Browsing by Author "Belete, Anteneh"

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    The Effect of Human Resource Development (HRD) Practices on Perceived Employee Productivity at Dashen Bank Share Company
    (Addis Ababa University, 2018-05-19) Belete, Anteneh; worku, Bantie (Ato)
    The purpose of this study is to investigate the effect of HRD on perceived employee productivity at Dashen Bank Share Company. The study focuses on the three HRD investment factors: training, career development, and financial support for education and their effect on employees’ productivity. The tree research questions and three hypotheses were formulated in line with the objectives of the study. A self-administered structured questionnaire was designed and distributed to 262 respondents. The researcher collected 251 responses and analyzed using descriptive statistics, correlation, and multiple regressions. The research assumptions are checked against the data gathered. Although training contributes for improved productivity of employees, most of the respondents agree on that most trainings do not allow them perform or apply what is learned back on the job. This is because of the training delivery method ignored the practical aspect. Another finding is that the management is not keen in counseling and providing direction to employees about their future career development. Based on the finding of the study the researcher forwarded his recommendations.
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    Efficacy and safety of vaccine trials conducted in Africa: a systematic review and Meta-analysis.
    (Addis Ababa University, 2021) Tesfai, Sara; Hailu, Asrat; Belete, Anteneh
    Background: vaccine preventable diseases have been of global concern. Vaccines are the best way for prevention. Studies are showing that there is disparity in efficacy of vaccines, in industrialized and in low-middle income countries. Additionally, vaccine related diseases aresaid to be occurring in recent decades. Africa produces less than one percent of vaccines and depends on imports. It is important to check how many of these imported vaccines have been subjected to clinical trials, to assess efficacy and safety before they are made available to mass consumption. This study is aimed to evaluate the vaccine trials conducted up to the end of 2020 with no start up period limit to inventory the type of trials undertaken in comparison with the vaccines that are in routine use in African countries and to assess vaccine effectiveness in African settings. Methodology: A systematic review and meta-analysis was carried out to assess the vaccine trials conducted in the 54 African countries. Eighteen WHO approved registries, 2 immunization schedule sites and databases were searched. Data were exported to MS excel and RevMan version 5.4 for analysis. Result: The largest vaccine trial for disease prevention purpose was seen for malaria with 119 (21.2%) whereas the lowest was for tetanus with 1 (0.2%) trial. Out of these vaccines, BCG and OPV are given in all African countries, whereas vaccines for; Hepatitis A Influenza (for both pediatric and adult), MenAC, bOPV, deworming, cholera, DTaP, TdIPV and dtaPHibIP are given only in one country each. From the 26 single disease specific vaccine 17 and from 13 combination vaccines 4 multi-disease vaccines was found to have gone through clinical trial which ranges from the lower 1 ( Tetanus) vaccine trial per disease of interest to the highest of 119 (Malaria) vaccine trials in the single disease specific trials. BCG and OPV given in all African countries (100%) attributed to only 55 (15.5 %) and 2 (0.5%) of the trials, respectively, whereas Malaria vaccine which is given only in 3 (5.5%) of African countries attributed to 119 (33.6%) of the trials. In the malaria vaccine trial review, highest efficacy [30%, 95% CI (0.59, 0.84)] was seen against severe malaria in both children and infants. Whereas, the lowest efficacy [20%, 95% CI (0.75, 0.86)] was found to be in 1st episode of malaria in infants. The highest efficacy [67%, 95% CI (0.16, 0.66)] was seen in HIV positive adults and the lowest efficacy [21%, 95% CI (0.44, 1.42)] was seen in HIV positive infants. The highest efficacy [52%, 95% CI (0.37, 0.61)] of the PCV vaccine was seen against 1st episode of IPD, and the lowest efficacy [13%, 95% CI (0.80, 0.96)] was seen against severe Pneumonia in HIV negative individuals. Conclusion: The overall efficacy of the three types of vaccines that are included in this review was found to be low, and no significant SAEs were found across the vaccines. We found no vaccines terminated for futility. Safety data of these studies were mainly acquired from phase 3 trials not phase 4, we couldn’t assess the safety issues identified from outside of a controlled environment i.e., for a long term effect and the issues seen in general populations.
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    Relationship among Occupational Stressors, Job Dissatisfaction, Well-being, Organizational Commitment and Turnover Intention: The Case of Employees of the College of Health Sciences, Addis Ababa University Relationship among Occupational Stressors, Job Dissatisfaction
    (A.A.U, 2021-07) Belete, Anteneh; Mekonen, Tsegabrhan(Dr.)
    The higher education sector has been traditionally viewed by many as a less stressful and secure work environment offering high social standing and satisfying, autonomous work. However, this has changed over the past few decades and university teachers and employees are faced with a multitude of stressful issues. This study aimed to investigate the extent, sources and consequences of occupational stress among employees of the College of Health Sciences, Addis Ababa University. A quantitative, descriptive cross-sectional survey design was employed using the ASSET tool of occupational stress to which a six-items turnover intention tool was added. Both academic and non-academic (administrative and health professional) staff were enrolled. The study data were collected over a two-month period, from March 15, 2021– May 14, 2021. The explanatory power and predictive strengths of occupational stressors on the different outcome variables were examined using structural equation modeling (SEM) while differences among different demographic groups were assessed using independent samples t-test and oneway ANOVA. In comparison with the normative values of the ASSET tool, the participants of the current study showed higher levels of stress in terms of Work Relationship, Job Control, Resources and Communication, Pay and Benefits, and Job Dissatisfaction. On the other hand, lower levels of stress in terms of Work-Life Balance, Job Overload and Job Security were reported. Of the different categories of staff, academic staff were found to score the least in terms of the seven dimensions of job stressors except for Pay and Benefits. They also exhibited the lowest scores of Job Dissatisfaction and Turnover Intention. The SEM analysis showed that Work Relationship exerted the strongest effect on Job Dissatisfaction (β = .270, p < .001) followed by Resources and Communication (β = .210, p < .001). In turn, Job Dissatisfaction was found to exert the strongest effect on Turnover Intention (β = .279, p<.001). In terms of demographics, females reported significantly higher scores in terms of Turnover Intention than male employees. Employees with 1-5 years of work experience also exhibited significantly higher scores of Job Dissatisfaction, significantly lower scores of OC2E and EC2O compared to employees of longer work experience. Furthermore, employees with PhD and Specialty certificate showed the lowest scores of Job Dissatisfaction while those with Diploma and first degree reported the highest scores of Turnover Intention. Being high-risk groups, the administrative and health professional staff as well as newly recruited junior staff and those with lower qualifications should be targeted first if resources intended to tackle the impacts of work stress on individual employees and the organization are obtained. In addition, of the different dimensions of work stressors, attention should be focused on factors related to Work Relationship, Resources and Communication, and Pay and Benefits.