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    Effect of non- financial compensation on the employees’ job performance: a case of jimma geneti woreda health centers in horro guduru , Ethiopia
    (İstanbul Ticaret Üniversitesi, 2019) Jaleta, Kituma Merera; Kero, Chalchissa Amentie; Kumera, Lalise
    The main purpose of this study was to assess the effect of non-financial compensation on the of employees’ job performance. The crosssectional, descriptive and inferential design with field study were used in the study. Accordingly, 136 samples of respondents’ from 206 populations were taken. The study used mainly primary data and secondary data. Survey data collected from respondents were analyzed by descriptive statistics such as frequency, percentage, and inferential statistics such correlation and multiple linear regressions analysis. The findings of the study indicated that there was a significant relationship between non-financial compensation and employee job performance in particular. But also, non-financial compensation; recognition positively and significantly affects employees’ job performance with is highly correlated with (r=0.605, p=0.000), and followed by work condition (r=0.590, p=0.000) and empowerment (r=0.554, p=0.000). Finally, it is recommended that health centers needs to continually review and adjust the compensation system from time to time focusing more on non- financial compensation in order to influence employees to perform better. This may help to motivate the employees to perform well and will decrease the rate of turnover and absenteeism with in health centers.
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    The effect of non-financial incentive scheme on employees’ motivation (in case of commercial bank of Ethiopia in Jimma Town)
    (İstanbul Ticaret Üniversitesi, 2019) Kefay, Kibru; Kero, Chalchissa Amentie
    The purpose of this study was to investigate the effect of non-financial incentive scheme on employees’ motivation. Therefore, the study was descriptive as well as explanatory which used primary source of data. By that 162 questionnaires were distribute and all of them were returned and used for the study and stratified and simple random sampling methods were applied to determine respondent for the study. However, the study try to examine the perception of employees’ about the incentives scheme of the bank, motivation level of employees’ in the bank and the effect of promotion, recognition, training on employees’ motivation. Among the major findings, the overall perception of respondents about current non-financial incentive practices were shown as they are happy and satisfied with promotion and training but they are neutral on recognition. The result of regression analysis shows that; promotion, recognition, training were a significant predictors of employees’ motivation. Also of that, a significant portion of employees was at good motivation level to perform their job. It is recommended to review the bank's recognition practice to increase the current motivation level of employees..
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    Factors affecting employees work ethical in organizations: the case of addis ababa city road authority
    (İstanbul Ticaret Üniversitesi, 2020) Tadesse, Tomas; Kero, Chalchissa Amentie
    The main objective of the study was to assess factors affecting employee’s work ethics. To achieve objective of the study, 346 respondents were selected by simple random sampling method, and data were gathered through questionnaire. The major findings of the study show that leadership, organization structure, control, recruitment selection and training were factors affecting employee work ethics. Also the study found there was a statistically significant and positive relationship between the leadership, organization structure and control and recruitment selection and training and employee work ethics. Therefore, the study recommends organization administrator be supposed to involve employees in key decision making and create a relationship where employees can be open and free, management should support the employees and work together with employees in ensuring the procedures, code of conduct and processes are well understood and followed. Lastly recruitment should be done in a fair way and that the human resources department should ensure that proper vetting is done in order to hire staff with good ethical morals right from the beginning.