Factors Influencing Women’s Intention to Participate in Leadership and Management Position in Commercial Bank of Ethiopia (In The Case of Bahir Dar City Branches)

Bukayaw  Andualem

dc.contributor.author	Bukayaw Andualem
dc.date.accessioned	2020-09-02T11:45:12Z
dc.date.available	2020-09-02T11:45:12Z
dc.date.issued	2020-09
dc.identifier.uri	http://hdl.handle.net/123456789/11147
dc.description.abstract	The objective of this study was to examine the relationship between organizational culture dimensions and employee’s commitment. The researcher used explanatory research design with quantitative research approach in order to meet the objective of the study. The target population for this study was clerical employees of CBE located in Bahir Dar city. From the total 700 clerical employees, 255 respondents were selected using stratified random sampling technique and 248 were used in the study. A structured and self-administered questionnaire was developed based on Denison’s organizational culture dimensions (involvement, consistency, adaptability and mission) and employees’ commitment, and distributed to the target respondents. A total of 248 questionnaires were used for this study and the data were analyzed using descriptive and inferential statistics. Pearson Correlation analysis shows that there was statistically significant positive relationship between all the four organizational dimensions (i.e. involvement, consistency, adaptability and mission) and employees’ commitment. Moreover, adaptability had stronger positive and statistically significant correlation with employee’s commitment than the other dimensions. Relatively, consistency had less positive correlation with employee’s commitment. The result of multiple regression analysis revealed that 82.0% of the variation of employee’s commitment can be predicted by the independent variables i.e. involvement, adaptability and mission. Besides, the three organization culture dimensions (i.e. involvement, adaptability and mission) had significant contribution to employee’s commitment at 95% confidence level. However, consistency had a negative nearer to zero and statistically insignificant contribution towards employee’s commitment. Accordingly maintaining the organizational culture with significant contribution towards commitment (i.e. identification with involvement, adaptability and mission) by participating workers in decisions, developing a new ways of doing tasks and communicating its mission and vision to the newly hired employees consistently is recommended by the researcher.	en_US
dc.language.iso	en	en_US
dc.subject	Management	en_US
dc.title	Factors Influencing Women’s Intention to Participate in Leadership and Management Position in Commercial Bank of Ethiopia (In The Case of Bahir Dar City Branches)	en_US
dc.type	Thesis	en_US