The Role and Dynamics of Organizational Use Power on Employees’ Job satisfaction: Comparative Study in Public and Private Hospitals in Addis Ababa, Ethiopia, 2014/2015
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Date
2015-06
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Addis Abeba University
Abstract
Background: In an organization, power is an influential tool in order to achieve organizational
goals and keep human resource on the right place. And like other resources it needs guideline
over the entire activities in an organization. Therefore in order in order managers to achieve
organizational goals and to contribute employees’ job satisfaction using the best type of power
base have an influential tool to come up with the desired out come. And there is no study done in
our setting on the role and dynamics of power on employees’ job satisfaction.
Objective: The objective of this study is to assess the role and dynamics of power on employees’
job satisfaction in public and private hospitals in Addis Ababa.
Methods: An institution based cross sectional study design was conducted on 586 health
professionals, 454 from public hospitals and 132from private hospitals found in Addis Ababa
from March to April 2015. Two population proportion formulas was used to calculate the sample
size using P-value 50% because there is no study done on the role of power on employees’ job
satisfaction in our setting. Simple random sampling technique was used to select the hospitals.
Qualitative study was also conducted in selected public and private hospitals to enrich the
quantitative findings and to explore some of the major findings in detail.
Results: Two hundred fifty six (56.4%)of public hospital professionals were dissatisfied with
their job and one hundred ninety eight (43.6%)were satisfied with their job. Whereas in private
hospitals ninety five (72%)of health professionals were satisfied with their job and thirty seven
(28%)were dissatisfied with their job. The factors that affect employees job satisfaction were get
training, comfortable working hours, conducive infrastructure and opportunity for further
education. Those professionals who said manager use legitimate power were more likely to be
satisfied with their job compared to those professionals who said manager did not use legitimate
power [AOR: 1.88.95%CI: (1.31, 2.7)]. Those professionals who said manager use information
power were more likely to be satisfied with their job than professionals who said manager use
information power. [AOR: 1.72. 95%CI: (1.19, 2.49)].
Conclusion and Recommendations: Legitimate and information power have positive
relationship to employees’ job satisfaction. Therefore policy makers must create conducive
environment for the application of legitimate, expert, referent and information powers.
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Keywords
Job satisfaction,Employees’