Latest grand college proposal guidlines.docx

GRAND COLLEGE RESEARCH PROPOSAL GUIDELINES
COMPONENTS OF A RESEARCH PROPOSAL
Please bear in mind that a good proposal should contain the following elements:
o Cover page
o Title page
o Approval Sheets
CHAPTER ONE: INTRODUCTION
1.1. Background of the study
1.2. Statement of the Problem
1.3. General Objective
1.3.1. General objectives
1.3.2. Specific Objectives
1.4. Research hypothesis/ questions
1.5. Significance of the study
1.6. Scope of the study
1.7. Limitations of the study(Optional)
1.8. Operational definition of terms
1.9. Organization of the study
CHAPTER 2: LITERATURE REVIEW
2.1 Theoretical review
2.2 Empirical review
2.3 Conceptual framework
CHAPTER THREE: METHODOLOGY
3.1. Description of the study area
3.2. Research design and approach
3.3. Target population
3.4. Sample size and sampling techniques
3.5. Data sources and collection methods
3.6. Methods of data presentation, analysis and interpretation
3.7. Methods of reliability and validity assessments
3.8. Ethical considerations
 Time table
 Budget table
 References
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COVER PAGE (A sample is given in Annex 2)
Typed in all capital letters, should include
→ Approved thesis title typed in the middle of the page
→ Name of the degree- MBA Thesis
→ Full name of the author typed in the middle of the page
→ Name and location of the college (i.e Grand college, Hawassa)
→ Month and year of thesis submission typed 5 cm above the bottom margin
TITLE PAGE: (A sample is given in Annex-3)
 Title length commonly not longer than 15 words.
 It is the first page under the top cover typed in all capital letters and center justified
on each line with the following information.
 Approved thesis title 5 cm below the top of the page
 Full name of the author typed 8 lines below the title
 The following contents typed 8 lines below the title:
THESIS PROPOSAL SUBMITTED TO GRAND COLLEGE
HAWASSA, ETHIOPIA
 Further 3 lines below, the following should be typed:
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IN PARTILAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER
OF BUSINESS ADMINISTRATIO/MASTER OF SCIENCE IN ACCOUNTING AND
FINANCE
 Further 3 lines below, the following should be typed.
 Month and year of final copy of thesis Proposal submission should be given at
the bottom line
APPROVAL SHEET
→ Each thesis proposal submitted for evaluation will have certificate /Approval Sheet
from the major and/or co-advisor (Annex-1)
BACKGROUND OF THE STUDY
→ (1-2 pages, 600 words, Font type: Times New Roman, Font size 12; 1.5-line
spacing)
→ It provides context for your research topic, explaining its origin and relevance
 It explains the history, development, and current state of the research area,
including relevant theories, concepts, and previous studies.
→ Identify the key independent and dependent variables of your study
→ Set the boundaries of your proposed research in order to provide a clear focus.
→ Provide definitions of key concepts.
Example
I. Setting the Stage: Job Satisfaction - Its Importance and Relevance
 Define Job Satisfaction
 Highlight the Significance of Job Satisfaction
II. Focusing on the Ethiopian Context and Higher Education
 Provide a brief overview of the Ethiopian economy and the importance of a productive
and satisfied workforce for national development.
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 Emphasize the critical role of higher education institutions (HEIs) like Hawassa University
in producing skilled graduates, conducting research, and contributing to the socio-
economic development of Ethiopia
 Acknowledge potential challenges faced by employees in Ethiopian HEIs, such as:
o Limited resources
o Heavy workloads
o Inadequate compensation
o Limited opportunities for professional development
o Bureaucratic processes
 Specific Issues in Hawassa University (If Possible): If you have access to any preliminary
information (reports, articles, or anecdotal evidence), briefly mention specific issues or
concerns related to employee satisfaction at Hawassa University. This strengthens the
rationale for your study.
III. Factors Influencing Job Satisfaction: A Literature Review Overview
 Briefly introduce common factors
o Pay and benefits.
o Work environment
o Relationships with colleagues and supervisors
o Job characteristics
o Organizational culture.
o Work-life balance etc
Iv. Justification and research questions
 State the Purpose of Your Study: Clearly state the overall purpose of your research. For
example: "The purpose of this study is to investigate the factors that significantly
influence employee job satisfaction at Hawassa University."
 Justify the Need for the Study: Reiterate why your research is important, building on
the gaps you identified. For example: "Understanding the factors affecting job
satisfaction at Hawassa University is crucial for improving employee morale, enhancing
organizational performance, and ensuring the university's continued contribution to
national development."
 Briefly Introduce Research Questions: (Optional, but helpful) you can briefly mention
the main research questions that your study will address. For example: "This study seeks
to answer the following research questions: 1) what are the key factors influencing job
satisfaction among employees at Hawassa University? 2) How do these factors vary
across different employee groups? 3) What are the implications of these findings for
management practices at Hawassa University?"
STATEMENT OF THE PROBLEM
→ A concise description of the issue or gap in knowledge that the research aims to address,
providing context, significance, and a clear focus for the study
 It highlights a problem, issue, or unanswered question in the field of study.
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 It explains why the research is necessary and what impact it could have.
→ Should be concise and brief (not more than 1 page)
Example:
I. Start with a general observation
→ Begin with a brief, general statement about the importance of employee job satisfaction in
organizations, particularly in higher education institutions (HEIs).
Example: "Employee job satisfaction is a critical factor influencing organizational
performance, productivity, and employee retention, especially within the higher
education sector, where attracting and retaining qualified faculty and staff is
essential for fulfilling the institution's mission."
Ii. Narrow the focus to the Ethiopian higher education context
 Highlight specific challenges or issues within Ethiopian HEIs related to employee
satisfaction. This is where you start to become more specific.
 Possible Points to Include (Cite Sources Where Possible):
o Resource Constraints: Mention the resource limitations faced by Ethiopian
HEIs, which can affect salaries, benefits, and working conditions.
o Brain Drain: Allude to the challenge of attracting and retaining qualified staff
in the face of competition from other sectors or international opportunities.
o Rapid Growth & Expansion: Note the rapid expansion of the HE sector in
Ethiopia, which may put strain on existing resources and infrastructure,
potentially impacting employee morale.
o Governance & Management: If applicable, briefly touch on potential issues
related to governance, management practices, or bureaucratic processes
that might affect employee satisfaction.
Example: "While Ethiopian higher education institutions play a vital role in national
development, they often face challenges related to limited resources, increasing
student enrolment, and competition for qualified faculty and staff. These challenges
can contribute to lower job satisfaction among employees, potentially impacting the
quality of education and research."
Iii. Focus on Hawassa University: the specific problem
 This is the heart of your statement of the problem. Here, you must specifically
discuss the issues or concerns related to employee job satisfaction at Hawassa
University. This needs to be as specific as possible.
 Crucial Questions to Address:
o Is there evidence of low job satisfaction? Look for any available data.
 Turnover Rates
 Absenteeism
 Informal Feedback
 Past Surveys/Studies
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o What are the potential consequences of low job satisfaction at Hawassa
University?
 Decline in the quality of teaching and research.
 Reduced student engagement and performance.
 Loss of experienced and valuable employees.
 Damage to the university's reputation.
o What factors might be contributing to the problem? (This is based on your
initial understanding and literature review. You don't need definitive answers
here, but it shows you've thought about the potential causes.)
 Compensation issues
 Workload imbalances
 Lack of opportunities for professional development
 Poor communication or leadership
 Inadequate resources
 Unfavourable working conditions
Examples "While Hawassa University is a key institution in the region, there is a
growing concern regarding employee job satisfaction. [If you have data, use it here:
e.g., 'Recent data indicates a 15% turnover rate among junior faculty in the past two
years.'] Anecdotal evidence suggests that employees are facing challenges related to
[mention 2-3 potential factors: e.g., heavy workloads, limited opportunities for
research funding, and a lack of clear career progression pathways.'] This
dissatisfaction, if unaddressed, could lead to a decline in the quality of teaching and
research, ultimately impacting the university's ability to fulfil its mission."
Iv. Explain the gap and justify your research
→ Clearly state what is not known and why your research is necessary to fill that gap.
→ Highlight Relevant Studies: Briefly mention a few key studies that have investigated these
factors in similar contexts (e.g., studies on job satisfaction in HEiS, studies in developing
countries, or studies in Ethiopia if available).
→ Identify Gaps in the Literature: This is crucial for justifying your research. Point out what
existing research doesn't adequately address in the context of Hawassa University. Possible
gaps include:
o Lack of Specific Research: "Limited research has been conducted specifically on
the factors affecting job satisfaction among employees at Hawassa University."
o Contextual Differences: "Findings from studies in other countries or sectors
may not be directly applicable to the unique context of Ethiopian heis."
o Changing Dynamics: "The factors influencing job satisfaction may have changed
due to recent economic, social, or organizational changes."
o Specific Employee Groups: "There may be differences in the factors affecting job
satisfaction among different employee groups (e.g., academic staff vs.
administrative staff)."
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Example: "Currently, there is a lack of comprehensive research specifically examining
the factors affecting job satisfaction among employees at Hawassa University.
Understanding these factors is crucial for developing effective strategies to improve
employee morale, reduce turnover, enhance organizational performance, and ensure
the university's continued contribution to the region's development. Therefore, this
study aims to investigate the key determinants of employee job satisfaction at Hawassa
University."
GENERAL OBJECTIVE
→ Are broad, primary statements that outline the main purpose and scope of a study
Example:
The general objective of this study is to assess the key factors influencing job satisfaction among
employees at Hawassa University.
SPECIFIC OBJECTIVES
→ Are arising directly from the general objective of the study.
→ They break down the general objective into smaller, more manageable research questions.
Example
The specific objectives of this study will be to,
→ To determine the current level of job satisfaction among employees at Hawassa
University.
→ To examine the relationship between compensation and benefits and employee job
satisfaction.
→ To assess the impact of working conditions on employee job satisfaction.
→ To investigate the influence of leadership and management style on employee job
satisfaction.
→ To analyze the role of job characteristics in predicting employee job satisfaction.
→ To explore the relationship between organizational culture and climate and employee
job satisfaction.
→ To identify the most significant predictors of employee job satisfaction at Hawassa
University.
→ To examine whether demographic variables (e.g., age, gender, education level, length of
service) moderate the relationship between specific factors and job satisfaction.
NB: Specific objectives can be formulated by incorporating a theoretical framework:
If you were using Herzberg's two-Factor Theory (Motivators and Hygiene Factors), you could
structure your specific objectives around those factors:
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 Motivators:
o To assess the relationship between opportunities for achievement and job
satisfaction.
o To examine the impact of recognition for accomplishments on job
satisfaction.
o To investigate the role of advancement opportunities on job satisfaction.
o To evaluate the effect of the work itself (interesting/challenging) on job
satisfaction.
 Hygiene Factors:
o To assess the impact of university policies and administration on job
satisfaction.
o To examine the relationship between working conditions (physical
environment) and job satisfaction.
o To investigate the role of salary and benefits on job satisfaction.
o To evaluate the effect of relationships with supervisors on job satisfaction.
HYPOTHESES / RESEARCH QUESTIONS (WHERE APPLICABLE)
→ A research question is a focused, open-ended inquiry that guides a research study
→ Hypothesis is a testable, tentative prediction or explanation about the relationship between
variables, based on existing knowledge.
→ Choose a hypothesis if you have a specific prediction about the relationship between
variables and a strong theoretical or empirical basis
Key differences
Feature Research Question Hypothesis
Form Question Statement
Purpose Explore, understand, identify gaps Test a prediction, relationship
Nature Open-ended, exploratory Specific, testable
Research Type Qualitative, exploratory Quantitative, confirmatory
Example: Research questions
 Does compensation affect the employee job satisfaction in case of HU staff
 Does working environment affect the employee job satisfaction in case of HU staff
 Does opportunities for growth affect the employee job satisfaction in case of HU staff
 Does recognition affect the employee job satisfaction in case of HU staff
Example: Null hypothesis
HO1: Compensation has no significant effect on employee job satisfaction in case of HU staff
HO2: Working environment has no significant effect on employee job satisfaction in case of HU
HO3: Opportunities for growth has no significant effect on employee job satisfaction in case of
HU
HO4: Recognition has no significant effect on employee job satisfaction in case of HU staff
Example: Alternative hypothesis
HA1: Compensation has significant effect on employee job satisfaction in case of HU staff
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HA2: Working environment has significant effect on employee job satisfaction in case of HU
HA3: Opportunities for growth has significant effect on employee job satisfaction in case of HU
HA4: Recognition has significant effect on employee job satisfaction in case of HU staff
SIGNIFICANCE OF THE STUDY
→ Justifies the importance of your work, explaining why your research matters, its potential
impact on the field, and how it contributes to new knowledge and benefits others
Example
This study on factors affecting employee job satisfaction at Hawassa University holds significant
importance for several reasons. Understanding the specific drivers of satisfaction, such as
compensation, work-life balance, leadership styles, and opportunities for professional
development, allow the university administration to identify areas requiring improvement and
implement targeted interventions. These improvements can lead to increased employee
engagement, reduced turnover rates, enhanced productivity, and a more positive work
environment, ultimately contributing to the overall success and reputation of Hawassa
University as an employer of choice in the region. Furthermore, the findings can serve as a
valuable resource for other higher education institutions in Ethiopia seeking to optimize their
employee satisfaction levels and foster a more committed and productive workforce.
SCOPE (DELIMITATION)
→ Delimitations are the boundaries or limitations that the researcher sets to narrow the scope
of the study and make it manageable.
→ It clearly defines the boundaries of your research. What will you study, and what won't you
study?
→ It involves
 Geographical Location: Where the study takes place.
 Methodological: Who or what the study focuses on
 Timeframe: The duration of the study.
 Scope/Theories: The specific areas or concepts being investigated.
Example
This study's scope is delimited to examining the factors affecting employee job satisfaction
specifically within Hawassa University, encompassing both academic and administrative staff
across various colleges, departments, and units. The research focuses on identifying and
analyzing the influence of variables such as compensation and benefits, work-life balance,
leadership styles, opportunities for professional development, organizational culture, and the
immediate working environment on employee's reported levels of satisfaction. The geographical
scope is confined to Hawassa University's main campus and its associated campuses within the
Hawassa city administration. The study will utilize a quantitative approach through survey
questionnaires distributed to a representative sample of employees, aiming to provide insights
specific to the unique context and challenges faced by employees within this Ethiopian public
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university. The findings are intended to inform Hawassa University's management in developing
targeted strategies to improve employee job satisfaction and overall organizational
effectiveness.
LIMITATIONS
→ Refer to its inherent weaknesses or shortcomings, often arising from factors outside the
researcher's control, such as time constraints, sample size, or data access, impacting the
study's generalizability and conclusions.
Example
This study, while aiming to identify factors influencing employee job satisfaction at Hawassa
University, faces several limitations. Firstly, the research focuses solely on Hawassa University,
limiting the generalizability of findings to other universities or organizations with different
contexts and employee demographics. Secondly, the study relies primarily on self-reported data
through surveys and potentially interviews, which may be subject to biases such as social
desirability bias and recall bias. Furthermore, the cross-sectional nature of the research provides
a snapshot in time and cannot establish causal relationships between identified factors and job
satisfaction. Finally, the study's scope is limited to the factors investigated through the chosen
research instruments; other unmeasured or unknown variables could also influence employee
job satisfaction at Hawassa University.
CONCEPTUAL AND OPERATIONAL DEFINITION OF TERMS
→ Conceptual definition explains a concept in abstract or theoretical terms,
→ Operational definition specifies how that concept will be measured or observed in a study
Example
1. Job satisfaction
→ Conceptual Definition: Job satisfaction is the positive emotional state resulting from the
appraisal of one's job or job experiences. It reflects the extent to which employees like
their jobs and perceive them as fulfilling their needs and values.
→ Operational Definition: In this study, job satisfaction will be measured using a
standardized questionnaire (e.g., the Job Satisfaction Survey (JSS), Minnesota Satisfaction
Questionnaire (MSQ), or a customized questionnaire based on relevant facets of job
satisfaction). The overall job satisfaction score will be calculated by summing or
averaging responses to individual items on the questionnaire. Higher scores will indicate
higher levels of job satisfaction. Specifically, job satisfaction will be assessed across the
following facets:
o Satisfaction with Pay: Feeling about the amount of remuneration received for
work. (Measured by questions about perceived fairness of pay, adequacy of pay
for living expenses, and satisfaction with salary increases).
o Satisfaction with Promotion Opportunities: Feeling about the opportunities
for advancement within the university. (Measured by questions about perceived
fairness of promotion processes, availability of promotion opportunities, and
satisfaction with career development prospects).
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o Satisfaction with Supervision: Feeling about the quality and supportiveness of
supervisors. (Measured by questions about supervisor's communication skills,
fairness, and provision of feedback, and support for employee development).
o Satisfaction with Coworkers: Feeling about the relationships and interactions
with colleagues. (Measured by questions about teamwork, social support, and
cooperation among coworkers).
o Satisfaction with the Nature of the Work: Feeling about the inherent interest
and challenge of the job itself. (Measured by questions about the variety of tasks,
autonomy, opportunities for skill utilization, and meaningfulness of the work).
o Satisfaction with Working Conditions: Feeling about the physical environment
and resources available to perform the job. (Measured by questions about the
safety and comfort of the workplace, adequacy of equipment and resources, and
work-life balance).
o Satisfaction with Benefits: Feeling about the benefits such as health insurance,
retirement package. (Measured by questions about satisfaction of provided
benefits)
2. Factors Affecting:
→ Conceptual Definition: Factors affecting job satisfaction are those variables or
conditions that have a positive or negative influence on an employee's overall
satisfaction with their job.
→ Operational Definition: In this study, "factors affecting" will be operationalized as the
independent variables that are hypothesized to be related to job satisfaction. These
factors will be measured using questionnaires, interviews, or a combination of both. The
specific factors examined in this study will include:
o Demographic Factors:
 Age: The employee's age in years, as reported by the employee.
 Gender: The employee's self-identified gender (Male, Female, Other), as
reported by the employee.
 Marital Status: The employee's current marital status (Single, Married,
Divorced, Widowed), as reported by the employee.
 Education Level: The highest level of formal education completed by the
employee (e.g., Bachelor's degree, Master's degree, Doctorate), as reported
by the employee and potentially verified by official records.
 Years of Service: The total number of years the employee has worked at
Hawassa University calculated from the employee's start date.
 Salary Level: The employee's current gross monthly salary, as reported by
the employee and potentially verified by payroll records
3. Employee:
 Conceptual Definition: An individual who is employed by Hawassa University and
performs work in exchange for wages or a salary.
 Operational Definition: For the purpose of this study, an employee is defined as
any individual who is currently working full-time or part-time for Hawassa University,
regardless of their specific job title or department. This includes academic staff
(professors, lecturers, instructors), administrative staff, and support staff.
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Temporary or contract employees may or may not be included, depending on the
specific research question and sampling strategy. (Clarify this in your methodology).
4. Hawassa University:
 Conceptual Definition: A public higher education institution located in Hawassa,
Ethiopia.
 Operational Definition: In this study, Hawassa University refers to all campuses
and departments under the jurisdiction of the university administration. The study
population will be drawn from employees across various departments and colleges
within the university system.
ORGANIZATION OF THE STUDY
→ Outline the structure and flow of the research, including chapter organization and how
each chapter contributes to the overall research objectives
→ Specify the number of chapters should be included in the thesis and describes the
content of each chapter.
LITERATURE REVIEW (3-5 PAGES)
Introduction
→ The introduction to a literature review sets the stage, providing context, defining the
scope, and outlining the purpose of the review, guiding the reader through the research
and its significance.
Theoretical literature
→ A theoretical literature review critically examines and synthesizes existing literature,
focusing on theoretical frameworks, concepts, and models relevant to a research topic,
to establish a foundation for research and identify gaps.
Empirical literature review
→ An empirical literature review, also known as a systematic literature review, examines
past empirical studies to answer a specific research question, focusing on studies based
on observation or experimentation rather than theory
Conceptual framework
→ Conceptual framework is a visual or narrative representation that outlines the key
concepts, variables, and relationships that the researcher intends to investigate, drawing
from existing literature and theory to guide the study.
Example
1. Introduction
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→ Begin with a brief introduction to job satisfaction. Explain its importance to
organizational performance, employee well-being, and retention.
→ Specifically, highlight why studying job satisfaction in a university setting like Hawassa
University is relevant.
→ State the overall aim of the literature review: "This literature review aims to identify and
critically analyse the theoretical frameworks and empirical evidence related to factors
affecting employee job satisfaction, with a specific focus on the context of Hawassa
University and similar higher education institutions."
2. Theoretical Frameworks
This section explores the theoretical lenses through which job satisfaction is viewed.
A. Need-based theories:
o Maslow's hierarchy of needs
o Herzberg's two-factor theory (motivator-hygiene theory)
o Alderfer's erg theory
B. Cognitive theories
o Equity theory
o Expectancy theory
o Goal-setting theory
C. Dispositional approach:
o Dispositional theory
Iii. Empirical literature: what the research shows
→ This is the core of your review. Organize it thematically based on key factors identified in
the literature. For each factor, present evidence from studies conducted in similar
contexts (developing countries, universities, and public sector) and, if available, studies
specifically related to Ethiopia or Hawassa University.
For Compensation and Benefits
→ Review studies showing the relationship between salary levels, pay equity, benefits
packages (health insurance, retirement plans, housing allowances), and job satisfaction.
→ Ethiopian Context: Look for studies on the impact of salary scales in the public sector, the
availability of benefits for university employees, and the cost of living in Hawassa.
Example: "A study by [Author, Year] in [Country] found that inadequate compensation was a
major source of dissatisfaction among university faculty."
IV. Gaps in the literature and research questions
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A. Identified gaps: based on your review, pinpoint areas where research is lacking. This is
crucial!
o Are there specific factors that have not been adequately explored in the context of
Hawassa University?
o Are there conflicting findings in the literature that need further investigation?
o Is there a need for more qualitative research to understand the lived experiences of
Hawassa university employees?
o Are there any specific employee groups within Hawassa University (e.g., junior faculty,
support staff) that have been understudied?
B. Research questions: formulate clear and specific research questions that your study will
address. These should directly address the gaps you identified. Examples:
→ "What are the most significant factors affecting job satisfaction among
academic staff at Hawassa University?"
→ "How does perceived organizational support influence the job satisfaction of
non-academic staff at Hawassa university?"
→ "To what extent does the availability of professional development opportunities
contribute to job satisfaction among junior faculty at Hawassa University?"
→ "What are the lived experiences of employees at Hawassa University, and how
do those experiences contribute to or detract from job satisfaction?"
→ "is there a significant difference in job satisfaction among employees based on
gender, educational level, marital status, and length of service?"
V. Conclusion
→ Summarize the key themes and findings from the literature review.
→ Reiterate the importance of understanding job satisfaction in the context of
Hawassa University.
→ Emphasize how your research will contribute to the existing body of knowledge
and provide practical recommendations for improving employee job
satisfaction at Hawassa University.
Conceptual frame
METHODOLOGY (2-3 PAGES)
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Opportunities
for growth
Compensation
Employee
Job
satisfaction
Recognition
Working
environment

→ In this section, you should explain the overall research design (e.g. quantitative or
qualitative) and the related justifications or underlying assumptions. Then a detailed
description of the research methodology including data collection procedures
(questionnaire design, interview guide, measurement of variables, sampling process,
etc…) and analytical methods (specific statistical tests, qualitative analysis tools,
verification techniques, etc…) is required.
DESCRIPTION OF THE GEOGRAPHICAL
→ Area and where population of the study exists
RESEARCH DESIGN
→ A research design is a strategy for answering a research question using empirical data.
It's the plan for how you will conduct your research, from start to finish
Quantitative Research designs
→ Descriptive
→ Correlational (explanatory)
→ Exploratory
→ Experimental
→ Quasi-experimental
Qualitative Research designs
→ Phenomenological
→ Grounded theory
→ Ethnographic
→ Case study
NB: The choice of research design depends on the nature of the research question and the
objectives
Example
The study used explanatory research design to examine the underlying causal relationships
between the identified factors and employee job satisfaction.
RESEARCH APPROACHES – QUALITATIVE/QUANTITATIVE
→ A research approach is the overall strategy and plan a researcher uses to address a
research question, encompassing the methods and techniques used to collect, analyze,
and interpret data.
Example
To investigate factors affecting employee job satisfaction in Hawassa Town, a mixed-methods
research design could be used, incorporating both quantitative surveys and qualitative
interviews, focusing on factors like compensation, work environment, and management styles.
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TARGET POPULATION
→ Refers to the entire group of individuals, objects, or events that share specific
characteristics and are of interest to the researcher, from which a sample is drawn.
Example
All employees of Hawassa University (academic staff, administrative staff, support staff).
NB: Sampling Frame: A complete list of all employees at Hawassa University, stratified by
department/faculty and job category (obtained from the university's Human Resources
department).
SAMPLES
→ Samples are subsets of a larger population used to gather data and make inferences
about the entire group. Choosing a representative sample is crucial for accurate and
generalizable findings.
→ Appropriate sample size will be determined by using a sample size calculator or formula
such as Cochran's formula or a similar, considering:
o The size of the population.
o The desired level of confidence (e.g., 95%).
o The margin of error (e.g., 5%).
SAMPLING TECHNIQUE
→ Refers to methods used to select a subset of a population for study, aiming to represent the
larger group and draw conclusions about it. They can be broadly categorized into probability
and non-probability sampling methods.
Probability sampling techniques:
 Simple Random Sampling: Each member of the population has an equal chance of being
selected.
 Systematic Sampling: Selecting elements at regular intervals from a list or population.
 Stratified Sampling: Dividing the population into subgroups (strata) and then sampling
randomly from each stratum.
 Cluster Sampling: Dividing the population into clusters and randomly selecting clusters to
study.
Non-probability sampling techniques:
 Convenience Sampling: Selecting participants who are easily accessible.
 Quota Sampling: Selecting participants based on pre-determined quotas for specific
subgroups.
 Judgment Sampling: Selecting participants based on the researcher's judgment or
expertise.
 Snowball Sampling: Identifying participants through referrals from other participants.
 Consecutive Sampling: Including all accessible subjects until a desired sample size is
reached.
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DATA SOURCES
→ Refers to the origin or location from which data is obtained for analysis, encompassing
various forms like datasets, APIs, software, and providers, and their quality and reliability are
crucial for data analysis.
Primary data sources
→ Data collected directly by the researcher or organization, such as surveys, experiments, or
observations.
Secondary data sources
→ Data collected by someone else, such as government reports, academic studies, or industry
publications.
DATA COLLECTION METHODS
→ Data collection methods encompass various techniques to gather information,
including surveys, interviews, observations, focus groups, and utilizing existing data sources,
each suited for different research goals and data types.
Primary data collection methods:
Surveys
→ Surveys are a common method of collecting data from a large group of people using
questionnaires, which can be administered online, in person, or through mail.
Interviews
→ Interviews involve direct interaction with individuals to gather in-depth information, which
can be structured, semi-structured, or unstructured.
Observations
→ Observation involves systematically watching and recording behaviors, events, or
phenomena without direct interaction.
Focus Groups
→ Focus groups are a data collection method that involves a small group of people
discussing a specific topic under the guidance of a moderator.
Experiments
→ Experiments involve manipulating variables to determine the cause-and-effect relationship
between them.
Secondary Data Collection Methods:
Existing data
→ This involves using data that has already been collected by others, such as government
reports, research papers, or company records.
Social media monitoring
→ This method involves tracking and analysing data from social media platforms to gain
insights into customer behavior, trends, and opinions.
Online tracking
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→ This method involves passively collecting data about user behavior on websites or apps,
such as browsing history or purchase patterns.
Example
 Primary data: Collected through a structured questionnaire.
 Questionnaire Design:
o Section 1: Demographic Information: Collect information about the
respondent's age, gender, marital status, education level, job category,
department, length of service at Hawassa University, and salary level.
o Section 2: Independent Variables: Measure the factors affecting job satisfaction
using validated scales adapted to the Hawassa University context. Examples:
 Compensation and Benefits: Develop questions related to salary
satisfaction, perceived fairness of pay, satisfaction with health insurance,
retirement benefits, and housing allowances.
 Working Conditions: Use scales to measure the adequacy of facilities,
workload balance, work-life balance, and safety.
 Leadership and Management Style: Adapt scales to assess supervisor
support, fairness, communication, and employee involvement in
decision-making.
 Job Characteristics: Use scales based on Hackman & Oldham's Job
Characteristics Model to measure autonomy, skill variety, task
significance, task identity, and feedback.
o Section 3: Dependent Variable (Job Satisfaction): Use a validated and reliable
job satisfaction scale, such as:
 Job Satisfaction Survey (JSS): A widely used scale that measures overall
job satisfaction and satisfaction with specific aspects of the job.
 Minnesota Satisfaction Questionnaire (MSQ): Another well-established
scale that assesses satisfaction with different aspects of the work
environment.
o Question Types: Use a combination of Likert-scale questions (e.g., 1 = Strongly
Disagree, 5 = Strongly Agree) and multiple-choice questions.
o Questionnaire Validation: Conduct a pilot test of the questionnaire with a small
group of Hawassa University employees (not included in the final sample) to
identify any ambiguities or problems with the questions. Revise the
questionnaire based on the pilot test results. Assess the face validity and content
validity of the questionnaire.
Data Collection Procedures:
o Obtain ethical clearance from the Hawassa University Institutional Review Board
(IRB).
o Obtain permission from the relevant university authorities to conduct the study.
o Contact potential participants and explain the purpose of the study and the
importance of their participation.
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o Distribute the questionnaires to the selected participants, either in person or
online (using a platform like Google Forms or survey monkey).
o Provide clear instructions on how to complete the questionnaire.
o Ensure anonymity and confidentiality of responses.
o Collect the completed questionnaires.
DATA ANALYSIS METHODS
→ Data analysis methods are the techniques and approaches used to analyse and
interpret data, ranging from descriptive summaries to complex statistical modeling, to
extract meaningful insights and inform decision-making.
Descriptive statistics
→ Summarizes and describes the main characteristics of a dataset, using measures like
mean, median, mode, and standard deviation.
Example
→ Calculate descriptive statistics (e.g., means, standard deviations, frequencies,
percentages) to summarize the characteristics of the sample and the levels of job
satisfaction and the independent variables.
Correlation analysis
→ A statistical method used in research to measure the strength of the linear relationship
between two variables and compute their association
Example
→ Calculate Pearson correlation coefficients to examine the relationships between the
independent variables and the dependent variable (job satisfaction).
Multiple regression analysis
→ A statistical technique used to model the relationship between a dependent variable and
two or more independent variables, aiming to predict or understand the impact of these
predictors on the outcome.
Example
→ Use multiple regression analysis to determine the relative contribution of each
independent variable in predicting job satisfaction, controlling for potential confounding
variables (e.g., demographic variables). Assess the overall fit of the regression model (R-
squared) and the significance of the individual predictors (p-values).
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VALIDITY AND RELIABILITY
VALIDITY
→ Validity assesses whether a research study, test, or measurement tool is actually
measuring what it's supposed to measure.
Importance
→ If a study lacks validity, its results may be inaccurate or misleading, even if the study is
otherwise well-designed.
Types of Validity
→ Content validity: assesses whether a test or measurement tool adequately covers the
content or domain it's intended to measure.
→ Criterion-related validity: examines how well a test or measurement tool correlates with
other relevant measures or criteria.
→ Construct validity: determines if a test or measurement tool measures the theoretical
construct or concept it's designed to measure.
RELIABILITY
→ Reliability refers to the consistency and stability of a research study, test, or
measurement tool.
Importance
→ A reliable study or measurement tool will produce similar results when repeated under
the same conditions.
Types of reliability
→ Test-retest reliability: assesses whether a test or measurement tool produces similar
results when administered to the same individuals at different times.
→ Inter-rater reliability: examines the consistency of results when different raters or
observers use the same measurement tool.
→ Internal consistency: measures the consistency of items within a test or measurement
tool.
Example
→ Content validity: ensure that the questionnaire adequately covers the content domain of
job satisfaction and its related factors.
→ Construct validity: assess the extent to which the questionnaire measures the constructs
it is intended to measure (e.g., using factor analysis).
→ Criterion-related validity: examine the correlation between the questionnaire scores and
other measures of job satisfaction (if available).
→ Internal consistency reliability: assess the internal consistency of the scales used in the
questionnaire using cronbach's alpha. Aim for a cronbach's alpha of at least 0.70 for
each scale.
→ Test-retest reliability: administer the questionnaire to a small group of participants on
two separate occasions and assess the correlation between the scores to determine test-
retest reliability.
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ETHICAL CONSIDERATIONS
→ Involve principles guiding research design and practice, encompassing informed
consent, confidentiality, anonymity, potential for harm, and responsible communication
of results
Example
→ Informed consent: obtain informed consent from all participants before they participate in
the study. Provide them with a clear explanation of the purpose of the study, the
procedures involved, the potential risks and benefits, and their right to withdraw from the
study at any time.
→ Confidentiality and anonymity: ensure the confidentiality and anonymity of participants'
responses. Do not collect any identifying information that could be linked to individual
responses.
→ Voluntary participation: emphasize that participation in the study is voluntary and that
participants are free to withdraw at any time without penalty.
→ Beneficence and non-maleficence: maximize the potential benefits of the study and
minimize any potential risks to participants.
→ Ethical clearance: obtain ethical clearance from the Hawassa university research ethics
committee before commencing the study.
TIMELINE
→ A visual representation of the key stages and tasks involved in a research project,
including deadlines, and helps to organize and track progress
Example
→ Month 1-2: Literature review, development of conceptual framework, questionnaire
design
→ Month 3: Pilot testing of questionnaire, ethical clearance application.
→ Month 4: Obtain ethical clearance, refine questionnaire.
→ Month 5-6: Data collection.
→ Month 7-8: Data entry and cleaning.
→ Month 9-10: Data analysis.
→ Month 11-12: Report writing and dissemination.
BUDGET
→ Questionnaire printing costs
→ Data entry personnel costs (if applicable)
→ Statistical software license (if applicable)
→ Travel expenses (if applicable)
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→ Communication expenses
REFERENCES: (a sample is given in annex-4)
Citations
→ A citation is a reference to any type of information used in research, acknowledging
where ideas come from.
Purpose
→ Acknowledge the work of others.
→ Provide credibility to your research by showing the breadth of your reading.
→ Help readers locate the original sources.
→ Avoid plagiarism.
Types
→ In-text citations: References that appear within the body of the text, often using the
author-date or author-page format.
→ Footnotes/Endnotes: References that appear at the bottom of the page (footnotes) or at
the end of the document (endnotes).
Bibliographies and Reference lists
→ Reference is a comprehensive list of all sources cited in a research paper(r only lists
sources directly cited in the text.)
→ Bibliography is a bibliographies are comprehensive lists of all sources consulted whether
cited or not
Referencing styles
→ Refers to standardized methods for acknowledging sources in academic and
professional writing, ensuring clarity and avoiding plagiarism. Some of the most
common styles include APA, MLA, Chicago/Turabian, Harvard, and Vancouver.
→
APA (American Psychological Association)
→ Commonly used in: Psychology, social sciences, education, and health sciences.
→ Style: Author-date system, with brief in-text citations and full details in a reference list.
→ In-text citation example: (Smith, 2020).
→ Reference list example: Smith, J. (2020). Title of book. Publisher.
2. MLA (Modern Language Association)
→ Commonly used in: Humanities, literature, languages, and liberal arts.
→ Style: Author-page system, with parenthetical citations and a Works Cited page.
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→ In-text citation example: (Smith 12).
→ Works Cited example: Smith, John. Title of Work. Publisher, Year.
3. Chicago/Turabian
→ Commonly used in: History, arts, and some humanities disciplines.
→ Style: Offers two systems: Notes-Bibliography and Author-Date.
→ Notes-Bibliography: Footnotes or endnotes for citations, with a bibliography at the end.
→ Author-Date: Parenthetical citations and a reference list.
→ Turabian: A simplified version of Chicago style, often used by students.
4. Harvard
→ Commonly used in: A wide range of disciplines, including business, law, and natural
sciences.
→ Style: Author-date system, similar to APA, but with some variations in formatting.
→ In-text citation example: (Smith, 2020).
→ Reference list example: Smith, J. (2020). Title of book. Publisher.
5. Vancouver
→ Commonly used in: Medicine and science.
→ Style: Numbered system, with in-text citations using numbers in brackets that
correspond to entries in a reference list.
→ In-text citation example: Smith, J. (2020). Title of book. Publisher.
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Annex 1: Sample approval sheet
GRAND COLLEGE
ADVISORS’ APPROVAL SHEET
This is to certify that the thesis entitled the “Effect of Job Satisfaction on Employee Job
Performance” submitted in partial fulfillment of the requirements for the degree of Master's
Business Administration, the Graduate Program of Grand college, and has been carried out by
Abebe Kebede Tufa, Id. No: MBA/088/2011, under our supervision. Therefore, we
recommend that the student has fulfilled the requirements and hence hereby can submit the
thesis proposal to the college.
Name of major advisor Signature Date
Name of co-advisor Signature Date
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Annex 2: Sample of cover page
THE EFFECT OF JOB SATISFACTION ON EMPLOYEE
JOB PERFORMANCE
MBA THESIS
ABEBE KEBEDE TUFA
GRAND COLLEGE, HAWASSA, ETHIOPIA
March , 2025
Annex 3. Sample of the title page
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THE EFFECT OF JOB SATISFACTION ON EMPLOYEE
JOB PERFORMANCE
ABEBE KEBEDE TUFA
A THESIS PROPOSAL SUBMITTED TO
GRAND COLLEGE, ETHIOPIA
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
NOVEMBER, 2019
Annex 4: Sample of citations of references
A. Journal Article
Sharma, R.C., H.J. Dubin, M.R. Bhatta and R.N. Devkota. 1997. Selection for spotlotch
resistance in four spring wheat populations. Crop Science 37: 432-437.
Geletu Bejiga, Abebe Tulu and Seifu Tsegaye. 1994. Effect of sowing date and seeding rate
on yield and other characteristics of chickpea (Cicer arietinum L.). Ethiopian Journal
of Agricultural Sciences 14(1): 7-14.
B. Simple Book
Ignacimuthu, S. 1996. Applied plant biotechnology. McGraw Hill Publishing Co. Ltd. Tata.
314p.
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Steel, R.G.D. and J. H. Torrie. 1980. Principles and procedures of statistics. 2nd ed.
McGraw-Hill Book Co., city 633 p.
C. Contribution of Composite Book
Dubin, H.J. and M. van Ginkel. 1991. The status of wheat diseases and disease research in
warmer areas. In: D.A. Saunders (ed.), Wheat for the non-traditional warm areas.
CIMMYT, Mexico. pp. 125-145
Bjorkman, O. 1981. Responses for different quantum flux dignities. In: L.O, Lange, P.S.
Nosel and H. Zeigler. (eds.) Encyclopedia of plant physiology. Vol 2A Physiological plant
ecology. Springer-Verlag, Berlin. pp 57-107.
D. Conference/ Workshop / Symposium/ Seminar proceedings
International Workshop on Mountain Agriculture and Crop Genetic Resources, Kathmandu,
February 14-19, 1987.
Mountain Agriculture and Crop Genetic Resources: Proceedings edited by K.W. Riley and N.
Mateo. Oxford IBH, New Delhi. 298 p.
E. Contribution to Conference/ Workshop/ Symposium/ Seminar Proceedings
Suzuki, H. 1965. Origin of variation in Pyricularia oryzae. In; Symposium on the Rice
blast disease, Los Banos, July, 1963. . The Rice blast disease. Johns Hopkins
Press, Baltimore. pp 111- 146.
Tung, D. 1971. Recent advances in numerical analysis of structural Eigen value problems. In:
Tokyo Seminar on Finite Element Analysis, Tokyo, November 5-7, 1973. Theory and
practice in finite structural analysis proceedings. Tokyo University of Tokyo. pp. 247-
171.
F. Thesis
Roumen, E.C. 1991. Partial resistance in rice to blast and how to select for it. Ph.D Thesis.
Agricultural University, Wageningen, The Netherlands. 108 p.
Turna, H.S. 1989. Evaluation of elite tomato (Lycopersicon esculentum Mill) lines for growth,
yield and ketchup processing. M.Sc Thesis. G.B. University of Agriculture and
Technology, Pantanagar. 84 p.
G. Government Publication
Ministry of Agriculture. 1992. Agricultural Development Plans. Addis Ababa, Ethiopia, ARS
Publications. 150 p.
Central Statistics Authority. 1992. Agricultural Statistics. 1991. Addis Ababa, Ethiopia, CTR
Publications. 250 p.
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