Browsing by Author "Atara, Adane (PhD)"
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Item Adoption Level and Challenges of Implementing Agile Project Management Methodology at the Private Banking Industry in Ethiopia(Addis Ababa University, 2019-08) Debebe, Asegid; Atara, Adane (PhD)This qualitative study has investigated the current level of adoption the Agile software project management methods at the private banking industry in Ethiopia and the challenges faced by the software development teams at the banks. The current 16 private banks in Ethiopia have been grouped into three categories using the decades of their year of establishments, and from each category, 3 banks were selected at random using the lottery method giving a total sample size of 9. Two sets of questionnaires have been used with one questionnaire distributed to the software development team members and the other distributed to the development teams’ managers. Among the 9 banks, complete data was received from 7 banks with total individual responses of 30. The gathered data was analyzed using descriptive statistics. The analysis of the data shows that there is a low prevalence of application of agile methods at the private banks in Ethiopia with only 2 out of the 7 participating banks (28%) in the process of adopting the Scrum Agile method and with the remaining 5 (72%) still using the traditional waterfall method. There are several challenges that face the banks from adopting the agile method and these are presented in three categories as customer-related, team-related and management-related. Customer-related challenges include inconsistent requirements, lack of timely feedback, resistance to change, and lack of full commitment to the process. Team-related challenges include reluctance to work in a team, lack of experience, handling of helpdesk requests while working in software development and departure of experienced team members. Management-related challenges include setting unreasonably short deadlines, de-prioritization of ongoing projects out of work, not specifying standard software development tools and frameworks, absence of general long-term ICT Development strategic plan specific to the improvement of the software development process. In conclusion, there is a very low level of adoption of the agile methodology in the private banking sector in Ethiopia with only 28% of the banks attempting the move to the Scrum method while the remaining 72% is planning to adopt an agile method in the future and still using the traditional waterfall software development methodology.Item Assessing Monitoring And Evaluation Practice Of UNDP Project: The Case Of Conflict Prevention And Peace Building Project In Ethiopia(Addis Ababa University, 2019-06) Taddese, Mickyas; Atara, Adane (PhD)This study elucidates the various issues and challenges of monitoring and evaluation encountered at a specific project by UNDP. The specific project of UNDP is Conflict Prevention and Peace Building Project in Ethiopia. The study is a qualitative research conducted by interviewing key professionals selected based on their bearing and closeness to the monitoring and evaluation activity in addition to intense desk review of all the monitoring and evaluation documents. The major findings indicate a lack of participation of necessary stakeholders in the monitoring task. In addition, no plans were devised and no measures were taken to mitigate risk on the monitoring and evaluation process. Furthermore, the breakdown of cost and time presented in the annual work plan were blurry and lack detail constituents, ergo making it hard to identify key performance indicators to the level adequate. The evaluation report failed to prove wrong the claim that outcome and impact seen are the attribute of an endogenous effect or other environmental factors. It also failed to prove the external validity of the participant in the evaluation process. These all reduced the reliability and dependability of the results. As a result, the study recommended inclusiveness and saturated participation of all the vital stakeholders in the monitoring activity and further breakdown of time and cost schedule under the annual work plans as mandatory. Finally, ample methods available to assuredly attribute the impact to and only to the intervention should be engaged. It would greatly benefit the literature and academic-purpose if future research assesses the long term impact of the intervention with emphasis on the monitoring and evaluation practice.Item Assessment Of Cost And Schedule Performance On AACRA Projects: The Case Of Shiromeda – Hamerenoh Kidanemihiret Road Construction Project(Addis Ababa University, 2019-07) Getahun, Benyam; Atara, Adane (PhD)The purpose of this study is to assess the cost and schedule performance of a road construction project with particular emphasis to the Shiromeda – Hamerenoh Kidanemihiret road construction project held by AACRA. To address the two major issues of cost overrun and schedule delay, both primary and secondary source of data were used. Both close ended and open ended questions were included on the questionnaire while the interview was unstructured, these two were used as a primary source of data. Different texts, articles, journals and dissertations were used as a secondary source of data. Census inquiry was used to distribute the questionnaire. Out of the total 47, 44 questionnaires were filled and collected. In addition to the questionnaire 3 people were interviewed: the project manager, site engineer and another top level manager who are members of AACRA. The data obtained through questionnaire has been analyzed quantitatively using descriptive statistics namely frequency and percentages through SPSS version 20. In addition, the data obtained using interviews has been analyzed qualitatively. The findings of research are that the major causes of cost overrun and schedule delay include: Right of way (Weaknesses during the land takings process), poor project implementation strategies, duration of the period of bidding, Supervisor and contractor claims and disputes, delay of material delivery and, negligence of past experiences. As a result, some recommendations have been delivered under this study on what actions should be taken to tackle the major problems of cost overrun and schedule delay.Item Assessment of Strategic Human Resource Management Practices - The Case of Ethiopian Postal Service Enterprise(Addis Ababa University, 2021-09) Gebremariam, Tadesse; Atara, Adane (PhD)A primary objective of this study is to evaluate strategic human resources management (SHRM) practices concerning recruitment and hiring, training, and development. Participants in the study were line managers of the Main Post Office located at the Ethiopian Postal Service, Addis Ababa Region Post Office, and Arada Zone Post Office. The sample population for the present study was 100 line managers of the postal services and out of the 80 line managers were selected for the sample size to collect primary data through questionnaires and interviews. The sample design of the study was a stratified sampling method. Quantitative data was analysed by employing descriptive statistical instruments. The study recommends that the EPSE work more for devolving HR manager's responsibilities to line-manager, the integration of Business Strategy and Organizational strategy, and set of internally consistent policies and practices that ensure the Post Office's human capital which contributes to the achievement of its business objectives. The significant findings are that transitioning to lean manufacturing should be complemented by well-designed HR practices and devolving HR by recognizing line manager's value and forming partnerships. The primary recommendation is that the postal service needs more in-depth research to understand the different ways in which HRM responsibilities are devolved to line managers, especially in periods of organizational change.Item Change Management Practices and Challenges in United Insurance Company in Addis Ababa(Addis Ababa University, 2021-07) Wubshet, Robel; Atara, Adane (PhD)Change has become part of anyone’s lives as well as corporate existence. Most organizations faced with urgency of change in their daily operations. However, their views on change differs. This study was conducted on United Insurance Private Limited Company (UNIC Ethiopia) whose operating offices based in Addis Ababa. Employees of the main office and branches in Addis Ababa were the unit analysis for this research. The objectives of the study were to assess the organizational change management practices and most prevalent challenge to leadership at UNIC Ethiopia during which organizational change is a must. A sample survey method is employed in aim of collecting the data from target group employees. The target sample of the study was 21 employees. Among the target population, all the questionnaires were returned. Structured questionnaires were employed to collect demographic and other relevant data from the company’s senior officials and other team members. After collecting the relevant data from each respondent, the data was made analyzed using the simple statistical analysis methods (frequency and percentage), and descriptive analysis method of mean and standard deviation. Survey methods had been used where the data were subjected to be a descriptive statistics using SPSS software. The study revealed that the company’s attitude in demonstrating the importance of change initially helped it to successfully adopt in the organization. From the findings, it was revealed that UNIC Ethiopia establishes a team that includes representatives from all departments affected by change, involving both management and lower-level employees. According to the study, members of the team, created to lead change within the organization, are enthusiastic and committed to making the change. Finally, the study found that resistance to change, wrongful decision, lack of resources and coordination, lack of leadership and innovative capability were the most challenging factors which severely affected a change in the company. The study recommends the need to demonstrating the importance of change regularly to impart employees who are at the lower-level position, and establishing a committee or team that often studies the company’s organizational system to evaluate against other competing firms within and outside of the industry. An assessment of compliance with company’s policy and strategies and emphasis to be given to command of chain to create a smooth communication linkage were also what has been recommended by the studyItem Effect of Corporate Governance on Financial Performance of Microfinance Institutions in Ethiopia(Addis Ababa University, 2021-03) Urgessa, Berhanu; Atara, Adane (PhD)The microfinance sector in Ethiopia is not yet proved to be a profitable business that attracts commercial investors. Most of the shareholders of the MFIs are regional governments, associations and NGO's. Recently directive has been issued, which allow MFIs to transform to banks that give MFIs an opportunity to move to the trajectory of full commercialization with the argument of profit motive to be self-sustainable and address other mission. This indicates that commercialization is currently big concern of MFIs in Ethiopia. Thus, the objective of this research project was to identify the effect of corporate governance on financial performance of MFIs in Ethiopia. Explanatory research design was employed to examine the effect of corporate governance practices such as board size, board sub-committee, numeration, and competence of boards and CEO on financial performances (measured by ROA) of MFIs. From the total 34 registered members of AEMFIs, three years data of 25 MFIs taken from secondary and primary source was analyzed by using descriptive statics, correlation analysis and regression analysis. The result of regression analysis reveals that out of six corporate governance variables and one control variable identified for the study, three explanatory variables have found significant effect on financial performance of MFIs in Ethiopia. Effect of board of directors (BoDs) member size, educational level of boards of BoDs, industry experience of Chief Executive Officer (CEO) on ROA is positive but not significant. Numerations for BoDs, CEO education level and MFIs Scale have positive effect on ROA and statically significant at 5%, 5% and 1% level. The result also reveals that the overall fixed effect regression model is significant at 1% level and adjusted R square is 0.504 implies that the over effect of the corporate governance variables included in the study is significant and jointly explain 50.4% of financial performance of MFIs in Ethiopia. As a result, due attention need to be given for these corporate governance practices to attain required level financial performance and insure sustainability through commercializationItem Effect of Engagement on Employees’ Job Performance: Empirical Evidences from KAKI Plc(Addis Ababa University, 2021-06) Beyene, Kiros; Atara, Adane (PhD)The purpose of this paper is to investigate the effect of employees’ engagement on job performance of employees of KAKI Plc. Conceptually, it is bound to the effects of engagement dimensions, namely employees’ commitment, involvement and loyalty. The study is based on a quantitative approach. Descriptive and explanatory research designs were adopted to determine and interpret the relationship between the variables. Sample participants were selected based on a probabilistic procedure, which involved simple random sampling and stratified sampling techniques. Data were collected based on a questionnaire survey technique. The data analysis involved Pearson correlation and multiple regression methods to determine the relationship between the variables and to predict the variance on job performance of employees from changes on engagement practices. The analysis result showed that there exists a moderate positive relationship between the variables. In addition, a regression model was derived that can predict up to 53% variance on the job performance based on engagement practices. The study has practical implications for organizational managers. In order to realize the benefits of employees’ engagement, there has to be a situation where employees feel that they are being supported by the Company. Mangers should take care of their employees. It was also implied that employee engagement needs to be supported by policy and strategy of the company. The importance of training and communication was also highlighted for facilitating effective implementation of employees’ engagement practicesItem The Effect Of Ethical Leadership Practices On Organizational Performance In The Case Of Awash Bank Sc(Addis Ababa University, 2022-09) Anbessa, Bikila; Atara, Adane (PhD)The purpose of this study was to examine the Effect of Ethical leadership practices on Performance of Awash Bank. As I am working on Ethics and anti-corruption in Awash bank, I received reports that some Managers do not work on ethical practices and due to these reasons, employees are not motivated to improve organizational performance. This problem triggered me to study scientifically the ethical leadership practices exercised in Awash bank. The study employed descriptive survey design and quantitative research methods. To collect the relevant data questionnaires and document analysis were used. Data were collected from 180(54.5%) sample size to represent 330 Awash Bank Managerial employees. Questionnaires were collected from three levels of Managerial employee, that is Top level 4, Middle Level 39, and Lower level 95. In order to analyze the data, frequency, percentage, and descriptive statistics and inferential statistics were used. The findings of the study revealed that the six independent variables: “Honesty, Fairness, Integrity, Ethical guidance, Power Sharing and Employee Orientation” have strong correlation with the dependent variable “performance” with 95% confidence interval at 0.01 p-value 2-tailed. The regression analysis result also revealed that all independent variables except Fairness and Integrity were statistically significant at p-value <.05, whereas fairness and integrity are not significant. Furthermore, econometric analysis showed that all predictors have positive effects on organizational performance. It was concluded that Power Sharing is the strongest predictor or has the most significant effect on the performance of Awash Bank. This is because the Bank is used the strategy of power decentralization and authority delegations among Managerial employees to increase employee satisfaction and to increase organizational decision-making. Similarly, employee orientation, honesty and ethical guidance are also influential next to power sharing. This was achieved as a result of the Bank’s better alignment between what the employees do and what the Organization needs them to do. The Bank oriented new employees to be familiar with the organizational culture, norms, code of conduct, environment, people and work. The Bank created an environment of trust both within the organization and with those that do business with the Organization. The Bank should implement strategies such as training, seminars and standard operating procedures that can promote fairness and integrity to have significant effect on Awash Bank performanceItem The effect of leadership behavior on employees job satisfaction: The case of Ethiopian large taxpayers' office(Addis Ababa University, 2020-07) Abie, Shegaw; Atara, Adane (PhD)The purpose of this study was to assess the effect of leadership behavior on employee job satisfaction in Ethiopian Large Taxpayers office based on path goal leadership theory. The study employed explanatory research design and quantitative research approach. Primary data was collected from structured questionnaire and secondary data was collected from previous studies, journals, articles and books. The study used J. Carvalho “Archival application of mathematical sampling techniques. Accordingly, 80 questionnaires were distributed and 72 were obtained & used for further analysis. The collected data was analyzed using SPSS software version 21. In addition, to analyze the collected data descriptive statistic, correlation analysis, and multiple regression analysis were used. The finding of this study indicated that supportive leadership behavior has a positive and strong significant effect on job satisfaction on LTO employees. And directive behavior has insignificant effect on job satisfaction of LTO employees. It is also indicated that currently the most dominant type of behavior is supported leader behavior. Accordingly the researcher forwarded the following recommendation. The company should practice of using supportive leadership behavior which has significant effect on job satisfaction. The company should also conduct job satisfaction surveys from time to time & take corrective actions on areas that need improvement.Item Effect of Motivation and its Effect on Employee Productivity: The Case of Lion International Bank S.C.(Addis Ababa University, 2020-06) Hailu, Hirut; Atara, Adane (PhD)Motivating employees is a prominent managerial tool to enhance workforce productivity. Wellmotivated staffs are the most vital asset in which enhancement of organizational productivity and competitive excellence make a difference. Accurate understanding of employees’ motivation plays significant role on effective implementation of critical business policies and strategies. Failure in these regards may cause either no impact at all or damage the reputation of the organization irreversibly. The aim of this study is, thus, to assess the effect of motivation on employee productivity in Ethiopian banking industry taking Lion International Bank (LIB) as a case study. An explanatory research design was applied to determine the relation and impact intensity on employee productivity, Permanent employees in LIB were target population and conducted the survey on a total of 302 randomly selected respondents. The analysis was carried out using SPSS 20.0 application software. The findings revealed that work environment; Staff Relations and Compensation are the most practiced motivational tools. All the five dimensions showed positive and significant relation with employee productivity. Work environment was found to be relatively the highest predictor ( .353) followed by Staff Relations ( .307) and Compensation ( .284) and Wellbeing ( .198). But Training & Development had the least effect on employee productivity ( .112). All the dimensions are good predictors of productivity on which the managements should exert more effort to improve its motivational schemes based on need assessment and focus on monitoring its implementation as wellItem The Effect of Non-Financial Incentives on Staff Productivity: The Case of Flintstone Engineering(Addis Ababa University, 2021-06) Tadesse, Hibist; Atara, Adane (PhD)Employees are the main force behind an organizations success and they need to be motivated through various means including financial and non-financial incentive mechanisms. However, the effect of such incentive packages on the productivity of employees has not well documented and limited information on non-financial incentive approaches. The purpose of this study was to assess the effect of non-financial incentives on employees productivity in Flintstone engineering. The study adopted an explanatory and descriptive research design. Out of 215 target population a sample size of 140 was taken using Yemani’s statistical formula and responses of 140 employees were analyzed. Statistical Package for Social Sciences (SPSS) Version 20 was used to analyze data. The validity of the instrument was checked and internal consistency of the instrument was measured using Cronbach Alpha. Hypotheses were established to verify the effect of all the independent variables (recognition, promotion, performance feedback and working condition) on the dependent variable (Employees’ productivity). The finding indicated that 47.4% predictability in employee productivity is described by the independent variables (recognition, promotion, performance feedback and working condition). The findings indicated that recognition, promotion, performance feedback and working condition have significant relationship with employee productivity. The results prove that Non-Financial incentives are important predictors that have an effect on employee productivity. The company must be able to improve and pay more attention to the provision of non-financial incentives especially promotion and working condition in providing the variables in a fair manner in accordance with employee performance contributions in order to improve, employee productivityItem The Effect of Organizational Core Values on Employee Performance: In Case of Africa Union Commission.(Addis Ababa University, 2021-06) Tilahun, Eskinder; Atara, Adane (PhD)Organizational core values are essential and long lasting element of an organization which serves as a guiding principle that bonds the organization together. This study sought to examine and explain the effect of organizational core values on employee performance in the case of Africa Union Commission. The study adopted Explanatory Research design with quantitative research approach. Using a simple random sampling technique, 86 samples were taken out of 110 employees of Administration and Human Resource Directorate of Africa Union Commission. Open and closed ended questionnaires were distributed through face to face, email and online options and 70 valid responses were analyzed by frequency, descriptive, correlation, multiple liner regression analysis using statistical package for social science (SPSS software 22 version). The finding of the study indicates that, due to less strategic human resource practices in the Commission in sharing and adhering organizational core values, employee’s perception towards organizational core values is very less. There is a positive correlation exist between core values and employees performance. The finding of the study also revealed that, the effect of organizational core value factors on employee performance is moderately significant. Based on the finding, it was recommended that: The Africa Union Commission shall share its organizational core values through continuous communication, design a training program on organizational core values and implement different strategic human resource practices to promote core values so that it has adhered by all employees in order to have a strong shared cultureItem The Effect of Performance Appraisal System on Employee Motivation: The Case of Nib International Bank(Addis Ababa University, 2021-07) Kebede, Shewanesesh; Atara, Adane (PhD)Performance appraisal is very crucial since it's important to determine a codified and consistent process to live quantitative and qualitative performance of employees and, vital tool to live the frameworks set by any organization to its employees. The primary aim of this study was to assess performance appraisal system of NIB International Bank on employee motivation; specifically, the study focused on the effect of 360 degree performance appraisal system on employee motivation, to investigate the effect of rating scale performance appraisal system on motivation of employees and to examine the effect of management by objective performance appraisal system on employee motivation. It employed both descriptive and explanatory study design. Both qualitative and quantitative approach has been followed. Target population of the study was 3944. Both probability and non-probability sampling technique has been implemented. The total sample size of employee 363 employees were selected for the study but data were collected from 358 employees due to unfilled 5 questioners returned back to researcher and discarded from sample. Primary data was obtained from Addis Ababa district randomly selected branches of employee and using questionnaire. Data was collected through email, telegram, in person and through correspondence. This study employed ordered logistic regression model to examine the effect of the performance appraisal system on motivation of employee. As a result, the rating scale and management by objective of appraisal system found to have a positive and significant relationship with the dependent variable of employee motivation. Therefore, the Bank should give due emphasis for management by objective method of performance appraisal system since this study found out that MBO highly boosts Nib Bank’s employee motivation.Item The Effect of Performance Appraisal Practices on Employee Productivity in the Case of Genet Abebe Wondimu Tekele (GAWT) International Business Group(Addis Ababa University, 2021-06) Bensu, Yabesera; Atara, Adane (PhD)The objectives of this research is to determine the effect of performance appraisal practices on employee productivity based on a case of GAWT International Business Group, RANGVET and RANG Engineering. The study focused on five independent variables that are performance appraisal, performance planning and execution, performance assessment, feedback, reward as independent variable and employee productivity as dependent variable. The study used a mixed research technique to acquire a better knowledge on the factors affecting employee productivity, and the researcher utilized an explanatory research design to objectively address the answer to the research questions and describe the details of the study. Stratified random sampling technique were used to give every population equal probability of being chosen and then simple random method were used in order to select relevant respondents from the employees. The total population of 305 employee a sample size of 173 was taken using Yemani’s formula and collected responses of 168 employees were analyzed. A 5-point Likert scale questionnaire was used to collect the data. Following that, the data was analyzed using the statistical package for social science (SPSS) software version 20 by providing descriptive and inferential statistics using a linear regression model. By the conclusion of the findings, out of the proposed five independent variables that could affect employee productivity, the three variables performance appraisal, performance planning and evaluation and reward have significant and positive effect on employee productivity. However, performance assessment and feedback have no significant effect on employee productivity in GAWT International Business Group, RANGVET and RANG Engineering.Item The Effect of Reward Management on Employee Motivation: The Case of Wegagen Bank(Addis Ababa University, 2021-03) Tadele, Tewodros; Atara, Adane (PhD)The objective of this study is to examine the effect of the management of rewards (extrinsic and intrinsic rewards) on the motivation of the employees and how these rewards, which are payment of salary, bonus and benefit, promotion, leadership, working condition, challenging and interesting task, appreciation and Recognition and empowerment and autonomy help create motivation in the case of Wegagen Bank. The researcher used simple random samples to select the respondents and a total of 125 respondents were randomly selected from the head office and 121 of them responded. The data were analyzed using the Statistical Package for Social Sciences (SPSS) version 26. Based on the result of the regression, the extrinsic and intrinsic variables (salary payment, bonus and benefit, promotion, leadership, working condition, challenging and interesting task, appreciation and recognition) and empowerment and autonomy) have a positive and significant relationship with motivation. Accordingly, Wegagen Bank management will clearly set its rewards policy to improve employee motivation, resulting in overall performance.Item The Effect of Selected Human Resource Management Practice on Employee Performance: The Case of Commercial Bank of Ethiopia(Addis Ababa University, 2020-06) Sahele, Habtegiyorgs; Atara, Adane (PhD)Human resource management practices are concerning with the management of human resource activities to maximize employees’ performance. In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource management practices. If the human resources are managed properly, they can contribute to the success for the company. Human Resource Management Practice in a broader sense, it covers the practices applied by human resource management of any organization that directly influence the effort of everyone in the organization for the success of organization. The main objective of this research was , to study the effect of selected human resource management practice on employee performance. With the main independent variables i.e. Human Resource Planning, Training and Performance appraisal. To collect the necessary data for the study, questionnaires were distributed, collected and analyzed from 152 respondents. The analysis was done using IBM SPSS statstical software 20 and the findings shows that there were a positive relationship between human resource management practice of Commercial Bank of Ethiopia and its employee performance. The study result shows that the study organization currently has a weak human resource management practice that directly affects employee performance. The study finally recommended that the bank should revise its human resource management practice for a quality service and performance and to get competitive advantageItem The Effect of Work Life Balance on women’s work performance in Commercial Bank of Ethiopia(Addis Ababa University, 2020-07) Aynalem, Tansaye; Atara, Adane (PhD)The main objective of the study is to examine the effect of work life balance on women’s work performance in Commercial Bank of Ethiopia. To conduct the study a pure qualitative research approach and exploratory research designed were used. A total number of eight respondents nominated for the study by using a nonprobability sampling technique of purposive sampling. Interview was used as instrument to collect primary data from respondents secondary data also used for the study. The data collected from the primary sources analyzed and interpreted. The result of the study revealed that WLB practice affects women’s performance. The practice of WLB in the bank exhibited at a low level. The result also indicates that there is a positive integration of WLB and work performance of women employees. The study suggested that to improve performance different WLB programs must adopted by the bank and to make WLB practice compressive and inclusive demographical difference need to consider. The study also recommended that WLB practice such as work related child care facilities, breast feeding center and parental leave are helpful in CBEItem The Effects of Leadership Style on Organizational Performance in Case of Commercial Bank of Ethiopia(Addis Ababa University, 2021-06) Zeleke, Habtamu; Atara, Adane (PhD)A process in which one or more individuals influence a group of individual to move in a definite direction is called Leadership. Certain types of leadership become important in any organization working towards a stated goal, to achieve organizational objective which measure in terms of performance. This study was designed to explain the commercial bank of Ethiopia leadership style, which practised by management team, effects on performance of organization. The descriptive and explanatory research design with quantitative approach was used. Two category of respondent were participated; operational officers and management team. 302 operational staff and 42 management team member were filled the five scale likert questionnaire in stratified with sample random sampling technique. This is 89.12% of planned sample in the study, the data primarily collected from respondents through adapting standard questionnaire which is previously used and analyzed in SPSS version 24. The result displays that democratic leadership is the most practiced leadership style than autocrat and laissez-faire leadership style in commercial bank of Ethiopia. The regression analysis showed that leadership style has a higher relationship with organizational performance, which shows 65.1% organizational performance is predicted and explained by the three type of leadership style. The researcher recommended that if the leadership style takes important influence on organizational performance, CBE head and district supervisor have to deliver leadership training to the CBE management team to enhance a higher level of performance in the organizationalItem Examining Relationship between Leadership and Organizational Culture in Ethiopian Banking Industry: The Case of Dashen Bank(Addis Ababa University, 2021-09) Defabachew, Hanna; Atara, Adane (PhD)The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational code of conduct/ethics/values to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes and thus influencing the growth and sustainability of the organization. And the interaction between the leadership and culture to employees will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organizationItem Factors Affecting Employee Commitment in Nejashi Academy P.L.C(Addis Ababa University, 2020-06) Kemal, Hayat; Atara, Adane (PhD)A study was conducted to determine factors affecting employee commitment at Nejashi Academy P.L.C and to identify the factors that influencing the employee commitment of Employees ,used the quantitative research design and distributed a clos emended questionnaire for 83respondents.Theinstruments used for data collection were adopted employee commitment questionnaire. Person’s correlation Statistical tool and multiple regressions were used to test the hypotheses the finding revealed that there was moderate level of employee commitment. According factors affecting employee commitment(Compensation and reward) and Training affect moderately were as performance appraisal highly affect level of NA employees And correlation analysis and multiple regression shows that significant positive relationship was found between employee commitment and the stated affecting factors. However multiple regressions analysis result was describe that the only two of factors were significant,(*p<0.05,**p<0.01)in influencing employee commitment. The significant variables were compensation and reward,(B=.323,p>=0.05)and training(B=.103,p>0.05)partially significant, but the other factors performance appraisal(B=.059,p>0.05)found to be not significant in influencing employee commitment in this research. And the adjustedR²is0.531.Thus,bytaking the adjustedR²0.513can be said the predictors i.e. Compensation and reward, Training and Performance appraisal account for51.3%variation of employee’s commitment. And the remaining48.7%depend on other factors. The result of the study also revealed that from the three selected factors major predictors of employee commitment were Compensation and reward and it recommended improving to give emphasis on this factor to increase employee commitment.