Researchers' contributions in identifying predictors of organisational citizenship behaviours are appreciable, and still, contextual study of job characteristics as an antecedent of enhancing employees' citizenship behaviours will be valuable for the banking and insurance sectors. This study is an endeavour to investigate the way of association and influence of perceived job characteristics on organisational citizenship behaviours (OCBs). Cross-sectional survey data were obtained from 221 employees involved in varying natures of jobs in the Nepalese Banking and Insurance industry. Correlation analysis revealed the positive association of perceived job characteristics with organisational citizenship behaviours. Similarly, the regression analysis suggested that perceived overall job characteristics positively and significantly predicted organisational citizenship behaviours (OCB-I, OCB-O, and overall OCB). The study is expected to add value to job design considerations for flourishing citizenship behaviours from the context of the Nepalese banking and insurance sectors.

RM (Relationship Marketing) and CL (Customer Loyalty) have attracted a great deal of academic and professional attention over the past few decades. RM became a key trend in the marketing and management industries. Mobile communications networks have been a prominent infrastructure driving substantial economic growth in developing countries like Nepal. This study investigated CRM (Customer Relationship Marketing) and CL in the telecommunication industry in Nepal. A descriptive and causal-comparative research design has been adopted for this study as it seeks to identify the key variables of CRM and CL in the telecommunication industry in Nepal. Using survey methods, structured questionnaires with a five-point Likert scale on each dependent and independent variable were administered to obtain responses from mobile users. In this study, quantitative techniques have been used to analyze primary data collected through a survey. This study found a positive relationship between CL and its variables trust, communication, commitment, and conflict handling. Trust and commitment were the primary factors of CL in RM in the Nepalese telecom industry, with varied effects according to the measures of CL.

An organization can track its plan, communicate its progress and position, and record the actions and behaviors of its personnel by using performance measurement and management tools. The study's objective was to determine how an employee of a company learns and grows throughout his/her career to enhance the organization's overall performance. The quantitative research approach was followed, and data were collected by an organized questionnaire survey. Three hundred and three responses, utilizing the convenience sampling technique, were gathered from the working representatives of two large telecommunication service provider companies in Nepal. The study observed 17 learning and growth performance parameters to evaluate the non-financial organizational performance model. The model yielded statistically noteworthy ratios at p ≤ 0.05 for all measured parameters and supported hypothesized paths. The usage of non-financial performance metrics is growing, and it is not typical to use them as the primary metric for evaluating organizational performance. Hence, future researchers are advised to incorporate non-financial and financial metrics into organizational performance assessment and management systems.