Incoming and Outgoing Shipments in 2 STEPS Using Odoo 17
Final PPT1.pptx for consumption of teaching and learning
1. RIFT VALLEY UNIVERSITY: AMBO COMPUS
DEPARTEMENT OF BUSINESS MANAGEMENT
MASTERS OF BUSINESSS ADMNINISTRATION
THE ASSESSMENT OF ORGANIZATIONAL COMMITMENT AND
JOB SATISFACTION OF AMBO UNIVERSITY EMPLOYEES
BY:
MASAY HIRGAW
ADVISOR:FAYISA MULISA(PHD)
DECEMBER,2020
AMBO ETHIOPIA
2. Introduction
Statement of the problem
Objective of the Study
Significance of the Study
Limitations of the Study
Conceptual Farm Work
Research Methodology
Analysis And Discussion
Conclusions Recommendations
Out line
3. INTRODUCTION
Employees are the most important of determinants the
success of an organization in a competitive environment.
Job satisfaction is necessary to promote functional employee
behaviors in the organization.
Employee commitment can increased effectiveness,
performance, and productivity, and decreased turnover and
absenteeism at both the individual and organizational (Fiorita ,
Bozeman, &Young, Meurs, 2007 ).
4. Statement of the Problem
In today’s competitive world, the biggest challenge is
talented employees and make them committed.
Analyzing the relationship between job satisfaction and
organizational commitment (Cote and Heflin 2003).
Employee job satisfaction and commitment are the main
problem especially in governmental organizations. Ambo
University is one of the Ethiopian governmental
organization or institution.
5. Objective of the Study
General Objective of the study
The main objective of this study is to assess
organizational commitment and job satisfaction of Ambo
University employees
Specific objective of the study
To describe the employees commitment and job
satisfaction in terms of demographic factors.
To identify the relationship of job satisfaction and
employees commitment in Ambo University.
6. Significance of the Study
The research has various significances to the
employees and Ambo University.
To have a better understanding on the employees’
commitment and job satisfaction,
To solve the problems of employee’s commitment
and job satisfaction,
To develop commitment oriented organizational
policy.
7. Limitations of the Study
Shortage of time, finance, and the lack of cooperation
from some respondents to fill the questionnaires, from
Covid-19 posed a hurdle on the successful completion of
the study.
8. Conceptual Farm Work
Independent Variable and Dependent Variable
Organizational
structure
Organizational
commitment
Talent develop
Reward
Employee
loyalty
Employee commitment
Job satisfaction
Duration in
organizational
Employee attitude
9. Research Methodology
Research Design
Descriptive survey design was employed.
Source of the Date
The target population of the study specifically in Ambo University
is 3308 employees Academic staff and administrative staff.
Population
The sample is part of the population study the describe of the
population, academic & administration staff exist in Ambo
University Staffs.’
10. Sample
Based on Yamane (1967) due to time ,cost and covid-19
constrains, the researcher is going to collect data from 103
respondent’s method of data collection.
Method of Data Collection
Primary data were collected from Ambo University
employees through distributed questioner to selected
employees of the institution.
Yamane Alpha is a reliability coefficient that indicates how
will items in a set are positively correlated to one another.
11. Procedure of Data Collection
when the respondents to provide 103 relevant information
for achieving the research objectives.
The questionnaires will be distributed among the employees
through their academic staff and administrative staffs.
Data Analysis Methods
Data will be analyzed using Statistical Package for Social
Sciences (SPSS) which is a software tool for data analysis.
Qualitative data will be analyzed using narrative analysis
Saunders et al. (2009)
12. ANALYSIS and Discussion
The researcher totally distributed 103 questionnaires, for
academic staffs and administrative staffs. Among the
distributed questionnaires 87% were returned properly.
13. Cont.….
From the total (103) respondents, male committed for
work on average were 30.07 and female committed for
work were 28.55 while the variation level of male
commitment for work was 3.99 and the variation level of
female commitment for work was 2.20.
The t- value of job satisfaction for male and female with
(t=0.919, p= 0.135) which is greater than 5%.
14. Discussion of the finding
To describe by Std. Deviation (1.78) of the sampled
respondents were dissatisfied with the University for
providing the training medium and long term skill
building training; there were no one who is very satisfied
with this issue.
In the communication between senior management and
employees, (1.12) answered to this question as they are
dissatisfied, of them were satisfied.
15. Cont.…
when material facility and professional development
changes by one unit, leads to change organizational
commitment by 0.161 units. correlation of the
Identification of aspect with Professional development
(0.926).
The unit change of identification aspect and professional
development leads to change organizational commitment
and job satisfaction by 0.926 units.
when material facility and Leaders relationship changes
by one unit, leads to change organizational commitment
and job satisfaction changes by 0.536 units
16. Cont.….
when material facility and Collegial and relations
changes by one unit, leads to change organizational
commitment and job satisfaction changes by 0.337 units.
when material facility and incentives changes by one
unit, leads to change organizational commitment and job
satisfaction changes by 0.268 units.
correlation of the Identification of aspect with
Professional development (0.926)
The unit change of identification aspect and professional
development leads to change organizational commitment
and job satisfaction by 0.926 unit.
17. Cont.…
when identification aspect and leader relation changes by
one unit, leads to change leads to organizational
commitment and job satisfaction changes by 0.304 units.
when identification aspect and collegial relation changes
by one unit, leads to organizational commitment and job
satisfaction changes by 0.770 units.
when identification aspect and incentives changes by
one there was linear association or correlation of the
organizational commitment loyalty aspect with
Professional development (0.361).
when loyalty and professional development changes by
one unit, leads to change organizational commitment and
job satisfaction by 0.361 units .
18. Cont.…
when loyalty and leader relation changes by one unit,
leads to change organizational commitment and job
satisfaction changes by 0.552 units.
when loyalty and collegial relation changes by one
unit, leads to change organizational commitment and
job satisfaction changes by 0.469 units.
when loyalty and incentives changes by one unit,
leads to change organizational commitment and job
19. Income difference
Sum of Squares Df Mean Square F Sig.
Commitm
ent
Between
Groups
215.683 3 71.894 7.256 .000
Within
Groups
961.148 97 9.909
Total 1176.832 100
Satisfacti
on
Between
Groups
428.557 3 142.852 13.750 .000
Within
Groups
1018.149 98 10.389
Total 1446.706 101
20. Cont.…
The groups commitment is statistically strongly
significant since (p-value is 0.000). since both f-
distribution shows 7.256 which is greater than 2 and there
were different income categories with different job
commitment levels both between groups and within the
groups .
Different income categories in Ambo university
Academic and Administrative staffs were strongly
significant (i.e. P-value 0.000) which is less than 5% or
F- distribution 13.750 is greater than 2 which is
21. Basic Salary of the respondents
Frequency
(N)
Percent (%)
Less 3500 13 10.2%
3501-7000 39 34.2%
7000-14000 38 33.3%
Above 14000 15 13.2%
Total 103 90.4%
22. Cont.…
The (34.2%) of the sampled respondents were having
more than 35001-7000 birr monthly, (33.3%) of the
sampled respondents were getting from 7000-14000 birr
monthly salary.
The (13.2%) were having above 14000 birr salary range,
salary per month and the rest (10.2%) of the respondents
were getting less than 3500 birr salary range.
The majority of the respondents were not satisfied by the
salary they earn. depicts that majority of the sampled
23. Employees’ satisfaction of the respondents
N Max Min Mean Std. Deviation
Professional
developments
103 15 3 5.68 1.148
Relationship
between
employees and
leaders
103 15 3 7.21 1.78
Collegial
relationship
103 15 3 6.62 1.121
Earnings and
incentives
103 20 4 12.9 2.411
Commutative
satisfaction
103 65 13 32.41 3.785
24. Cont.…
Job satisfaction involves four dimensions such as professional
development, Relationship between employee’s and leaders,
collegial relationship and Earnings and incentives, job
satisfaction dimension that is below average with mean of 5.68
with deviation level of 1.148.
That means the expected professional development that can
matter the job satisfaction can vary from expected mean 1.148
either up or down.
25. The features of organizational
commitments in Ambo University
Domains of
organizational
commitments
Freq Min Max Mean Std. Deviation
Materials
facilities
102 4 13 8.47 2.095
The
identification
of aspect
102 5 12 9.79 1.45
organizational
commitment
with the
loyalty aspect
102 7 13 11.14 1.68
Cumulative 101 16 35 29.44 3.43
26. Cont..
The least variable that affect organizational
commitment material facility with mean value of 8.47
and standard deviation 2.095.
While the major variable that affect organizational
commitment is loyalty aspects with mean value
of11.14 and standard deviation of 1.68.
27. The Relationship between Organizational commitment
and job satisfactions
Materials
facilities
Identification
of aspect
organizational
commitment
loyalty aspect
Cum.Commitm
ent
Professional
development
0.161 0.926 0.361 0 .442
Leaders and
relationship
0.536 0.304 0.552 0.345
Collegial and
relations
0.337 0.770 0.469 0.226
Incentive o.268 0.139 0. 499 0.674
Cum.Satisfactio
n
0 .442 0.345 0.226 0.525
28. Cont.…
There was linear association or correlation of the material facility with
Professional development with correlation coefficient (0.161)
The co change of material facility with professional development leads
to change organizational commitment and job satisfaction by 0.161
units.
To change organizational commitment and job satisfaction changes by
0.536 unit. to change organizational commitment and job satisfaction
changes by 0.337 units.
when material facility and incentives changes by one unit, leads to
change organizational commitment and job satisfaction changes by
0.268 units.
29. Cont.…
The correlation of Identification aspect with Professional
development (0.926) unit change of identification aspect and
professional development leads to change organizational
commitment and job satisfaction by 0.926 units.
when identification aspect and leader relation changes by one unit,
leads to change leads to organizational commitment and job
satisfaction changes by 0.304 units. when identification aspect and
collegial relation changes by one unit, leads to organizational
commitment and job satisfaction changes by 0.770 units.
31. Cont.…
The statically adequacy of the study was R-square (R2)(22.6). This
means the independent variables were explained the dependent
22.6%. Since the model is significant (8.070) which is greater than
two.
The beta value shows that the rate of change of dependent variable
for one unit change of independent variables.
The coefficient value is (0.226), which means explanatory
variables i.e. Professional development, Leaders and relationship,
collegial relation and earning and incentives changes by one unit,
organizational commitment and job satisfaction changes by 0.226
units.
32. SUMMARY
The main objective of this study is to examine the effects of
organizational commitment and job satisfaction in Ambo university
Academic and Administrative staff.
For this study 3308 total population was considered but due to budget
,time constraint and covid-19 the researcher conducted the study by
purposive sampling method and the sample size of this study was103.
The majority of the respondents i.e. (53.5%) the sampled respondents
income lies within the range of 35001-7000 birr monthly salary,
(34.2%) of the sampled respondents were getting from 7000-1400 birr
monthly salary. (33.3%) of the respondents were administrative staff
and they were academic staff.
33. Cont.…
The career development opportunity of the University (5.68) of the sampled
respondents was satisfied with the University’s commitment to professional
development.
These four independent variables all of them statistically significant and the
statically adequacy of those variables were 0.226 and the p- values of the
variables were:
professional development (p-0value 0.00), leader and employee relation (p-
value0.001),collegial relation (p- value 0.00) and incentives(p-value 0.000
short term training skill building training to improve the job performance of the
employee to describe by Std. Deviation(1.145) of the sampled respondents were
dissatisfied with this issue, (7.21) of the sampled respondents were satisfied.
34. Conclusion
This study aims to assess the employees’ organizational commitment
and job satisfaction of Ambo University after analyzing the data
collected based on the assessment made by the researcher.
The majority sampled respondents were male, all employees have a
full capacity to serve the institution and the society as a whole and
the majority of respondents, the majority of the sampled
respondents. for the study were administrative staffs.
The income categories of sample respondents of the study lie within
the range of 3501-7000 birr income category. With regard to this
income category the majority of respondents were not satisfied.
35. Cont.…
Administrative staffs are not satisfied due to in sufficient income. Poor
relationship between senior management, co-worker and employee’s due
to transparency matter. This due to absence of timely motivation, poor
management style and transparency problem related.
The study general considered four expelled independent variables and
one dependent profional development, Leaders and relationship,
collegial relation and earning and incentives of statically with R2 is
0.226
Among four independent variables the strongly variable that efficient
over up is 11.14 while the least variable that affect organizational
commitment and job satisfaction is 8.47.
36. Recommendation
Re -arranging good working condition. If the working condition
is good, the employees expected to be contribute their labor best.
And if the working condition is poor employees were find it more
difficult to get things .So arranging working condition is necessary
to employee’s job satisfaction and commitment in this University.
The specific recommendation was drawn for Ambo University
based on the finding of the study:
Encourage Social Connections: Socialization is a key component
of happiness, Employers should find ways to encourage social
relations.
37. Cont.…
Creating Conductive Working Environment: Employees are
dissatisfied with the remuneration of the University; so as to have
satisfied and committed work force the University should implement
different remuneration mechanisms like bonus, get-together.
Improving Management System: A good management system in
these organization employees will have satisfied with their job
because managing all activities of the organization.
Fulfilling Of Facilities: Organization must have fulfill sufficient
facilities that are needed to perform a given tasks effectively such as
offices, computers, stationers, transportation, toilet, internet etc.
38. Cont.…
Promote Good Health: Poor health is not only damaging
to employees, it is detrimental to institutions. So the
University has to arrange health care service for
employees for their health and for the University success
as well.
Provide Training: since most of the respondents were
dissatisfied by this the University should deliver trainings
to improve skill and knowledge of employees.
