AMBO UNIVERSITY

College of Business and Economics

A senior Research Project on

Title:- Assessment of Employees Job Satisfaction: In case of Ambo city

Administration

The senior research essay is submitted to the Department for partial fulfillment of
the requirements of the Degree on Bachelor of Arts in Management

Prepared By

Name ID.NO

1.

June, 2015

Ambo, Ethiopia
Declaration

We would like to hereby declare that the senior research project entitled ‘’ ’Assessment
of Employee Job Satisfaction: In the case of Ambo city administration is our original
work and that is has not been presented to any institution or university for award of
degree or diploma or any other similar titles.

Prepared By

Name ID.NO Signature

1. AbebechTolasa R/0457/05 _____________

2. MulugetaGindo R/0487/05 _____________

3. NasirAliyi R/0488/05 _____________

4. NasirFeko R/0489/05 _____________

5. YoditNuguse R/0495/05 _____________

Ambo University
 College of Business and Economics

Department of Management

Title:-Assessment of Employee Job Satisfaction: In case of Ambo city

Administration

Approved by board of examination

Name Signature Date

Advisor

____________ ______________ ________

Examiner

__________ ______________ ________

June, 2015

Ambo, Ethiopia

Acknowledgements
First of all we pray to almighty God for his blessings to excel in academic life. Next we
would like to express our deepest gratitude for our advisor DiribaAyele for his
constructive comments and professional guidance starting from beginning to the end of
this research project.

At last but not the least we would like to thank our department and our institution, Ambo
University for giving us the chance to come up with a research project.

Abstract

The study was conduct on the assess employees job satisfaction .the main objectives of
the study was to assess employees job satisfaction in the case of Ambo city
administration.
The respondent to the study was employee of Ambo city administration. All necessary
data for the accomplishment of the study were collected from the employees through
questionnaires and interview. The result of the data was organized and analyzed by using
descriptive through cross tabulation and percentage to analyze the possible solution. The
study population was 40 employees and all of them were selected as a sample.

The researchers were use census survey sampling technique. Thus all of the employees
of Ambo city administration to be selected as a respondent.

Table of Contents
Content Page
Acknowledgement---------------------------------------------------------------------------------I

Abstract--------------------------------------------------------------------------------------------II
Chapter One

1. Introduction-------------------------------------------------------------------------------------1

1.1. Background of the study------------------------------------------------------------------1

1.2. Statement of the problem-----------------------------------------------------------------2

1.3. Objective of the Study---------------------------------------------------------------------3

1.3.1. General objectives------------------------------------------------------------------------3

1.3.2. Specific objectives-------------------------------------------------------------------------3

1.4. Research Question--------------------------------------------------------------------------3

1.5. Significance of the study------------------------------------------------------------------3

1.6. Limitation of the study--------------------------------------------------------------------4

1.7. Scope of the study---------------------------------------------------------------------------4

1.8. Organization study-------------------------------------------------------------------------4

Chapter Two

2. Literature Review-----------------------------------------------------------------------------5

2.1. Defining job satisfaction------------------------------------------------------------------5

2.2. Measuring job satisfaction---------------------------------------------------------------5

2.3. Theories of job satisfaction---------------------------------------------------------------6

2.4. Factors of job satisfaction-----------------------------------------------------------------6

2.4.1. The nature of work-----------------------------------------------------------------------6

2.4.2. Working condition------------------------------------------------------------------------7

2.4.3. Pay--------------------------------------------------------------------------------------------7
2.4.4. Supervision---------------------------------------------------------------------------------7

2.4.5. Co-works-------------------------------------------------------------------------------------8

2.4.6. Promotional Opportunities------------------------------------------------------------8

2.5. Importance of job satisfaction-----------------------------------------------------------8

2.6. Consequence of job satisfaction/ dissatisfaction-----------------------------------9

2.6.1.Job involvement----------------------------------------------------------------------------9

2.6.2. Job stress------------------------------------------------------------------------------------9

2.6.3. Lack of Productivity---------------------------------------------------------------------9

2.6.4. High employee turnover rates and absenteeism-------------------------------9

2.6.5. Poor all Moral----------------------------------------------------------------------------10

2.7. Sources of job satisfaction---------------------------------------------------------------10
2.7.1. Satisfaction and productivity--------------------------------------------------------10
2.8. Outcomes of employee Dissatisfaction----------------------------------------------11
2.9. Application of job satisfaction in the work place---------------------------------11
Chapter Three

3. Research Methodology---------------------------------------------------------------------12

3.1. Research Design---------------------------------------------------------------------------12

3.2. Area of the Study--------------------------------------------------------------------------12

3.3. Sample size----------------------------------------------------------------------------------12

3.4. Sampling Technique----------------------------------------------------------------------12

3.5. Data source and collection method---------------------------------------------------12

3.6. Method of data analysis presentation-----------------------------------------------13

Chapter Four
4. Data Analysis and Interpretation------------------------------------------------------14

4.1. Profile of Respondent---------------------------------------------------------------------15

4.2. Analysis and interpretation of data related to each aspect of the job-----16

4.2.1. Payment-----------------------------------------------------------------------------------16

4.2.2. Personal growth and development-------------------------------------------------17

4.2.3. Working Condition----------------------------------------------------------------------18

4.2.4. The nature of work---------------------------------------------------------------------18

4.2.5. Co-workers--------------------------------------------------------------------------------19

4.2.7. Supervision-------------------------------------------------------------------------------19

4.2.7. Analysis and interpretation of data that are related to the overall aspect of the
job----------------------------------------------------------------------------------20

4.2.8. Identification of factors that affect employee’s job satisfaction specifically in

Ambo city administration-------------------------------------------------21

4.12. Promotional opportunities that affects the employees job satisfaction-22

4.15. Employees satisfaction associated with customers satisfaction in the

organization---------------------------------------------------------------------------------------24

4.2.9. Analysis of data from interview with the manager of Ambo city
administration-----------------------------------------------------------------------------------26

Chapter Five

5. Conclusion and Recommendation-------------------------------------------------------27

5.1. Conclusion-----------------------------------------------------------------------------------27

5.2. Recommendation--------------------------------------------------------------------------28
Reference

Appendix I
Appendix II

List of Table
Table 4.1.shows general characteristics of respondents----------------------------15
Table 4.2.describing the satisfaction level of employee on payment------------16
Table 4.3. Satisfied level of employees on personal growth and
development--------------------------------------------------------------------------------------------
---------------17
Table.4.4. Satisfaction level of employees on working condition-----------------18
Table 4.5. Describing the satisfaction level of employees on the nature of
work-------------------------------------------------------------------------------------------------18
Table 4.6. Describing satisfaction level of employees on aspect co-workers---19
Table 4.7. Satisfaction level on supervision--------------------------------------------19
Table 4.8.satisfaction level of the overall aspect of the job------------------------20
Table 4.9. Employees feeling towards payment currently paid in their job in relation to
Ethiopian context----------------------------------------------------------------21
Table 4.10. Have the manager tried to motivate you in number of ways other than
pay--------------------------------------------------------------------------------------------21
Table 4.11. Conformability with policies and regulations that comes to Ambo city
administration from administrative organ of government-------------------22
Table4.12. Employees satisfaction with their jobs in the organizations-------22
Table 4.13.Employees dissatisfaction with their jobs-------------------------------23
Table 4.14. Employee absenteeism of the organization-----------------------------23
Table 4.15.Employees turnover rates of the organization-------------------------24
Table 4.16. Employees low moral toward their jobs----------------------------------24
Table 4.17.the degree of employee satisfaction in the organization------------25
Table 4.18 Employees low moral toward their job------------------------------------25
Table4.19. Degree of employees satisfaction in the organization-----------------25

CHAPTER ONE

1. INTRODUCTION

1.1. Background of the study

Different authors defined the term job satisfactions differently. Among this different
definition let us see one of them. The term job satisfaction describe a positive feeling
about job resulting from an evaluation of it was characteristics person with a high level of
job satisfaction hold positive feeling about the job well dissatisfied person hold negative
feeling. When people speak of employees attitudes they usually mean job satisfaction of
employees attitudes they usually means job satisfaction in fact the two were frequently
used interchangeably (Robbins,2010:63).

Managers should be interested in their employees attitude because, attitudes give

warnings of potential problems and because they influence behaviors. Satisfied and
committed employees for instance, have lower rate of turnover, absenteeism and
withdraw behaviors. They also perform better on the job (Robbins 2010:75).

They major job satisfaction facets (work itself, pay, advancement opportunists,
supervisions, coworkers) enjoying the work is almost always onemost strongly correlated
with high level of job satisfaction (Robbins 2010:67).

1.2. Statement of the problem

Human resource has gained wire spread of acceptance over the last decade because it
expresses the belief current in the organizations that workers werea valuable and
sometimes irreplaceable resource ( Gumez-mejia, 1994:4).

The term job satisfaction describes a positive feeling about a job resulting from an
evaluation of its characteristics. A person with a high level of job satisfaction holds
positive feelings about his/her job,while dissatisfied person holds negative feelings.
When people speak of employee attitude they usually mean job satisfaction in fact the
two are frequently used interchangeable (Robbins 2010:73).

Managers should be careful and interested in their employees attitudes because attitudes
given warning of potential problems and they influence behavior.
Satisfied and committed employees for instance have lower rate of turnover absenteeism
and withdraw (Robbins 2010:73).

When we come to the context of Ambo city administration, there were some symptoms
that show the existence of employees dissatisfaction on their job.

As the manager of organization stated, there were problems like absenteeism turnover
and tiredness of employees managers of the organizations thus this study was critical one
to bring solutions for problems of the Ambo city administration that related to employees
job dissatisfaction.

1.3. Objectiveof the Study

1.3.1. General objectives

The main objective of this study was to assess employees job satisfaction in the case of
Ambo city administration.

1.3.2. Specific objectives

The specific objectives of the study are:-

 To determine whether the employees of the organization were satisfied on their

job
 To measure the satisfaction level of employees to their job within Ambo city
administration
 To identify factors that affect employees job satisfactioni.e pay, working
conditions, workers supervision in Ambo city administration.
1.4. Research Question

1. Were employees of Ambo city administration satisfied on their job?

2 .The what degree the employees of Ambo city administration were satisfied?

3. Whatwere the main factors that affect employees job satisfaction in Ambo city
administration?

1.5. Significance of the study

This study wasenable the student researcher to grasp potential skills and abilities in
conducting research study in this career future life. This study may initiate other
researcher to conducted similar study on the related areas of fields. It may also help the
organization to use possible solutions for the problems that may create poor satisfaction.
Finally, research belief that the study was essential one of the Ambo city administration
in that of providing insight solving job dissatisfaction problem.

1.6. Limitation of the study

Since the researcher was students who have taken different courses we have limited to
conduct the study. So the study would have the following limitations.

 Some respondents unwilling to give full information

 Lack of budget and time

1.7. Scope of the study

The study was emphasizes on assessment of employees job satisfaction. The study was
much better to extend its emphasizes on other employees behavior of an organization but
due to shortage of time, budget the study focuses only on the in job satisfaction.

1.8. Organization study

The study wasencompasses five chapters. The 1 st chapter contains the introduction that
contains background of the organization and study, statement of the problem. Objective
of the study was significance, limitation, and scope of the study. The second chapter also
contains related review of literatures so as to get relevant information about the matter
and research methodology. The four chapter was contains data analysis and inter
operations. The final chapter contains conclusion and recommendation of the whole
study.

CHAPTER TWO
2. LITERATURE REVIEW
2.1. Defining job satisfaction
Different authors defined job satisfaction differently as pre kreinter and kinkincki
(2007:192) job satisfaction essentially reflects the extent to which an individual likes his
or her job. Formally defined, job satisfaction is an affective ore emotional response
towards various factors of one’s job.
Robbins (2010:63) also defined job satisfaction as a positive feeling about a job resulting
from an evaluation of its characteristics, this implies a person with a high level of job
satisfaction holds positive feeling to his job where as dissatisfied person negative feeling.
According to T.Ramaha (1999) ‘’job satisfaction is a combination of psychological
physiological and environmental circumstances still Debra L. Nelson (2000:106) defend
the term job satisfaction as a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experiences.
2.2. Measuring job satisfaction
Basically these are different measurement of jobs satisfaction in the course of its
assessment but as Robbins (2010:66) provided, the two mostly used approaches in the
measurement of job satisfaction are a single global rating and a summation score
methods. The single global rating method is nothing more than asking individuals to
respond to one question such as all things considered,how satisfied are you with your
job? respondents then replay by circling a number between 1 and 5 that corresponds to
answers form ‘’ highly satisfied to ’’highly dissatisfied’’ the other approach a summation
score of job factors was more sophisticated. It identities key elements of job and asks for
the employees feeling about each.

2.3. Theories of job satisfaction

These were number of theories develop related to job satisfaction even though most of
them were not proved by rigorous controlled experiments to be a complex explanation of
job satisfaction in a circumstances. Some of them however, provide useful in sight into
satisfaction. According to Dilworth 1983 Abraham Maslow 1954 postulated a general
hierarchy of needs that appear to guide a human activity these needs have presumed to
have a special order in which they dominate the structure on an individual (Dilworth:
529).

2.4. Factors of job satisfaction

Finding out exactly what makes people satisfied about their work can be a multifactor
issue.

As per Arnold and Feldman (1996), there were variety of factors that make people feel
positive or negative about their job’’ some employee satisfied with certain aspects of
their work but dissatisfied with all other aspects (Mullins 2002).

2.4.1. The nature of work

According to S.PRobbins 1998, employees prefer jobs that present them with
opportunities to execute their competencies on a variety of tasks and that were mentally
stimulating.

Again Robbins identified that if the job is unchallenging it leads to frustration. According
to lack man and old ham (1980) a job characteristics was an aspect of job that generates
ideal conditions for high levels of motivation, satisfaction and performance. Fur them
were (lack man and old-hum 1980) proposed five core job characteristics that all job
should contain skill variety, task identity, task significance, autonomy and feedback.
2.4.2. Working condition

Working condition include work load, necessary equipmentjob complexities, health and
safety etc. These forces are directly related to the job satisfaction better working
conditions results higher job satisfaction and versa (http://www.factors affecting job
satisfaction com).

2.4.3. Pay

Pay can have a powerful effect in determining job satisfaction, man has multiple need
and money provides the means to satisfy these needs. Furthermore, a desire of money
steams forms people trying to satisfy their physical and security needs (Alnord and
Feldman, 1996).

Job satisfaction is impacted by an employee’s views about the fairness of the company
wage scale as well as the current compensation he/she may be receiving. Companies have
a mechanism in place to evaluate employee performance and provide salary increase to
top performers.

2.4.4. Supervision

Different studies stated that supervision was one of important of job satisfaction.
Supervisor must treats his/her subordinates fairly. One of the most sited reasons for
turnover in many organizations was in effective supervision; supervision can be one a
grater contributor to employee satisfaction and detainment in the organization.

If you have appositive and respect relationship between supervisor and subordinate are
fulfill employees functional and interpersonal needs.
2.4.5. Co-works

Lathan’s (2006) concluded that the level of job satisfaction or dissatisfaction can be
influenced by cooperation and understanding amongst their members. However, if the
opposite situation exists and challenges were difficult to work cooperation with their
members may create a negative impact on employee job satisfaction employees seek to
be treated with respect by those they work a hostile work environmentwith unpleasant
coworkers is one usually has lower job satisfaction (http:www. factors affecting job
satisfaction. com).

2.4.6. Promotional Opportunities

Promotional opportunities were another domain factors that affect employee job
satisfaction. As Peterson (2003) and Sclafane (1999) suggested job satisfaction was
strongly related to promotional opportunities.

2.5. Importance of job satisfaction

Most business focuses on employee retention only, when employee turnover starts to
increase. Successful employees realize that in effective employee retention strategy was
help sustain their readership and growth in the market place through the highs and lows
of economic condition.

Low level of job satisfaction has been related to such problems as turnover, absenteeism
and the feeling of grievances. Thus job satisfaction was exceedingly important for the
wellbeing of the organization as well as important for the individual (http: www.
importance of employee job satisfaction.com).

2.6. Consequence of job satisfaction/ dissatisfaction

2.6.1. Job involvement
Job involvement represents the extent to which and individual was personally involved
with his or her work role.It was one consequence of job satisfaction as kreinter kinaki
suggested managers have to encourage to faster satisfying work environment in order to
such employees’ job involvement (kreerkinck 2007).
2.6.2. Job stress
When employees were not happy with their job they are match likely to experience and
report streets on the job. Workers who are satisfied or happy at work were much less
likely to report feeling stressed out by their job (http://www.consequence of low job
satisfaction. com).
2.6.3. Lack of Productivity
Low job satisfaction coupled with low employee morale and equals a lack of productivity
in the work place, when someone was unhappy they do not focuses well and do not pay
attention to the tasks. They find hundreds of other things to do that make them happy
(http://www.consquence of low job satisfaction.com).
2.6.4. High employee turnover rates and absenteeism
Low job satisfaction also creates high turnover rates with employee sooner or later, the
employee was going to quit so that they can actually enjoy doing. Absenteeism and turn
over causes tremendous, cost and loss of investment. An interesting finding was that
absenteeism followed by negative feedback like loss of pay might lead to dissatisfaction
and in turn a high rate of absenteeism (http://www. consequence of low job
satisfaction/dissatisfaction.com).

2.6.5. Poor all Moral

When one employee was miserable doing their job all of the other employees they come
into conduct with are going to be affected by their attitude.
If they see someone who they see someone who as so obviously miserable.It will begin to
color how they view their own jobs. Negative attitudes can spread through a work place
like a wild fire and, it they are not improved the overall moral the employees will take a
sharp decline (http;//www.cosequence of low job satisfaction.com).
2.7. Sources of job satisfaction
One of the most important variables that are constantly with job satisfaction is job level.
Satisfaction is higher among workers.
Whose satisfaction depends on the level of intrinsic and extrinsic out come and how the
job holder views those outcomes.
The other important individual differences are the perceived equity of the outcome in
terms of term what the holder considers of fair reward. If the outcomes are perceived to
be unfair in relation to those of others in similar job requirement similar effort the job
holder will experience dissatisfaction in higher level positions.
Employees in similar organization tend to be more satisfied than employees in large
organizations (Robert 1999:121-122).
2.7.1. Satisfaction and productivity
A number of reviews were done conversely dozen of studies that sought to establish the
relationship between satisfaction and productivity.The early reviews on the satisfaction
performance relationship can be essentially summarized in the statement ‘’a happy
workers a productive worker’’ careful review of the research indicates that it there is
appositive relationship between positive satisfaction and productivity the co-relations
were consistently low the performance satisfaction corrections are stronger for higher
level employees. Thus we might professional supervisory and managerial position
(Robbin: 1989:134).
2.8. Outcomes of employee Dissatisfaction
Those who fail get job satisfaction become frustrated and disappointed. The evidence
suggests that unskilled worker in most likely to suffer from personality and psychological
illness that those who are doing skilled jobs the skilled workers were found in the better
adjusted then unskilled workers.
Low morale and low productivity result from lack of inadequate last organization lead to
employee dissatisfaction (Rashid and Archer 1983:70).
2.9. Application of job satisfaction in the work place
Application of job satisfaction in the work place was though concepts to grasp due to its
individualistic and circumstantial nature, what one employed desires form their work
another may not.
There are numerous aspects of job than an organization can manager to increase
satisfaction in the work place such as:-
 Company policies:policies that were clear, fair and applied equally to all
employees will decrease dissatisfaction.
 Salary benefit: making sure employee salaries and benefits are comparable to other
organization salaries and benefitswas helpraise satisfaction.
 Working conditions: keeping up to date facilities and equipment and making sure
employees have adequate personal work space can decrease dissatisfaction.
 Advancement: allowing employees who show high performance and loyalty, room
to advance was help to insure satisfaction. Despite the numerous aspect of the job
there were a few that specifically allow for greater improvement of satisfaction.
http://www.job satisfaction penn state wikis spaces. Com.

CHAPTER THREE

3. RESEARCH METHODOLOGY

3.1. Overview of Ambo city Area

Ambo town was one of towns found in west Shoa zone in Oromia regional state and 126
km far from Addis Ababa. In Ambo town there were city administration includes
different sectors of Ethiopia whichwas still state owned. City administration of Ethiopia
in Ambo town was one of the earlier and largest which have different sectors.

3.2. Research Design

The study used descriptive type of research as it would to assess the satisfaction level of
employees.

3.3. Sample size

The total employee of organization was40, and so we used all of the employees as
respondent. The reason was the number of population was small and it helps to gather
information.

3.4. Sampling Technique

The sampling technique used by the research study were census surveymethod, because it
provides exact, reliable and accurate information from each employee.

3.5. Data source and collection method

The study wasused both primary and secondary source of data in order to achieve
research objective.

The primary data was the original data to be obtained from the employees of Ambo city
administration.

Thesecondary data sources from Ambo city administration that collected by review of
different records and books relating with this topic.

3.6. Method of data analysis presentation

Raw data were collected from respondents because of nature of data that obtained. The
method was dominated by descriptive way of analysis. Hence careful analysis were takes
place and presentation using tabulation and percentage.
 CHAPTER FOUR

4. DATA ANALYSIS AND INTERPRETATION

As stated in the preliminary stage of this study, the general objective of this study was
that to assess the employee’s job satisfaction in Ambo city administration on their job. To
accomplish this assessment the general objective was segmented into three sub
objectives. The discussions were then tries to address all these stated specific objectives
for the fulfillment of the general objective which titled as ‘’an assessment of the
employees job satisfaction in Ambo city administration’’.

The data were collected by using questionnaire and interview from 40 employees in
Ambo city administration which were the target population of this study. So all of the
population 40 employees were taken as a sample using survey census sampling
method.Fourty (40) questionnaires were designed and distributed to the respondents,
among those,35 questionnaires were filled properly and returned back.

The remaining questionnaires, some were lost and others were invalid, so the study uses
the 35 questionnaires which are returned back.

Interviews were also prepared to be answered by administrative body of the

organization. All interviews were answered by the manager of the institution
(AtoDiribaDoyo).
4.1. Profile of Respondent

Table 4.1.shows general characteristics of respondents

No response Respondents
No %
1 Sex
male 20 57.14
female 15 42.86
Total 35 100
2 Age
18-30
31-40
31-50
51 and above
Total 35 100%
3 education level
Illiterate -
12 the completed -
certificate 3
Diploma 20
BA Degree 10
Above BA degree 2
Total 35 100%
Source: own survey 2007

As displayed intable , from the total employees 57.14 % of the respondent are male
employee , and 42.86 % of them are female employee . This indicate that majority of
employees in the organization are male workers when compared to female workers .

Again as shown in the table 4.1.the ages between 18- 30, 31-40, 41-50, are 10 (28.6%),
15 (42.8%) and 10(28.6%) respectively. This impels employees who found in ages
between 31 -40 are execs than the rest one. Finally, the educational level of employees
that has Diploma are 20 (57.14%), BA degree are 10(28.6%) and above BA degree are
5(14.26%. this implies that the number of employers that has educational level at
Diploma are greater than that of the two mentioned.

4.2. Analysis and interpretation of data related to each aspect of the job .

4.2.1. Payment

Now let see what the overall payment looks like in Ambo city administration from the
following tabular representation of employee opinion .

Table 4.2.describing the satisfaction level of employee on payment

Scale Frequency Respondent

% Remark.
Strongly agree 3 8.6 51.4 %
Agree 15 42.8
Neutral 6 17.14 14%
Disagree 9 25.76 31.46%
Strongly disagree 2 5.7
Total 35 100 % 100 %
Sources: 2007 own survey.

One can see understand that from the table 4.2, 51.4 % of the total respondents are
positivelyagreed on the overall payment of Ambo city administration. On the other hand
31.46% of the total respondents are not agreed; having 31.46%are negativelyagreed
employees is not good.

This high dissatisfaction may lead to less productivity, absenteeism and turnover etc.
Moreover, these negatively agreed employees may spread their bad attitude to other
respondents are in the matter of in difference. This implies, these people may table part of
the negatively agreed group of if payment is not improved.So we can conclude that the
organization could be provides enough payment to their employees.

4.2.2. Personal growth and development

Table 4.3. Satisfied level of employees on personal growth and development

Scale Frequency Respondents in Remark

%
Strongly 2 5.7 34.3
Agree 10 28.6
Neutral 8 22.8 18.6
Disagree 9 25.76 42.9
Strongly Disagree 6 17.14
Total 35 100 100
Source; 2007 own survey

As it can be observed from table 4.3, 34.3% of the total respondents are positively agreed
on personal growth and development. On other side 42.9% of total respondents are not
agreed on the personal growth and development. This implies employees may lose
motivation for their job, moral also may come to decline, and after all the may live the
organizations. So we can conclude that the organization could be increase the employee’s
moral and motivation to enhance the personal growth and development.

4.2.3. Working Condition

Table.4.4. Satisfaction level of employees on working condition

scale Frequency Respondents remark

strongly agree 8 22.8 77.16
Agree 19 54.36
Neutral - - -
Disagree 6 17.14 22.84
Strongly Disagree 2 5.7
Total 35 100 100
Source; own survey 2007

As shown 4.4, 77.16% of the total respondents have positive agreed whereas 22.84 of the
respondents are negatively agreed. This implies that employees of Ambo city
administration have satisfied from their working condition.

4.2.4. The nature of work

Table 4.5. Describing the satisfaction level of employees on the nature of work

Scale Frequency Respondents in % Remark

strongly agree 9 25.76 77.16
Agree 18 51.4
Neutral - - -
Disagree 6 17.14 22.84
strongly Disagree 2 5.7
Total 35 100 100
Source; own survey 2007

As indicated in the table 4.5. 77.16% of the total respondents are positively agreed on the
nature of their work and only 22.84 % of the total respondents are negatively agreed on
the work characteristics they hold. Generally, employees of Ambo city administration
have positively agreed on the nature of their work.

4.2.5. Co-workers

Table 4.6. Describing satisfaction level of employees on aspect co-workers

Scale Frequency Respondents Remark
Strongly agree 10 28.5 82.86
Agree 19 54.36
Neutral - 0 0
Disagree 4 11.42 18.61
Strongly Disagree 2 5.72
Total 35 100 100
Source; own survey 2007

As shownin the table 4.6, around 82.86% of total respondents are positively agreed on
their relationship with co-workers. This show that existence of cooperation among
employees of this organization. On the other dimension, only 17.14% of respondents are
negatively agreed with their co-workers. This implies that employees are positively
agreed on relationship with co-workers.

4.2.7. Supervision

Table 4.7. Satisfaction level on supervision

Scale Frequency Respondents in % Remark

Strong agree 1 2.85 25.65
Agree 8 22.8
Neutral 5 14.29 14.29
Disagree 19 54.36 60.06
Strongly Disagree 2 5.7
Total 35 100 100
Source; own survey 2007
As show on the table 4.7. 25.65% of the total respondents arepositively agreed which is
low whereas, 60.06% of the respondents are negativelyagreed which is higher than that
of agreed. The remaining 14.29% of respondents are in a matter of in different on this
aspect. Meaning that they do not have idea regarding their satisfaction level on
supervision aspect of their job.

Generally, the satisfaction level of employees of Ambo city administration is low. Having
5.7% of negatively agreed employees may lead to higher rate of turnover and
absenteeism. This in turn implies the organization may confront with shortage of work
force as result leads organization low productivity.
4.2.7. Analysis and interpretation of data that are related to the overall aspect
of the job

The following table shows the overall satisfaction of employees on their job.

Table 4.8.satisfaction level of the overall aspect of the job.

Scale Frequency Respondents in % Remark

Highly satisfied 10 28.5 80
Satisfied 18 51.5
Neutral - - -
Dissatisfied 6 17.14 20
Highly satisfied 1 2.85
Total 35 100 100
Source; own survey 2007

Table 4.8.depicts the satisfaction level of employees of Ambo city administration on the
overall aspect of their job.

As show table 4.8, 80% of the total respondents are positively agreed and 20% of the
total respondents are negatively agreed. . This indicated that employees of Ambo city
administration have satisfied on their overall aspect of the job. But there are unsatisfied
employees in this organization.

4.2.8. Identification of factors that affect employee’s job satisfaction

specifically in Ambo city administration

Table 4.9. Employees feeling towards payment currently paid in their job in relation
to Ethiopian context

Options Frequency Percentage

Highly paid - -
Medium paid 35 100
Low paid - -
Total 35 100
Source; own survey 2007

From table 4.9, 100% of the respondents were replied as they were paid a medium type of
payment currently in their job in relation to Ethiopian context. This implies that the
employees are medium satisfied by the payment in relation to Ethiopian context.

Table 4.10. Have the manager tried to motivate you in number of ways other than
pay

Options Frequency Percentage

Ye s 5 14.29
No 30 85.71
Total 35 100
Source; own survey 2007

As indicated on the table 4.10, 85.71% respondent’s responded manager not tried to
motivate employees in number of ways other than pay and 14.29 of respondents said
manager number of ways than pay. This shows that the manager not tried to motivate the
employees in number of ways than payment.

Table 4.11.Conformability with policies and regulations that comes to Ambo city
administration from administrative organ of government.

Options Frequency Percentage

Yes 35 100
No 0 0
Total 35 100
Source; own survey 2007

As show in the table 4.11, 100% respondent’s responded comfortable rule and
regulations that comes to Ambo city administration from administrative organ of
government.

4.12. Promotional opportunities that affects the employees job satisfaction

Option Frequency %
No 5 14.29
Yes 30 85.71
Total 35 100

As it shown in the above table 3.2 (14.29%) of employees said ‘’Yes’’ that indicate there
were promotional opportunities that affects the employee job satisfaction. On the other
hand, 85.71% of employees were said ‘’No’’ that indicates there were no promotional
opportunities that affect the employee job satisfaction. This implies that the organization
could be improves the promotion opportunity which affects employees job satisfaction.

Table 4.13. Employees satisfaction with their jobs in the organizations.

Option Frequency %
No 7 20
Yes 28 80
Total 35 100

The table show that 7(20%) of employees said ‘’No’’ that indicate there were no
employees satisfaction with their jobs in the organizations and 23(80%) said ‘’Yes’’ that
indicate there were employee satisfaction with their jobs in the organization.

Table 4.14.Employees dissatisfaction with their jobs

Option Frequency %
Yes 8 22.86
No 27 77.14
Total 35 100

As the table show that out of total employees 8(22.86%) said ‘’Yes’’ that indicates the
employees of the organization were dissatisfied with the in jobs and 27(77.14%)
employees said ‘’No’’ that indicates the employees of the organization were satisfied
with their jobs.

4.15. Employees satisfaction associated with customers satisfaction in the

organization.

Option Frequency %
No 3 9
Yes 32 91.1
Total 35 100

According to the table 3(9%) of employees said ‘’Yes’’ that indicate there were less
employee satisfaction associated with customer satisfaction in the organization and
32(91.1%) of employees said ‘’No’’ that indicate there were high employee satisfaction
that associated with customer satisfaction.

Table 4.16. Employee absenteeism of the organization

Option Frequency %
Yes 20 57.2
No 15 42.8
Total 35 100

As shown in the table 4.16 among total respondents 20(57.2%) of employees said ‘’No’’
that indicate there were no absenteeism of employees in the organization while
15(42.8%) of employees were their work without any absents.
Table 4.17 Employees turnover rates of the organization

Option Frequency %
Yes 5 14.29
No 30 85.71
Total 35 100

As it shown in the table 5(14.29%) of employees said ‘’Yes’’ that indicates there were
employee turnover rates in the organization and 30(85.71%) of employees were said
‘’No’’ that indicate there were employees turnover rates of the organization.

Table 4.18. Employees low moral toward their jobs

Option Frequency %
Yes 28 80
No 7 20
Total 35 100

According to the table 7(20%) of employees said ‘’Yes’’ that indicate there were
employees low moral toward their workers while 28(80%) of employees were has good
moral toward their workers in the organization.

Table 4.19.the degree of employee satisfaction in the organization

Option Frequency %
Satisfied - -
Unsatisfied 2 5.71
Moderates satisfied 30 85.71
Dissatisfied 3 8.58
Neutral - -
Total 35 100
According to the table there were no high employees satisfied of the organization. While
2(5.71%) of employees were less satisfied and 30(85.71%) of employees were moderate
satisfied and lastly 3(8.58%) of employees were dissatisfied in the organization.

4.2.9. Analysis of data from interview with the manager of Ambo city
administration

As per interview 2007 of Ambo city administration, there is no provisions of financial

rewards. The only available provision for job satisfaction program is up grading good
performers and providing an advancement opportunity by giving educational
opportunities, but this is not enough. This may lead to employee’s job dissatisfaction
which may in turn causes employees to see other jobs outside of this organization that
may provide them better payment. Sooner or later they may leave the organization if
payment system is not improved.

In fact employees can not accuse the institution regarding payment because this
institution is not profit making organization rather than it is public institution which
primarily established for giving an administrative service for the city.

CHAPTER FIVE

5. CONCLUSION AND RECOMMENDATION

5.1. Conclusion

Employee job satisfaction was an important concept that has a direct implication on work
performance absenteeism and with drawl behavior. As it was obviously known,
disaffection of an employee may lead to not meeting the predator mind objective if this
institution. So identifying and determine the satisfaction level of employees of Ambo city
administration was useful and worthwhile indeed this was the aim of this study.

The provision of job satisfaction program that were begins appalled to in enhance
employee stars faction were to provide personal growth and development advancement
opportunity, supervisor, co-workers and nature of workers and the overall level of
jobs.Employee’s satisfaction regarding personal growth is low even though it was high in
co-workers.

The satisfaction levels of employees of Ambo city administration regarding personal

growth and supervisor in not sufficient. The majority of employees wereagreed
withcoworker’s relationship and nature of work as well as working condition. Pay
advancement opportunists and work itself have agreater influence on the satisfaction of
employees relative to supervision, working and coworkers.

5.2. Recommendation

Depending on the research findings recommended the following to Ambo city

administration.
  Ambo city administration should work very hard to enhance employees’
satisfaction on supervision. It should provide supporting and fair advancement
opportunity to reverse dissatisfaction of its workers on this factor of the job.
 This institution should improve its provision of job satisfaction program on
personal growth and development and should continue maintaining coworker
relationship as it is.
 Ambo city administration should focus greatly on advancement opportunity and
work itself than supervision and coworkers as employees are more sensitive to
those issues. Here we are not comparing the satisfaction level of job satisfaction
rather we are comparing their importance to the workers (which aspect of the job
is more important to employees).

Suggestion for further researcher

Suggest the following for further future researchers,

 Future researcher need to focus greatly on the issue of payment as this

organization is not responsible in this regarded while implies are not satisfied.
 Besides questionnaire and interviews using different instruments such as focus
group dispassion, observation and others may also further increases the staying of
findings validity.

Reference

Debre L. nelson (2000) job satisfaction as pleasureable.

Fedman.D.C and Arnold managing individual and group behavior in an organization

7thed.

GenraldGrumbers (1979) understand in job satisfaction.

Kreitnerkinik (2007) the dissatisfaction of job envolvement

Mulins, (2002) management and organizational behaviror 6thed.

LuisR.quez- mejja (1995) managing human resources by prentice hill

Razhid and arches M(1983) organizational behavior.

Robbins (2010) the measurement of job satisfaction

Sruffela (1999) how does supervision affect job satisfaction

Sterphen.Robert (2009), organizational behavior 9thed.

http:// www. Factors affecting job satisfaction com

http://www.Important of job satisfaction .com.

http://www. Job satisfaction penn state wilms spaces com

Appendix I
Ambo University
College of Business and Economics
Department of Management
The questionnaire was collected information on the Assessment of Job Satisfaction in the
case of Ambo city administration. This questionnaire was prepared to undertake a
research for the partial fulfillment of BA degree in management. Undertaking this
researcher respondents were asked kindly to provide the accurate and reliable information
by making any sign and filling the blanks.
I. Personal profile
i. Sex Male Female
ii. Age 20-30 31-40 41-50 51 and above
iii. Education level illiterate 12th completed certificate
Diploma BA Degree above BA degree
II. Work related question
1. Do you agree that you are satisfied to your job relative to other jobs?
A. Strongly agree C. Neutral
B. Agree D. Disagree E. Strongly disagree
2. Is there sufficient employee training and development in your office?
A. Yes No
3. Do you have a good relationship with your co-workers?
A. Yes No
4. Do you think that the supervision system of youroffice is good?
A. Yes B. No
5. Is the working condition of your job good?
A. Yes No
6. Do you agree that your job is challenging and interesting?
A. strongly agree C. Neutral
B. Agree D. Disagree E. Strongly disagree
7. Are you satisfied on the overall aspect of your job?
A. Yes No
8. Are there factors of job satisfaction other than discussed in preceding questions pay,
supervision, working condition work itself, co-workers?
Yes No

9. If your answer for question number 8 is ‘Yes’ please, specify them here under.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
__________________
10. For which of the following factors of job satisfaction you give priority? Please show
your priority selection by giving a rank in descending order?
-Pay
-Promotion and development opportunity
-Working condition
-Supervision
-Co-workers
-Please mention them if there are any
11. Do you feel that you are well paid for the job you are working in relation to Ethiopia
context?
A. Highly paid B. Medium paid C. Low paid
12. Have the manager tried to motivate you in number of ways other than pay?
Yes No
13. Are you comfortable with policies and regulation that comes to Ambo town
administration from administrative organ of government?
Yes No
14. Do you feel that a promotional opportunity affects the employee’s job satisfaction?
Yes No
15. Are the employees of your organization satisfied with their job?
Yes No
16. Are the employees dissatisfied with their job?
Yes No
17. Are you feeling that employee satisfactions associated with customer satisfaction of
your organization?
Yes No
18. Are there absenteeism of employees?
Yes No
19. Are there employee turnover rates?
Yes No
20. Are the employees has low moral toward their workers?
Yes No
21. To what degree the employees of your organization are satisfied?

A. highly satisfied B. Less satisfied

C. Moderate satisfied

D. Neutral E. Dissatisfied

Appendix II

Interview:-

1. Have provision that enables to maintain skilled and motivated workforce in the
organization? If yes please explain them?

2. What opportunity is given to employees those perform his job well in your
organization?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. In your organization the employee’s performance measured in what perspective?
__________________________________________________________________
__________________________________________________________________
 4. Have main challenging and constraints issue in your organization?
__________________________________________________________________
__________________________________________________________________

Thank you in advance for your cooperation!!!