The Effect of Staff Retention Policies on Employees Organizational Commitment: The Case of Berhan International Bank S.C.
| dc.contributor.advisor | Mohammed, Abdurazak (PhD) | |
| dc.contributor.author | Deressa, Abraham | |
| dc.date.accessioned | 2021-06-02T06:53:51Z | |
| dc.date.accessioned | 2023-11-04T13:53:21Z | |
| dc.date.available | 2021-06-02T06:53:51Z | |
| dc.date.available | 2023-11-04T13:53:21Z | |
| dc.date.issued | 2015-05 | |
| dc.description.abstract | This research was conducted to examine the effect of staff retention policies on organizational commitment in the case of Berhan International Bank Share Company (BrIB) using drivers of organizational commitment as an indicator. Data was gathered from Head Office and almost all branches(both city and outlying). Descriptive and inferential statistics was used to analyze the empirical data and also cluster sampling was used followed by systematic sampling to select the samples. Primary data were collected using five Point Likert-Scale questionnaires and a structured interview and 184 responses were properly filled and returned. Statistical package for social science studies (SPSS) version 20 was used to analyze empirical data collected through the close ended questionnaire. The independent variables are compensation, job security, Training and development, working conditions, supervisor support culture, and organizational justice whereas the dependent variable is employees’ organizational 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 descriptive statistics result indicated that the mean value for compensation (mean=2.65), Supervisor Support Culture (mean=2.69), Work Environment (mean=2.75), Organizational Justice (mean=2.87), and Organizational Commitment (mean2.78) were below average which indicate that employees in general are not committed in BrIB. The correlation result indicated that there were positive relationship between all of independent variables and the dependent variable, rejecting all null hypotheses. This implies that any increase or decrease on the independent variable will bring corresponding change on employees’ organizational commitment. It’s found that the independent variables has a 48% influence on the dependent variable while the remaining 52% is influenced by factors unaccounted in this research. It was concluded that the organization’s management expectation to increase overall employees’ commitment as a result of the said staff retention policies did not materialize for various reasons such as lengthy and bureaucratic process, various eligibility criterion… etc | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/26613 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Compensation | en_US |
| dc.subject | Job security | en_US |
| dc.subject | Training and Development | en_US |
| dc.title | The Effect of Staff Retention Policies on Employees Organizational Commitment: The Case of Berhan International Bank S.C. | en_US |
| dc.type | Thesis | en_US |