The Role And Dynamics Of Organizational Use Power On Employees Job Satisfaction Comparative Study In Public And Private Hospitals In Addis Ababa Ethiopia 20142015

Background: In an organization, power is an influential tool in order to achieve organizationalrngoals and keep human resource on the right place. And like other resources it needs guidelinernover the entire activities in an organization. Therefore in order in order managers to achievernorganizational goals and to contribute employees’ job satisfaction using the best type of powerrnbase have an influential tool to come up with the desired out come. And there is no study done inrnour setting on the role and dynamics of power on employees’ job satisfaction.rnObjective: The objective of this study is to assess the role and dynamics of power on employees’rnjob satisfaction in public and private hospitals in Addis Ababa.rnMethods: An institution based cross sectional study design was conducted on 586 healthrnprofessionals, 454 from public hospitals and 132from private hospitals found in Addis Ababarnfrom March to April 2015. Two population proportion formulas was used to calculate the samplernsize using P-value 50% because there is no study done on the role of power on employees’ jobrnsatisfaction in our setting. Simple random sampling technique was used to select the hospitals.rnQualitative study was also conducted in selected public and private hospitals to enrich thernquantitative findings and to explore some of the major findings in detail.rnResults: Two hundred fifty six (56.4%)of public hospital professionals were dissatisfied withrntheir job and one hundred ninety eight (43.6%)were satisfied with their job. Whereas in privaternhospitals ninety five (72%)of health professionals were satisfied with their job and thirty sevenrn(28%)were dissatisfied with their job. The factors that affect employees job satisfaction were getrntraining, comfortable working hours, conducive infrastructure and opportunity for furtherrneducation. Those professionals who said manager use legitimate power were more likely to bernsatisfied with their job compared to those professionals who said manager did not use legitimaternpower [AOR: 1.88.95%CI: (1.31, 2.7)]. Those professionals who said manager use informationrnpower were more likely to be satisfied with their job than professionals who said manager userninformation power. [AOR: 1.72. 95%CI: (1.19, 2.49)].rnConclusion and Recommendations: Legitimate and information power have positivernrelationship to employees’ job satisfaction. Therefore policy makers must create conducivernenvironment for the application of legitimate, expert, referent and information powers.

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