Factors affecting Employee engagement: The Mediating role of organizational citizenship behavior: in Ethiopian Banking sector a case of selected banks (CBE, Dashen and Zemen Bank)

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Employee engagement has become the center of concern in recent years in management literature. Various researchers have tried to identify factors affecting employee engagement. In Ethiopia, besides the concepts freshness, employee engagement needs more empirical research. In addition, even though many have tried to study factors like job characteristics, perceived supervisor support and reward and recognition, the effect of ergonomics on employee engagement is yet uncovered in Ethiopia. Therefore, this study was conducted to identify factors affecting employee engagement and examine the mediating role of organization citizenship behavior in Ethiopian Banking Sector in the case of selected three Banks (CBE, Dashen and Zemen Bank). To identify the factors that affect employee engagement, previous literatures, theories and models were considered and based on those previous research works, a conceptual framework was adopted. This study used explanatory research approach and both primary and secondary data were utilized. The primary data were collected by distributing questionnaires to 361 employees of the selected three Banks. And the collected data were entered and analyzed using SPSS version 24.0andPROCESS Macro version 3.4 was employed to test the mediation effect. The findings of the study showed that, of demographic variables; age (b=.244, p<0.05) and educational qualification (b=-.192, p<0.05) has a significant effect on employee engagement. More importantly, the regression analysis of the study showed that job characteristics and Ergonomics has a direct, significant and positive effect on employee engagement level with beta values of 0.347, p<0.05 and b=0.233, p<0.05 respectively. The study results also confirmed that organizational citizenship behavior has a mediating role on the relationship between job characteristics (B=0.2312, CI: .1465 to .3175) and ergonomics (B=0.1756, CI: .1009, to .2597) and employee engagement. The overall engagement level of employees was found moderate and job characteristics and Ergonomics has a positive and significant effect on employee engagement. Furthermore, OCB has a partial mediating role in the relationship between job characteristics and ergonomics and employee engagement. Therefore, to fully grasp the benefit of having an engaged employee, Ethiopian Banks should work on job enlargement, rotation and duly think about physical layout of the offices together with promoting organizational citizenship behavior. And finally, any future endeavor should test the relationship between ergonomics and employee engagement.


A Thesis Submitted to college of Business and Economics of Addis Ababa University in Partial Fulfillment of the Requirements for the Degree of Masters of Art in Business Administration (MBA)


Employee engagement, employee engagement factors, Ergonomics, Organization citizenship behavior