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

An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 21 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals 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 difference in providing organizational rules and regulations. Table 28: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Loan Facility Loan Facility Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Loan Facility 0.989 177 0.205 De-motivational Loan Facility 0.971 23 0.708 The above table shows us that p-value of the job satisfaction ( p=0.205) is greater than the alfa value ( α =0.05) in the motivational loan facility. Therefore, the job satisfaction is normally distributed within the sample size of human resources who have been receiving loan facility that motivates them to do their job. Similarly, the p-value of the job satisfaction ( p=0.708) is greater than the alfa value ( α =0.05) in the de-motivational loan facility. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that the loan facility they have been receiving demotivates them to do their job. Table 29: Group Statistics of Motivational and De-Motivational Loan Facility Loan Facility N Mean Std. Deviation Job Satisfaction Motivational Loan Facility 177 39.7345 6.12211 De-motivational Loan Facility 23 48.1739 4.77353 The above table shows us that, out of 200 respondents in the field survey, 177 respondents say that loan facility has motivated them to do their job, whereas 23 respondents say that loan facility has demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=48.1739) of human resources who say that available loan facility has demotivated them to do their job is higher than the mean score of job satisfaction ( M=39.7345) of human resources who say that loan facility has motivated them to do their job. Table 30: Independent Sample T-Test Result for Loan Facility 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 1.897 0.170 -6.359 198 0.000 Equal variances not assumed -7.696 32.225 0.000 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 0.170(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 loan facilities. Table 31: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Relation with Superior Relation With Superior Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Relation With Superior 0.991 188 0.329 De-motivational Relation With Superior 0.919 12 0.279 The above table shows us the p-value of the job satisfaction ( p=0.329) is greater than the alfa value ( α =0.05) in motivational relation with superior. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that their relation with superiors has motivated them to do their job. Similarly, the p-value of the job satisfaction ( p=0.279) is greater than the alfa value ( α =0.05) in de-motivational relation with