Effect of Human Resource Management Practice on Employee’s Satisfaction and Organizational Commitment: The Case of Amhara Region Youth And Sport Office

Abebech, Amare

dc.contributor.author	Abebech, Amare
dc.date.accessioned	2022-09-29T11:18:24Z
dc.date.available	2022-09-29T11:18:24Z
dc.date.issued	2022-08
dc.identifier.uri	http://ir.bdu.edu.et/handle/123456789/14284
dc.description.abstract	The purpose of this study is to examine, Investigate and analyze the effects of human resource management (HRM) practices namely recruitment and selection, training and development, compensation and employees appraisal system on employee job satisfaction and organizational commitment in Amhara region youth and sport office. For the present study Amhara region youth and sport office is taken as case study. The sample unit includes high, middle & lower level managers and all staffs of youth and sport office of Amhara region. Hence all employees were taken as sample of the study. Quantitative cross sectional survey research design was employed. Data was collected using Qureshi and Ramay (2014) scale on HRM practices comprised of 32 statements and Singh (2018) scale on job satisfaction and employee organizational commitment 16 statements. From a total of 86 employee found in Amhara youth and sport office, 82 respondents were found to respond on the questionnaires. Comparisons of mean and standard deviation will be made between different demographic information in order to prioritize the impacts. Linear multiple regression was conducted between different variables of HRM practice, Job satisfaction and organizational commitment. The finding revealed that 57.3% of the variance in employee’s job satisfaction can be accounted for by the four predictor, collectively, F (4, 77 = 9.413), p<0.001. Looking at unique individual contribution of predictors, the result shows that employee’s hiring and recruitment practice (ꞵ=.226, t= 2.300, P=0.024), average result of training program (ꞵ=.236, t= 2.303, P=0.024), and employee’s appraisal (ꞵ=.247, t= 2.573, P=0.012) positively and significantly predict Job satisfaction. Result shows that 59.6% of the variance in employee’s organizational commitment can be accounted for by the four predictor, collectively, F (4, 77 = 10.621), p<0.001. From the result the researcher concluded that job satisfaction and organizational commitment are to a large extent predicted positively and significantly by human resource management practices. Job satisfaction and organizational commitment are highly influenced by HR practices. Therefore organizations need to strive to follow proper and principle based recruitment and selection, training program, compensation and employees appraisal.	en_US
dc.subject	Sport Science in Football	en_US
dc.title	Effect of Human Resource Management Practice on Employee’s Satisfaction and Organizational Commitment: The Case of Amhara Region Youth And Sport Office	en_US
dc.type	Thesis	en_US