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

Table 4: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Bonus Table 5: Group Statistics of Motivational and De-Motivational Bonus Table 6: Independent Sample T-Test Result for Bonus as a Factor Leading to Job Satisfaction Table 7: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Vehicle Facility An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 15 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals In the above table, F-test (Levene‘s test) has been done to evaluate the equality of variance. It can be seen that the p-value is 0.322(which is greater than 0.05). It indicates that the variances are significantly equal. Hence, the case of “Equal Variances Assumed” has been considered. The values under the “t-test for Equality of Means” has been examined. So, the p-value for the equal variances t-test is p=0.006 . Since this p-value is lesser than 0.05, it is concluded that there is a statistically significant mean difference in the level of job satisfaction due to the difference in the payment of salary. The above table shows us the p-value of the job satisfaction ( p=0.435) is greater than the alfa value ( α =0.05) in motivational bonuses. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving motivational bonuses. Similarly, the p-value of job satisfaction ( p=0.501) is greater than the alfa value ( α =0.05) in de-motivational bonus. Therefore, the job satisfaction is normally distributed within the sample size of human resources receiving de-motivational bonuses. The above table shows us that, out of 200 respondents in the field survey, 167 respondents have been receiving a bonus that motivates them to do their job, whereas 33 respondents have been receiving a bonus that demotivate them to do their job. Here, the mean score of job dis- satisfaction ( M=44.5455) of human resources which been receiving a bonus at the de-motivational level is higher than the mean score of job satisfaction ( M=39.9461) of human resources which have been receiving a bonus at the motivational level. 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 0.188 0.665 -3.807 198 0.000 Equal variances not assumed -3.686 44.246 0.001 In the above table, F-test (Levene‘s test) has been done to evaluate the equality of variance. It can be seen that the p-value is 0.665 (which is greater than 0.05). It indicates that the variances are significantly equal. Hence, the case of “Equal Variances Assumed” has been considered. The values under the “t-test for Equality of Means” has been examined. So, the p-value for the equal variances t-test is p=0.000 . Since this p-value is lesser than 0.05, it is concluded that there is a statistically significant mean difference in the level of job satisfaction due to the difference in the payment of bonuses. Bonus N Mean Std. Deviation Job Satisfaction Motivational Bonus 167 39.9461 6.29138 De-motivational Bonus 33 44.5455 6.60062 Bonus Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Bonus 0.992 167 0.435 De-motivational Bonus 0.971 33 0.501 Vehicle Facility Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Vehicle Facility 0.984 134 0.110 De-motivational Vehicle Facility 0.980 66 0.372 The above table shows us the p-value of job satisfaction ( p=0.110) is greater than the alfa value ( α =0.05) in the motivational vehicle facility. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving motivational salaries. Similarly, the p-value of the job satisfaction ( p=0.372) is greater than the