The Effect of Leadership Competency Units on Organizational Effectiveness in Ethiopia: The Case of Federal Public Sector
DOI:
https://doi.org/10.63990/2023ajoldvol8iss1pp46-60Keywords:
leadership Competency units, Organization Effectiveness, Public SectorAbstract
This study aims at investigating the effect of the major leadership competency units on organizational effectiveness in the Ethiopian Federal Public Service. A corresponding set of seven hypotheses were formulated and tested to thereby refer and adopt models. The study involved 1,272 public servants from a sample of nineteen entities chosen on multi-stage systematic and simple random sampling bases of the lottery method. A five-point Likert type scale survey with 52 items, FGD’s and document analyses were employed. Quantitative-qualitative mixed; cross-sectional survey study design was used. The quantitative data was analyzed using descriptive and inferential statistics techniques of multiple linear regression method. The qualitative data was analyzed using narrative analyses. The result of the study showed that the leadership competency units identified by the FDRE Civil Service Commission Task Force somehow coincide with those under this study. About 52 percent of the variation in the dependent variable (overall organizational effectiveness of the FDRE public sector at federal level) was caused by the independent variables (intrapersonal, interpersonal, technical, direction setting, and career competencies) to this level; and about 48 other percent of the variation in the dependent variable (overall organizational effectiveness of the FDRE public sector at federal level) was attributed to other factors not studied by this research. The overall leadership competency units have significant effect on organizational effectiveness. While the descriptive analyses depicted that there is a slightly higher than average rating between 3.18 and 3.62 mean scores in all the six independent and the dependent variable; the qualitative data results aligned more to the regression analyses implying that the competency units identified positively explain the organizational effectiveness. The researchers, thus, suggested that interested competency assessors need to investigate the additional competency units that will have positive effect on organizational effectiveness like developing others’ leadership competencies for instance before using them for decisions of cases of promotion, demotion, and transfer of employees; and future researchers need to study competency units for none-leaders (employees).
References
Abston, K. A. and V.J. Stout (2006). “Organizational Effectiveness: Exploring What It means in Human Resource Development.”
Agha, S., Alrubaiee, L., & Jamhour, M. (2011).Effect of core competence on competitive advantage and organizational performance. .International Journal of Business and Management, 7(1), 192.
Arfara,C. & Samanta,I. (2016). The impact of emotional intelligence on improving team-working: the case of Public Sector (National Centre for Public Administration and Local Government N.C.P.A.L.G.). Procedia - Social and Behavioral Sciences, 230, 167 – 175
Bandura, A (1986) Social Boundaries of Thought and Action, Englewood Cliffs, NJ, Prentice-Hall
Bradley, Joseph M.. (2014). "Systems Theory Based Framework for Competency Models" Doctor of Philosophy (PhD), Dissertation, Engineering Management & Systems Engineering, Old Dominion University, DOI: 10.25777/xa95-pn18
Carter, L., & Gray, D. (2007). Relational competence, internal market orientation and employee performance. The Marketing Review, 7 (4), 385-400.
CFDTF (2020). National Civil Service Human Resource Competency Framework Paper. Addis Ababa.
Creswell, J. (2011). Research design: Qualitative, quantitative, and mixed methods approach (3rd ed.). Los Angeles: Sage.
CSC (2022). Competency Framework. Draft Document. Federal Civil Service Commission. Unpublished.
Day, D. V. (2009). Leadership development: A review in context. The Leadership Quarterly, 11(4), 581-613.
Desalegn, S. (2019). The Effect of Teachers’ Classroom Test Writing Practices on Students’ Perceived Ratings of Continuous Assessment and College Cumulative Grade Point Averages: The Case of Ethiopian Civil Service and Adama Science and Technology Universities.
Ebel, Robert L. and David A. Frisbie (1999). Essentials of Educational Measurement USA. Prentice Hall
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate Data Analysis (6 ed.): Prentice Hall.
Hesse, C.A. and Ofusu, J.B. (2017). Statistical Methods for Social Science. Akrong Publications. Ltd. https://digitalcommons.odu.edu/emse_etds/46
Kothari, C.R. (2009) Research Methodology: Methods and Techniques. New Age International.
Lance, C. E., Butts, M. M., & Michels, L. C. (2006). The sources of four commonly reported cutof criteria: What did they really say? Organizational, Research Methods, 9, 202–220.
Latham, G and Locke, E A (1979) Goal setting –a motivational technique that works.
McClelland, D. (1973). Testing for competence rather than for "intelligence". American Psychologist in Dubois, David and Rothwel, William J. (2004). Competency Based Human Resource Management. Davis Black Publishing.
Mikias Tadesse (2019). The effect of competency of middle-level managers on the overall performances of commercial banks in Ethiopia, A.A
Monari, F. (2013). Employee attributes, organizational factors, time management tendencies and employee performance in Chartered universities in Kenya (Unpublished doctoral dissertation), University of Nairobi, Nairobi, Kenya.
Mukherejee, S.P., Sinha, Bikas K and Chattopadhayay and Asis, Kumar (2018). Statistical Methods for Social Science. Springer.
Nooraie, M., & Arsi, I. S. (2012). Emotional intelligence and faculties' academic performance. African Journal of Business Management, 6 (9), 3333-3341.
Payne, H. J. (2005). Re-conceptualizing social skills in organizations: Exploring the relationship between communication competence, job performance and supervisory roles. Journal of Leadership Organization Studies, 11, 63-77.
Riggo, R. E., & Taylor, S. J. (2000). Personality and communication skills as predictors of hospice nurse performance. Journal of Business Psychology, 15, 351-359.
Robson, C. (2002). Real World Research: A Resource for Social Scientists and Practitioner- Researchers (2nd ed.). Oxford: Blackwell Publishers Ltd.
Sloven, Michael. (1960). Fundamental Statistics in Psychology and Education, New York: MC Graw- Hill in Guidford, J.P. and Fucher, B. 1973.
Szumal (2012). The Reliability and Validity of the Organizational Effectiveness Inventory. Organizational Effectiveness. Human Synergetics.com.
Taylor, Ian (2007). A Practical Gudide to Assessment Canters and Selection Methods: Measuring Competence for Recruitment and Development. London.
Thach, L. N., Ismail, M., Jegak, U., & Idris, K. (2008). Individual factors as predictors of extension agents‟ performance in Mekong delta, Vietnam. Journal of Human Resources, Adult Learning, 3, 93-102.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Desalegn Sherkabu Abadama, Fisseha Zelalem
This work is licensed under a Creative Commons Attribution 4.0 International License.
