Abdurazak Mohammed(PhD)Mihret Shegole2023-12-082023-12-082023-07http://etd.aau.edu.et/handle/123456789/422This study aims to examine the effect of organizational restructuring on the well-being of employees. Organizational restructure generally refers to the reorganization of corporate operations to achieve higher levels of operating efficiency. Based on the Job Demands-Resources (JD-R) model, the researcher examines the effect of organizational restructuring on employee well-being (in terms of emotional exhaustion and vigor). The study examines employee perceptions of how the restructuring process was implemented using intervening variables. Variables that intervened in the relationship between restructuring and well-being were job demands, job control, job insecurity, communication, and procedural justice. Quantitative data were collected using structured questionnaires which were adopted from different sources and distributed to a sample of 280 targeted populations. Statistical Package for Social Sciences (SPSS) version 25 was employed to analyze the data. Descriptive statistics were used to summarize the data and inferential statistics (Pearson's correlation matrix and multiple regression analyses) were used to generalize the results from the sample to the population. Pearson's correlation matrix was used to show the relationship' between the dependent and the independent variables and multiple regression analyses to test the research hypotheses on a sample of Bole Sub-City Administration employees (n=269). The finding of the study has shown that job control, perceived procedural justice, and communication has a positive and significant influence on employee well-being while job insecurity and job demand have a negative and significant effect on employee well-being. Further high-quality longitudinal research is needed to get more insight into the effect of restructuring over time and into the part played by intervening variablesen-USThesis