Article Per Year (5 Year)
p-Index From 2021 - 2026
0.835
P-Index
This Author published in this journals
All Journal Journal of Management Studies and Development Jurnal Genesis Indonesia Buletin Edukasi Indonesia Journal of Organizational and Human Resource Development Strategies Advances in Psychological Sciences and Applications
Chali, Gudata Abara
Unknown Affiliation
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Mathematics Neuroscience Social Sciences Other

Published : 5 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 5 Documents
Search

 1 
Effect of Recruitment and Selection Practices on Employee Performance: An Empirical Study of East Wollega Zone Finance Office, Oromia, Ethiopia Chali, Gudata Abara; Gamtessa, Lalisa Kenea
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Article in Press - Journal of Organizational and Human Resource Development St
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002029

Abstract

This study investigates the influence of recruitment and selection practices on employee performance within the East Wollega Zone Finance Office. In the modern public sector landscape, the acquisition of skilled human capital is recognized as a primary source of competitive advantage. Utilizing a mixed-methods approach with an explanatory research design, the study conducted a census survey of 63 permanent employees, yielding a 95.2% response rate. Data were analyzed using SPSS version 23 through descriptive statistics, Pearson correlation, and multiple linear regression. The empirical results reveal a strong positive correlation (r=0.564, p<0.01) between recruitment practices and performance. Regression analysis showed that the model explains 62.1% of the variance in employee performance (R2=0.621). Notably, the "Examination of HR Policies" emerged as the most significant predictor (B=0.438, p<0.001). Qualitative insights further indicated that while formal policies exist, there are gaps in transparency and feedback mechanisms. The study recommends that the zonal administration prioritize the modernization of recruitment criteria and institutionalize a merit-based selection framework to enhance public service delivery.
Financial Innovation and Its Effect on Financial Performance: The Case of Commercial Bank of Ethiopia, Nekemte Town Branches Chali, Gudata Abara
Journal of Management Studies and Development Vol. 5 No. 01 (2026): Article in Press - Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jmsd.002018

Abstract

This study examines the effect of financial innovation on the financial performance of the Commercial Bank of Ethiopia (CBE) in Nekemte Town. As banking shifts toward revenue-oriented digital strategies, identifying high-impact technologies is essential. A census survey of 56 branch managers and vice-managers from ten branches was analyzed using Pearson correlation and multiple regression (SPSS 26). Five innovation dimensions were evaluated: product innovation, process innovation, mobile banking, technology transfer, and remittance technology. Findings reveal that remittance technology is the strongest predictor of financial performance (β = 0.661, p < 0.01), followed by process innovation (β = 0.213) and mobile banking (β = 0.193). The regression model explains 92.7% of performance variance (R² = 0.927), indicating substantial explanatory power. The results suggest that profitability in regional markets depends largely on efficient payment and fund transfer systems. The study recommends expanding digital onboarding services and exploring blockchain solutions to reduce transaction costs and strengthen competitive advantage.
The Effect of Talent Management Practices on Employee Retention: An Empirical Case Study of Wallaga University, Ethiopia Chali, Gudata Abara
Buletin Edukasi Indonesia Vol. 5 No. 01 (2026): Article in Press - Buletin Edukasi Indonesia
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.bei.002032

Abstract

This study investigates the influence of talent management practices—specifically talent planning, engagement, development, and audits—on employee retention at Wallaga University, a prominent institution within the East Wollega Zone of Oromia, Ethiopia. In the competitive landscape of higher education, retaining skilled academic staff is vital for institutional stability and research excellence. Utilizing a mixed-methods approach, data were gathered from 293 academic staff members via structured questionnaires and interviews. Descriptive statistics indicated a moderate satisfaction level with current recruitment and development strategies, while inferential analysis revealed that talent development is the strongest predictor of retention (β= 0.575, p < 0.001). The regression model explained 65.6% of the variance in employee retention. Findings suggest that while the university has established formal HR structures, improvements in communication and the consistency of talent audits are required to mitigate turnover. The study concludes that institutionalized meritocracy and personalized career pathways are essential for long-term staff commitment in the regional administrative context.
The Effect of Relationship Marketing on Customer Loyalty: The Case of Cooperative Bank of Oromia in Nekemte Town Chali, Gudata Abara
Jurnal Genesis Indonesia Vol. 5 No. 01 (2026): Article in Press - Jurnal Genesis Indonesia
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jgi.002033

Abstract

This study investigates the impact of relationship marketing—specifically Customer Relationship Management (CRM) practices—on customer loyalty at the Cooperative Bank of Oromia (CBO) in Nekemte town. Despite the rapid growth of the Ethiopian banking sector, competition for customer retention remains intense. Utilizing a descriptive and explanatory research design, the study collected primary data from 180 respondents using structured Likert-scale questionnaires. Data analysis was performed employing descriptive statistics, Pearson correlation, and multiple regression analysis. The findings reveal significant positive correlations between all six studied dimensions—Key Customer Focus, Interaction Management, CRM Organization, Knowledge Management, Technology-based CRM, and IT Integration—with customer loyalty. Regression results (R2=0.755) indicate that CRM practices explain 75.5% of the variance in customer loyalty. Notably, Technology (β=0.337) and ICT Integration (β=0.320) emerged as the most potent predictors. The study concludes that while CBO performs moderately in relationship marketing, a technology-driven, customer-centric approach is essential for long-term loyalty. Recommendations include upgrading digital banking infrastructures and enhancing personalized communication frameworks.
The Effect of Workforce Diversity on Employee Performance: The Case of Wallaga University Chali, Gudata Abara; Adeba, Lema
Advances in Psychological Sciences and Applications Vol. 2 No. 01 (2026): Article in Press - Advances in Psychological Sciences and Applications
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.apsa.002030

Abstract

This study investigates the impact of workforce diversity on employee performance at Wallaga University, Ethiopia. Utilizing a descriptive and explanatory research design, the study analyzed four primary dimensions of diversity: ethnicity, gender, education, and age. Quantitative data were gathered from 179 administrative staff members (representing a 93.7% response rate) through structured Likert-scale questionnaires. Data analysis was conducted using SPSS version 24, employing both descriptive statistics and inferential methods, including Pearson correlation and multiple regression. The findings demonstrate that ethnicity, educational background, and age diversity have a statistically significant positive effect on employee performance. Specifically, educational diversity emerged as the strongest predictor of performance (β= 0.422, p < 0.001). While gender diversity showed a positive relationship, its effect was not statistically significant in this specific context (p = 0.636). The regression model explained 68.4% of the variance in employee performance. The study concludes that institutionalizing diversity management is essential for enhancing productivity and recommends that Wallaga University leadership integrate diversity-conscious policies into their strategic human resource frameworks.
Co-Authors Adeba, Lema Gamtessa, Lalisa Kenea