Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 9

Table 4.6: Discriminant Validity Constructs Compensation Job Involv. Feedback Coaching Emp Produc. Compensation 0.862 Job Involv. 0.389 0.9481 Feedback 0.566 0.824 0.860 Coaching 0.488 0.887 0.835 0.952 Empl. Produc. 0.550 0.705 0.651 0.836 0.949 Source: Researcher’s Original Construction Generally, the results depicted in Tables 4.5 and 4.6 demonstrate that measures for all the five constructs including compensation, job involvement, feedback, and coaching and employee productivity have validly measured their constructs based on the estimation of their statistical significance and parameters. c) Findings of the Direct Effects (analysis) The objectives of this study can be accomplished by testing the earlier formulated hypotheses of the study with relevant statistical tools in order to understand the main direct relationship effects within the constructs. The present study is concerned with exploring the outcome of the direct effect model via analyses of the relationships between compensation, job involvement and feedback on employee productivity at different levels of an educational institution in Nigeria. PLS-SEM model path analyses were conducted to determine such relationships. The result of the PLS-SEM algorithm and bootstrap for testing the direct relationship of compensation, job involvement and feedback on employee productivity were presented in Figure 4.1 and Figure 4.2. Source: Field survey Figure 4.2: PLS-SEM Algorithm for the Direct Relationship of Factors of Compensation, Job Involvement and Feedback on Employee Productivity 34 Global Journal of Management and Business Research Volume XXII Issue IX Version I Year 2022 ( ) A © 2022 Global Journals Mediating Role of Coaching on the Relationship between Compensation Job Involvement and Feedback on Employee Productivity