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

Table 24: Independent Sample T-Test Result for Allowances 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 0.113 0.737 0.111 198 0.912 Equal variances not assumed 0.102 22.494 0.920 An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 20 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 0.737(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=0.912 . Since this p-value is greater than 0.05, it is concluded that there is no statistically significant mean difference in the level of job satisfaction due to the difference in providing allowances to human resources. Table 25: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Organizational Rules and Regulations Rules and Regulations Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Rules and Regulations 0.990 170 0.283 De-motivational Rules and Regulations 0.983 30 0.894 The above table shows us the p-value of the job satisfaction ( p=0.283) is greater than the alfa value ( α =0.05) in motivational rules and regulations. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that organizational rules and regulations motivate them to do their job. Similarly, the p-value of the job satisfaction ( p=0.894) is greater than the alfa value ( α =0.05) in de-motivational rules and regulations. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that organizational rules and regulations demotivate them to do their job. Table 26: Group Statistics of Motivational and De-Motivational Organizational Rules and Regulations Rules and Regulations N Mean Std. Deviation Job Satisfaction Motivational Rules and Regulations 170 39.7706 6.25969 De-motivational Rules and Regulations 30 46.0000 5.68118 The above table shows us that, out of 200 respondents in the field survey, 170 respondents say that organizational rules and regulations have motivated them to do their jobs, whereas 30 respondents say that organizational rules and regulations have demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=46.0000) of human resources who say that organizational rules and regulations have demotivated them to do their job is higher than the mean score of job satisfaction ( M=39.7706) of human resources who say that organizational rules and regulations have motivated them to do their job. Table 27: Independent Sample T-Test Result for Organizational Rules and Regulations as a Factor Leading to Job Satisfaction 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 0.451(which is greater than 0.05). It indicates that the variances are significantly equal. Hence, the 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 0.570 0.451 -5.091 198 0.000 Equal variances not assumed -5.450 42.423 0.000