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

Table 12: Independent Sample T-Test Result for Trainings as a Factor Leading to Job Satisfaction 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 0.920 0.339 -4.690 198 0.000 Equal variances not assumed -4.524 61.641 0.000 Table 13: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Job Promotion Job Promotion Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Job Promotion 0.993 135 0.725 De-motivational Job Promotion 0.965 65 0.059 Table 14: Group Statistics of Motivational and De-Motivational Job Promotion Job Promotion N Mean Std. Deviation Job Satisfaction Motivational Job Promotion 135 38.8370 6.14527 De-motivational Job Promotion 65 44.5846 5.64273 Table 15: Independent Sample T-Test Result for Job Promotion as a Factor Leading to Job Satisfaction 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 0.411 0.522 -6.358 198 0.000 Equal variances not assumed -6.552 136.679 0.000 An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 17 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 0.339(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 training to the human resources. The above table shows us the p-value of job satisfaction ( p=0.725) is greater than the alfa value ( α =0.05) in motivational job promotion. Therefore, job satisfaction is normally distributed within the sample size of human resources receiving motivational job promotions. Similarly, the p-value of the job satisfaction ( p=0.059) is greater than the alfa value ( α =0.05) in de-motivational job promotion. Therefore, the job satisfaction is normally distributed within the sample size of human resources receiving de-motivational job promotion. The above table shows us that, out of 200 respondents in the field survey, 135 respondents have been receiving job promotion that motivates them to do their job, whereas 65 respondents have not been receiving job promotion. As a result, that demotivates them to do their job. Here, the mean score of job dis-satisfaction ( M=44.5846) of human resources who have not been receiving job promotion is higher than the mean score of job satisfaction ( M=38.8370) of human resources who have been receiving job promotion. 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 0.522(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 job promotion to human resources.