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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/16205
Title: An Assessment Of Employee Job Satisfaction At Ethiopian Union Mission
???metadata.dc.contributor.*???: Haileselassie Woldegerim(Ato)
Guta, Fekadu
Keywords: Ethiopian Union Mission with respect to the organization's working policy,
Issue Date: Jun-2006
Publisher: Addis Ababa University
Abstract: The purpose of the study was to assess employee job satisfaction level at Ethiopian Union Mission with respect to the organization's working policy, adequacy of salary paid and benefit provided the quality of management system, the physical working condition the interpersonal relationship, the nature of their jobs, the amount of responsibility they exercise, the recognition practices, achievement level and the amount of job security they have. The Herzberg's two-factor theory of work motivation was used as a model as it is more applicable to the knowledge workers and more specifically delineates between factors ofjob satisfaction and job dissatisfaction. The method used to gather data was descriptive survey method The data collecting instruments utilized were questionnaire! of two types, O:7e for employee respondents and the other for leader respondents, and document observations checklist. The sampling technique employed to select the employee respondents was stratified random sampling, while purposive sampling technique was applied to select leader respondents. In analyzing the data, statistical tools such as analysis of variance, chi-square, means, percentages, and studentized range statistic were applied Accordingly- the research finding shows that the employees have high dissatisfaction; with the organization's working policy- in the amount of salary and benefit provided in the management system in their relationship with supervisors, while they have low dissatisfaction with the physical working conditions, coworkers relationship, and job security. The amount of satisfaction being ea,-r.p.d by em.o/c.yep.s frr.:i17 the w-?rk itself- achievement practic£~ exercising of responsibility is high while the satisfaction obtained from recognition and career promotion opportunities was so low. Depending on the finding of the research study- conclusions were made and recommendations were forwarded on the possible ways by which employee job dissatisfaction can be reduced and satisfaction level can be raised
URI: http://hdl.handle.net/123456789/16205
Appears in Collections:Thesis - Educational Planning & Management

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