Browsing by Author "Mulugeta, Estifanos"

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    The Current Practices and Problems of Instructional Supervision in Primary Schools of Mida' Woremo Woreda in Amhara Region
    (Addis Ababa University, 2009-06) Mulugeta, Estifanos; W /gerima, Haileselassie (PhD)
    The main objective of this study was to investigate the major problems of instructional supervision in Mida Woremo Woreda primary schools and to explore the extent to which school principals, department heads and teachers implement internal supervision and then to recommend possible solutions to the problems for the improvement of the teaching-learning process. Descriptive survey method of research was employed for this study. Data were collected through questionnaire, document observation, focus group discussion, interview and direct observation. The data was then analyzed qualitatively using percentages. The findings of the study indicated that: the schools have shortage of trained man power and teachers are loaded; so that cluster center supervisors, principals, teachers, unit leaders, department heads and others do not play the various roles expected of them. The teachers' role in instructional supervision is almost neglected; school-based supervisors and cluster center supervisors ·do not seem to go in line with the intensions, principles and functions of instructional supervision. Some teachers seem to have negative attitude towards internal supervision and the major problems that affect instructional supervision practices in the Woreda include: cluster center supervisors inefficiency, lack of participatory approach to instructional supervision, inefficiency of principals and teachers, shortage of sufficient finance and lack of human resources. Based on the findings, short and long term specific professional trainings that advance the professional development of workers were recommended to be planned by Regional or Zonal or Woreda education bureau with the concerned NGO 's such as HMenschen jOr Menschen H. In addition to this, strict licensing system were suggested to the whole workers of the woreda.
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    The Mediating Effect of Job Satisfaction on the Relationship between Career Development and Employee Turnover Intention: A Case in Commercial Bank of Ethiopia
    (A.A.U., 2019-10) Mulugeta, Estifanos; Lakew, Alemu (PhD)
    The objective of this study was to assess the mediating effect of job satisfaction in the relationship between career development and employee turnover intention of commercial bank of Ethiopia. A total of 396 questionnaires were distributed to employees of CBE. From the distributed questioners 387(97.73%) were collected and used in the data analysis. Likert scales were used for data collection which contains career development, job satisfaction and employee turnover intention questionnaires and their Reliability coefficient was 0.973, 0.819 and 0.924 respectively. The study used a cross sectional survey with descriptive and explanatory research design that uses a quantitative research approach. Results of the level of Career development and job satisfaction were low in CBE, however, the level of employee turnover intention in CBE is moderate. The result in the Pearson correlation coefficient revealed that there is a significant correlation between career development, job satisfaction and employee turnover intention. The path analysis result of the present study also shows that job satisfaction partially mediates the relationship between career development and turnover intention. T-test and one-way ANOVA were used to compare the different sub groups of employees based on demographic and organizational variables. The difference in employees gender have no significant impact on career development, job satisfaction and employee turnover intention. The different groups of employees on the bases of age group, education level, tenure and position/job level have significant difference on employee’s perception of career development, job satisfaction and employee turnover intention. Regulatory bodies and Managers of CBE shall give due emphasis to employees’ career development so that employees’ job satisfaction level would be escalated and hence, their turn over intention would be diminished.