for oneself. Organizational identity is a type of social identity (Ashforth & Mael, 1989) whereby employees incorporate the organizational goals, attributes, and achievements, which results in a sense of belonging to the organization (Mael & Ashforth, 1995). Employees with similar values, norms, attributes, and aspirations to their colleagues are inclined to relate with them and experience a sense of belongingness, strong interpersonal bond, and positive effect (Harris & Cameron, 2005).

SPROMO and OC
Human beings tend to push their potentials. The promotion reflects one's potential and achievement. Thus, promotion in the job is one of the yardsticks to measure whether the people realize their potentials or not. Furthermore, aligned with previous research (Gaertner, 1999 The positive relationship between SPROMO and OC can be explained through the Social Exchange Theory. Blau (1964) argued that according to the social exchange theory, when the organizations provide promotion to their employees, the organizations start a social exchange relationship. In return, the employees feel socially obliged to contribute or reciprocate to the organization. Providing Based on the literature discussed above, this study proposes the following hypotheses.
There is a significant association of three components of OC by satisfaction with colleagues of the employees.
There is a significant association of three components of OC by the satisfaction with the promotion of the employees.
There is a significant association of three components of OC by satisfaction with the nature of the work of the employees.

METHODS
The population of this study makes up all the employees working in different private banks in Nepal. A pre-tested, shortened version of the instrument developed by Allen and Meyer (1990), having 18 items with 5-item Likert scale -for collecting data on AC, CC, and NC for the construct of job satisfaction, Spector's instrument having 36 items with 5 Likert scales were used in this study. The primary data were collected from 199 employees working in different private banks in Nepal by using a google form. This empirical work used three multiple regression models to analyze the collected cross-sectional data. This research employed an explanatory research design. The summary statistics were used to describe the characteristics of the numeric data. The correlation matrix was applied to examine the relationship between a dependent variable and the predictor variables. Regression analysis was used to examine the influence of predictor variables on the response variable. This paper used a correlation test between the independent variables and Variance Inflation Factor (VIF) to discover the presence of multicollinearity problems as prescribed by Mansfield and Helms (1982). Likewise, if the value of VIF is ≤ 4, it does not make the problem of multicollinearity (Hair et al., 2010). Durbin-Watson test was conducted to check the autocorrelation problem in the data.
To check the data's internal consistency, a reliability test was carried out.
The following OLS models were tested to examine the relationship between the regressand and regressors. The 'stepwise' method was applied in the regression analysis.  For job satisfaction constructs, satisfaction with colleagues used five scaled 8 Likert items. Therefore, the highest possible score under the constructs; SWC is 40 (i.e., 8 Likert items x highest score, i.e., 5). Therefore, any mean value above 20, which is half of 40 (the highest possible score), is considered high satisfaction, and below 20 is considered low SWC. Only two variables viz. SPROMO and SNWK were measured using five scaled 4 Likert items. Therefore, the highest possible score under these two variables is 20 (i.e., 4 Likert items x 5, i.e., maximum scale). Therefore, any mean value above 10, half of 20, is considered high, and below 20 is considered low for that construct.

Summary measures and correlation matrix
A descriptive summary presented in Table 1 reveals that the employees of private banks in Nepal have a high AC, CC, and NC. Similarly, all the satisfaction constructs' mean values are also above the stated referral values. Therefore, the satisfaction of the private banks' employees in Nepal is also high. Table 2 presents the correlation matrix of response and predictor variables. The results suggest a significant positive correlation at a 1% level between the dependent variables AC and NC and all the predictor variables SWC, SPROMO, and SNWK. Furthermore, the correlations between all the predictor variables are also significantly positive and less than 0.7, which shows a non-presence of multicollinearity problem among predictor variables. Table 3 shows the results of regression analysis of the regressand (AC), and regressors (SWC, SPROMO, and SNWK). The multiple regression results reveal that AC is significantly and positively affected by SWC, SPROMO, and SNWK. The R-squared in this model was found .451, and the fitted model was also found highly significant. Also, the Variance Inflation Factor (VIF) of all the variables is less than 3. The regression coefficients results show no sufficient evidence to support the null hypothesis. Therefore, it is concluded that these three regressors sufficiently affect the regressand AC. Table 4 presents the regression analysis results for the regressand (NC) and regressors (SWC, SPROMO, and SNWK). The multiple regression analysis results reveal that total NC is significant and positively affected by SWC, SPROMO, and SNWK. The R-squared in this model was found .337, and the fitted model was also found highly significant. Also, the Variance Inflation Factor (VIF) of all the variables is less than 3. The regression coefficients results show no sufficient evidence to support the null hypothesis. Therefore, it is concluded that these three regressors sufficiently affect the regressand NC.   However, the third model to examine the effect of the predictor variables, as mentioned above, on CC was not found relevant to this study's context. A similar result was reported by Paulin et al. (2006) and Gautam et al. (2001). Paulin et al. (2006) reported that satisfaction with the col- leagues was significantly related to the AC and NC of the employees of their study, but CC was not relevant to their context of the study. Gautam et al. (2001) also reported that the set of regressors used in their study explained the CC and NC but did not explain the AC. This study also found the set of regressors used in the study as irrelevant factors to predict CC. Therefore, the third regression model for assessing the impact of regressors on CC is not included in this report.

CONCLUSION
This work analyzed the effect of SWC, SPROMO, and SNWK on the three dimensions of OC of private bank employees in the Nepalese socio-cultural context. This study used the OLS regression models to explain the cause-and-effect relationship between three regressands (AC, NC, and CC) and three regressors (SWC, SPROMO, and SNWK). Three models were employed to analyze the relationship between the regressors and regressand variables. The stepwise regression analysis method revealed that SWC, SPROMO, and SNWK have a significant positive impact on AC and NC of private bank employees in the Nepalese socio-cultural context. However, the result showed that the regressor variables viz. SWC, SPROMO, and SNWK were irrelevant factors to explain the CC of private bank employees in the Nepalese socio-cultural context. From the analysis of the results, it can be stated that the employees' AC and NC can be improved by enhancing the employees' satisfaction with their colleagues, providing promotion opportunities duly, and a better work environment. A better relationship with colleagues decreases stress and promotes cooperation. Similarly, the promotion opportunity enables employees to achieve their career goals; compatibility between the employees' attributes and job content and context strengthens their willingness to remain in their respective organizations.
Knowing the relationship between these variables may help the managers take the required measures to enhance the OC of their employees and improve their retention rates. This study could explain the linkage between the regressor variables and AC and NC only, failing to explain the relationship between the given independent variable and CC in the Nepalese socio-cultural context. Further studies can be directed to determine why the given predictors of this study were irrelevant to explain the continuance commitment of the employees of private banks in Nepal.