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Example: Statement of The Problem

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Tariku Melaku
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15 views

Example: Statement of The Problem

Uploaded by

Tariku Melaku
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Example

Abstract
This study was conducted to examine the effect of employee motivation on organizational
commitment in Assosa University academic staffs. The study was used a quantitative research
approach. Besides, a descriptive and explanatory research designs were used. The data was
collected from primary and secondary sources. The sample size of this study was 233
respondents. Simple random sampling technique was used to select sample respondents. The
collected data was analyzed using SPSS version 25 and presented using both descriptive (mean
and standard deviation) and inferential statics such as correlation and multiple regressions. The
findings of descriptive statistics showed that there are problems in reward system, leadership,
working condition, employee relation, employee promotion, and job security in the bureaus.
Besides, the correlation result shows that there is a significant relationship between employee
motivation and organizational commitment. Furthermore, the finding of multiple regression
analysis revealed that reward system, leadership, working condition, employee relation,
employee promotion, and job security have significant effect on organizational commitment.
Lastly, based on the findings of the study the researcher recommend that the bureaus
management should improve working condition, insure job security, promote employees, insure
proper reward systems and, improve the leadership practices in order to increase the
employee’s commitment to their organization.

Statement of the Problem


Nowadays, most companies give lots of effort to gain talented employees and retain them in the
organization at the same time (Govaerts, Kyndt, Dochy and Baert, 2011). The retention of
talented employee is an advantage to an organization because employees’ knowledge and skills
are central to a company’s ability to be economically competitive (Kyndt, Dochy and
Michielsen, 2009). However, in the era of globalization, turnover is a persistent problem in
organizations and it is common in every type and size of organization and at every organizational
level. It is very costly for an organization and the cost is due to termination, advertising,
recruitment, selection, and hiring (Abbasi, Hollman and Hayes, 2008). When an employee leaves
an organization, the ability of the remaining employees to complete their duties may be affected.
1

Research shows that organizational climate affects the employee’s turnover intention in the
organization. Mildred (2008) described that organizations are facing many climate challenges in
the form of unclear role, poor leadership, performance management, lack of clear line of
communications and rewards that impact them to retain their experienced and skilled human
resource. Many studies have been carried out encompassing various issues and dimensions of
organizational climate. They were carried out mostly in the fields of manufacturing, banks,
universities and hotels. For instance, Suliman and Obaidli (2011) conducted a study on
organizational climate and employee turnover in Islamic banking in the United Arab Emirates.
Subramanian and Shin (2013) also examined perceived organizational climate and turnover
intention of employees in the hotel industry.

In Ethiopia few studies have been conducted on organizational climate. For instance, Fekadu
(2015) studied on organizational climate and employees’ job satisfaction in Ethiopian revenues
and customs authority. Bekele (2014) examined organizational climate and employees’
organizational commitment in commercial bank of Ethiopia. A close examination of the
literature indicates that in Ethiopia, very few studies have been conducted on organizational
climate towards job satisfaction and organizational commitment only rather than connecting
organizational climate with employee turnover intention in the bureaus.
So, to the best knowledge of the researcher, empirical studies regarding the organizational
climate and employee turnover intention in public sector bureaus at the country level in general
and at Benishangul Gumuz regional state in particular seems lacking. Therefore, the researcher
attempts in this study to pinpoint and suggest how to improve the climate of the organization and
reduce turnover intention. The above mentioned pertinent research gaps after deep review of
literature has led the researcher to carry out the study. Hence, this study was examined the effect
of organizational climate on employee turnover intention in selected public sector bureaus of
Benishangul Gumuz regional state.

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