Masters of Business Administration (MBA)

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

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    THE EFFECT OF JOB ROTATION PRACTICES ON EMPLOYEE OUTCOME; MOTIVATION, COMMITMENT AND JOB INVOLVEMENT: THE CASE OF COMMERCIAL BANK OF ETHIOPIA, GURAGE ZONE
    (WOLKITE UNIVERSITY, 2021-11) SELAM GEBRE SEMA
    Job rotation is a broadly used approach followed by many organizations to make more committed employees towards work at various levels of the hierarchy of an organization. This strategy identified as a motivating factor for the employee development. The main objective of this study was to assess the effect of job rotation practices on employee outcome; motivation, commitment, and job involvement in the case of Commercial Bank of Ethiopia Gurage Zone branches. The study was employed descriptive and explanatory research design along with quantitative approach. Sampling techniques such as purposive, stratified, and simple random were used. Primary data was collected using structured questionnaires. 224 employees were selected and participated from the chosen banks. Descriptive statistics such as frequency count, percentages, mean and standard deviation and inferential statistics such as Pearson correlation and multiple linear regression model analyses were used to analyze the quantitative data with the help of Statistical Package for Social Science version 20. The findings of the study revealed that the level of job rotation practices, employees’ motivation, commitment and involvement were at moderate status in most of the branches of CBE in Gurage Zone. Moreover, the correlation coefficient analyses result showed that there was a significant and positive correlation between the five job rotation practices and employees’ motivation, commitment and involvement. Furthermore, the regression analyses results as shown by R square revealed that 77.6%, 77.0% and 76.7% of the variations in the employees’ motivation, commitment and involvement respectively were attributed to the effect of the five variables of job rotation practices in combination. Therefore, based on the findings the researcher recommended that by boosting job rotation practices, employees of CBE can be motivated, committed and involved on their job, since when employees are rotated, they become more job motivated, committed and involved. Moreover, the concerned bodies better to arrange other mechanisms in order employees to become more motivated, committed and involved in their job.