This study assesses urban land administration practices in Fitche Town, Oromia Region. It aims to examine the responsiveness, stakeholder participation, and challenges of urban land administration. The study uses a mixed-methods approach, collecting primary data through questionnaires and interviews and secondary data. Preliminary results show moderate levels of organizational justice and motivation but low co-worker relations. Key challenges include lack of transparency in decision-making, limited career advancement, and perceived political favoritism. The study concludes with recommendations to improve policies, management practices, and opportunities for further research on reducing employee turnover.

1. COLLEGE OF URBAN DEVELOPMENT AND ENGINEERING DEPARTMENT OF URBAN LAND MANAGEMENT
ASSESSMENT OF URBAN LAND ADMINISTRATION PRACTICES IN EMERGING TOWN OF NORTH SHOA
ZONE OROMIA REGION: THE CASE FTICHE TOWN
By Silash Tadesse ID. No.ECSU 1901971
Program: - Regular
Advisor:- Kiflee Taddesse
A Research Submitted To the College of Urban Development and Engineering Ethiopian Civil Service
University, In Partial Fulfillment of the Requirements for the Award of a Degree in Urban Land
Management and Information System
Jun, 2023
Addis Ababa, Ethiopia

2. Outline of the Presentation
1. Background of the study
2. Statement of the problem
3. Research objectives and research questions
4. Significance of the Study
5. Conceptual framework
6. Research methodology
7. Results and Findings
8. Conclusions
9. Recommendations
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3. Background of the Study
 Land administration comprises an extensive range of
systems and processes to administer. An effective and
efficient land administration system is of vital
importance for the government to manage land related
issues.
 Burns and (Solari, Demirci, & Schee, 1997),illustrates
that the typical essence of land administration system
involves public land management, private land record
and registration, land value assessment, land taxation,
land use definition and development application support
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4. Statement of the Problem
 Land is everything for human beings by having direct and
indirect impact. Currently, urban centers or cities in Ethiopia
are struggling with the increasing demand aimed at land for
different urban development purposes, which makes the
urban land delivery process a critical land policy matter
(Subedi, 2016).
 In governments where there is accountability, transparency
and responsiveness, they are far more likely to attract
investment, provide high-quality public services and manage
resources more costeffectively.
 Fitche is a vibrant city in which many socio-economic activities are taking
place which makes the city to play major roles in the development of the
region and the country as well. As the center of multiple business
attraction, the city is growing fast both in physical size and population
wise
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5. Cont…
 Hence, the researcher has tried to see the practice of
urban land administration in line with the principles of
good governance.
 Though, there are studies conducted on urban land
issues in other parts of Ethiopia on land policy, tenure
security, land rights and land certification, there is
dearth of emphasis on practices of urban land
administration including the study area.
 Hence an attempt has been made in this study to assess
the practice of land administration in line with the
principle of good governance (Participation,Responsive
and , challenges) in the study area.
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6. 3. Objectives & Research Questions
General Objective: The general objective of the study is to assess the practice
of urban land administration in Fitche Twon of Oromia Regional State.
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S.No Specific Research
Objectives
Research Questions
1 Assess urban land development and
management office‟s responsiveness
to the demands of the society
concerning to urban land
Administration in the study area.
How responsive is urban land
development and management
office of Fitche Town to the
demands of the society?
2 Examine the participation of the
Stakeholders in urban land
administration.
What seems the participation of
the Stakeholders in the urban land
administration in the study area?
3 Bring out the challenges of urban
land administration in the study area
What are the underlying factors
that challenge the administration
of urban land in the study area?

7. Significance of the Study
The researcher believes that the study would have the following
multidirectional significances for stakeholders including:
• Fitche twon Municipality: finding from this study can provide an
insight to the extent to which good governance has developed and
the challenges that the city faces in the path towards promoting
good governance in land administration.
• Academicians/Researchers: The finding of the study could also
increase academic knowledge on urban land administration.
• Government/Policy Makers: Government can also use the findings
of this study in policy formulation. The study also suggests remedial
measures to be taken by policy planners to draw practical insight for
future betterment and effective as well as efficient implementation
of good governance principles in ULA.
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8. 4. Conceptual Framework of the Study
Source: self-developed, (2023)
8
IVs
☞ Co-worker Relation
☞ Organizational Justice
☞ Motivation
☞ Organizational Politics
Turnover Employee
DV
Source for

9. Research Methodology
S.No Type Applied Method
1 Research design Descriptive
2 Research type Cross-sectional survey
3 Target population DARA 15 branches 790
4 Sampling techniques probability and non probability.
5 Sample size 368 individuals from sample frame
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7
Research approach
source of data
qualitative & quantitative
Primary and secondary
8 Data Collection Instru’t Questionnaire and & Interview guide
9 Data analysis method  Descriptive & Inferential
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10. Data Screening … Cont’d
Normality Test: Skewness, Kurtosis and Histogram
 The distribution of the data in the variables that were
used in the survey was normally distributed.
 The appropriate value of skewness and Kurtosis falls
between -3.3 to +3.3 (Arnau et. al., 2013).
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Construct Skiwness Kurtosis Mean SD
COR
6.288 49.106 1.5535 .65448
ORJ
3.732 20.256 1.4278 .54413
MOT
-.165 -.995 2.2395 .51932
ORP
-.053 -.597 2.7605 .73869
TUE -.162 -.501 2.8660 .64063

11. Data Screening … Cont’d
Histogram: for Normality Normal P-P: for Linearity
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12. Results and Discussions
 Mean score value of agreement <3.40 is considered as low, 3.40
to 3.79 moderate and >3.79 is considered as high ( Zaidatol,
2009).
 RQ 1: Co-Worker Relation (COR)
 The average scored mean value of COR is bellow 2.81 which is a
low level of agreement scale
 FDARA were not effective in creating favorable Co-worker
Relation to retain the employee in the organization.
RQ 2: Organizational Justice (ORJ)
 The average scored mean value of ORJ is 3.39 which is a
moderate level of agreement scale.
 However, there are limitations in creating ORJ in the organization
due to:
 Job decisions are made by the managers in a biased (political
sidedness) manner.
 To make job decisions managers were not collected complete
information.
 Job decisions are not applied consistently across all impacted
employees
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13. Results… Cont’d
RQ 3: Motivation (MOT)
 The average scored mean value of MOT is 3.44 which is a
moderate level of agreement scale. However, there are limitations
of MOT in the organization due to:
 There is no an opportunity for advancement
 There is no facilities of education given to employee
RQ 4: Organizational Politics (ORP)
 The average scored mean value of ORP is 3.57 which is a
moderate level of agreement those subscribed in the
organization.
 However, there are limitations that create turnover
employee in the organization due to:
 Managers forced employees to do something out of
responsibility
 Promotion of employees are made due to political sidedness’
 Perceived organizational politics incurs conflict in the
workplace 13

14. 1. Pearson Correlation
Cohen, (1998)
Correlation Matrix
6.3. Inferential statistical test Analysis
R-value Relationship
≥ + 0.5 to ≤ -0.5 Strong correlation
± 0.29 to ± 0.49 Moderate correlation
± 0.1 to ± 0.28 Weak correlation
0.00 to ± 0.1 Negligible or no correlation
TUE COR ORJ MOT ORP
TUE
Pearson
Correlatio
n
1 .769** .754** .221** .333**
Sig. (2-
tailed)
.000 .000 .000 .000
N 263 263 263 263 263

15. Multiple Regression
1. Model summary
2. ANOVA
3.Coefficientist
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .802a .643 .638 .60137
Model Sum of Squares Df Mean Square F Sig.
Regression 168.161 4 42.040 116.245 .000b
Residual 93.306 258 .362
Total 261.467 262
Model UnSt.B ST.B T Sig.
1 (Constant) 4.90 1.176 .000
COR .476 .509 7.225 .000
ORJ .550 .383 5.641 .000
MOT .072 .029 .442 .001

16. Conclusions
RQs Drawn Conclusions
RQ1: Co-
worker
Relation
 The overall manner of COR in FDARA is found to be poor or
below the expected level, which basically emanates from:
 Co-workers were not treated in a polite manner.
 Coworkers do not make appropriate comments in their daily
interactions
 Co-workers have been open communication with each other
RQ2:
Organizationa
l Justice
 weakness in: creating Organizational justice due
to:
Job decisions are made by the managers in a biased
(political sidedness) manner.
To make job decisions managers were not collected
complete information.
Job decisions are not applied consistently across all
impacted employees
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17. Cont…
RQs Drawn Conclusions
RQ3: MOT  The level of agreement scale MOT in FDARA is
Moderate and has a positive and a significant effect
due to:
There is no an opportunity for advancement
There is no facilities of education given to employee
RQ4:
Organizationa
l Politics
 Organizational Politics in FDARA the over all
agreement scale is moderate and has a positive
and significant effect :
 Managers forced employees to do something out
of responsibility
Promotion of employees are made due to political
sidedness’
Perceived organizational politics incurs conflict in
the workplace 17

18. Recommendations
Rec. Based on Forwarded Recommendations
Policy Issues Policy should be reviewed to address all-embracing
strategic compensation package to employees to serve as a
motivational tool for employees. This will make employee
give their best to the organization.
Policy makers should enhance justice perceptions by
applying consistent performance standards, giving adequate
feedback, and allocating rewards fairly.
Management The management should provide good working conditions
which will make the employees feel motivated and enhance
efficiency in their place of work.
The management was also encouraged to pay for short
courses for their employees to boost growth not only for the
individual but also for the company as a whole.
The management should make sure there are strong
communication systems useful of creating awareness of
information required by an employee in that organization.

19. Cont…
Rec. Based on Forwarded Recommendations
Further research This study may pave the way for further
researches to be conducted especially, in the
effect of Turnover Employee on
organizational performance, determinant of
human resource retention, and comparative
research in both private and public sectors
to investigate to what extent they are
practicing to tackle turnover employee

20. Thank you very much
for your attention!
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