Determinants and Levels of Agricultural Development Agents Job Satisfaction: The Case of Kalu Woreda, South Wollo Zone of the Amhara National Regional State

Kelemu, Kaleb; Sime, Mekonnen; Hailu, Meron; Zalalam, T

doi:10.4314/ejbe.v4i1.5

Cited by 8 publications

(11 citation statements)

References 7 publications

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“…The results showed that training had a significant positive effect on job satisfaction. The results of this study are consistent with previous studies shown by (Awan, Rizwan, Razzaq, & Ali, 2014;Hanaysha & Tahir, 2016;Kelemu, Sime, & Zalalam, 2015;Khan, Arif, & Rehman, 2015;Msuya et al, 2017;Wang, Tang, Zhao, Meng, & Liu, 2017).…”

Section: The Effect Of Training On Job Satisfactionsupporting

confidence: 93%

“…Based on the linkages described above, the researcher tries to close the gap on the inconsistency of the results between training and personality on employee performance by looking at the relationship between the two and job satisfaction. The results of the study (Hanaysha & Tahir, 2016;Kelemu, Sime, & Zalalam, 2015;Msuya et al, 2017) state that training has a significant effect on job satisfaction. By finding a link between job satisfaction and employee performance and a significant relationship between training variables and job satisfaction, the researchers made job satisfaction a variable that mediates the relationship between training and employee performance.…”

Section: Introductionmentioning

confidence: 97%

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Impact of training on front liners performance

Nurani

Noermijati²,

Rofiaty³

2020

IJRBS

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The context of this study focused on the role of training in improving employee performance through job satisfaction on front liners of PT. Smartfren Telecom, Tbk, Malang City. This study aimed to determine and analyze the effect of training on employee performance, both directly and indirectly, through the mediation of job satisfaction. The sample used in this study was employees who work as Front Liners, which were divided into Customer Service Representative (CSR) and Smartfren Gadget Specialist (SGS). The sample in this study included in saturated sampling was a sampling technique if all the population members were used as samples. The sample was 105 respondents. The analytical method used was descriptive analysis and Partial Least Square (PLS) using the warpPLS software application version 6.0. This study's results indicated that training has a significant effect on job satisfaction and employee performance, and mediation testing showed that job satisfaction provides a partial mediation role on the effect of training on employee performance. Further researchers need to consider a broader scope of research objects, both on the same research object and a larger scale, to enrich the results and research findings. This study also uses only a few indicators to reflect existing variables, so that further researchers can expand and integrate the research model by including several.

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Section: The Effect Of Training On Job Satisfactionsupporting

confidence: 93%

Section: Introductionmentioning

confidence: 97%

Impact of training on front liners performance

Nurani

Noermijati²,

Rofiaty³

2020

IJRBS

View full text Add to dashboard Cite

show abstract

“…This finding is in line with that of Wang et al (2017), who stated that training can increase employee satisfaction. Attention is necessarily paid to allowing training opportunities and career paths to enhance job satisfaction of agricultural extension agents (Catherine et al, 2017 andKelemu et al, 2014).…”

Section: Discussionmentioning

confidence: 99%

Improved Performance of Agricultural Extension Agents With Infrastructural Facilities and Training Through Job Satisfaction

Mumakinah

Setiawan

Irawanto

2020

JAM

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The research aims to find out whether there is any significant correlation between infrastructural facilities, training, and performance of agricultural extension agents, mediated by job satisfaction in the Agricultural Extension Office in Malang Raya. This research used a qualitative method. The data was collected using a questionnaire, and the technique used in taking the sample was saturation sampling. The sample comprised all agricultural extension agents who were also civil servants, who had working experience of a minimum of one year, and worked at the district-level agricultural extension office in Malang. The total respondents were 145 people. The data analysis was conducted using Partial Least Square (PLS) Method by employing the 3.0 SmartPLS program. The research results showed that all the hypotheses put forward were corroborated except the one dealing with infrastructural facilities. Infrastructural facilities did not have a significant effect on job satisfaction because their availability had not been considerably capitalized on in carrying out the agricultural extension. Besides, it was found that job satisfaction did not mediate the influence of infrastructure on the performance of the extension agents. Recommendations for research in the future on similar topics may use an additional comparison between the satisfaction of expert and skilled agricultural extension agents, and the research method may be developed using qualitative methods.

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“…However, observational studies conducted in low-income countries indicate that extension offices are often understaffed and that agents are often underqualified and unmotivated. Low morale, absenteeism, and high turnover are commonly reported among agricultural EAs (Davis et al 2012;Feder et al 2010;Kassa 2002;Kassa & Abebaw 2004;Kelemu, Sime, & Hailu 2014;Ragasa et al 2016). This problem is particularly severe in remote areas, where quality extension services are much more needed (Davis et al 2009;Ragasa et al 2016).…”

Section: Introductionmentioning

confidence: 99%

“…However, the design of these interventions has not been grounded in systematic studies of the responsiveness of EAs to them. Moreover, the policy initiatives taken so far do not seem to have abated many of the problems EAs face, as rapid turnover of EAs persists, especially in remote rural areas (ATA 2017;Davis et al 2010;Haile & Abebaw 2012;Kelemu et al 2014). This suggests the need to study the nature and determinants of EAs' preference for job attributes and their labor supply choices to better design more effective policy interventions that can incentivize and retain EAs, in particular; and public workers in remote areas in general.…”

Section: Introductionmentioning

confidence: 99%