Browsing by Author "Jemal Mohammed (PhD)"

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    Level of Organizational Commitment and its Predictors Among Nurses Working at Public Hospital Medical Colleges in Addis Ababa, Ethiopia
    (A.A.U, 2024-09-11) Yoseph Worku; Jemal Mohammed (PhD)
    Organizational commitment among nurses working in the healthcare system is a critical job attitude that affects the overall success, effectiveness, and quality of healthcare. There is a dearth of evidence regarding the degree of commitment of nurses and the potential predictors that can affect their organizational commitment. This study assessed the level of organizational commitment and its predictors among nurses working at public hospital medical colleges in Addis Ababa, Ethiopia, in 2024. A cross-sectional study with both descriptive and analytic components was conducted among 411 randomly selected nurses working at public hospital medical colleges in Addis Ababa, Ethiopia. The widely recommended 20-item organizational commitment scale was used in this study. T-test, analysis of variance (ANOVA), and Pearson’s correlation analysis were used to investigate the relationships or associations between the individual independent and dependent variables. After checking the statistical assumptions, multiple linear regression was used to fit the final model and identify the predictors. A p-value < 0.05 was used to declare statistical significance. A total of 411 nurses participated in the study. Females comprised 51.8%, and the mean (+ standard deviation) age was 30.6 (+5.5) years. In this study, the mean global score of the organizational commitment of nurses was 62.9 (standard deviation = 13.6), with a minimum and maximum score of 21 and 99, respectively. Four factors were identified as predictors of the overall organizational commitment scores of nurses: job satisfaction, relationship with colleagues or coworkers, perceived organization support, and age. among nurses working in the hospital medical colleges in Addis Ababa, Ethiopia. Among nurses working in the hospital medical colleges in Addis Ababa, Ethiopia, the overall organizational commitment mean score was inadequate. The key predictors of the organizational commitment of nurses are the nurses’ job satisfaction level, relationship with colleagues, level of perceived organizational support, and age. Enhancing the job satisfaction, perceived organizational support, and relationship among the coworkers would be strategies that can improve the organizational commitment of the nurses. Key words: organizational commitment, medical college, nurse, predictors, Addis Ababa, Ethiopia
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    The Effect of Leadership Style on Employee Job Satisfaction: The Case of Selected Private Commercial Banks in Ethiopia
    (A.A.U, 2024-06-06) Berkenesh Tekalegn; Jemal Mohammed (PhD)
    The main objective of this thesis was to investigate the effect of leadership styles on employee job satisfaction in the case of selected private commercial banks of Ethiopia. The study used quantitative research approach, both descriptive research and explanatory research design due to its intent to find the effect of the independent variables transformational leadership, transactional leadership, laissez-faire leadership, democratic leadership, and autocratic leadership on the dependent variable employee job satisfaction. This study used proportionate sampling and simple random sampling technique. Primary data was collected through structured questionnaires. The study also used a cross-sectional research survey, in which data from respondents was gathered at a single point in time. In this study, a total of 338 questionnaires were provided to the respondents. To analyse the collected data through questionnaires from the respondents, the researcher used SPSS version 23. The researcher used descriptive statistics to describe & summarizing data and inferential statistic such as correlation analysis and multiple linear regressions analysis. Accordingly, the Pearson correlation test revealed that all the two independent variables have a positive and significant relationship with dependent variable employee job satisfaction. The regression result confirmed that, two independent variables (transactional leadership and democratic leadership have positive and significant impact and the other transformational, laissez-faire and autocratic leader ship style are insignificant) on the employee job satisfaction. Transactional and democratic leadership styles were identified as the most influential predictors of employee job satisfaction. These leadership styles appear to foster a work environment that enhances satisfaction among employees, thereby highlighting the importance of effective leadership in organizational settings
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    The Effect of Leadership Styles on Organizational Commitment: A Study on Employees of Commercial Bank of Ethiopia
    (A.A.U, 2024-05-21) Elham Muhidin; Jemal Mohammed (PhD)
    This study investigates the effects of leadership styles on organizational commitment in commercial bank of Ethiopia. It examines how three leadership styles - transformational, transactional, and laissez-faire - influence the three dimensions of organizational commitment - affective, continuance and normative. The study has been conducted by both primary and secondary research. The primary research was done using the quantitative approach with the help of survey questionnaire to collect data and the secondary research was used through the review of previously published literatures. A total of 221 data records were analyzed using inferential statistics with the help of the SPSS Version 27.0. Results revealed a positive and consistent impact of transformational leadership on all commitment dimensions. However, Transactional and laissez-faire yielded a mixed result. Transactional leadership showed a negative impact on normative commitment and insignificant impact on affective and continuance commitment. On the other hand, laissez-faire leadership yielded positive impact on continuance and normative commitment and an insignificant impact on affective commitment. The findings highlight the critical role leadership styles play in shaping employee commitment within the Ethiopian banking sector. The study recommends embracing transformational leadership, re-evaluating transactional leadership and consideration of cultural context to fit the context of the bank under study as well as areas that require further exploration. Key Words: Leadership styles, Transformational Leadership, Transactional Leadership, Laissez-Faire, Organizational Commitment, Affective Commitment, Normative Commitment, and Continuance Commitment.
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    The Relationship Between Organizational Excellence and Organizational Commitment (In Case of Awash Bank)
    (AAU, 2024-04-12) Wondimu Adugna; Jemal Mohammed (PhD)
    This study investigated the relationship between organizational excellence and employee commitment within Awash Bank. Specifically, it examined how organizational excellence practices, measured using the Kanji Business Excellence Model, influence employee commitment across three facets: affective (emotional attachment), normative (obligation to stay), and continuance (lack of better alternatives). A quantitative approach with a correlational design was employed. Data were collected from 228 Awash Bank employees using a self-reported questionnaire encompassing Meyer & Allen's Organizational Commitment scale and Kanji Excellence Model items. Multivariate data analysis (MANOVA) and Pearson correlation coefficients were used to assess the overall relationship and directionality between organizational excellence and commitment facets. Linear regression analysis explored the explanatory power of excellence dimensions on each commitment facet. The findings revealed a significant positive relationship between overall organizational excellence and employee commitment. Leadership and people management practices emerged as key contributors to excellence, significantly impacting affective commitment. Affective and normative commitments were explained by 34.8% and 15.5% of the variance in organizational excellence factors, respectively. Interestingly, while continuance commitment showed a positive association with excellence, the relationship was not statistically significant. The study highlights the importance of prioritizing affective and normative commitment aspects when designing and implementing organizational excellence initiatives at Awash Bank. By fostering strong leadership, effective people management practices, and continuous improvement culture, the bank can cultivate a more engaged and committed workforce, contributing to its long-term success.