The banking sector has in the past decades gone through striking and swift amendments including changes in policy due to liberalization and globalization, the introduction of innovative and new technologies, downsizing, and increased competition due to the emergence of private banks (Devi & Suneja, 2013). The changes have mounted stress and pressure on the employees in the banking sector. New technological revolution introduction coupled with privatization policies and globalization has quickly changed the conventional patterns in the banking sector in Nepal. Job stress in the banking sector in Nepal has become increasingly evident and has even become globalized, therefore, affecting all countries, the society, families, and all categories of employees in different professions in general.
According to Biswakarma (2016) policies which are leading privatization and globalization have forced the banking sector in Nepal to make reforms and adjustments for the development of competitiveness and coping with an environment led by multinationals. The banking sector in Nepal has been using new technology like computers extensively hence changing the work patterns of the bank employees and downsizing the workforce in Nepal’s banking sector becoming unavoidable (Kayastha, Adhikary & Krishnamurthy, 2012). The transformations and implications of changes mentioned above have affected the psychological, economic, and social domains of employees in the banking sector in Nepal and their relations. Therefore, the discussed factors are potential attributes to research on the stresses faced at work and their related disorder among Nepal’s banking employees.
Aims of the Project
The general aim of the research is to study stress management of banking employees in Nepal. The specific aims for the study justification will be:
- To measure the stress extent among banking employees of different ages in Nepal
- To identify the core causes of stress among banking employees in Nepal
- To examine the stress management practices which are followed by banking employees in Nepal
- To analyze the effects of stress on job performance and identify all strategies for reducing and managing stress among banking employees in Nepal.
The literature review will be conducted from previous secondary sources of previous studies concerning the stress management of employees in various banks globally. According to Heaton (2008) secondary sources are data sources which are created by someone who had not experienced first-hand information or participated in the primary events or conditions. The secondary data sources for this study will consist of articles, journals, books, accredited websites and other verified online sources. The studies will emphasize on levels, causes and strategies used to manage stress in previous studies.
Data Analysis Techniques
Qualitative and quantitative research methodologies will be adopted for the research study because job stress, as the concept of the study, requires combination and data analysis from a population with different characteristics.
Using a qualitative approach, questionaries will be designed and administered to participants who will be employees of Nepal as it will contain a wide collection of opinions. Furthermore, the approach will gather information from employees and will be statistically analyzed for the conclusion without manipulating or influencing the variables.
Using a quantitative approach, data collected will be processed, coded and analyzed so it will answer the research questions. The analysis will be done using descriptive statistics. The descriptive analysis will use percentages, frequencies, and tables for summarization and organization of data which will describe the characteristic of the sample population. This will be done using Statistical Package for Social Sciences (SPSS), a computer programme version 16 for windows.
The stratified sampling method will be used in the research study. According to Meng (2013) in stratified sampling the population is divided into separate groups known as strata and a probability sample is drawn for each group and therefore employees will be divided into groups depending on age, job hierarchy and departments.
The research will observe confidentiality, especially from the information given in questionnaires. The respondent's information will not be passed to a third party. The respondent’s names will not be written on the questionnaires. The respondents’ consent will be sought before administering the research.
Biswakarma, G. (2016). Organizational career growth and employees’ turnover intentions: An empirical evidence from Nepalese private commercial banks. International Academic Journal of Organizational Behavior and Human Resource Management, 3, 10-26.
Devi, S., &Suneja, A. (2013). Job satisfaction among bank employees: A comparative study of public sector and private sector banks. International Journal of Research in Management, Science and Technology, 1(2), 93-101.
Heaton, J. (2008). Secondary analysis of qualitative data: An overview. Historical Social Research/HistorischeSozialforschung, 33-45.
Kayastha, R., Adhikary, P. R., & Krishnamurthy, V. (2012). An analytical study of Occupational stress on executive officers of Nepal. International journal of academic research in business and social sciences, 2(4), 350.
Meng, X. (2013, February). Scalable simple random sampling and stratified sampling. In International Conference on Machine Learning (pp. 531-539).
Savin-Baden, M., & Major, C. H. (2013). Qualitative research: The essential guide to theory and practice.