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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 satisfaction changes by 0.499 units.

19. Income difference Sum of Squares Df Mean Square F Sig. Commitment Between Groups 215.683 3 71.894 7.256 .000 Within Groups 961.148 97 9.909 Total 1176.832 100 Satisfaction 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 significant.

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 respondents were Administrative (support) staff.

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.… J ob 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 commitments 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.Commitment 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.Satisfaction 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.

30. Regression Analysis Coefficients Model Unstandardized Coefficients Standardized Coefficients T Sig. R 2 B Std. Error Beta 1 (Constant) .226 25.311 3.136   8.070 .000 Commnetcummulative .244 .106 .226 2.306 .023 a. Dependent Variable: Cum.Satisfaction

31. Cont.… The statically adequacy of the study was R-square (R 2 )(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 R 2 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 .

39. Galatooma!! THANK YUO ! !