Browsing by Author "Tadesse Haimanot"

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    The Relation of Job Satisfaction and Employee Turnover Intention at Addis Ababa University: The Case of College of Business and Economics
    (A.A.U, 2021-05) Tadesse Haimanot; Berhie Shumey
    The purpose of this study was to investigate the relation of Job Satisfaction andEmployee Turnover Intention at Addis Ababa University taking the College of Business and Economics as a case. A concurrent mixed research design was used to achieve the purpose of the study. The study use descriptive methods to describe the phenomenon related to employee turnover intentions and correlation methods to analyze the relationships that exists between job satisfaction and turnover intention of employees at Addis Ababa University given the settings of public organization. On top of this, the research sample was composed of 250 Academic and Administrative Staffs from the College of Business and Economics at Addis Ababa University. These samples were drawnfrom the total population using proportionate stratified sampling techniques for selection of sample respondent from the academic staffs at each department as well as from the administrative staffs using a systematic random sampling technique. Moreover, the data gathering tools for this research were questionnaire, interview and document analysis. Consequently, the job satisfaction score was obtained by administrating the job satisfaction survey questionnaire (JSS) of Specter (1997). Data collected using these instruments were analyzed using descriptive statistics. Besides, correlation analysis were used for the quantitative data. Finally, the study revealed that there was a week statistically significant negative correlation between dimensions of job satisfaction and turnover intention except for pay and promotion variables.The findings show that pay and promotion predictors have a negative relationship with turnover intention for the academic staff, whereas for the admin staff these variables have a positive relationship with turnover intention. Generally, based on the results of the study, it was concluded that the domain of extrinsic job satisfaction emerged as the strongest predictor and intrinsic job satisfaction as the second predictor of the employee’s turnover intention.Although the pay and romotion factor has relatively high relationship with the turnover intention of the employee at Addis Ababa University, the organization should not deny the importance of this factor. The reason to force organization to emphasize these factors is supported by the research done by Newman and Hodgetts (1998) among the hospitality associates found that good wages are the top work factors that influence the motivation of the employees.