Manoj Subedi

Crisis and disaster events, from terrorism and natural hazards to the COVID-19 pandemic, have become a defining concern of tourism research over the past two decades. This study presents a bibliometric analysis of the crisis-management-and-tourism literature indexed in Scopus, using a bibliometrix/R science-mapping workflow together with document-level evidence reconstructed from the underlying export. The corpus comprises 1,931 documents (1982-2026, plus one 2027 in-press record) drawn from 705 sources, involving 4,261 authors, and averaging 31.45 citations per document. Annual output grew from isolated contributions before the mid-1990s to a pronounced post-2020 surge; a logistic life-cycle model places the field’s inflection points at approximately 2023 and its asymptotic ceiling near 1,950 documents under current publication dynamics. Tourism Management, Current Issues in Tourism and Annals of Tourism Research anchor the source landscape, while Ritchie, Pennington-Gray, Hall and Prideaux lead individual productivity; authorship follows Lotka’s inverse-square distribution closely. Keyword co-occurrence and thematic-mapping procedures (Louvain clustering on merged author and index keywords) identify five thematic clusters - crisis, crisis management, tourism, tourism management, and sustainability - with crisis communication, resilience, and destination recovery among the most active post-2020 topics. International collaboration remains moderate (26.8% of documents), concentrated among China, the United States, Australia, Spain and the United Kingdom. The absence of cited-reference data in the export precludes co-citation and bibliographic-coupling analysis; this limitation is documented transparently rather than substituted with invented data. The study offers a reproducible, methodologically explicit map of the field’s evolution and identifies gaps around long-term recovery trajectories, non-Western destinations, and cross-crisis comparative theory.

Purpose – This study examines contributors’ satisfaction towards the Social Security Fund in Nepal, focusing on four key factors: level of compensation, financial proficiency, retirement planning, and SSF coverage. Design/methodology/approach – A combined descriptive and causal research approach was used. Data were collected from 409 SSF contributors in Nepal using a structured questionnaire that included demographic data, involvement in the SSF, and perceptions of the SSF, measured on a five-point Likert-style scale. Descriptive statistics, Pearson correlation analysis, and multiple linear regression were conducted using SPSS version 26 and Microsoft Excel to assess the relationships among compensation, financial skills, retirement plans, SSF coverage, and SSF contributors' satisfaction. Findings – The descriptive findings showed that the SSF coverage provided the highest average rating followed by financial proficiency, retirement plan, and contributor satisfaction. The correlations were statistically significant and positive with each of the independent variables and contributor satisfaction; the strongest relationships were with the retirement plan and the SSF coverage. The regression model accounted for 58.3% of the variance in contributor satisfaction. Conversely, financial proficiency had a negative but not statistically significant effect on contributor satisfaction. Conclusion – Contributors’ satisfaction with the SSF in Nepal remains moderate overall. Satisfaction is driven primarily by perceptions of retirement security and the adequacy of fund coverage rather than by short-term financial returns or compensation. Strengthening retirement-related schemes, broadening coverage, and improving transparency and service delivery are likely to enhance contributor satisfaction and support the SSF's long-term sustainability. Originality/value – This study contributes to the limited body of empirical research on Nepal’s contribution-based SSF by jointly examining compensation, financial proficiency, retirement planning, and fund coverage as determinants of contributor satisfaction. This integrated perspective has not been widely addressed in the Nepalese context.

This study examined role of quality tourism experience in shaping both tourists’ satisfaction level and their intention to visit again. Descriptive and causal research designs were used in this study. To obtain quantitative data about international visitors to Nepal who had stayed a minimum of five nights, a cross-sectional survey was administered to collect data from 437 valid responses. Descriptive statistics, correlation analysis, and structural equation modeling were then used to analyzethe data and examine direct, indirect, and mediating relationships among the variables. Results indicate that the quality of the tourist experience significantly influenced tourists’ revisit intention, while there is no mediating effect between tourists’ satisfaction level on this relationship, nor is there a relationship between tourists’ satisfaction with the experience and repeat visit. Traditional satisfaction factors such as residents’ hospitality, and the role of intermediaries - contributed to overall satisfaction but have little impact on revisit intention. Theconclusion is that for destinations like Nepal where experience isthe key driver of tourism, intrinsic quality attributes associated with the cultural, adventure and natural tourism experiences are greater motivators for return visitation than general service satisfaction. Based on this conclusion, tourism strategies should focus on enhancing the experiential attributes, rather than just enhancing the quality of traditional service offerings. These findings shows that satisfaction, as the main mediator in the traditional model of the relationship between service quality and loyalty, is in fact only one path of many, through which experiential factors can influence tourist behavior.

Purpose: This study examines the relationship between emotional intelligence (EI), job satisfaction (JS), and organizational citizenship behavior (OCB) among employees in Nepalese commercial banks. The study also analyzes the role of job satisfaction as a mediating influence in this relationship, aiming to understand presence of emotional intelligence among employees’ impact on positive organizational citizenship behavior through increased job satisfaction. Methods: The study employed a quantitative approach with descriptive and causal research designs to achieve objectives of the study. Data were collected from 408 respondents using a purposive sampling method through an online survey. The study variables were measured by using a five-point Likert scale, and the collected data were analyzed by SPSS version 26.0 and AMOS Graphics. Results: The findings reveal a strong positive relationship between emotional intelligence and organizational citizenship behavior, suggesting that employees with higher EI are more likely to engage in supportive and voluntary behaviors that benefit their organization. Although the direct relationship between emotional intelligence and job satisfaction was not statistically significant, the mediation analysis showed that job satisfaction fully mediates the relationship between emotional intelligence and organizational citizenship behavior. This suggests that EI influences OCB indirectly through subtle psychological or contextual processes reflected in job satisfaction. Conclusion: The study concludes that EI positively influences organizational citizenship behavior (OCB) through its impact on job satisfaction JS. While EI does not directly affect JS, it indirectly develops OCB by enhancing job satisfaction. Job satisfaction plays a full mediating role in the relationship between EI and OCB, with a significant indirect effect of EI on OCB through job satisfaction. These findings emphasize the need to focus on emotional intelligence and job satisfaction to encourage positive behaviors in the workplace.

Purpose – The objective of this study is to apply bibliometric analysis to provide a thorough overview of the research landscape surrounding technostress and emotional intelligence. By examining the literature, the analysis aims to identify key trends, and areas of growing interest in this field. Design/methodology/approach – This study used bibliometric analysis to explore the relationship between technostress and emotional intelligence from the study 2015 to 2025, applying the Dimensions database and VOSviewer software. The research analyzed 700 open-access articles to map key trends, influential authors, and emerging areas in this field. It used citation network analysis, co-authorship analysis, and trend analysis to examine collaboration patterns and the growth of research over time. Findings – The findings of the study showed a steady increase in research on technostress and emotional intelligence from 2015 to 2025, with a sharp rise post-2020, likely influenced by the COVID-19 pandemic. Key contributors to the field include foundational studies on technological addiction and mental health, with later research building on these topics to address issues like workplace burnout and remote work. The co-authorship network highlighted strong international collaboration, with notable clusters in Western countries, East Asia, and the Middle East, suggesting a global interest in these topics. The citation network analysis identified influential studies and emphasized the ongoing relevance of early research, while the bibliographic coupling revealed a growing focus on workplace stress, digital technology’s impact, and emotional intelligence in managing technostress. Conclusion – The bibliometric analysis advocates a significant shift in academic focus towards technostress and emotional intelligence, particularly after 2020, driven by digital work transformation and the COVID-19 pandemic. The increase in publications reflects growing recognition of the psychological impact of technology on mental health, especially in remote work, with EI emerging as a key tool for managing technostress. Originality/value – This research adds new insights to the field by examining the interconnections between emotional intelligence, technostress in the context of digital transformation and remote work.

In an era marked by rising economic uncertainty, inflation, job market instability, and shifting social dynamics, understanding how young individuals develop financial stability has become increasingly critical. That is precisely why it is necessary to ensure Generation Z’s resilience to socioeconomic challenges. Even while youth financial habits are receiving more attention, few studies in a developing South Asian economy examine how attitudes toward money and family financial socialization affect their financial well-being. Therefore, this study investigates how financial attitudes, shaped by early family experiences, mediate the link between financial socialization and financial well-being. Between September and December 2024, a structured questionnaire was distributed both physically on campuses and digitally via online platforms to collect primary data from 452 Gen Z students (aged 18–28) enrolled in 10 management colleges affiliated with national and international universities operating in Kathmandu, Nepal, selected through a purposive sampling method. AMOS SEM was employed to analyze the proposed model comprehensively and test the hypothesized relationships and mediation effects. At the same time, Hayes’ PROCESS macro was used to examine the categorical moderation effect of parents’ education level and occupation. Regression analysis confirmed that stress on saving (β = 0.192), expected financial independence (β = 0.167), and media/peers (β = 0.180) significantly affect financial well-being. Attitude towards money mediated these effects, with significant conditional indirect effects across all parental occupations and education levels (p < 0.05). The findings highlight how social agents shape financial socialization and urge Nepalese youth to invest in their financial well-being amid socioeconomic challenges.

Purpose – This study investigates the factors influencing common stock returns of commercial banks in Nepal's emerging capital market, specifically analyzing the impacts of bank size (SIZE), book-to-market equity (B/P), and earnings yield (E/P). Empirical study revealed that these factors are directly associated with and influence on common stock returns. Design/methodology/approach – The research adopts a quantitative approach, employing both explanatory and descriptive research design. It analyzes annual data from 19 commercial banks in Nepal over a ten-year period, from 2015 to 2024. Secondary data is collected from the financial statements of concerned banks and their records at the Nepal Stock Exchange (NEPSE). SPSS-26 is employed to perform correlation and regression analyses to examine the relationships between stock returns and key financial variables, including bank size, book yield and earnings yield. Findings – The research shows a positive correlation between SIZE and E/P, while the B/P ratio shows a negative correlation with stock returns of common stocks. The regression analysis reveals that SIZE positively predicts stock returns, and B/P negatively impacts stock returns. However, E/P does not exhibit any ability to predict stock return. Conclusion – The research concludes that larger banks tend to offer higher returns for investors. Nepalese investors consider SIZE and B/P ratio when predicting stock returns. However, investors do not prioritize on bank earnings in their investment decisions. Implications – This study advances the understanding of how E/P, SIZE, and the B/P ratio influence stock returns in Nepalese commercial banks, providing valuable insights for investors and researchers including theoretical implication. Originality/value – The research is original and it emphasizes on all commercial banks listed in NEPSE, analyzing annual dataset covering a decade. This study offers practical implications for portfolio approaches in the context of emerging stock markets.

Purpose – The purpose of this paper was to examine the role of human resource management practices such as recruitment and selection, training and development, performance management, reward and recognition, compensation and benefit, and employee job satisfaction on organizational commitment, with a focus on employees of the IT companies in Kathmandu Valley of Nepal. Design/methodology/approach – The research paper used a quantitative approach and descriptive and causal research design to achieve the research objectives. Data collection was based on purposive sampling technique. The response was taken from 310 respondents through online survey. The variables under study were measured in a five-point Likert scale. Data were further evaluated using SPSS software version 26.0 and AMOS graphics. Findings – The results illustrate that rewards and recognition, compensation & benefits, and performance management positively affect organizational commitment, while recruitment and selection have a smaller coefficient but has significant. Training and development does not significantly influence OC. Mediation analysis shows that job satisfaction partially mediates the effect of recruitment and selection and performance management on OC, while compensation and benefits effect on OC is fully mediated by job satisfaction. Conclusion – The paper identified that the rewards and recognition and compensation and benefits are the strongest drivers of organizational commitment in IT companies in Kathmandu Valley. Performance management also plays a key role in enhancing OC, while recruitment and selection has a smaller, though still important, impact. Training and development did not show a significant direct effect on OC. The study further advocates that job satisfaction acts as an important mediator, strengthening the impact of HRM practices on OC, particularly in the case of compensation and benefits. Implications – This paper advocates the role of HRM practices such as rewards, compensation, and performance management in fostering employee commitment through social exchange theory. It shows that job satisfaction plays a key role in mediating the impact of these practices on organizational commitment. Managers, especially in Nepal's competitive IT sector, can focus on fair reward systems, equitable compensation, and strong performance management which can improve job satisfaction and commitment. Originality/value – This research brings originality to the field by examining the interrelationship between human resource management practices, employee job satisfaction and organizational commitment specifically within the IT companies of Kathmandu Valley.