Human Resource Management

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Browsing Human Resource Management by Subject "Affective Commitment"

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    The Effect of Job Involvement and Perceived Organizational Support on organizational commitment in Ethiopian Ministry of Agriculture
    (Addis Ababa University, 2019-06) Biazen, Mekedes; chane, Abraraw (PhD)
    The main objective of the study is to examine the effect of job involvement and perceived organizational support on organizational commitment of employees’ in Ministry of Agriculture. Explanatory research design and quantitative approach was used. Quantitative survey method was applied and a sample of 133 employees of MoA was selected to answer the instrument. The participants of the study were selected using probability sampling method specifically systematic random sampling. Both descriptive and inferential analysis was done to analyze the responses. The descriptive statistics result revealed that employees were scored moderately on normative and continuance commitment but affective commitment scored at low level. The Overall organizational commitment of employees’ was low. The result of Pearson’s correlation showed that, job involvement and perceived organizational support have positive and significant relationship with OC of employees. The findings also revealed that job involvement and POS have positive and significant contribution to OC of employees. Therefore, the Ministry should actively involve employees in decision making and Support them to make their own decisions as much as possible regarding their job. By recognize employee’s contributions to their organization, make them feel valued to increase their perceived organizational support and enhance organizational commitment. Farther more, management of the Ministry should mainly focus on job involvement practices and effective organizational support strategies to enhance organizational commitment of employees
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    Effects Of Performance Management System On Employees’ Affective Commitment In Case Of Commercial Bank Of Ethiopia
    (Addis Ababa University, 2018-05-12) Meaza, Mickias; Mekonnen, Worku (PhD)
    The research was conducted to examine the effects of performance management system on employees’ affective commitment in case of Commercial Bank of Ethiopia. Data was gathered from 254 professional and managerial employees of CBE in Addis Ababa. Inferential statistics was used to analyze the data and also Cluster sampling was used followed by stratified random sampling to select samples. Primary data were collected using five Point Likert-Scale questionnaires and 232 responses were properly filled and returned. Statistical package for social science studies (SPSS) version 23 was used to analyze empirical data collected through the close ended questionnaire. The independent variables are setting goals, monitoring and evaluation, feedback and reward whereas the dependent variable is employees’ affective commitment. The mean and standard deviation of the dependent and independent variables were computed and interpreted. Pearson correlation Coefficient (r) was used to determine the relationship between each independent variable with the dependent variable. The major finding of this study is that the independent variables, which are setting goals and feedback, have insignificant effect on employees’ affective commitment. Meanwhile, monitoring and evaluation and reward system has significant effect on employees’ affective commitment. From the result multiple regression analysis setting goals, monitoring and evaluation, feedback and reward of the Bank had positive effect on the employees’ affective commitment. From the study the researcher concluded that feedback improves communication on work place, pay decisions are not linked to performance achievements and employees are not happy to spend the rest of their carrier in the bank. The researcher recommended that, the system should have inputs from the staff members through setting out goals and evaluation systems of the bank. The pay decisions should be linked to performance achievements. The result of the evaluation should be connected with the reward system of the bank and also the career development of the employees.