Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 5

consistency of the questions that were asked to respondents at the time of the survey. George and Mallery (2003) provide the following rules of thumb: “_ > .9 – Excellent,_ > .8 – Good, _ > .7 – Acceptable, _ > .6 – Questionable, _ > .5 – Poor, and _ < .5 – Unacceptable”. Cronbach's Alpha No. of Items 0.700 15 The above table signifies that, by considering all the 15 constructs related to independent variables, the Cronbach’s Alpha value ( α ) that the researcher has gotten is 0.7. Here, Cronbach’s Alpha value is equal to ‘0.7’. This means, the internal consistency among the constructs related to independent variables is good, and the data that the researcher has collected to identify the impact of motivational factors to job satisfaction can be statistically trusted and accepted. This research work has also met the core assumptions of independent sample t-tests which are as follows: i. As one dependent variable should be measured in ratio scale here, job satisfaction has been measured in ratio scale. ii. As independent variables should be measured in nominal scale here, each motivational factor has been classified in to two separate groups. One is motivational factor, and another is the de- motivational factor. iii. To meet the assumption of independence, one respondent of the survey has only responded to one group of independent variables (all 15 motivational factors). iv. To meet the assumption of normal distribution, the Shapiro Wilk test has been done. The p-value (sign.) of the job satisfaction is greater than the alfa ( α ) value-i.e., 0.05 in each of the two groups of independent variables. IV. R esult and D iscussion Table 3: Independent Sample T-Test Result for Salary As a Factor Leading to Job Satisfaction An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 14 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals Table 1: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Salary The above table shows us thep-value of the job satisfaction ( p=0.581) is greater than the alfa value ( α =0.05) in motivational salary. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving motivational salary. Similarly, the p-value of job satisfaction ( p=0.260) is greater than the alfa value ( α =0.05) in de-motivational salary. Therefore, job satisfaction is normally distributed with in the sample size of human resources receiving the de-motivational salary. Salary N Mean Std. Deviation Job Satisfaction Motivational Salary 191 40.4293 6.49404 De-motivational Salary 9 46.5556 5.15051 The above table shows us that, out of 200 respondents in the field survey, 191 respondents have been receiving a salary that motivates them to do their job, whereas 9 respondents have been receiving a salary that demotivates them to do their job. Here, the mean score of job dis-satisfaction ( M=46.5556) of human resources which have been receiving a salary at de-motivational level is higher than the mean score of job satisfaction ( M=40.4293) of human resources which have been receiving salary at the motivational level. Salary Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Salary 0.994 191 0.581 De-motivational Salary 0.901 9 0.260 Table 2: Group Statistics of Motivational and De-Motivational Salary Levene's Test for Equality of Variances t test for Equality of Means F Sig. t df Sig. (2-tailed) Job Satisfaction Equal Variances Assumed 0.986 0.322 -2.787 198 0.006 Equal Variances not Assumed -3.442 9.241 0.007