The Effect of Structural Empowerment on Employees Burnout in Selected Private Banks of Ethiopia
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Date
2022-02-01
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A.A.U
Abstract
The aim of this study is to investigate the effect of structural empowerment on employee’s
burnout in selected private banks of Ethiopia. In order to achieve this goal independent variable
of access to opportunity, access to information, access to support, access to resources, formal
power and informal power are used. The dependent variable is employee’s burnout.
Consequently, this study examined the effect of access to information, access to support, access
to resources, formal power and informal power on employee burnout. The study used
quantitative data by using structured survey method. Questionnaires were distributed to 391
(three hundred ninety one) employees of Awash bank, Dashen Bank, Abyssinia bank and Hibret
bank. From this 344 or 87.9% of the questionnaire were collected and used for the research. The
researcher divided the number of sample size and distributed the sample to each banks. The
employees of the banks are selected based on their workplace. 80% of the data is collected from
the branches while the remaining 20% of the data is collected from the head office of each bank.
After determining the branch and the head office simple random sampling method is used to
select individual employees. SPSS version 24 was used to analysis the data. Pearson's
correlation matrix was used to show the relationship' between the dependent and the
independent variables. The researcher also used multiple regressions to get a look of how the
independent variables affected the dependent variable. The result of the research indicated that
access to opportunity, access to information, access to resources, formal power and informal
power had significant and negative relation with employee’s burnout. Contrary to expectation
the result of the research indicates there is weak and positive relation between access to support
and employee’s burnout. The R square value of the research model indicated that 54.5% of the
variance in employee’s burnout can be predicted by the linier effect of access to opportunity,
access to information, access to support, access to resources, formal power and informal power.