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

Vehicle Facility N Mean Std. Deviation Job Satisfaction Motivational Vehicle Facility 134 39.0149 6.16318 De-motivational Vehicle Facility 66 44.1364 5.99458 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 0.001 0.978 -5.575 198 0.000 Equal variances not assumed -5.629 132.719 0.000 Table 10: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Training Trainings Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Trainings 0.988 158 0.216 De-motivational Trainings 0.966 42 0.250 Table 11: Group Statistics of Motivational and De-Motivational Training Trainings N Mean Std. Deviation Job Satisfaction Motivational Trainings 158 39.6392 6.15016 De-motivational Trainings 42 44.7143 6.54174 An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 16 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals Table 8: Group Statistics of Motivational and De-Motivational Vehicle Facility Table 9: Independent Sample T-Test Result for Vehicle Facility As a Factor Leading to Job Satisfaction alfa value ( α =0.05) inde-motivational vehicle facility. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving de-motivational vehicle facilities. The above table shows us that, out of 200 respondents in the field survey, 134 respondents have been receiving vehicle facility that motivates them to do their job, whereas 66 respondents have been receiving vehicle facility that demotivates them to do their job. Here, the mean score of job dis-satisfaction ( M=44.1364) of human resources which have been receiving vehicle facility at the de-motivational level is higher than the mean score of job satisfaction ( M=39.0149) of human resources which have been receiving vehicle facility at the motivational level. 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 0.978(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 providing vehicle facilities to human resources. The above table shows us the p-value of the job satisfaction ( p=0.216) is greater than the alfa value ( α =0.05) in motivational training. Therefore, the job satisfaction is normally distributed within the sample size of human resources receiving motivational training. Similarly, the p-value of the job satisfaction ( p=0.250) is greater than the alfa value ( α =0.05) in de-motivational trainings. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving de-motivational training. The above table shows us that, out of 200 respondents in the field survey, 158 respondents have been receiving proper training that motivates them to do their job, whereas 42 respondents have not been receiving appropriate training. As a result, that demotivates them to do their job. Here, the mean score of job dis-satisfaction ( M=44.7143) of human resources who have not been receiving proper training at the motivational level is higher than the mean score of job satisfaction ( M=39.6392) of human resources which have been receiving appropriate training at the motivational level.