Basu Dev Lamichhane

Introduction: The concept of human resource management has been critical in commercial banking because the organization is very much reliant upon skilled, motivated, dedicated, and adaptable employees. There have been several changes in Nepalese commercial banks in the context of technology, competition, customer expectations, regulation, and mobility of the employees. The need for human resource management has increased due to these changes. Objectives: This paper will identify the major human resource practices in the context of studies on Nepalese commercial banks, the association of these practices with the outcomes of employees and organizations will be discussed, and finally, the research gaps will be highlighted. Methods: A systematic literature review was conducted in accordance with the PRISMA 2020 guidelines. The literature search was carried out using NepJOL, journals' websites, DOIs, institutional repositories, and academic search engines by using keywords such as human resource management practices, human resource development, commercial banks, employee performance, employee engagement, job satisfaction, organizational commitment, career development, compensation, and employee retention in Nepal. The inclusion criteria were to deal with the topic of Nepalese commercial banking and include at least one or several HR practices and their connection with the employees and organizations. The evidence synthesis was conducted in a thematic manner because of great discrepancies among the study design, variables, samples, and methodology. Results: According to the literature reviewed, the following human resource practices should be considered during further research regarding Nepalese commercial banking: training and development, compensation and rewards, performance appraisal, recruitment and selection, career development, job security, work environment, employee empowerment, talent management, and green human resource management. The above-mentioned practices have been revealed to have some connection with the following factors: employee engagement, job satisfaction, organizational commitment, employee performance, organizational citizenship behavior, and employee retention. The most recently published papers put special emphasis on career development, perceived organizational support, talent management, green HRM, and retention. Conclusion: There is plenty of evidence regarding the direct connection of human resource practices with such vital factors as employees' performance and organization functioning in Nepalese commercial banks. Nevertheless, there is a need for more longitudinal, comparative, mixed methodological, and organization-level studies. Novelty: This paper points out traditional and emerging issues of human resource management in Nepalese commercial banks as well as tendency towards transition from separated HR practices to integrated employee-centered, developmental, digital, and sustainable human resources system.

Background: Human resource management is essential to the effectiveness and sustainability of commercial banks because banks require the knowledge, quality of service, trustworthiness, digital skills, and relationship management skills of their employees. Nepal and India have many similar aspects in geography, culture, institutions, but there are some differences in the structure of their banking sectors in terms of size, labour market depth, regulation, diversity. Objectives: This paper aims to conduct a comparative review of the most recent literature on the topic of HRM practices in commercial banks of Nepal and India, focusing on recruitment and selection, training and development, performance management, reward system, career development, employee engagement, retention, empowerment, work-life balance, and green HRM. Methods: A structured comparative literature review has been conducted based on recent scholarly literature and articles published in authoritative journals. The search was made using keywords related to HRM, human resource development, employee engagement, retention, performance, talent management, green HRM and banking in Nepal and India. Bibliographical verification of articles has been made through publisher/journal websites. Results: The literature reveals many common features of Nepal and India: training and development, fair performance systems, career prospects, good working environment, involvement of employees, and organizational support have shown to positively influence on employee or organizational outcome. In Nepal, there is more attention paid to such aspects as retention, career development, employee engagement, talent management, work-life balance and merger-related employment issues. The research in India provides much evidence on the topics of employee competencies, organizational performance, empowerment, green HRM, talent management and sustainability. Conclusion: The tendency of HRM to be strategic and human resource development oriented is present in both banking sectors but the levels of development and scope of literature on the subject differ. Novelty: The paper provides a comparative analysis of two countries that gives an opportunity for Nepalese banking researchers to benefit from broader Indian evidence base and take into account its own unique features.

Traditional finance views stock market and portfolio choices as products, brand, market efficiency, investors' behavior, and rationality. However, research suggests that different factors affect the share market capitalization for its stability. The strategy's role of investment, innovation, SMEs, and financial sustainability has become more crucial for Nepalese economies driven by the interaction among the investors, financial markets, venture capital ecosystem, and sustainable finance. This exploratory study aims to examine the status of market capitalization and its financial determinants, explore the relationship between market capitalization and financial indicators, and analyze the impact of earnings per share (EPS), dividend payout ratio (DPR), return on equity (ROE), book value per share (BVPS), interest rates (IRs), and number of outstanding shares (NOSs) on market capitalization. The study employs a descriptive and causal-comparative research design, utilizing purposive sampling to select 10 commercial banks. The secondary data are acquired from the report of Nepal Rastra Bank (NRB) and the annual report of the respective bank. The data is analyzed using descriptive statistics, correlation analysis, and regression analysis. The study's findings reveal a positive relationship between book value per share, outstanding shares, and market capitalization. In contrast, earnings per share, dividend payout ratio, return on equity, and interest rate do not significantly impact market capitalization. Thus, book value per share and outstanding shares are significant variables affecting market capitalization. The study concludes that structural financial indicators like book value per share and the number of shares are of greater importance in determining the market capitalization of Nepalese commercial banks than profitability and macroeconomic indicators. The study recommends that stakeholders in the Nepalese banking sector, including policymakers and management, adopt enhanced financial sustainability frameworks and regulatory support to foster sustainable growth and attract investors.

Background: Capital adequacy is an important indicator of the stability, sustainability, and financial performance of commercial banks. In Nepal, commercial banks are required to maintain adequate capital in accordance with Nepal Rastra Bank (NRB) directives. However, maintaining higher capital does not necessarily lead to improved profitability. Therefore, examining the relationship between capital adequacy and bank performance is important for effective banking management and regulation. Objective: This study aims to examine the nexus between capital adequacy and the financial performance of Nepalese commercial banks, with particular emphasis on the relationship between the capital adequacy ratio (CAR), return on assets (ROA), and return on equity (ROE). Methods: The study employed a descriptive and causal-comparative research design using secondary data from annual reports, Nepal Rastra Bank publications, and other relevant sources. Nepal Bank Limited and Nabil Bank Limited were selected for analysis. Data covering ten fiscal years were analyzed using descriptive statistics, Pearson correlation, and least-squares trend analysis. Results: Both banks maintained capital adequacy above the applicable NRB requirements during most of the study period. Nepal Bank Limited recorded an average CAR of 12.45%, ROA of 1.69%, and ROE of 15.82%, while Nabil Bank Limited recorded an average CAR of 12.32%, ROA of 2.26%, and ROE of 22.19%. The correlation between CAR and ROA was positive for Nepal Bank Limited (r = 0.33) but negative for Nabil Bank Limited (r = −0.50). Trend analysis indicated declining ROA for both banks. Conclusion: Adequate capitalization supports banking stability, but higher CAR does not automatically improve profitability. Novelty: The study provides a comparative bank-level assessment demonstrating that the relationship between capital adequacy and performance differs across Nepalese commercial banks.

Introduction: Traditionally psychology, health, literature and management have grown as separate fields of knowledge, but now many modern societal and organizational issues require an interdisciplinary approach to be resolved. Psychological mechanisms affect health-related behaviors, wellbeing, learning, interpersonal relations, workplace productivity. Literature helps to understand emotions, identity, pain, empathy, conflicts and human relations, while management offers organizational context where wellbeing of individuals and teams can be facilitated. This review explores the connections between psychology, health, literature and management and highlights areas where collaboration between these disciplines is possible. Methods: This study used a systematic integrative literature review design. Peer-reviewed publications, systematic reviews, meta-analyses and bibliometric studies on the topic were found via searches in PubMed, publishers' databases, DOI-indexed scientific publications, NepJOL and other appropriate repositories. Prioritization was made in favor of recent publications from 2021 to 2026, but seminal theoretical and methodological works were kept where needed to provide explanations for certain established concepts. The inclusion criteria included research related to psychological wellbeing, health, literature or reading, workplace and organizational management, healthcare management and interaction of the mentioned areas. The evidence was analyzed thematically, not statistically. Results: The review suggests five major connections. First, psychological resources and psychological needs are closely linked to health and workplace wellbeing. Second, organizational demands and resources affect mental health, engagement, burnout and performance. Third, literature and reading can facilitate empathy, reflection, meaning creation and psychological wellbeing. Fourth, creative writing and arts interventions seem to be effective for mental health, although results are heterogeneous. Fifth, management strategies determine whether psychological and health resources are supported or deprived in organizations. Recently conducted Nepalese studies also demonstrate the importance of collaboration between psychological, health, educational, literary and management approaches. Conclusion: Psychology, health, literature, and management need to be seen as interrelated fields in solving complex issues related to humans and organizations. Such integration will promote humane healthcare, healthy workplace and learning environments, and responsible management. Novelty: This review offers an interdisciplinary conceptual framework linking psychological processes, health and wellbeing, literary experience, and management activities. This article also includes Nepalese scholarship within an international interdisciplinary dialogue.

More than three decades after New Public Management (NPM) began affecting public administration in Nepal, this system is implemented inconsistently, selectively, and strongly affected by the political, bureaucratic, budgetary, and institutional conditions prevailing in this country. In this systematic review, the process of evolving NPM practices in Nepalese public sector organizations is analyzed from the perspective of decentralization, privatization, performance management, accountability, service delivery, and local governance in the context of federalism. The analysis uses studies carried out in academia about Nepal in relation to administrative reform, governance reform, local self-governance, fiscal federalism, and service behavior in local government organizations.

Objective: This study focused on the application of social cognitive career theory (SCCT) (Lent et al., 1994) in relation to the career choices of secondary and higher secondary levels students in Nepal. Methods: A cross-sectional study was conducted with 385 students (grades 9–12). Multiple linear regression in SPSS was used to analyze four predictors: career goals, learning experiences, self-efficacy, and outcome expectations, and contextual supports, which were based on the SCCT model. Results: The regression model was significant, F (4, 380) = 56.79, p < .001, explaining 37.4% of the variance in career choices (R² = .374; adjusted R² = .368). Self-efficacy and outcome expectations were the strongest predictors (β = .431, p < .001), followed by career goals (β = .201, p < .001) and learning experiences (β = .139, p = .009). There was no statistical significance for contextual supports (β = .061, p = .197). Model robustness and the lack of any significant common method bias were confirmed with diagnostic testing. Conclusion: The results validated the SCCT model, where internal cognitive components had a more significant effect on career selection than contextual supports among secondary school students in Nepal.

Background: Online shopping has grown to include both domestic and international markets, allowing consumers to shop more easily. There has been an increasing usage of electronic wallets due to the increase in the growth of electronic devices. Objectives: The main objective of this study is to examine the factors influencing the intention to adopt an e-wallet among customers. Design: A quantitative cross-sectional research design was employed using structured questionnaires. Employing convenience sampling, this study distributed 125 questionnaires to respondents and received 108 valid questionnaires for further analysis, which represents an 86.4 percent valid response rate. Descriptive, correlation, and regression analyses were performed. Findings: This study found that perceived trust and ease of use have a positive and significant impact on the intention to adopt e-wallet among mart customers. Moreover, finding reveals that the ease of use (β = 0.702) had a stronger impact than perceived trust (β = 0.47) on adoption intention. Conclusion: The study concludes that perceived trust and intention to adopt are positively and significantly correlated. Therefore, the intention to adopt an e-wallet was positively impacted by perceived trust and ease of use. Novelty: This study offers new knowledge on how perceived trust and ease of use impact intention to adopt e-wallet in supermarket/mart in Kathmandu valley, which has received less attention in previous studies, especially in the Nepalese context. Policy implication: E-wallet developers should prioritize user-friendly interface design and transparent security features to build trust and encourage adoption.

Socio-economic challenges related to educational quality, academic leadership, and human capital development have intensified the importance of evidence-based analysis of learning strategies and academic performance in higher education systems. Although previous studies have explored metacognitive and motivational learning strategies separately, limited empirical evidence exists regarding their simultaneous statistical effects on academic performance and leadership-driven learning environments within management education. The purpose of this study is to quantify the effects of metacognitive and motivational learning strategies on students’ academic performance and to evaluate the role of academic leadership in strengthening effective learning environments. The empirical analysis is based on cross-sectional survey data collected from 195 management graduates enrolled in higher education institutions in Nepal during June–July 2025 using structured questionnaires administered through Google Forms and convenience sampling procedures. The study applies descriptive statistics, weighted mean analysis, Pearson correlation modelling, and multiple regression estimation using SPSS to identify statistically significant behavioural and academic relationships. The statistical results demonstrate that metacognitive learning strategies generated the highest weighted mean score (3.72), while academic performance recorded a mean value of 3.73 and relatively low dispersion (SD = 0.755), indicating stable and positively concentrated student performance outcomes. The correlation analysis further identified a strong positive association between metacognitive learning strategies and academic performance (r = 0.636; p < 0.01), whereas motivational strategies also demonstrated a statistically significant positive relationship with academic achievement (r = 0.564; p < 0.01). Moreover, the regression estimations revealed that metacognitive learning strategies exerted the strongest predictive effect on academic performance (β = 0.604; t = 11.46; Adjusted R² = 0.402; p < 0.001), while motivational strategies also produced a statistically significant positive effect (β = 0.552; t = 9.481; Adjusted R² = 0.314; p < 0.001), confirming the robustness of the proposed behavioural-academic model. The obtained findings substantially strengthen the quantitative understanding of socio-economic challenges related to academic leadership, student learning behaviour, and higher education effectiveness and provide an analytical foundation for evidence-based educational policy, leadership development, and strategic improvement of learning environments in higher education institutions

The adoption of AI in Human Resource (HR) functions - recruitment, performance evaluation, workforce analytics, and employee support—has created a growing need for ethical governance frameworks that ensure these systems are fair, transparent, secure, and accountable. While many organizations publish AI ethics principles, practical gaps remain in translating principles into operational controls, especially in high-stakes employment decisions. This research develops and evaluates an ethical governance framework for HR AI that integrates policies, audits, and accountability models across the AI lifecycle. The study proposes a governance model built around three pillars: (1) Policy architecture, including acceptable-use rules, data minimization and consent standards, role-based access, vendor requirements, and human oversight thresholds for high-impact decisions; (2) Audit mechanisms, including pre-deployment risk assessments, bias and validity testing, documentation practices (e.g., model/data reporting), and continuous monitoring for drift, disparate impact, and unintended consequences; and (3) Accountability structures, defining decision rights, escalation pathways, review boards, incident response, and mechanisms for employee/candidate recourse. Using a mixed-methods design, the research first gathers stakeholder requirements through interviews with HR leaders, legal/compliance staff, data scientists, and employees. It then operationalizes the framework into a practical toolkit (checklists, RACI matrix, audit templates, and KPI dashboards) and evaluates it via case-based simulations or pilot implementations in HR AI use cases. Expected contributions include (a) a validated set of governance controls tailored to HR-specific risks such as discrimination, surveillance, and privacy breaches, (b) measurable governance KPIs for responsible HR AI, and (c) actionable guidance for aligning HR AI practices with legal compliance and organizational trust.