Browsing by Author "Mekonnen Worku"

Now showing 1 - 20 of 73
  • No Thumbnail Available
    Item
    Analysis of Factors Affecting Turnover Intention: The Case of Commercial Bank of Ethiopia (CBE)
    (A.A.U, 2008-07) Kore Alamrew; Mekonnen Worku
    The theme of the study is to identifY and analyze the determinant factors that affect voluntary employee turnover intention in the case of commercial bank oj Ethiopia (CBE). Three basic factors: job related jactors (nature oj the job, superVISIOn, coworkers, financial rewards, promotion opportunities, autonomy and physical working condition), perceived alternative employment opportunity and organizational commitment were the most independent variables considered in affecting employee turnover intention. questionnaires which consists questions that request information from respondents regarding the independent variables and dependent variable were designed and distributed to the sampled employees. the study is based on primary data which were collected from a sample of 185 currently existing employees working at head office and twelve branches in Addis Ababa of CBE. the selection of existing employees was based on simple random sampling. to measure the operations of responses from the respondents and to assess the effect of independent variables three statistical tools: correlation analysis, t-test and multiple regression analysis were carried out. the results of these statistical analyses show that three factors are the most significant in explaining turnover intention in CBE. these variables are: organizational commitment, perceived available employment opportunity andfinancial rewards. their impact is in the respective order they are listed. finally, based on findings; conclusions and recommendat ions were made.
  • No Thumbnail Available
    Item
    Assessing The Implementation of Balanced Scorecard /BSC/ and Its Challenges In Performance Appraisal In Ethio Telecom Case of Enterprise Division
    (Addis Ababa University, 2019-06) Wondosene Shimelese; Mekonnen Worku
    The main purpose of this research is to examine the challenges of BSC implementing in performance appraisal on Enterprise Division in ethio-telecom. The data were collected using a questionnaire and semi-structured interview question from a sample population in Enterprise Division. From the total of 170 target population, this research selected 119 samples and collected data after that analyzed by using SPSS version 20 for the close-ended question. Then the data presented using descriptive statistics with the help of frequency, tables, and percentage to provide information. Mean and Standard Deviation through a measure of central tendency was also used to analyze data. The data that were collected by semi-structured interview questions and open-ended questions, interpreted manually. The result shows that the major challenges of BSC implementation in performance appraisal were, even if the staff discussed performance appraisal with their supervisors most of the time their idea is not acceptable. This leads to a disagreement between the staff and the supervisors. Most of the staffs are not satisfied by BSC implementation and the respondents state different reasons for this like BSC most of the time focused on countable factors, does not consider the weakness of the company rather focus only employees side, when the plan given it is not equally distributed between divisions this creates bias and the parameter (criteria) does not consider the working environment. The availability of enough resource take the highest share to achieve any target but the finding clearly indicated that there is no enough resource available to achieve the target. Performance progress is not monitored continuously before formal evaluation made this leads not to know the performance continuously. Therefore, future researchers may conduct for further related research work that covers a wider scope and larger sample size appears to be significant
  • No Thumbnail Available
    Item
    Assessment of Employee Performance Management Practices of Ambo University
    (Addis Ababa University, 2015-06) Yegazu Bizuayehu; Mekonnen Worku
    Performance management practices is assisting the organization in delivering on its strategic objectives by ensuring that individuals, teams and ultimately the organization know what they should be doing, how they should be doing it and take responsibility for what they need to achieve. The aim of this paper is to examine performance management practices of Ambo University. Specifically the study to determine knowledge of employees on mission, strategy and objectives of the University in relation to Performance management practices, to determine the participation of employees in performance management practices, to describe the execution of performance management practice and to examine whether supervisors provide necessary feedback for employees in the process of performance management execution. The study delimited to only on permanent administrative staffs of the University. Descriptive research design was used. Both qualitative and quantitative data methods were employed for the study. The main sources of data were from both primary and secondary. The study used both stratified and purposive sampling techniques. The whole administrative populations were divided in to two strata and then from each strata number of sample size were selected proportionally. Both questionnaires and interviews were used to collect primary data. IBM SPSS statistics 21.00 Version was used to process the primary data which is collected through questionnaire. Permanent staff of the University has no clearly understanding of performance management processes. Supervisors were done nothing to make PM practices easy for employees and provide assistance when needed. No participative environment was created for employees equally at all levels. Employees are not initiated and satisfied with PM practices of the University. The PM practices of the University were not provided personal development and promotion for employees. The study revealed that no openness, transparent, and well communication in the University concerning performance management practices. Lack of adequate training, some leaders were not aware the rest of employees to teach, guide and initiate to involve in the system, lack of smooth flow information between supervisor and subordinates and unable to conduct frequent meeting or discussions are factors that affect performance management practices of Ambo University
  • No Thumbnail Available
    Item
    An Assessment of Employee Recognition Practice in Awash International Bank
    (Addis Ababa University, 2015-06) Beyene Mulugeta; Mekonnen Worku
    Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing human resource demands. Reward management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. Awash International Bank is an organization that offers essential banking services in Ethiopia. The management has established rewards in their organization in pursuit of increasing employee performance so as to ensure prompt and quality service. This study therefore aimed at assessing the practice of recognition, which is one of the major dimensions of reward, at Awash International Bank. Specifically, the study sought to determine the extent to which the recognition adopted at the bank has influenced employees’ motivation. The study adopted quantitative research design. Data was collected using questionnaires. Self administered questionnaires were distributed and 286 employees responded. Descriptive statistics (frequency tables, percentages) were used to present data. Mean and standard deviation were used to analyze the programs, criteria, forms and ways of recognition. Data were analyzed with the help of the Statistical Package for Social Sciences (SPSS) computer program. The findings of the study showed that recognition practice of the bank is found less effective to motivate its employees. This is activated more by ineffective criteria and imbalance forms and ways of recognition. The organization should focus on creating a balanced reward system emphasizing more on recognition which is the least cost but the most effective way of rewarding employees. This will increase employee motivation as employees will get more autonomy, belongingness and responsibilities
  • No Thumbnail Available
    Item
    Assessment of Employee’s performance Appraisal Practice: The Case of Abay Bank S.C
    (Addis Ababa University, 2016-06) Mekonnen Solomon; Mekonnen Worku
    This study tried to assess the practice of employees’ performance appraisal in Abay Bank S.C. The researcher has used descriptive research method. The data collection tools were interview and questionnaire. Total of 191 employees have been taken as a sample and the response rate was 96.33%. The researcher has used proportionate stratified sampling method. 22, 151 and 18 questionnaires were distributed among non-clerical, clerical and management employees respectively. The study found out that Abay Bank uses PA to measure employees’ job performance on January and July. The bank does not follow formal appraisal process and the performance standards of the bank addresses issues such as quantity, quality, timelines, cost effectiveness and strategic relevance but it fails to address stability or consistency or the extent to which individuals tend to maintain certain level of performance over time. Abay Bank also faces huge problems on its performance appraisal practice, most of them are rater’s error like recency, halo/horns, situational influence etc and the remaining is the problem of the system. The HR department of the bank takes the ultimate responsibility for appraisal and supervisors take the lion share by filling appraisal forms for most of the employees. The appraisal result in Abay Bank used only for making promotion, bonus payment and annual increment decisions. Performance review discussion does not take place in the case company unless an employee comes up with grievances. Generally the outcome of the research confirmed that the performance appraisal practice of Abay Bank S.C. has problems and weaknesses that need to be improved. Since it needs improvement, possible recommendations are outlined at the end of this report.
  • No Thumbnail Available
    Item
    Assessment of Enterprise Resources Planning (ERP) Implementation: the Case of Ethio Telecom
    (Addis Ababa University, 2014-06) Getachew Engidayehu; Mekonnen Worku
    Ethio Telecom has introduced a new information system solution named ERP (Enterprise Resources Planning) in 2011, following its restructuring. Therefore, the major objective of this study is to assess the implementation of Enterprise resources planning in ethio-telecom and to recommend possible solutions for the gap created during the implementation. As result, the researcher has tested the implementation effectiveness by selecting major effectiveness variables and other related concepts. This research has a descriptive nature which elaborates the existing phenomenon as it exists. The data was collected using questionnaires from a sample population. The collected data was analyzed using mainly by computer such as SPSS (Statistical Package for the Social Sciences) version 20. Furthermore, three work units/strata have been selected since these work units are the major owner of the modules in the system, accordingly 40 employees from management and 268 from non-management categories were taken as a sample by using stratified random sampling technique and questionnaires were distributed accordingly. Consequently, results shows that the deployed ERP system is not properly implemented and practiced on the basis of the selected effectiveness variables; it is observed that the ERP system is not effective across the divisions the system is implemented. In addition, problems which hinder the practice of the system were identified. As a result, lack of appropriate training for all system users was identified as the most serious problem while proper support from the integrators side and lack appropriate customization process in relation to the companies as well as countries regulatory framework were also identified as the next most serious problems. Finally, the reporting formats as per of the user friendly nature of the system has been identified as a major challenge in relation to the decision making activity and other external stakeholdersconsumption. Hence, the researcher has recommended that the company should re-consider its system utilization, since there are important features not yet utilized by the company even if the license is fully procured from oracle by ethio-telecom. Moreover, the company should also revisit whether in considering the required business requirements through customization, I addition the company has to implement adequate training and development in order to equip both end-users and super users so that they can easily work on the system and support each other even if integrators are not there. Finally, the company should give emphasis for the reporting formats so that any decision maker or external stakeholder can understand it easily
  • No Thumbnail Available
    Item
    Assessment of Enterprise Risk Management Practice; the Case of Ethiopian Insurance Corporation
    (Addis Ababa University, 2020-06) Damena Sinshaw; Mekonnen Worku
    The objective of this study is to assess how good enterprise risk management practice is properly implemented in EIC and provide possible recommendations for the problems identified. To collect the required data, the study has used primary data collected from management and non-management members of the corporation using structured questionnaire. Moreover, the study has used different related literatures to analyze the findings. To make the study effective and complete, study has used convinient and expert sampling methods. With these techniques 97 management and 64 non-management members were taken as sample. The study also has used descriptive method of data analysis. Accordingly, the study identified that there are some efforts taken by corporation to strengthen its risk management practice. These include high commitment and support from CEO and risk management director. However, the study also recognized that there are limitations on commitment and support of Board and top management members other than the above, lack of integration of ERM to strategy and PMS of the corporation, inadequate risk management process implementation and generally, lack of common understand of ERM in the corporation. Finally, the study has concluded that the extent of ERM practice of EIC is at moderate level. Based on conclusions drawn, some key recommendations are forwarded by the study. These includes that appropriate and extensive ERM training must be regularly given to all Board, top management and other cornered management and non-management members, during strategy formulation ERM must be integration with strategy and PMS of the corporation and adoption of international best practice of ERM framework to increase the effectiveness of ERM practice
  • No Thumbnail Available
    Item
    Assessment of Job Satisfaction of Outsourced Employees, the Case of United Nations Agencies in Gambella Town
    (Addis Ababa University, 2020-06) Mulugeta Yosef; Mekonnen Worku
    The study is aimed at assessing the job satisfaction of outsourced employees with the United Nations Agencies operating in Gambella town. Further, the study has an overall objective of assessing the job satisfaction of outsourced employees in the United Nations Agencies operating in Gambella town. Specifically, the study has a purpose of assessing if salary and other benefit package employees receiving have impact on their job satisfaction. The study is designed to be Descriptive survey In connection with the methodology of the study, this study is a descriptive study that used both quantitative and qualitative mechanisms in collecting the required data and a stratified random sampling technique was used to collect data. As a population of the study, all outsourced employees working for the agencies in Gambella town were from whom the representative sample was selected. The most important broad pillars behind the absence or presence of job satisfaction of employees that include monetary benefits, non-financial benefits, working conditions, nature of the work, opportunity for growth and development and the leadership styles practiced were scrutinized. The findings of the research proved that there is a critical issue that must be addressed in respect of job satisfaction of the outsourced employees working in those organizations. This argument was proved, according to the research, that the main contributing factors that cause job satisfaction were found to be either missing or very low if present. It is also believed that the same holds true for virtually all outsourced employees in Ethiopia if we project this out. In order to tackle this, organizations should do their best to ensure that there is fair compensation for outsourced employees, provide them with a reasonable benefit packages, ensure their job security, value the contribution made by the outsourced employees to the organization, create a trustful relationship between employees and supervisors and open up opportunities for growth and career advancement. The issue of job satisfaction of outsourced employees should be of great interest for organizations, managers and human resource practitioners in the effort to stablish effective human resource systems. It is also a worth venturing area of research for other similar researchers in digging out and discover more about the issue and enlighten the public and all the concerned
  • No Thumbnail Available
    Item
    Assessment of Practices of Corporate Social Responsibility in Ethiopian Airlines
    (Addis Ababa University, 2017-05-15) Minda Yordanos; Mekonnen Worku
    The subject of this thesis was to analyze the global airline business environment and corporate social responsibility (CSR) program implementations of the well-known airline, Ethiopian Airlines. The research has been conducted with the assumption that corporate social responsibility theory is valid. The purpose is to give the reader and overall impression of airline industry in general, CSR theory and its most important elements. The work is divided into two distinct parts; theory and practical analysis of CSR reports of the chosen airline. In the theory part, the reader will gain basic understanding of CSR theory, general information over airline industry and strategic benefits gained through applying CSR programs. The practical part includes a qualitative analysis and deals with practical application of the elements discussed in the theory. It also provides an overview of the application of CSR programs of Ethiopian Airlines that provide a global perspective. Based on the theory and airline overviews, the most important CSR elements were discussed. Moreover, the appropriate structure and style of these CSR program presentations were discussed. As a result of this thesis it can be concluded that due to the increased importance and media coverage of environmental issues, airlines are faced with increasing pressure to implement actions that will contribute to sustainable business, even though the actual environmental impact of airline industry remains relatively low. Although environmental, economic and social concerns have increased, environmental issues gain the most attention. It became obvious that due to cost and confidentiality issues many airlines are struggling to implement any kind of CSR programs.
  • No Thumbnail Available
    Item
    Assessment of Reward System: On the Case of Federal Courts
    (Addis Ababa University, 2015-05) Mekonnen Dawit; Mekonnen Worku
    The main objective of this study was to assess the reward system of Federal courts; while the specific objectives were: (1) To assess the financial reward system of the organization.(2) To assess non-financial reward system of the organization.(3) To assess the attitude of employees towards the Reward System. The study was based on both primary and secondary data in form of questionnaires and literature respectively. The study was descriptive in nature and it employed quantitative techniques of data collection system. In this study samples were selected based on proportional stratified sampling technique, after selecting the sample for the distribution of the questionnaire random sampling data collection technique were applied. And data was analyzed by using descriptive statistics frequency, percentage, mean and standard deviation in the table format. the findings revealed that, majority of the employees were Female, age group of 18 to 29, had a diploma and serve above 10 years in the organization. And both payment and benefit packages of financial reward scored below the minimum satisfactory point. Like the financial reward, the components of non-financial reward promotion, recognition, working condition and work content gained less than the minimum satisfactory point. Based on the findings this study concluded that both financial as well as non financial rewards provided by the organization were unsatisfactory and the employees were working in a state of dissatisfaction. Based on this, the study recommended that the organization should communicate its employees with regard to the current status of reward system provided by the organization also the organization must create an opportunity for its employees in order to participate on the formulation phase of reward system. in order to solve the existing problems with regard to financial rewards Federal Courts either press on Ethiopian Civil Service Agency to improve its current salary scale and benefit packages or federal courts should be an independent organization to formulate their own financial reward scale and package With regard to promotion packages the organization should lay down the foundation of fair, transparent and equitable promotion package. In order to enhance the moral of employees the organization should instigate staff appreciation and recognition ideas like selecting employee of the month, Golden hand shake, post thank you note on an employee’s door and include an employees in a special meeting
  • No Thumbnail Available
    Item
    Assessment of The Effect of Reward on Employee Motivation A Study of Two Higher Education Institutions in Addis Ababa
    (Addis Ababa University, 2017-06-21) Tiruneh Tadesse; Mekonnen Worku
    The study aims at assessment of the effect of reward on employee motivation in selected higher education institutions. Descriptive research design and survey data collection were used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Besides explanatory research design was used to test the relationship among reward and motivation related variables. Out of a total target population of 869 administrative employees,274 samples were taken in probability sampling more specifically, stratified sampling ,technique from the two higher education institutions/ECSU & TVETI/. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the institutions have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from benefits, specifically medical allowances. Similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction in involvement in decision making process .Moreover findings showed that, work motivation had a statically significant and positive correlation with other reward variables (benefit, supervision, recognition, promotion, work content & work condition). There was also a statistically significant and positive correlation between reward practice and the total work motivation=0.77, p≤0.001.This implies that total reward practice and work motivation are highly correlated. Therefore, it is recommended that the management of higher education institutions, should review different reward mechanisms/both intrinsic & extrinsic/to administrative employees so as to retain and attract talent employees in the organization
  • No Thumbnail Available
    Item
    An Assessment of the Performance Appraisal Practice: The Case of Ambo University
    (Addis Ababa University, 2018-09-10) Getahun Tekabe; Mekonnen Worku
    This study was conducted with an objective examining employee performance appraisal system of Ambo University. The researcher has used mixed research approach by using both qualitative and quantitative methods. The data were collected from both administrative and teaching staffs through questionnaire and interview. The data was analyzed by descriptive analysis methods. The study has identified that performance appraisal system of the university is ineffective in measuring the performance of employees. Ineffectiveness of the system has resulted negative outcomes such as minimizing cooperation and demotivating high performers. The appraisal system is challenged by inefficiency of the raters. Therefore, the researcher recommends the university to include promotion and reward opportunities with the system, link the current and expected performance, and train raters
  • No Thumbnail Available
    Item
    Assessment of Workplace Conflict in Ethiopian Electric Power Office
    (Addis Ababa University, 2015-06) Mebratu Daniel; Mekonnen Worku
    Conflict is an inevitable part of life that occurs when the things individuals care about appear incompatible. It may arise from a misunderstanding between co-workers or poor communication within a department. No matter the cause, you can deal effectively with conflict in the workplace in a proper wayThe study employs explanatory research design to investigate the causes and outcomes of workplace conflict. The main objective of the study is to identify the different types, causes and outcomes of workplace conflict in Ethiopian Electric Power, head office. The primary data was collected using close ended questionnaire. The secondary data included books, article, journals and other published materials. The questionnaires were distributed to the sample respondents of 167Ethiopian Electric Power employees, which are selected using stratified random sampling. The Data collected from the questionnaire were analyzed using descriptive analysis. The results obtained from the analysis showed that; Interpersonal and Intergroup conflict are the major types of conflict in the organization, it also revealed that communication factor as the major source of conflict.. With regard to outcomes of conflict it shows that; conflict has an impact on the employee’s performance as well as on their tenure. Finally the researcher recommended that to minimize conflicts caused by these different factors its better if the organization improves its activities regarding employee’s relation with colleagues and management, communication system and overall reward system. Furthermore the researcher also suggested that proper management skills should be taken by all mangers in order to constructively manage conflicts to the benefit of the company and its members
  • No Thumbnail Available
    Item
    A Comparative Study on Job Satisfaction of Academic and Administrative Staffs of Adama Science and Technology University
    (Addis Ababa University, 2015-05) Solomon Kalkidan; Mekonnen Worku
    The purpose of this thesis is to compare the levels of job satisfaction between academic and administrative staffs of Adama Science and Technology University by testing the variables including the work itself, compensation, promotion, working condition, and supervision on job satisfaction. It is a cross case study of two groups of employees of ASTU which are academic and administrative employees. The study used a survey data collection method with sample size of (N=1180), 130 respondents from academic staffs and 160 respondents from administrative staffs based on stratified random sampling method. A quantitative methodology of descriptive type was utilized to analyze the data, and Minnesota Satisfaction Questionnaire were used as measuring instrument. The data gathered from the respondents were analyzed by using frequency, percentage, cross tabulation, mean and standard deviation. The result of descriptive statistics shows that both groups of employees are not satisfied in work itself, compensation, and working condition and are recommended to improve this area. But the academic staffs are satisfied with promotion and supervision than the administrative staffs. The chi square test result shows that the p-value of ‘the praise they get for doing good job’ is 0.061. Hence null hypothesis is accepted and conclude there is no significance difference between levels of satisfaction in administrative staffs on the praise they get for doing good. However the p - values of the way university policies are put into practice is 0.210 which is greater than 0.05. Hence null hypothesis is accepted and conclude there is no significance difference between levels of s atisfaction of academic staffs on the way university policies are put into practice. Based on the data gathered during investigation, the researcher recommend that ASTU should provide purposive short term trainings to both groups, allow to participate in decision making process and facilitate employees transfer for academic staffs to other public higher educational institution in collaborating to other public universities. Since the study setting comprised two groups of employees in a single institution, future study could include more similar institution including private institution and other additional variables like work group relationship accordingly the study can be generalized widely
  • No Thumbnail Available
    Item
    Determinants of Customer Retention In Case of Ethio Telecom
    (Addis Ababa University, 2020-06) Izedin Nebat; Mekonnen Worku
    The purpose of this study is to examine the determinant factors of customer retention in the case of Ethio Telecom. Customer satisfaction, loyalty, customer service, value and customer expectation was used to evaluate the effect on customer retention. In order to achieve the objective of the study, both descriptive and explanatory research design was chosen. And also quantitative research approach was implemented. Convenience sampling techniques was used to select 384 customers who served as respondents in the study. The Correlation result indicated that there is a positive and significant relationship between all determinants factors and customer retention. Also multiple regression analysis result revealed that except loyalty all dimension had positive and significant effect on customer retention. Besides, it is found that customer expectation aspect of determinant factor has the highest influence on customer retention in Ethio Telecom. From the analysis the researcher recommends that Ethio Telecom should priority for the proper implementation of customer expectation aspect of determinant factor dimension than other dimensions because this dimension has highest effect on customer retention. Finally Ethio Telecom have to implement most important dimensions appropriately and continuously, as a major tool for gaining competitive advantage which in turn leads to customer retention
  • No Thumbnail Available
    Item
    Determinants of Job Satisfaction in The Case of Commercial Bank of Ethiopia
    (2017-06-03) Tesfaye Henok; Mekonnen Worku
    Abstract Dynamics and conducive organizational climate is mandatory for the contemporary organizations to have satisfied and productive employees under the intense of global competition. Realizing this, the main aim of this research is to identify determinants of job satisfaction in the case of commercial bank of Ethiopia with the reward dimensions of payment, recognition, working condition, promotional opportunities and relations with co-workers. The study was done based on primary and secondary data sources. A self-administered questionnaire was designed to collect relevant information from the selected 263 respondents among this 215(81.75%) questionnaires are returned and analyzed. Descriptive research design was followed since it wants to describe what it is or what the situation looks like. The collected data was analyzed by SPSS version 20 using descriptive statics and multiple regressions. Based on the result of multiple regression payment and working condition reward variables have positive and significance impact on employee’s job satisfaction but recognition, promotional opportunities and relations with co-workers have relatively not significance impact on employee’s job satisfaction. Correlation analysis also used in this study based on this all reward variables have positive and significance relationship or correlation with employee’s job satisfaction. Finally, the study concluded by providing possible recommendations. The study recommended that since payment and working condition dimensions have positive and significance impact on employee’s job satisfaction, the bank management should give more attention and must take immediate adjustments for the two variables specially and creating different opportunities that initiates them and also should take any activities or mechanisms that enhance or improve to increase the job satisfaction level of employees of the bank.
  • No Thumbnail Available
    Item
    Determinants of Organizational Citizenship behavior, a case study at the Cooperative Bank of Oromia (Coopbank)
    (Addis Ababa University, 2022-06) Teressa Fraol; Mekonnen Worku
    Organizational citizenship behavior (OCB) is one of the elements that boost employees of an organization’s morale and increases employees’ level of work meaningfulness and productivity. This study is aimed to examine one of the determinant factors of OCB in the case of the Cooperative Bank of Oromia at the employees who are working under the head-office supervision. By taking the research objectives and questions into consideration, the researcher has only employed a quantitative research approach and used both descriptive and explanatory research designs while conducting the study. The study is enclosed with both stratified and random sampling techniques to get proportionate real-time data. The quantitative data were collected using a standard questionnaire which was developed as per the adopted models and distributed to a sample of 262 employees of the bank, but with a response rate of 88.93%, only 233 questionnaires have been collected and returned to the researcher and they were valid for data analysis. The findings of the descriptive statistics imply that the mean score of the dependent variable OCB, and the independent variables On-the-Job and Off-the-Job embeddedness fall under the moderate range and show respondents’ agreeableness towards the stated variables. Besides all of the independent variables that exist under the umbrella of On-the-Job and Off-the-Job embeddedness have a positive and significant correlation with the dependent variable OCB. Similarly, the empirical findings of the multiple linear regression analysis indicate that only two of the variables (LO&FO) under the domain of On-the-Job embeddedness and all of the three variables (CO, FO, and CS) under the domain of Off-the-Job embeddedness have a positive and unique contribution to OCB. The results also indicate that the independent variables of the study were significant joint predictors of OCB. Finally, recommendations were forwarded by the researcher on OCB and its determinants based on the results and research findings of the study
  • No Thumbnail Available
    Item
    Drivers of Employee Engagement: The Case of Ethiopian Red Cross Society
    (Addis Ababa University, 2020-07) Assefa Melesech; Mekonnen Worku
    The study examined drivers of employee engagement and measured engagement level in Ethiopian Red Cross Society (ERCS) context using cross-sectional field survey and explanatory study. Quantitative approach was employed to achieve the research objective. The data was collected through structured questionnaire from expert level/professional employees of ERCS working at headquarters and regional branches selected using stratified random sampling method. Data analysis include descriptive statistics and inferential statistics (correlation and regression analysis). The findings obtained revealed that organizational identification and job characteristics have significant positive relation with employee engagement, in which organizational identification found to have the highest contribution. On the other hand, the relationship of career development is not significant, while, perception towards financial reward has significant negative effect on employee engagement. The results of the study indicate that from the four demographic variables studied (gender, work experience, level of education and work place, level of engagement varies with work place in which regional branch employees were found to have a higher level of engagement than headquarters employees. Hence, considering the significant contribution of the drivers of employee engagement, it is vital for organizations to create a nurturing environment to positively reinforce these variables, in order to improve engagement level of their employees
  • No Thumbnail Available
    Item
    The Effect of Compensation Practices on Employees' Job Satisfaction: A Case Study of MoHA Soft Drinks S.C. Hawassa Millennium Pepsi Cola Plant
    (Addis Ababa University, 2018-10-20) Ayza Ayalew; Mekonnen Worku
    The globalization era requires employees to have good performance and results. Therefore, many companies implement compensation system. Effective compensation is expected to add value to employees’ job satisfaction to stimulate employees to always work better. The objectives of the study were to determine the effects of compensation practices on employees’ job satisfaction in the Case Study of MoHA Soft Drinks S.C. Hawassa Millennium Pepsi Cola plant. The study employed descriptive survey research design. Simple random sampling method was used to select a sample size of 204 employees drawn from the target population of 417. Responses had collected through administration of questionnaire. To ensure the validity of the instruments, both face and content validity had used. Data collected was categorized coded and then tabulated using SPSS. The quantitative data was analyzed using descriptive statistics, means frequency tables and percentages. The research findings have shown that pay, recognition, promotion opportunities, and meaningful work are factors of compensation management, which have significant effect on job satisfaction on Employees. It can be conclude that Compensation at MoHA Soft Drink S.C. Hawassa millennium had classified as good and can improve employees’ job satisfaction. The analysis has shown that a close correlation between compensation practices and on employee job satisfaction. The result of the study suggests that compensation practices are important factors that company need to focus to keep employees’ satisfaction.
  • No Thumbnail Available
    Item
    The Effect of Compensation Practices on Professionals' Turnover: a case of Lion International Bank S.C.
    (Addis Ababa University, 2020-06) Girmay Medhane; Mekonnen Worku
    Compensation practice of an organization is one of the main cause for employees in an organization and able to cause financial and non-financial losses in the organization. The main purpose of the study was to investigate the effect of compensation practice on professional’s turnover in LIB. An explanatory research design and a case study methodology were used. It has been delimited to selected professional employees of head office and Addis Ababa city Branches. Questionnaire and interview were mainly used to collect the intended data. Among the distributed 243 questionnaires about 84.77% has completely filled and returned. Researcher used a quantitative research approached. Descriptive and inferential statistical methods have been implemented in analyzing the collected data. The result showed that there was negatively strong correlation between the compensation practice of LIB and professional employees' turnover. Moreover, the multiple regression analysis result of the study confirmed that the compensation practice of the Bank has about 51% contribution in professional employees’ turnover. Professionals of the Bank had negative attitude toward the compensation practice and were dissatisfied by the practice. In order to minimize professionals' turnover and motivate them to stay for long period of time the researcher recommend the Bank to review its compensation practice at least once in a year. The researcher also recommended new researchers looking in to this study area by integrating with other variables in maintaining highly experience and skilled professional employees in their organization