The statistical analysis first conducted using descriptive statistics. The study covers 620 respondents from Amhara Regional State Universities. The sample collected from seven Amhara regional state universities. The sample staffs surveyed from UOG, BDU, Wollo, Debre-Birihan, Debre-Markos, Debre-Tabor and Welidiya University were 21.3%, 23.7%, 9.4%, 7.6%, 14.5%, 12.1% and 11.5%, respectively. 13.5%, 15.5, 8.1%, 30%, 13.5% and 19.45 of the sample surveyed staffs their respective college was CART, CBEC, CMHS, CNCS, CSSH, and IOTE. From these total respondents, 34.4% (213) were satisfied with their job. From the total sample staff surveyed in the study, 26.0% were dissatisfied. 9.2%, 29.8% and 0.6% of the respondents were very dissatisfied, neutral and very satisfied in their jobs, respectively. 38.5% of the respondents were very eager to leave their job area. 22.1% of the respondents have the interest to leave their working areas. From 620 sample staffs in Amhara Regional universities 84.4% were male and the remaining 15.6% were female. 14.5%, 54.7%, 26.8% & 4% of the respondents were under the age of 20-24, 25-30, 31-40, 41 & above respectively. 56.3% of the sample staffs their place of birth was rural and 43.7% of staff came from an urban area. 32.1% of the respondents have BSc/BA, 62.9% of the respondents have a master and the remaining 5% have a PhD. From 620 sample staffs 44.8%, 51.1%, 4% earn net income between 3500-8000, 8001-13000 and 13001 and above birr, respectively. From the total respondents, 76.6% their religion was Orthodox, 13.4% of the respondents were Muslim and the remaining 6.1% and 3.5% of the respondents were Protestant and Others, respectively. 45.2%, 53.9% and 1% of the sample Amhara university staff were married, single and other, respectively. From the total samples 54.2%, 41.6% and 4.2% of the respondent have a length of service 1-5years, 6-10years and 11 & above, respectively. 2.1%, 8.5%, 12.6% and 76.8% of the respondents their job position was Director/dean/Vice Dean, Department Head, Coordinator, and no position, respectively.
Table 1: Reliability statistics for each variable, Amhara Region University, 2017.
Variable
|
Cronbach’s
Alpha
|
|
|
Achievement
|
0.828
|
|
Work status
|
0.748
|
|
Work condition
|
0.757
|
|
Growth
|
0.665
|
|
University policies
|
0.737
|
|
Advancement
|
0.811
|
|
Security
|
0.694
|
|
Teaching Process
|
0.637
|
|
Responsibility
|
0.856
|
|
Interpersonal Relations
|
0.775
|
|
Supervision
|
0.791
|
|
Restaurant
|
0.635
|
|
Turnover
|
0.600
|
|
From the above table we see that the reliability of most of the variables was in a good level. So, we can use these variables to assess the factors that satisfied/dissatisfied the employee’s work satisfaction and turnover intention using an appropriate statistical method.
Table 2: Distribution of independent variables with their level using Percentage and frequency on job satisfaction, Amhara Region University, 2017.
Variable
|
Job Satisfaction
|
Level
|
V. dissatisfied
|
Dissatisfied
|
Neutral
|
Satisfied
|
V. satisfied
|
Restaurant
|
Str.disagree
|
17(29.8%)
|
52(32.3%)
|
45(24.3%)
|
50(23.5%)
|
2(50%)
|
Disagree
|
26(45.6%)
|
53(32.9%)
|
65(35.1%)
|
64(30.0%)
|
1(25%)
|
Neutral
|
12(21.1%)
|
39(24.2%)
|
54(29.2%)
|
53(24.9%)
|
0(0%)
|
Agree
|
1(1.8%)
|
15(9.3%)
|
15(8.1%)
|
39(18.3%)
|
1(25%)
|
Str. Agree
|
1(1.8%)
|
2(1.2%)
|
6(3.2%)
|
7(3.3%)
|
0(0%)
|
Instructional
Support
|
Str.disagree
|
7(12.3%)
|
16(9.9%)
|
15(8.1%)
|
8(3.8%)
|
2(50%)
|
Disagree
|
23(40.4%)
|
53(32.9%)
|
57(30.8%)
|
37(17.4%)
|
0(0%)
|
Neutral
|
19(33.3%)
|
66(41%)
|
67(36.2%)
|
91(42.7%)
|
1(25%)
|
Agree
|
8(14%)
|
21(13%)
|
38(20.5%)
|
67(31.5%)
|
0(0%)
|
Str. Agree
|
0(0%)
|
5(3.1%)
|
8(4.3%)
|
10(4.7%)
|
0(0%)
|
Supervision
|
Str.disagree
|
5(8.8%)
|
13(8.1%)
|
7(3.8%)
|
2(0.9%)
|
0(0%)
|
Disagree
|
26(45.6%)
|
58(36%)
|
45(24.3%)
|
26(12.2%)
|
2(50%)
|
Neutral
|
18(31.6%)
|
75(46.6%)
|
91(49.2%)
|
100(46.9%)
|
2(50%)
|
Agree
|
8(14%)
|
15(9.3%)
|
39(21.1%)
|
82(38.5%)
|
0(0%)
|
Str.agree
|
0(0%)
|
0(0%)
|
3(1.6%)
|
3(1.4%)
|
0(0%)
|
Interpersonal
Relations
|
Str.disagree
|
3(5.3%)
|
3(1.9%)
|
2(1.1%)
|
0(0%)
|
0(0%)
|
Disagree
|
9(15.8%)
|
25(15.5%)
|
18(9.7%)
|
8(3.8%)
|
0(0%)
|
Neutral
|
17(29.8%)
|
55(34.2%)
|
48(25.9%)
|
27(12.7%)
|
4(100%)
|
Agree
|
25(43.9%)
|
70(43.5%)
|
93(50.3%)
|
140(65.7%)
|
0(0%)
|
Str.agree
|
3(5.3)
|
8(5%)
|
24(13%)
|
38(17.8%)
|
3(50%)
|
Responsibility
|
Str.disagree
|
21(36.8%)
|
28(17.4%)
|
10(5.4%)
|
6(2.8%)
|
0
|
Disagree
|
23(40.4%)
|
79(49.1%)
|
61(33%)
|
36(16.9%)
|
0
|
Neutral
|
8(14%)
|
43(26.7%)
|
71(38.4%)
|
78(36.6%)
|
4(100%)
|
Agree
|
4(7%)
|
11(6.8%)
|
40(21.6%)
|
80(37.6%)
|
0
|
Str.agree
|
1(1.8%)
|
0(0%)
|
3(1.6%)
|
13(6.1%)
|
0
|
Teaching Process
|
Str.disagree
|
5(8.8%)
|
10(6.2%)
|
9(4.9%)
|
1(0.5%)
|
0
|
Disagree
|
25(43.9%)
|
66(41%)
|
55(29.7%)
|
28(13.1%)
|
2(50%)
|
Neutral
|
17(29.8%)
|
69(42.9%)
|
78(42.2%)
|
103(48.4%)
|
2(50%)
|
Agree
|
10(17.5%)
|
14(8.7%%)
|
42(22.7%)
|
72(33.8%)
|
0
|
Str.agree
|
0
|
2(1.2%)
|
1(0.5%)
|
9(4.2%)
|
0
|
Security
|
Str.disagree
|
5(8.8%)
|
9(5.6%)
|
5(2.7%)
|
3(1.4%)
|
0
|
Disagree
|
14(24.6%)
|
23(14.3%)
|
25(13.5%)
|
20(9.4%)
|
0
|
Neutral
|
13(22.8%)
|
56(34.8%)
|
49(26.5%)
|
36(16.9%)
|
2(50%)
|
Agree
|
22(38.6%)
|
58(36%)
|
76(41.1%)
|
98(46%)
|
1(25%)
|
Str.agree
|
3(5.3%)
|
15(9.3%)
|
30(16.2%)
|
56(26.3%)
|
1(25%)
|
Advancement
|
Str.disagree
|
13(22.8%)
|
9(5.6%)
|
5(2.7%)
|
0
|
0
|
Disagree
|
19(33.3%)
|
57(35.4%)
|
32(17.3%)
|
18(8.5%)
|
0
|
Neutral
|
13(22.8%)
|
64(39.8%)
|
85(45.9%)
|
56(26.3%)
|
2(50%)
|
Agree
|
11(19.3%)
|
29(18.0%)
|
52(28.1%)
|
111(52.1%)
|
1(25%)
|
Str.agree
|
1(1.8%)
|
2(1.2%)
|
11(5.9%)
|
28(13.1%)
|
1(25%)
|
Salary
|
Str.disagree
|
4(7%)
|
7(4.3%)
|
9(4.9%)
|
4(1.9%)
|
0
|
Disagree
|
14(24.6%)
|
37(23%)
|
22(11.9%)
|
43(20.2%)
|
0
|
Neutral
|
21(36.8%)
|
61(37.9%)
|
82(44.3%)
|
73(34.3%)
|
0
|
Agree
|
9(15.8%)
|
39(24.2%)
|
52(28.1%)
|
65(30.5%)
|
3(75%)
|
Str. Agree
|
9(15.8%)
|
17(10.6%)
|
20(10.8%)
|
28(13.1%)
|
1(25%)
|
University policies
|
Str.disagree
|
7(12.3%)
|
7(4.3%)
|
6(3.2%)
|
3(1.4%)
|
0
|
Disagree
|
23(40.4%)
|
54(33.5%)
|
28(15.1%)
|
19(8.9%)
|
0
|
Neutral
|
20(35.2%)
|
74(46%)
|
83(44.9%)
|
76(35.7%)
|
2(50%)
|
Agree
|
5(8.8%)
|
25(15.5%)
|
62(33.5%)
|
100(46.9%)
|
2(50%)
|
Str.agree
|
2(3.5%)
|
1(0.6%)
|
6(3.2%)
|
15(7%)
|
0
|
Work status
|
Str.disagree
|
3(5.3%)
|
5(3.1%)
|
5(2.7%)
|
2(0.9%)
|
0
|
Disagree
|
17(29.8%)
|
31(19.3%)
|
17(9.2%)
|
7(3.3%)
|
0
|
Neutral
|
19(33.3%)
|
58(36%)
|
67(36.2%)
|
37(17.4%)
|
0
|
Agree
|
11(19.3%)
|
57(35.4%)
|
74(40%)
|
128(60.1%)
|
3(75%)
|
Str. Agree
|
7(12.3%)
|
10(6.2%)
|
22(11.9%)
|
39(18.3%)
|
1(25%)
|
Work
Condition
|
Str.disagree
|
4(7%)
|
6(3.7%)
|
2(1.1%)
|
0
|
1(25%)
|
Disagree
|
25(43.9%)
|
48(29.8%)
|
24(13%)
|
7(3.3%)
|
0
|
Neutral
|
19(33.3%)
|
80(49.7%)
|
99(53.5%)
|
76(35.7%)
|
0
|
Agree
|
9(15.8%)
|
27(16.8%)
|
54(29.2%)
|
111(52.1%)
|
2(50%)
|
Str.agree
|
0
|
0
|
6(3.2%)
|
19(8.9%)
|
1(25%)
|
Achievement
|
Str.disagree
|
4(7%)
|
6(3.7%)
|
8(4.3%)
|
3(1.4%)
|
0
|
Disagree
|
16(28.1%)
|
41(25.5%)
|
19(10.3%)
|
7(3.3%)
|
0
|
Neutral
|
16(28.1%)
|
38(23.6%)
|
42(22.7%)
|
17(8%)
|
0
|
Agree
|
13(22.8%)
|
62(38.5%)
|
89(48.1%)
|
132(62%)
|
2(50%)
|
Str.agree
|
8(14%)
|
14(8.7%)
|
27(14.6%)
|
54(25.4%)
|
1(25%)
|
Growth
|
Str.disagree
|
15(26.3%)
|
18(11.2%)
|
9(4.9%)
|
5(2.3%)
|
0
|
Disagree
|
16(28.1%)
|
57(35.4%)
|
45(24.3%)
|
29(13.6%)
|
0
|
Neutral
|
11(19.3%)
|
60(37.3%)
|
74(40%)
|
58(27.2%)
|
2(50%)
|
Agree
|
10(17.5%)
|
21(13%)
|
50(27%)
|
92(43.2%)
|
1(25%)
|
Str.agree
|
5(8.8%)
|
5(3.1%)
|
7(3.8%)
|
29(13.6%)
|
0
|
Work itself
|
Str.disagree
|
11(19.3%)
|
9(5.6%)
|
5(2.7%)
|
10(4.7%)
|
0
|
Disagree
|
16(28.1%)
|
58(36%)
|
60(32.4%)
|
50(23.5%)
|
2(50%)
|
Neutral
|
16(28.1%)
|
74(46%)
|
92(49.7%)
|
92(43.2%)
|
0
|
Agree
|
11(19.3%)
|
16(9.9%)
|
24(13%)
|
56(26.3%)
|
2(50%)
|
Str. Agree
|
3(5.3%)
|
4(2.5%)
|
4(2.2%)
|
5(2.3%)
|
0
|
Turnover
|
Str.disagree
|
6(10.5%)
|
2(1.2%)
|
6(3.2%)
|
16(7.5%)
|
3(75%)
|
Disagree
|
5(8.8%)
|
31(19.3%)
|
20(10.8%)
|
48(22.5%)
|
0
|
Neutral
|
15(26.3%)
|
51(31.7%)
|
100(54.1%)
|
78(36.6%)
|
0
|
Agree
|
10(17.5%)
|
57(35.4%)
|
50(27%)
|
61(28.6%)
|
0
|
Str. Agree
|
21(36.8%)
|
20(12.4%)
|
9(4.9%)
|
10(4.7%)
|
1(25%)
|
From the above table we see that the distribution of strongly agree and very satisfied was very low. But the distribution level of neutral and below neutral with the corresponding level of neutral and below neutral on job satisfaction was higher. Especially, most of the respondents decide on a neutral level. Next to this, we used a statistical test and model in order to strengthen our evidence and to investigate factors that affect job satisfaction of Amhara state university academic staff.
Chi-square Test of Association
To see the association between one of the risk factors (independent variables) and the dependent variable (job satisfaction), by taking each of the independent variables at a time with the dependent variable job satisfaction, the Pearson Chi-square (Χ2) association was used.
Table 3: List of independent variables that have a significant association with job satisfaction, Amhara Region University, 2017.
Variable
|
Pearson Chi-square
|
Value
|
p-value
|
Sex
|
1.746
|
0.782
|
Age
|
10.343
|
0.323
|
Place of Birth
|
9.363
|
0.025
|
Region
|
24.942
|
0.409
|
Net Income
|
2.615
|
0.855
|
Academic Level
|
6.301
|
0.390
|
Religion
|
6.449
|
0.694
|
Marital Status
|
2.683
|
0.847
|
Employer University
|
58.497
|
0.000
|
College
|
39.953
|
0.000
|
Service Year
|
1.757
|
0.941
|
Job Position
|
13.079
|
0.159
|
Transport
|
23.584
|
0.005
|
Supermarket & Bank Service
|
15.349
|
0.082
|
Internet & computer
|
20.747
|
0.014
|
Books, Journals & Magazines
|
17.667
|
0.039
|
Reward
|
68.884
|
0.000
|
Restaurant
|
22.273
|
0.008
|
Instructional Support
|
49.166
|
0.000
|
Supervision
|
84.802
|
0.000
|
Interpersonal Relations
|
63.749
|
0.000
|
Responsibility
|
151.400
|
0.000
|
Teaching Process
|
77.019
|
0.000
|
Security
|
38.047
|
0.000
|
Advancement
|
135.500
|
0.000
|
Salary
|
22.356
|
0.008
|
University Policies
|
98.443
|
0.000
|
Work Status
|
87.022
|
0.000
|
Achievement
|
100.100
|
0.000
|
Work Condition
|
153.200
|
0.000
|
Growth
|
98.945
|
0.000
|
Work Itself
|
30.713
|
0.000
|
Turnover
|
77.198
|
0.000
|
*significant (p-value < 0.05)
Table 3 revealed that; the variables employer university, college, transport, supermarket & bank service, restaurant, reward, instructional support, supervision, interpersonal relationships, responsibility, teaching process, security, advancement, salary, university policies, work status, achievement, work condition, growth, work itself and turnover had a significant relationship(p-value < 0.05) with job satisfaction status of the respondent. Work-related variables were highly associated with overall job satisfaction. Most of the demographic variables were not statistically associated with job satisfaction. The variable that has a p-value of less than 0.25 in univariate analysis, was a candidate for the ordinal logistic regression model. Sex and age incorporated in the model due to the management point of view and they are significant when we inter in the model.
Ordinal Logistic Regression model to determine factors that affect job Satisfaction
The ordinal logistic regression model used to determine factors that affect the job satisfaction of employees. When we observe the fitted model there is a high reduction in the chi-square statistics (p<0.001) so, the model is properly (significant) improve over the baseline or intercept only model from 1649.2 to 1221.44 on the log-likelihood, a chi-square difference of 431.751 and a p-value of less than 0.001. The goodness of fit the model was summarized by Pearson and Deviance with their significant value. The chi-squared value with their p-value for Pearson and Deviance was 3322.339 (P-value<0.001) and 1271.448 (P-value=1.00). Pseudo R-Square for Cox and Snell and Nagelkerke were 0.502 and 0.53, respectively. Much of the variation of the dependent variable explained by the model, is sufficient for the ordinal logistic model. Table 4 showed the estimates, the standard error of estimates, the Wald test value, the P-value, odds ratio and the 95% confidence intervals for estimating using proportional odds ordinal logistic regression model. The variables that have significant relation with academic job satisfaction were sex, age, place of birth, Employer University, job position, responsibility, advancement, salary, achievement, work condition, work itself and turnover.
Table 4: Results of Ordinal Logistic Regression Model using Proportional odds on Staff Job Satisfaction, Amhara Region University, 2017.
Predictor
Variables
|
B
|
SE
|
Wald
|
P-value.
|
HR
|
95% CI for B
Lower Upper
|
Sex (Ref. Female)
|
0.575
|
0.265
|
4.697
|
0.030
|
1.777
|
0.055-0.575
|
Age (20-24) (Ref. 3)
|
1.438
|
0.526
|
7.480
|
0.006
|
4.212
|
0.408-2.469
|
Age (25-30)
|
1.237
|
0.462
|
7.171
|
0.007
|
3.445
|
0.332-2.142
|
Age (31-40)
|
1.044
|
0.467
|
5.007
|
0.025
|
2.840
|
0.130-1.958
|
Place birth (Ref. Urban)
|
0.411
|
0.185
|
4.937
|
0.026
|
1.508
|
0.048-0.773
|
Position (Top) (Ref. No Position)
|
-1.615
|
0.600
|
7.243
|
0.007
|
0.199
|
-2.792- -0.439
|
Responsibility (1) (Ref. 5)
|
-3.012
|
0.811
|
13.79
|
0.000
|
0.049
|
-4.602- -1.423
|
Responsibility (2)
|
-1.746
|
0.760
|
5.269
|
0.022
|
0.174
|
-3.236- -0.255
|
Advancement (1) (Ref. 5)
|
-1.886
|
0.669
|
7.954
|
0.005
|
0.152
|
-3.196- -0.575
|
Salary (2) (Ref. 1)
|
1.304
|
0.505
|
5.640
|
0.010
|
3.684
|
0.313-2.294
|
Achievement (2) (Ref. 5)
|
-1.144
|
0.419
|
7.448
|
0.006
|
0.318
|
-1.966- -0.322
|
Achievement (3)
|
-1.023
|
0.346
|
8.720
|
0.003
|
0.359
|
-1.702- -0.344
|
Work condition (2) (Ref. 5)
|
-2.622
|
0.686
|
14.59
|
0.000
|
0.072
|
-3.967- -1.277
|
Work condition (3)
|
-1.849
|
0.628
|
8.673
|
0.003
|
0.157
|
-3.080- -0.618
|
Work condition (4)
|
-1.376
|
0.608
|
5.127
|
0.024
|
0.252
|
-2.567- -0.185
|
Work itself (2) (Ref. 5)
|
1.809
|
0.607
|
8.893
|
0.003
|
6.104
|
0.620-2.997
|
Work itself (3)
|
1.637
|
0.600
|
7.442
|
0.006
|
5.139
|
0.461-2.813
|
Work itself (4)
|
1.993
|
0.613
|
10.56
|
0.001
|
7.337
|
0.791-3.195
|
Turnover (1) (Ref. 5)
|
1.327
|
0.521
|
6.497
|
0.011
|
3.769
|
0.307- 2.348
|
Turnover (2)
|
1.542
|
0.372
|
17.20
|
0.000
|
4.674
|
0.813-2.270
|
Turnover (3)
|
1.314
|
0.332
|
15.67
|
0.000
|
3.721
|
0.663-1.964
|
Turnover (4)
|
1.602
|
0.337
|
22.55
|
0.000
|
4.962
|
0.941-2.263
|
University (0) (Ref. 6)
|
1.350
|
0.344
|
15.36
|
0.000
|
3.857
|
0.675-2.025
|
University (1)
|
1.400
|
0.346
|
16.36
|
0.000
|
4.055
|
0.722-2.079
|
University (2)
|
1.601
|
0.425
|
14.18
|
0.000
|
4.958
|
0.768-2.434
|
University (3)
|
0.889
|
0.431
|
4.259
|
0.039
|
2.433
|
0.045-1.733
|
The estimated odds of being in the satisfaction level below any fixed level for males were 1.777 times the estimated odds for female staffs (males are more likely to be in higher satisfaction level as compared to females). The estimated odds of satisfaction level for staff whose ages between 20-24years, 25-30years, 31-40years were 4.212, 3.445 and 2.840 times higher than the estimated odd of staff whose ages 41 & above, respectively. When the age of the worker's increases, they are more likely to have a lower satisfaction level. If university academic staff (teachers) palace of birth was rural, 50.8% higher for the satisfaction of any fixed level as compared to the reference group staff that came from an urban area.
Staff whose positions were top 80.1% less likely to satisfy below any fixed level as compared to no position staff. Staff who have no position more likely to be in higher satisfaction as compared to staff whose position was top management. Sample staffs (teachers) that found in Amhara state university whose opinion about responsibility was strongly disagreed. 95.1% less likely to satisfied below any fixed level verses higher as compared to staff whose opinion about responsibility strongly agrees. The odds of lower versus higher satisfaction were 82.6% less for teachers whose opinion disagree as compared to the reference group strongly agree for the variable responsibility. Staffs (teachers) that found in Amhara state university whose response about advancement was strongly disagree 84.8% less likely to satisfied below any fixed level as compared to staffs whose response about advancement strongly agree. The odds of lower versus higher satisfaction were 3.684 times higher for university teachers whose suggestions about salary disagree as compared to the reference category strongly disagree.
Sample staffs (teachers) that found in Amhara state university whose decision about achievement was disagreed and neutral 68.2% and 64.1% less likely to satisfied below any fixed level satisfaction as compared to staff whose decision about achievement strongly agrees, respectively. If you go to strongly disagree to strongly agree on the achievement component, the satisfaction level proportionally increased the satisfaction level from strongly dissatisfied to strongly satisfied. The odds of lower versus higher satisfaction was 92.8%, 84.3% and 74.8% less likely for teachers whose opinion disagree, neutral and agree as compared to the reference group strongly agree for the variable work condition, respectively.
The estimated odds of being in the satisfaction level below any fixed level verses higher for disagree, neutral and agree were 6.104, 5.139 and 7.337 times higher than the estimated odds for strongly agree for the variable work itself, respectively. The logarithms of the odds of satisfaction bellow any fixed level for very unlikely, unlikely, neutral and likely for turnover intention were 1.327, 1.542, 1.314 and 1.602 times the logarithm of the odds for very likely, respectively. The logarithms of the odds of satisfaction bellow any fixed level for staffs that work university of Gondar; Bahirdar University, Wollo University, and Debre-brhan University were 1.350, 1.400, 1.601 and 0.889 times the logarithm of the odds for Woldiay University, respectively.