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 22 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals superior. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that their relation with superiors has demotivated them to do their job. Table 32: Group Statistics of Motivational and De-Motivational Relation with Superior Relation with Superior N Mean Std. Deviation Job Satisfaction Motivational Relation With Superior 188 40.2979 6.44488 De-motivational Relation With Superior 12 47.0833 4.87029 The above table shows us out of 200 respondents in the field survey, 188 respondents say that their relationship with superior has motivated them to do their job whereas 12 respondents say that relationship with their superior has demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=47.0833) of human resources who say that relationship with their superior has demotivated them to do their job is higher than the mean score of job satisfaction ( M=40.2979) of human resources who say that relation with superior has motivated them to do their job. Table 33: Independent Sample T-Test Result for Relation with Superior 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 1.081 0.300 -3.579 198 0.000 Equal variances not assumed -4.577 13.586 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 0.300(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 maintaining the relation between superior and subordinate. Table 34: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Awards Awards Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Awards 0.990 139 0.401 De-motivational Awards 0.976 61 0.260 The above table shows us the p-value of job satisfaction ( p=0.401) is greater than the alfa value ( α =0.05) in motivational awards. Therefore, the job satisfaction is normally distributed within the sample size of human resources who say that awards have motivated them to do their job. Similarly, the p-value of the job satisfaction ( p=0.260) is greater than the alfa value ( α =0.05) in de-motivational awards. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that awards have demotivated them to do their job. Table 35: Group Statistics of Motivational and De-Motivational Awards Awards N Mean Std. Deviation Job Satisfaction Motivational Awards 139 38.7986 5.88560 De-motivational Awards 61 45.0492 5.93135 The above table shows us out of 200 respondents in the field survey, 139 respondents say that awards have motivated them to do their job, whereas 61 respondents believe that awards have demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=45.0492) of human resources who say that awards have demotivated them to do their job is higher than the mean score of job satisfaction ( M=38.7986) of human resources who say that awards have motivated them to do their job.