Masters of Business Administration (MBA)

URI for this collectionhttps://rps.wku.edu.et/handle/987654321/110

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    EXAMINING EFFECT RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE THROUGH MEDIATING EFFECT OF MOTIVATION: IN CASE OF COMMERCIAL BANKS IN GURAGE ZONE
    (WOLKITE UNIVERSITY, 2024-05) JEYERUSALEM GIRMA KERSIMA
    The aim of this study was to examine effect relationship between Human Resource Management Practices and Employee Performance through mediating effect of motivation: in case of commercial banks in Gurage Zone. The study employed descriptive and explanatory research design along with quantitative approach. Purposive, proportionate stratified and cluster sampling techniques were used to select administrative towns and woredas public and private CBs and employees. The sample size was 315 clerical employees including managements working in those CBs. Primary data were collected through self administered structured questionnaire. Secondary data were collected from written documents and reports. The study used descriptive analysis such as mean and standard deviation; Pearson correlation coefficients analysis to examine the relationship between each of HRMPs (job rotation, compensation, reward, training and development, communication) and motivation and also with employees’ performance and mediator variable effect analysis with Process Macro to investigate the mediating effect of motivation on the effect relationship between each of HRMPs and employee performance. The finding of the study revealed the existence of a significant and positive relationship between each of HRMPs and motivation; motivation and employee performance; and each of HRMPs and employee performance. Moreover, motivation of employees significantly and positively mediated the effect relationship between each of HRMPs and employee performance. Therefore, from this result it can be said that motivation has played vital role in providing higher statistical correlation between HRMPs and performance of employees. Hence, it is recommended that management bodies of public and private CBs better to take into account the mediating role of motivation in order to enhance the relationship between HRMPs and the performance of employees highly and effectively.