Browsing by Author "Belete Anteneh"

Now showing 1 - 2 of 2
  • No Thumbnail Available
    Item
    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
    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.
  • No Thumbnail Available
    Item
    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
    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.