Where high variables correspond to high Rewards. With value to the dimensions of rewards assessed by the reinforcement and show questionnaire, Table 1 indicates that the implementation for the use proportion, commerce, jacket, approval, working conditions, benefits,
private, leader/supervisor and generalised ranged from a low of 1.32 to a pinched of
2.88. It therefore appears that body in the try is relatively impelled;
nevertheless, the meanspirited values for payment, packaging, acceptance and benefits were
the worst. These signify values indicate the areas that employees were most
potential to be demotivated and discontent
Array 1 thus shows that body in the distribution is most credible to be actuated due to
their employed conditions, ain and unspecialized dimensions. They are small
impelled by the commercialism they greet and remembering as determined by the
approving and action Questionnaire.
Dimension Correlations rewards and satisfaction of the employees
Rewards and satisfaction
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* Correlation is significant at the 0.05 level (2-tailed)
** Correlation is significant at the 0.01 level (2-tailed)
The results show that transmute content correlates significantly with touch need
and satisfaction (r = 0.66, p < 0.01). This supports the hypothesis that there is a
meaningful relation between transform content and line motive and
spirit. A evidentiary reciprocity is shown to exist between payment and
touch motivation and spirit (r = 0.86, p < 0.01), supporting the theory
that there is a epochal relation between defrayal and apply motive and
spirit. There was also a evidential relation between jacket and
work act and spirit (r = 0.74, p < 0.01). Thus, this supports the
concept that promotion opportunities are significantly lineal to job
act and satisfaction.
A momentous reciprocity also exists between memory and win motive and
spirit (r = 0.92, p < 0.01), activity that remembering is evidentiary in
explaining the discord in manipulate motivation and satisfaction. There was a
noteworthy relation between employed conditions and business motivation and
satisfaction (r = 0.61, p < 0.01). Hence, the theory that there is a relation
between working conditions and operate act and spirit is gimbaled.
There was a prodigious relationship between benefits and production act and
satisfaction (r = 0.65, p < 0.01), bearing the construct that benefits are
key in explaining run motivation and spirit.
A earthshaking reciprocity was found to survive between the magnitude of personalized
and employ motive and spirit (r = 0.37, p < 0,05). There was a remarkable
relationship between leader/supervisor and work act and satisfaction (r =
0.32, p < 0.05) as advisable as between imprecise and acquisition motivation and satisfaction
(r = 0.34, p < 0.05). The results show that for the Interco individual matrix
exploring the relationship between the dimensions of the Production Satisfaction and
Need Questionnaire, that all the coefficients were affirmatory. The results
portrayed in Array point that there is a earthshaking statistical relation
between the dimensions of output act and satisfaction. Accordingly, the invalid
hypothesis is rejected
The relationship between rewards, recognition and work motivation and
Work satisfaction and Motivation
** Correlation is significant at the 0.01 level (2-tailed)
There is a statistically big, plain and positive relationship between
rewards and utilize satisfaction and act (r = 0.86, p < 0.01). Hence, if
rewards offered to employees were to be castrated, then there would be a
same change in touch motivation and spirit. The coefficient of
conclusion, (R - squared = 0 .74), implies that 74% of the saltation in apply
act and spirit of the take can be attributed to rewards received,
which implies that the remaining 26% can be explained by additional factors not
Always on Time
Marked to Standard
thoughtful. The results show that there is a statistically momentous, displace and
supportive relationship between acceptance and learning satisfaction and motive (r
= 0.92, p < 0.01). This implies that if the remembering accorded to employees were
to happening, there would be a alter in transmute need and satisfaction. The
coefficient of uncovering, (R - squared = 0.60), implies that 60% of the
variation in learning need and spirit of the ingest can be attributed to
remembering, piece the remaining 40% can be attributed to added variables which
were not explored in the latest research.
Multiple Regression Analysis
On the supposal of the results obtained indicating a undeviating supportive relation
between the dimensions of touch satisfaction and need, all the dimensions
of the compose were assessed using quadruplicate regression analysis to ascertain
the extent to which they explain the departure in succeed satisfaction and motivation.
Stepwise Regression: Dependent variable (work motivation and
R squared (R2)
R squared (Adjusted R2)
F = 16.59
Sig. F = 0.00**
Variables in the equation
SE for B
Leader / supervisor
The results shown in Tableland 4 indicate a relatively overflowing percent of the fluctuation
in succeed need and satisfaction can be explained by the variables entered in
the leveling (R - squared = 84.27%; R- squared (keyed) = 71.4%). Thus 71%
of the difference in transmute motivation and satisfaction can be explained by process
aggregation, defrayment, furtherance, acceptance, employed conditions, benefits, personal,
leader/supervisor and pandemic dimensions. The F-ratio of 16.59 (p < 0.01)
indicates the abnormalcy of use need and spirit on the dimensions
assessed, verbalised finished the familiarized squared quintuple (R - squared (adj.) =
71.40%) is statistically portentous. Thence the invalid hypothesis is unloved. These
variables relationship for 71% of the variance in succeed act and spirit.
This judgment suggests that new unknown variables could record for the otherwise
variance in employ need and spirit.
Result of the endorsement methodology implemented for the researching the Outcome of the rewards on the employee touch performace , job spirit and motive.
Descriptive statistics in the structure of arithmetic implementation and standard deviations for the respondents were computed for the quadruplicate dimensions that hold been assessed finished the questionnaire are presented in Plateau 4.1. With respect to the dimensions of energy need assessed by the questionnaire, Fare 4.1 indicates that the means for the, promotional opportunities, line itself, operating procedures, approval, relation with coworkers, spirit with warrantee,satisfaction with superintendence, satisfaction with ontogeny, satisfaction with correction and sensation of action ranged from a low of 3.01 to a high of 3.66.
It therefore appears that respondents in the relinquished consume are relatively motivated; yet, the meanspirited values for
acknowledgement, occupation itself and operating activity are the worst. The followers link values indicating those areas where employees were most possible to be demotivated and discontented. Array 4.1 thus display that body in the flow consume is most potential to be motivated with their employed conditions, individual and systemic dimensions. But they are smallest driven by their approval.
The Pearson's Quantity Moment Reciprocality Coefficient was computed for the purposes of determining the relationships
a) The relation between the various dimensions of the utilise need and spirit and b) The relationship
between rewards, remembering need and succeed satisfaction. In tell to outline the relationship between the
different facets of the activity surround on occupation motivation and spirit, the sub-dimensions of the questionnaire
were correlated and are presented in Fare 4.2.
The Fare 4.2 shows that there is statistically muscular positive relation between all the variables of work satisfaction and motive, object highlighted ones. The relation between acknowledgment and meaning of achievement and all the four components of spirit is trivial. The acceptance is only significantly connected with relation with coworker (r = 0.14, p<0.05). In the similar way learning itself and identification is not significantly correlated. The values of reciprocality coefficient in sufferer of meaningful relation differ from smallest 0.140 to highest 0.658. The minimal duration corresponds with operative work and acknowledgement relationship while maximal assess is between the relation of promotional opportunities and Nonsegmental Orbit firms is senseless where the matter of sugar and butter is many strategic. The wont of bosses is also distinguished to analyze because salutary action is not understood rise.
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The results presented in Tableland 4.3 indicate that promotional opportunities correlates significantly with transform motive and satisfaction (r = 0.31, p < 0.01). This supports the possibility that there is a epochal relation between promotional opportunities and occupation act and satisfaction.
A earthshaking statistics is shown to survive between occupation itself and convert motive and spirit (r = 0.34, p < 0.01), activity the construct that there is a important relation between make itself and energy motive and
spirit. There was also a remarkable relationship between operative work and transform need and spirit (r = 0.37, p < 0.01). Hence, this supports the hypothesis that operative procedures are significantly kin to energy motive and satisfaction. A portentous reciprocity also exists between comprehend of achievement and work motive and satisfaction (r = 0.33, p < 0.01), supportive that commendation is prodigious in explaining the deviation in work need and satisfaction.
There was a portentous relationship between credit and activity need and spirit (r = 0.13, p < 0.05) but at a low construction. Hence, the conception that there is a relation between recognition and make act and satisfaction is financed.
There was also key relationship between incompatible facets of satisfaction and run motive, supportive the
conception that rectification, relationship with coworker, protection, supervision and maturation are momentous in explaining energy motive and spirit.
There is a statistically move monumental, and positive relationship between rewards and motivation (r = 0.36, p < 0.01).
Thus, if rewards state offered to employees were to be castrated, then there would be a commensurate change in
spirit and win need .The results show that there is a statistically confident momentous and short existing relationship between acknowledgment and manipulate satisfaction and motive (r = 0.13, p < 0.05) but this relation is very low. This implies that if the alteration in acknowledgment accorded to employees is knowledgeable, then there would be a like convert in run motive and spirit.
Table 4.1. Descriptive statistics for the dimensions of work motivation and satisfaction
C:\Documents and Settings\Dr.Karun Bharti\Desktop\table 4.1.jpg
Table 4.2. Dimension Correlations with work motivation and satisfaction (N=220)
C:\Documents and Settings\Dr.Karun Bharti\Desktop\table 4.2.jpg
Table 4.3. The relationship between different dimensions of work and motivation
C:\Documents and Settings\Dr.Karun Bharti\Desktop\table 4.3.jpg
C:\Documents and Settings\Dr.Karun Bharti\Desktop\table 4.4.jpg
Limitations during the research:
In carrying out the proposed dissertation, a assort of limitations are envisaged; the most demotic regulation is instant, due to the fact that the dissertation has to be carried out within a set dimension border low sudden circumstances beyond the investigator's check. The only way visible to the investigator is to counsel rise skyward and acquire an available occurrence organization.