The Effects Of Internal Recruitment And Selection Practices On Job Satisfaction (The Case Of Commercial Bank Of Ethiopia)
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Date
2017-06-17
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Addis Ababa University
Abstract
This study has aimed at examining the effect of Internal Recruitment and Selection practice on Job satisfaction. In the process, however, the practices of Internal Recruitment and Selection per see as well as the level of Job satisfaction in Commercial Bank of Ethiopia are assessed. Two districts in Addis Ababa area were singled out where grade 3 and grade 4 branches from each district were purposely selected for their higher level of transaction and bigger number of cases of Internal Recruitment and Selection. The number of individual respondents was determined using a scientific formula while proration is made proportionally for each selected branch. In addition to these sample members that responded to questionnaires, Director/District HR Business managers were also contacted for a semi structured interview. The data obtained by using the questionnaire were fed into the appropriate worksheet in the SPSS software where they were edited. Descriptive analyses have been substantially about the mean value of each dimension of Internal Recruitment and Selection as well as Job satisfaction on the one hand and correlation between the same dimensions and Job satisfaction. However, contexts for triangulation have been used from the data obtained from interview and various pertinent documents. Finally, explanatory analyses to gauge the effect of Internal Recruitment and Selection practices on Job satisfaction have been conducted by applying simple linear regression. Finally, it has been found out that the Internal Recruitment and Selection practice was not up to the standard as evident from a moderate level of rating for each of its dimensions. In addition, the study revealed that not only did each dimension of internal recruitment and selection have a strong correlation with job satisfaction but also the effect of Internal Recruitment and Selection (an, thereby the entirety of Internal Recruitment and Selection) ranged from moderate to high. Finally, the researcher suggested improvements on each dimension of Internal Recruitment and Selection by enhancing the process and structure issues. Among others, enhanced transparency on the process, training for line managers and enriched feedback system were emphasized
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Keywords
Internal Recruitment, Job satisfaction, Business