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Tadesse, Worku Mekonnen

Employee Welfare Measures in Leather Products Manufacturing Enterprises in Addis Ababa, Ethiopia and its Implications for Employee's Job Satisfaction

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Authors

Worku Mekonnen Tadesse ¹

Affiliations
1 College of Business and Economics, School of Commerce, Addis Ababa University, ET

Source

Journal of Organization and Human Behaviour, Vol 6, No 1-2 (2017), Pagination: 66-75

Abstract

Employee welfare has been the center of research in human resource management. This paper examines the effects of welfare measures on employees' job satisfaction using data from 153 participants randomly selected from leather products manufacturing enterprises in Ethiopia. The analysis of the descriptive statistics revealed that the respondents showed their moderate satisfaction on both intramural welfare measures (M=2.7338 with SD=.59573) and extramural welfare measures (M=3.1470 with SD=.61121). Regarding job satisfaction also they have shown their moderate satisfaction both in intrinsic (M=2.9714 with SD.66804) and extrinsic (M=2.7995 with SD=.71129) as job satisfaction measures. The correlation analysis results have shown that intramural (r=.176) and extramural (r=.133) employee welfare measures had a weak but positive relationship with job satisfaction. The explanatory power of employees' welfare measures, as shown by R square is 13.0% (R=.13), indicating that 87% of the variation in employee's job satisfaction is explained by factors other than welfare measures. From the analysis of the study it can be concluded that lesser attention was given for employee welfare measures by enterprises as considered for the present study. Given the limited number of studies on this topic in the context of Ethiopia, this study may be a herald for a much rigorous study.

Keywords

Welfare Measures, Job Satisfaction, Leather Products, Addis Ababa, Ethiopia.

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References

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A Study on Factors Affecting Effort Commitment of Employees: The Case Study of Public Institutions in Ethiopia

Abstract Views :315 | PDF Views:4

Authors

Worku Mekonnen Tadesse ¹

Affiliations
1 College of Business and Economics, School of Commerce, Addis Ababa University, IN

Source

Drishtikon: A Management Journal, Vol 9, No 2 (2018), Pagination: 20-35

Abstract

This study is quantitative in its approach and an explanatory in its design. It examines the total effect of reward practice, supportive behavior, work environment and job satisfaction on employee’s effort commitment using data from 297 employees holding a position of professional science (ps) from head quarters of public ministerial offices in Ethiopia. The correlation analysis results have shown that the working environment (r=.513) has strong relationship with employee’s effort commitment. The organization’s reward practice (r=.333) and job satisfaction (r=.430) have moderate relationship with employee’s effort commitment. However, the prevailing supportive behavior (r=.192) had weak relationship with employee’s effort commitment. The explanatory power as shown by adjusted R square indicates that 39.4% of the variation in employee’s effort commitment is explained by factors that are considered as influencing factors for the present study. Therefore, organizational leaders should pay attention to influencing factors considered in this study to alter their employee’s effort commitment.

Keywords

Effort Commitment, Public Institutions, Ethiopia.

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Factors Affecting Employee Retention in Ethiopian Public Organizations

Abstract Views :492 | PDF Views:0

Authors

Worku Mekonnen Tadesse ¹

Affiliations
1 School of Commerce, Addis Ababa University, ET

Source

Journal of Strategic Human Resource Management, Vol 7, No 3 (2018), Pagination: 22-32

Abstract

Employee retention is the process in which employers take steps to prevent the job switching of their key talents. This paper examines the total effect of co-worker relationship, work environment, remuneration job satisfaction, and organizational commitment on employee retention using data from 297 employees holding a position of professional science (PS) from headquarters of public ministerial offices in Ethiopia. The study is quantitative in its approach and explanatory in its design. The analyses of the descriptive statistics revealed that the respondents expressed their satisfaction on their co-worker relationships, working environment, and their jobs. They also expressed average level organizational commitment. However, they expressed dissatisfaction on the remuneration practice of their respective organizations. The correlation analysis results have shown that co-worker relationship, work environment, remuneration, and job satisfaction have weak but positive relationships with employee retention. In other respect, organizational commitment has positive moderate relationship with employee retention. The explanatory power of employee retention factors as shown by adjusted R square is (R =.278), indicating that 27.8% of the variation in employee’s retention is explained by factors that are considered as influencing factors for present study. From the analyses of the study, it can be concluded that factors that are considered in the present study explain significantly employee retention. Hence, organizations need to pay attention to those influencing factors to retain their key talents. Given the limited number of studies on this topic in the context of Ethiopia, this study may be a herald for a much rigorous study.

Keywords

Employee Retention, Ethiopia, Public Organizations.

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Drivers of Employee Engagement:A Case Study of Private Banks in Ethiopia

Abstract Views :176 | PDF Views:0

Authors

Worku Mekonnen Tadesse ¹

Affiliations
1 Addis Ababa University, School of Commerce, ET

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 4 (2019), Pagination: 720-734

Abstract

This study aims to show the drivers of employee engagement in private banks in Ethiopia. The study is quantitative in its approach and explanatory in its design. Cross- sectional survey research method was employed to collect data from 245 employees of private banks in Ethiopia. The correlation analysis based on Pearson correlation coefficient portrayed that there are strong significant relationships between factors considered as drivers and employee engagement. The regression result as shown by adjusted R square revealed that 82. 2% of variations in employee engagement is explained by job importance, job expectation, communication, employee relationship and organizational culture.

Full Text

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Effects of Human Resource Management Practices on Employee Turnover Intention:A Case Study of Commercial Banks in Ethiopia

Abstract Views :342 | PDF Views:0

Authors

Abu Taddele Jiru ¹, Worku Mekonnen Tadesse ²

Affiliations
1 Research Scholar, School of Commerce, Addis Ababa University, ET
2 Associate Professor, School of Commerce, Addis Ababa University, ET

Source

OPUS: HR Journal, Vol 10, No 1 (2019), Pagination: 1-18

Abstract

The purpose of the study was to show the effect of HRM practices on employee turnover intentions of employees at commercial banks in Ethiopia. The study was mixed in its approach and data was collected through triangulation of quantitative and qualitative methods. The research is an explanatory cross-sectional in its design. A total of 283 employees selected from the headquarters of the banks responded to the questionnaires. A binary logistic regression result shows that 62.8% variation in employee turnover intention is explained by HRM practices. The tests of the hypotheses have shown that HR practices have a significant effect on employees’ turn over intention. Therefore, the study suggested that to retain their employees organizations should reconsider their recruitment and selection practices, training and development practices, compensation and further alter work place environments. It is further suggested that new researchers undertake a longitudinal study on the topic of the study by considering more HR practices and different organizations in Ethiopian context.

Keywords

HRM Practices, Commercial Banks, Turn over Intention.

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Tadesse, Worku Mekonnen

Employee Welfare Measures in Leather Products Manufacturing Enterprises in Addis Ababa, Ethiopia and its Implications for Employee's Job Satisfaction

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