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Regression, correlation, independent t-test, exploratory factor analysis, and structural equation modeling are used to analyze results and test influence patterns.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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\nNEGA BALCHA TOLOSA  \nJEILU OUMER HUSSIEN  \nAddis Ababa University, Ethiopia  \nABSTRACT  \nDespite a few local studies on the higher education governance model, there has been scant research into the underlying link between organizational structure change and employee job performance in Ethiopian research universities. This study assessed the relationship between organizational structure change and staffjob performance at Addis Ababa University (AAU). This study employed cross-sectional and quantitative survey approaches. The research used 242 randomly selected academic and non-academic staff to complete the questionnaire. The analysis employed descriptive statistics such as regression, correlation, and the independent t-test, as well as inferential statistics like exploratory factor analyses and structural equation modeling. The results show a significant positive correlation between staff job performance and dimensions of organizational structure like decision-making, job codification, and authority hierarchy. The findings also revealed that all organizational structural change factors influence the dimensions of staffjob performance except the rule observance dimension. The university's organizational structure has a moderate change that improves workers'job performance. Therefore, the study suggests that management should enhance staff decision participation, autonomy, and rule flexibility while fostering aflatter organizational structure.  \nINTRODUCTION  \nBackground of the Study  \nOrganizational structural change is a vital factor that has been a solution for flexible staff job performance. However, environmental factors, globalization, climate change, and evolving consumer demands have forced public and private organizations to reevaluate how they continually carry out their operations (Wangui et al., 2021) . This is why goal achievement becomes the fundamental purpose of any organizational structure change (ibid.) . Thus, organizations—regardless of size—should follow a dynamic structure to function well; given the current environment, the previous structure might not guarantee the success of organizational objectives. This requires the creation of a working structure, developed and executed to promote efficiency and excellence. Scholars have examined organizational structure (OS) because they feel that it can be \"managed\" or changed more directly and because it impacts social interaction, which is more difficult to modify (Wossenu et al., 2019) . Thus, the organizational structure of academic and non-academic organizations determines the division of power and how they collaborate.  \nA wide range of scholars have shown interest in the study of OS by offering interrelated definitions. However, the basics are summarized as follows: Funminiyi (2018) and John and Shafi (2020) observed OS as the structure that provides clear task allocations and promotes appropriate working relationships among staff members. It is also regarded as an organization's anatomy, providing a skeletal structure that specifies the duties and relationships among its members. Despite their complexity, most profitable organizations have demonstrated a carefully constructed OS that results in unbelievable success (Castillo et al., 2023) .  \nEducational Planning | Spring 2025 57 Vol. 32, No. 2  \nStaff performance assessment in the public sector has become a hot topic for academic research that has gained attention in many different countries (LMon & SezgN-Nartgün, 2020) . Since increased productivity is a major concern in today's businesses and public organizations, staff job performance (SJP) has been the subject of extensive research in the literature on organizational behavior and human resource development. Employee performance significantly impacts an organization's ability to meet goals and sustain operations. Thus, Çalişkan an","cbCaifHcFtSWJWg2","https://ap.wps.com/l/cbCaifHcFtSWJWg2","pdf",316852,"English","# Abstract\n# Introduction\n## Background of the Study\n## Organizational Structure (OS)\n## Staff Job Performance\n## Organizational Structure Change and Performance\n## Higher Education Growth in Ethiopia","[{\"question\":\"What is the main research question of this study?\",\"answer\":\"The study examines the underlying link between organizational structure change and staff job performance at Addis Ababa University.\"},{\"question\":\"How was staff job performance measured and analyzed?\",\"answer\":\"A cross-sectional quantitative survey with 242 randomly selected academic and non-academic staff was conducted, and analysis used descriptive statistics and inferential methods including regression, correlation, independent t-test, exploratory factor analysis, and structural equation modeling.\"},{\"question\":\"Which dimensions of organizational structure change affect staff job performance?\",\"answer\":\"The findings show a significant positive correlation with decision-making, job codification, and authority hierarchy, and that all organizational structural change factors influence staff job performance dimensions except rule observance.\"}]","THE LINK BETWEEN ORGANIZATIONAL STRUCTURE CHANGE AND STAFF JOB PERFORMANCE - Evidence from Addis Ababa University, Ethiopia | PDF",1792095895]