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

Source: Field survey Figure 4.3: PLS-SEM Bootstrap for the Direct Relationship of Factors of Compensation, Job Involvement and Feedback on Employee Productivity d) Compensation and Employee Productivity The specific objective one was to investigate the relationship between compensation and employee productivity. This objective was aimed at determining whether the compensation directly raises employee productivity. Ha1: There is a significant relationship between compensation and employee productivity The researcher wanted to know if there was existence of any relationship between compensation and employee productivity, the independent variable was compensation whereas the dependent variable was employee productivity, which were both measured on the ordinal scale variable. Thus, the appropriate statistical test to respond to the hypothesis was PLS- SEM path model technique. Primer examinations were performed to guarantee no infringement of the suppositions of linearity. The consequence of the PLS-SEM bootstrap uncovered that the Beta value for the connections among compensation and employee productivity was β =0.222, p=0.000. Conversely, the upsides of Beta, T- measurements, and P values for the connections between independent variable (i.e., compensation) and the dependent variable (i.e., employee productivity) were β = 0.222; t=5.421; p< 0.05. In this manner, every one of the qualities for such connections surpassed 1.96 at 0.05 certainty levels utilizing two tail tests (dependable guideline). Generally, Speculation Ha1 was acknowledged or accepted. Besides, the outcome demonstrated that the degree to which representatives are compensated by the organization decidedly connected with worker productivity in the work environment. Table 4.9 showed the consequence of testing the impact of compensation remuneration and employee productivity. Table 4.7: PLS-SEM Path Model Analysis Result of Compensation and Employee Productivity Independent Variable Std Beta Std Error T-Value Compensation 0.222 0.041 5.421** Source: Field survey Note: **p< 0.05, *p< 0.05 Table 4.7 demonstrated that there was a positive relationship between the two factors ( β = 0.222; t=5.421; p< 0.05). In this manner, the alternate hypothesis was accepted. This study establishes support for the immediate impact of remuneration and representative efficiency. Such consequence of positive connection coefficient between the two factors shows that the consistency of compensation of the workers will lead them to further develop their productivity continually. 35 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