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 23 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals Table 36: Independent Sample T-Test Result for Awards 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 0.054 0.816 -6.899 198 0.000 Equal variances not assumed -6.878 113.816 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 0.816 (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 awards to employees as recognition of their work. Table 37: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Challenging Job Challenging Job Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Challenging Job 0.993 181 0.531 De-motivational Challenging Job 0.970 19 0.782 The above table shows us that p-value of the job satisfaction ( p=0.531) is greater than the alfa value ( α =0.05) in motivational challenging jobs. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that delegation of challenging job has motivated them to do their job. Similarly, the p- value of job satisfaction ( p=0.782) is greater than the alfa value ( α =0.05) in a de-motivational challenging job. Therefore, job satisfaction is normally distributed within the sample size of human resources who say that the delegation of challenging job has demotivated them to do their job. Table 38: Group Statistics of Motivational and De-Motivational Challenging Job Challenging Job N Mean Std. Deviation Job Satisfaction Motivational Challenging Job 181 40.0829 6.46003 De-motivational Challenging Job 19 46.6316 4.07173 The above table shows us out of 200 respondents in the field survey, 181 respondents say that delegation of challenging job has motivated them to do their job, whereas 19 respondents say that delegation of challenging job has demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=46.6316) of human resources who say that challenging job has demotivated them to do their job is higher than the mean score of job satisfaction ( M=40.0829) of human resources who say that challenging job has motivated them to do their job Table 39: Independent Sample T-Test Result for Challenging Job 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 4.259 0.040 -4.324 198 0.000 Equal variances not assumed -6.235 28.570 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 0.040(which is lesser than 0.05). It indicates that the variances are significantly unequal. Hence, the case of “Equal Variances Not Assumed” has been considered. The values under the “t-test for Equality of Means” has been examined. So, the p-value for the unequal variances t-test is p=0.000 . Since this p-value is lesser