Integrated Organizational Climate and Women Employees’ Job Satisfaction in an Ethiopian Technical and Vocational Training Institute

Abstract

Women’s job satisfaction in technical and vocational education and training (TVET) institutions remains understudied in Ethiopia, despite the sector’s importance for skills formation and women’s labormarket participation. This study examined whether overall job satisfaction among women employees at the Federal Democratic Republic of Ethiopia Technical Vocational Training Institute (FDRE TVTI) is better explained by demographic characteristics or by organizational climate factors. Using a cross-sectional survey of 50 women employees, the study analyzed composite scores for work–life balance, work environment, recognition and promotion, job security, social relations, company policies, and overall job satisfaction. Descriptive statistics, independent-samples t tests, one-way ANOVA, Pearson correlations, ordinary least squares regression, and principal component analysis were employed. Overall job satisfaction was modest (M = 2.64, SD = 1.14 on a 5-point scale). Group differences by age, service duration, and current position were not significant, and the educational-background comparison was marginal rather than statistically significant at the .05 level (t = -2.03, p = .052). By contrast, all six organizational domains were strongly and positively associated with overall job satisfaction (r = .962 to .970, all p < .001). The regression model explained 95.4% of the variance in job satisfaction, but no individual coefficient was statistically significant once the six domains were entered simultaneously, reflecting severe multicollinearity (VIFs = 27.4–43.8). Principal component analysis showed that the six organizational domains loaded on one dominant component explaining 98.0% of total variance. The findings suggest that women employees’ job satisfaction at TVTI is shaped less by demographic background than by an integrated organizational climate. Policy responses should therefore combine flexible work practices, job-security assurances, supportive supervision, fair promotion systems, and gender-responsive organizational policies.