ASSESSING ANTECEDENTS OF EMPOLOYEE JOB SATISFACTION IN THE CASE OF DEVELOPMENT BANK OF ETHIOPIA

Abstract

The purpose of this research was to identify the major determinants factors of job satisfaction of employees in the Development Bank of Ethiopia. Moreover this research also aims to find out the overall job satisfaction level among DBE’s Employees, and to indicate the effect of job satisfaction on employee performance. In this research first the factors which are responsible for job satisfaction were identified through an extensive literature review then structured questionnaire was developed and reliability and validity of the questionnaire has been check through pilot study. The researcher has used stratified sampling technique and sample size determination formula developed at University Park by Jeff Watson to select appropriate samples. The sample of the study consisted of 207employees through questionnaire, of which 149 were returned and processed. For data analysis purpose the statistical software version 20.0 and excel spreadsheet was used to analyze the generated data. The collected data were analyzed using descriptive and inferential statistics that included frequencies, percentages, means, standard deviations and t-tests. The majority of the respondents appeared to be satisfied with, and well-motivated by, their jobs. In the light of the findings, working environment seems to be one of the most important ingredients of job satisfaction followed by, governance and leadership, the work itself, relationship with management and supervisors, compensation and benefit and career development opportunities. The study also revealed that the employees job satisfaction can affect employee’s productivity and performance, confidence level, behavior, relationship with coworkers, contribution to the team and the quality of jobs output. The Bank should create an empowerment culture, appreciations and rewards to the employees for their hard work, support the working system of the bank with various technology and system automations, establish employee recognition framework and intrinsic motivation, provide training to meet the career needs of employees’, formulate a fair promotion system, build managers capacity on coaching and mentoring and design or customize HRM practices in order to motivate the employees and gain competitive advantage by establishing a fair rewarding system and provide equitable and competitive benefit package to the financial sector. There should also be a constant communication between top management and all employees of the Bank.