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QUESTIONNAIRE
Dear Sir/Madam, I am pursuing Ph.D in the area of HR PRACTICES & THEIR IMPACT ON EMPLOYEES JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN SELECTED PHARMACEUTICAL INDUSTRIES and I would be extremely thankful, if you could spare few minutes for filling all the questions in this questionnaire. The findings of the study would be kept confidential and would be used for academic purposes only.
Thank you.
Name : __________________________________
Age : 25 – 35 yrs. 35 – 45 yrs. 45 – 55 yrs 55 – 65 yrs 65 yrs.+
______ ______ ______ ______
Qualification
: Diploma Graduation Post Graduation
______ ______ ______
Any other ______
Gender : Male _____ Female ______
Marital Status : Married _____ Unmarried ______
Professional Exp. (yrs.) : _____________________
Level of Management : Top Level ( ) Middle Level ( )Junior Level ( )
Organization : ______________________________________
Department : _________________________________
Income Group
(per annum)
: Rs.1,00,000 - Rs.2,00,000 Rs.2,00,000 - Rs.3,00, 000 Rs.3,00,000 - Rs.4,00,000 Rs.4,00,000 - Rs.5,00,000 Rs.5,00,000 +
______ ______ ______ ______ ______
Address & Phone No. : _________________________________
____________________________________________________________ ____________________________________________________________
Appendix 1
ii
Part I
1 Please mention the HR practices that are prevalent in your organization? (Please tick the appropriate)*
Sr. HR Practices Agree Dis- Agree Undecided 1. HR Planning 2. Recruitment & Selection 3. Induction 4. Training & Development 5. Performance Appraisal 6. Career Planning 7. Fringe Benefits 8. Reward & Recognition 9. Welfare Activities as per Statutory
Requirement
10. Welfare Activities beyond Statutory Requirement
11. SHE** policy 12. Suggestions Scheme 13. Promotion & Transfers 14. Exit Policy
HR PLANNING 1 Please mention the technique/s of HR Demand Forecasting used in your organization
and also rate their appropriateness. (Please tick the appropriate) *** Sr. Techniques of HR Demand
Forecasting Appropriate Inappropriate Not Sure
1 Ratio Trend Analysis 2 Regression Analysis 3 Delphi Techniques
2 Kindly rate the appropriateness of these under mentioned HR plans used in your
organization. (Please tick the appropriate) *** Sr. HR Plans Appropriate Inappro
priate Not Sure
1 Training Plan 2 Retention Plan 3 Succession Planning
RECRUITMENT & SELECTION 1 Out of the following, whichever Recruitment Methods are used in your organization,
kindly state their appropriateness (i.e. methods targeting more number of potential applicants) (Please tick the appropriate)*
Sr. Recruitment Methods Appropriate Inappropriate Not Sure
1. Advertisements 2. Employment exchange 3. E-Recruiting 4. Any other
2 Overall Recruitment methods used in your organization help in targeting more number of potential applicants. (Kindly state the appropriateness* of the statement.)
Yes No
iii
3 Out of the following, whichever Selection Methods are used in your organization, kindly
state their appropriateness (i.e. method which helps in selecting right person for the right job) (Please tick the appropriate)*
Sr. Selection Methods Appropriate Inappropriate Not Sure
1. Interviews 2. Psychometric Tests/ Psychological Tests 3. Group Discussions 4. Others(please specify)
4 Selection methods used in your organization
help in selecting right person for the right job. (Kindly state the appropriateness* of the statement.)
Yes No
INDUCTION 1 Out of the following, whichever tools are used in your organization for Induction
Process, kindly state their appropriateness. (Please tick the appropriate)*
Sr. Tools for Induction Process Appropriate Inappropriate Not Sure
1. Presentation by HR about the organization 2. Induction training through separate modules 3. Others
TRAINING & DEVELOPMENT 1 Out of the following, whichever process of identifying training needs is used by the
assessors in your organization, kindly state their appropriateness. (Please tick the appropriate)* Sr. Process for identifying training needs Appropriate Inapprop
riate Not Sure 1. Recommendation by reporting authority 2. Separate training needs identification
exercise
3. Others
2 Overall Training needs are properly identified in my organization? (Kindly state the appropriateness* of the statement.)
Yes No
PERFORMANCE APPRAISAL 1 Whether formal Performance Appraisal is undertaken by
your organization?
Yes___ No___
2 If yes, how do you rate the appropriateness of methods, which are employed, to conduct Performance Appraisal in your organization?
Sr. Methods of Performance Appraisal Appropriate Inappropriate Not Sure
1. Rating scales 2. Tests and Observations 3. 3600 Appraisal 4. MBO 5. Others
iv
3 How many times does Performance Appraisal take place in your organization?
(Please tick the appropriate statement)
Once a year
Twice a year
Every Month Any other
4 The frequency of Performance Appraisal of
your organization is appropriate. (Kindly rate the appropriateness* of this statement)
Yes No
CAREER PLANNING 1 Whether Career Planning is being done in your organization? Yes___ No___ If yes, whether it is followed. Yes___ No___2 Career Planning is done for next how many
years in your organization? (Please tick the appropriate)
2 yrs 2-5 yrs Beyond 5 yrs
3 Kindly rate the appropriateness of the methods, out of these, which are
employed for career planning in your organization? (Please tick the appropriate)*
Sr Methods of Career Planning Appropriate Inappropriate
Not Sure
1. Individual Counseling 2. Information Services 3. Others
FRINGE BENEFITS
1 Which Fringe Benefits, out of these are being provided to the employees in your organization, kindly state their appropriateness. (Please tick the appropriate)*
Sr List of Fringe Benefits Appropriate Inappropriate
Not Sure
1. Welfare Recreational Facilities 2. Old Age and Retirement Benefits 3. Others
REWARD & RECOGNITION 1 Out of the following, which rewards are offered by the organization to encourage
the performance and motivate the employees, kindly state their appropriateness. (Please tick the appropriate)* Sr Type of Rewards Appropriate Inappr
opriate Not
Sure 1. Competency Based Rewards 2. Profit Sharing 3. Bonuses 4. Any other (please specify)
WELFARE ACTIVITIES 1
The welfare facilities offered to the employees are (Please tick the appropriate) 1. Below Statutory Requirements ( )
2. As per Statutory Requirements ( ) 3. Beyond Statutory Requirements ( )
v
2 Mention the appropriateness of welfare facilities offered by your organization: (Please tick the appropriate)*
Sr Welfare Facilities Appropriate
Inappropriate
Not Sure
1. As per statutory requirements 2. Beyond statutory requirements
SHE** POLICY 1 Safety and health of all employees is a top
priority in your organization.
(Please state the appropriateness* of this statement)
Yes No
2 Please mention the appropriateness of safety methods incorporated in the daily working life of the employees in the organization
Sr. Safety Methods Appropriate Inappropriate
Not Sure
1. Implementation of Safety Policy 2. Conduct of Safety Inspection 3. Any other (please specify)
3 Out of the following, whichever measures are undertaken for ensuring health of an employee during working hours, kindly mention their appropriateness?
(Please tick the appropriate)*
Sr. Measures undertaken Appropriate Inappropriate
Not Sure
1. Full time availability of a doctor 2. Protection from workplace hazards 3. Encouraging of healthier life style and habits 4. Any other (please specify)
4 Which measures does your organization undertake for preservation of environment within and outside the organization, kindly mention their appropriateness? (Please tick the appropriate)*
Sr. Measures undertaken Appropriate Inappropriate Not Sure
1. Waste management 2. Tree Plantation 3. Usage of environment friendly raw
material
4. Any other
SUGGESTION SCHEMES
1 Does your organization have a formal system for encouraging suggestions from the employees
Yes___ No___
2 Kindly rate the appropriateness of the methods employed by your organization to encourage suggestions from the employees? (Please tick the appropriate)*
Sr. To encourage suggestions Appropriate
Inappropriate Not Sure
1. Instituting of Suggestion Boxes 2. Suggestion through the Line Managers 3. Any other (please specify)
vi
3 The suggestions given by the employee are acted upon:
(Please state the appropriateness* of this statement)
Appropriate Inappropriate Not Sure
PROMOTIONS AND TRANSFERS 1 Do you have a formal Transfer Policy? Yes___ No___ 2 The transfers in your organization are undertaken (Please tick the appropriate) Sr. Purpose of Transfer Yes No
1. To meet the organizational requirements 2. To satisfy the employee needs 3. To punish employees
4. Any other (please specify)
3 How do you rate the appropriateness of
Transfer Policy of the organization? (Kindly state the appropriateness* of the statement)
Appropriate
Inappropriate
Not Sure
4 Does your organization have a formal Promotion Policy? Yes___ No___ 5 The Promotions in your organization are on the
basis of Merit ____ Seniority ____
Both _____ Any other ____
6 How do you rate the appropriateness of Promotion Systems of your organization? (Kindly state the appropriateness* of the statement)
Appropriate
Inappropriate
Not Sure
EXIT POLICY 1 Do you have formal Exit Policy in your organization? Yes___ No___ 2 If yes, the current Exit Policy of the
organization is highly effective. (Please state the appropriateness* of this statement)
Appropriate
Inappropriate
Not Sure
vii
PART – II Instruction : Kindly go through each item with five alternative and tick ( ) the most appropriate one only. Sr. Appro
priate Inapprop
riate Not
Sure 1 I have been getting promotion as per my qualification
and experience.
2 Favoritism does not have any role to play in my organization.
3 On the whole, I am satisfied with the general supervision in my department.
4 Working conditions in this orgnization are satisfactory.
5 My supervisor takes into account my wishes and my performance.
6 My job has helped me to learn more skills. 7 My job is reasonably secures as long as I do good
work.
8 My pay is enough for providing necessary things in my life.
9 I am satisfied with welfare facilities (medical etc.) provided by the organization.
10 I have good prospects of advancement in my job.
PART – III Instruction: Kindly go through each item with five alternative and tick ( ) the most appropriate one only. Sr. Appropri
ate Inappropriate Not Sure
1 I would be very happy to spend the rest of my career with this organization.
2 I feel proud to discuss about organization with people outside it.
3 I really feel as if this organization’s problems are my own.
4 I think that I could easily become as attached to another organization.
5 If I got another offer for a better job elsewhere I would not feel it was right to leave my organization.
6 This organization deserves my loyalty. 7 I would not leave my organization right now
because I have a sense of obligation to the people in it.
8 Too much in my life would be disrupted if I decided I wanted to leave my organization
9 One of the few serious consequences of leaving this organization would be the scarcity of available alternatives.
10 Major reasons to work for this organization is that leaving would require considerable personal sacrifice - another organization may not match the overall benefits that I have here.
viii
DEFINITIONS OF FEW WORDS USED IN THE QUESTIONNAIRE E-Recruiting: Using the Internet to attract and search for prospective employees. Employee referrals: a recommendation from a current employee regarding a job applicant. Psychological test/Psychometric tests:An employment test; is an instrument designed to measure selected psychological factors. The purpose of this measurement process is to enable one to predict what a person will do in the future by studying various aspects of his personality. Mentoring / buddy programme: when a senior employee takes an active role in guiding another individual, this activity is referred to as mentoring or coaching. Indices: Plural of Index. A measure or parameter for any area of operation. Organizational Culture:It consists of sharing the norms and values that guides the organizational members behavior. Organizational Climate:It is a relatively enduring quality of the internal environment that is experienced by its members, influences their behavior and can be described in terms of the value of a particular set of characteristics of the organization. EXIT Policy/ EXIT Interview: A detailed, written policy statement on how to handle the Employees who are leaving the company (on voluntary or involuntary terms). Exit Interviews must be carefully planned, consistently administered and thoroughly analyzed. HR Demand Forecasting: Techniques to forecast demand for people in the future. Some such methods are: Regression Analysis:A statistical technique to find the best relationship between a dependent variable and selected independent variables. Applied by the HR Depts. also for predicting future need for employees. Management by objectives: MBO involves setting specific measurable goals with each employee and then periodically reviewing the progress made. PERFORMANCE APPRAISAL Rating scales Under this method, scales are established for a number of specific factors and qualities. Five degrees are established for each factor and general definitions appear at points along the scale. Weighted Check List: Under this method, various statements are prepared in such a manner that they describe various types and levels of behavior for a particular job. Each statement is attached with a scale value. At the time of rating the employees, the supervisors just collects and check all the statements. After the weights are attached to the individual traits, the rating up to this level is gathered on the rating sheet. Then the weights are averaged and employee is evaluated. Forced choice: under this method, the rater is forced to choose between descriptive statements of seemingly equal worth describing the people in question. Statements are chosen of both the sides (favorable as well as unfavorable). Critical incidents: It means a significant act by an employee exceeding or failing any of the requirements of his job. It represents an exceptional behavior of an employee at work, like resisted the implementation of change, became upset over work, refused to help fellow worker, welcome new ideas, etc. Field review:Under this method, an expert from the personnel department interviews the supervisors. The expert questions the supervisor to obtain all the pertinent information on each employee and takes notes in his notebook. Essay: A performance appraisal method whereby an appraiser writes a narrative about the employee. Cost Accounting: That part of the accounting function, which deals with determining, analyzing, reporting and controlling the process, job product or department. Cost accounting provides the basis for managerial decision-making. 360 –Degree Appraisal: An appraisal device that seeks performance feedback from such sources as oneself, bosses, peers, team members, customers, and suppliers has become very popular in contemporary organizations. Assessment Centers: It is done to make selection and promotion decisions and to identify strengths and weaknesses of candidates for developmental purposes. Employee Referrals: A recommendation from a current employee regarding a job applicant. Attitude Survey: A study of the opinions and attitudes of employees concerning established policies, practices, working conditions and overall atmosphere/culture of the company. Quality Circles: A small group of people who voluntarily perform quality improvement activities at the work place. It is a team approach to problem solving.
PROFILE OF THE MANAGERS (DEMOGRAPHIC VARIABLES)
Sr.No. DENOGRAPHIC VARIABLES PRECENTAGE1 Organization AC 47 25.5434782609
DDP 36 19.5652173913
KP 30 16.3043478261
SBL 17 9.2391304348
APS 32 17.3913043478
VM 22 11.9565217391
2 Qualifications
Diploma 41 22.2826086957
Graduation 87 47.2826086957
PG 26 14.1304347826
Others 30 16.3043478261
3 Gender Male 159 86.4130434783
Female 25 13.5869565217
4 Material StatusMarried 158 85.8695652174
Unmarried 26 14.1304347826
5 Level of Management
Top 7 3.8043478261
Middle 106 57.6086956522
Junior 71 38.5869565217
6 Income 1 lac - 2 lac 75 40.7608695652
2lac – 3 lac 105 57.0652173913
3 lac – 4 lac 4 2.1739130435
7 Age 25-35 45 24.4565217391
35-45 97 52.7173913043
45-55 38 20.65217391355-65 4 2.1739130435
FREQUENCY
Appendix 2
FACTOR ANALYSIS
S. No. FACTORS HR PRACTICES
1 Procurement & Development
HR Planning
Recruitment & Selection
Induction
Training & Development
Performance Appraisal
2 Employee Benefits
Career Planning
Fringe Benefits
Reward & Recognition
Welfare Activities
3 Employee Schemes SHE policy
Suggestions Scheme
4 Promotions & Transfer Promotion & Transfers
5 Exit Policy Exit Policy
Appendix 3
FACTORS FOR JOB SATISFACTION St. No. STATEMENT FACTORS
1 I have been getting promotion as per my qualification and experience.
Team Working & Supportive Culture
2 Favouritism does not have any role to play in my organization.
9 I am satisfied with welfare facilities (medical etc.) provided by the organization.
10 I have good prospects of advancement in my job.
3 On the whole, I am satisfied with the general supervision in my department. Working Conditions
4 Working conditions in this organization are satisfactory.
8 My pay is enough for providing necessary things in my life. Quality of Work Life
5 My supervisor takes into account my wishes and my performance. Supervisory Style
6 My job has helped me to learn more skills. Skill Enhancement 7 My job is reasonably secures as long as I do
good work. Contd…
MEASURES FOR ORGANISATIONAL COMMITMENT St. No. STATEMENT MEASURES
1 I would be very happy to spend the rest of my career with this organization.
Affective Commitment
2 I feel proud to discuss about organization with people outside of it.
3 I really feel as if this organization’s problems are my own.
4 I think that I could easily become as attached to another organization as I am to this one.
5 If I got another offer for a better job elsewhere I would not feel it was right to leave my organization.
Normative Commitment 6 This organization deserves my loyalty.
7 I would not leave my organization right now because I have a sense of obligation to the people in it.
8 Too much in my life would be disrupted if I decided I wanted to leave my organization now.
Continuance Commitment
9 One of the few serious consequences of leaving this organization would be the scarcity of available alternatives.
10
One of the major reasons I continue to work for this organization is that leaving would require considerable personal sacrifice - another organization may not match the overall benefits that I have here.
RELIABILITY OF HR PRACTICES QUESTIONNAIRE R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A) Reliability Coefficients N of Cases = 184.0 N of Items = 5 Alpha = .8350 Wherein N of Cases is Number of Respondents N of items is Number of Factors Alpha is Coefficient of Reliability RELIABILITY OF JOB SATISFACTION QUESTIONNAIRE Reliability Coefficients N of Cases = 184.0 N of Items = 5 Alpha = .8163 Wherein N of Cases is Number of Respondents N of items is Number of Factors Alpha is Coefficient of Reliability RELIABILITY OF ORGANISATIONAL COMMITMENT QUESTIONNAIRE Reliability Coefficients N of Cases = 184.0 N of Items = 3 Alpha = .8222 Wherein N of Cases is Number of Respondents N of items is Number of Factors Alpha is Coefficient of Reliability
Appendix 4
MEAN VALUES OF HR PRACTICES IN PHARMA UNITS UNDERSTUDY
Case Summaries
Mean
ORGANI HRP 1 HRP 2 HRP 3 HRP 4 HRP 5 HRP 6 HRP 7 HRP 8 HRP 9 HRP 10 HRP 11 HRP 12 HRP 13
AC 2.195035 2.401596 2.205674 2.219858 2.248227 2.13617 2.219858 2.25 2.074468 2.303675 2.388298 2.404255 2.425532
APS 2.192708 2.265625 2.302083 2.239583 2.354167 2.05625 2.145833 2.179688 2.25 2.321023 2.617188 2.875 2.53125
DDP 2.217593 2.3125 2.222222 2.37037 2.314815 2.094444 2.314815 2.3125 2.25 2.313131 2.354167 2.611111 2.25
KP 2.216667 2.208333 2.111111 2.033333 2.033333 2.066667 2.044444 2.216667 2.05 2.19697 2.325 2.9 2.666667
VM 2.151515 2.198864 2.106061 2.181818 2.075758 1.9 2.045455 2.022727 2.045455 2.173554 2.272727 2.954545 2.545455
SBL 2.382353 2.294118 2.27451 2.215686 2.254902 2.141176 2.137255 2.132353 2.205882 2.358289 2.25 2.176471 2.647059 Total 2.225973 2.2801727 2.20361 2.210108 2.213534 2.065785 2.151277 2.185656 2.145968 2.277774 2.367897 2.653564 2.510994
Wherein
HRP 1 HR Planning HRP 2 Recruitment & Selection HRP 3 Induction HRP 4 Training & Development HRP 5 Performance Appraisal HRP 6 Career Planning HRP 7 Fringe Benefits HRP 8 Rewards & Recognition HRP 9 Welfare activities HRP 10 SHE Policy HRP 11 Suggestion & Schemes HRP 12 Promotion & Transfers HRP 13 Exit Policy
Appendix 5
ANALYSIS OF FACTORS OF HR PRACTICES (H R P )
Organization Exit Policy
AC
Mean 2.2536 1.062 2.326 2.4 2.43
N 47 47 47 47 47
Std. Deviation 5.117 3.425 4.274 0.901 0.801
APS
Mean 2.2076 1.0688 2.4 2.88 2.53
N 32 32 32 32 32
Std. Deviation 4.809 2.479 2.527 0.421 0.915
DDP
Mean 2.2424 1.1056 2.318666667 2.61 2.25
N 36 36 36 36 36
Std. Deviation 4.881 3.118 3.506 0.645 0.841
KP
Mean 2.1492 1.008 2.231333333 2.9 2.67
N 30 30 30 30 30
Std. Deviation 2.97 1.495 2.063 0.403 0.711
VM
Mean 2.1144 0.982 2.2 2.95 2.55
N 22 22 22 22 22
Std. Deviation 4.063 1.224 3.817 0.213 0.858
SBL
Mean 2.2728 1.0448 2.329333333 2.18 2.65
N 17 17 17 17 17
Std. Deviation 3.795 3.14 4.235 0.883 0.702
Total
Mean 2.2116 1.0516 2.307333333 2.65 2.48
N 184 184 184 184 184
Std. Deviation 4.619 2.865 3.583 0.692 0.816
Procurement & Development
Employee Benefits
Employee Schemes
Promotions & Transfers
Appendix 6
ANOVA ANALYSIS of 5 Factors of Human Resource Planning
Wherein:
HRP1: PROCUREMENT &DEVELOPMENT
HRP2: EMPLOYEE BENEFITS
HRP3: EMPLOYEE SCHEMES
HRP4: PROMOTIONS & TRANSFERS
HRP5: EXIT POLICY
Sum of Squares df Mean Square F Sig.
HRP1
Between Groups 315.488 5 63.098 3.130 .010
Within Groups 3588.245 178 20.159
Total 3903.734 183
HRP2
Between Groups 177.742 5 35.548 4.778 .000
Within Groups 1324.411 178 7.441
Total 1502.152 183
HRP3
Between Groups 164.728 5 32.946 2.684 .023
Within Groups 2185.098 178 12.276
Total 2349.826 183
HRP4
Between Groups 12.239 5 2.448 5.771 .000
Within Groups 75.500 178 .424
Total 87.739 183
HRP5
Between Groups 3.739 5 .748 1.126 .348
Within Groups 118.212 178 .664
Total 121.951 183
Appendix 7
ANALYSIS OF FACTORS OF JOB SATISFACTION (JS)
AC
Mean 2.4475 2.35 2 2.15 2.235
N 47 47 47 47 47
2.032 1.458 0.956 0.932 1.472
APS
Mean 2.2425 1.815 2.34 2 2.08
N 32 32 32 32 32
1.713 1.289 0.902 0.842 1.194
DDP
Mean 2.3275 2.165 2.03 2.33 2.54
N 36 36 36 36 36
1.786 1.512 0.91 0.894 1.204
KP
Mean 2.1575 2.235 1.63 1.5 2.135
N 30 30 30 30 30
1.098 1.074 0.85 0.777 0.98
VM
Mean 1.965 2.115 1.41 1.27 2.07
N 22 22 22 22 22
1.39 0.869 0.796 0.55 1.125
SBL
Mean 2.44 2.355 2.06 1.65 2.265
N 17 17 17 17 17
1.64 1.16 0.966 0.931 1.328
Total
Mean 2.2825 2.175 1.94 1.9 2.235
N 184 184 184 184 184
1.785 1.334 0.936 0.912 1.276
Organization
Team working & Supportive Culture
Working Conditions
Quality of Work Life
Supervisory Style
Skill Enhancement
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Appendix 8
ANOVA ANALYSIS of 5 Factors of Job Satisfaction
Wherein:
JS1: TEAM WORKING AND SUPPORTIVE CULTURE
JS2: WORKING CONDITIONS:
JS3: QUALITY OF WORK LIFE
JS4: SUPERVISORY STYLE
JS5: SKILL ENHANCEMENT
JS1
Between Groups 71.773 5 14.355 4.999 .000
Within Groups 511.096 178 2.871
Total 582.870 183
JS2
Between Groups 25.550 5 5.110 3.030 .012
Within Groups 300.190 178 1.686
Total 325.739 183
JS3
Between Groups 14.925 5 2.985 3.654 .004
Within Groups 145.417 178 .817
Total 160.342 183
JS4
Between Groups 24.536 5 4.907 6.840 .000
Within Groups 127.703 178 .717
Total 152.239 183
JS5
Between Groups 20.441 5 4.088 2.624 .026
Within Groups 277.364 178 1.558
Total 297.804 183
Appendix 9
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .192(a) .037 .010 3.424
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
ANOVA(b)
Model Sum of Squares df Mean Square F Sig.
1
Regression 80.040 5 16.008 1.366 .239(a)
Residual 2086.694 178 11.723
Total 2166.734 183
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
b Dependent Variable: TJS
Coefficients(a)
Model Unstandardized Coefficients Standardized Coefficients
t Sig. B Std. Error Beta
1
(Constant) 19.697 3.813 5.166 .000
HRP1 .059 .061 .079 .965 .336
HRP2 .106 .096 .089 1.104 .271
HRP3 -.054 .073 -.057 -.742 .459
HRP4 -.614 .371 -.124 -1.655 .100
HRP5 -.180 .318 -.043 -.567 .572
a Dependent Variable: TJS
Variables Entered/Removed(b)
Model Variables Entered Variables Removed Method
1 HRP5, HRP3, HRP4, HRP2, HRP1(a) . Enter
a All requested variables entered.
b Dependent Variable: TJS
Appendix 10
ANALYSIS OF FACTORS OFORGANIZATION COMMITMENT
AC
Mean 9.68 6.15 6.28
N 47 47 47
1.946 1.681 1.44
APS
Mean 8.75 6.06 6.56
N 32 32 32
1.606 1.501 1.722
DDP
Mean 9.5 6.28 6.31
N 36 36 36
1.844 1.485 1.327
KP
Mean 8.77 5.87 5.73
N 30 30 30
0.971 0.86 0.868
VM
Mean 8.14 5.27 5.68
N 22 22 22
1.457 0.985 0.995
SBL
Mean 9 6.47 6.35
N 17 17 17
1.581 1.625 1.766
Total
Mean 9.09 6.04 6.18
N 184 184 184
1.709 1.442 1.401
Organization
AFFECTIVE COMMITMENT
NORMATIVE COMMITMENT
CONTINUANCE COMMITMENT
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Std. Deviation
Appendix 11
ANOVA ANALYSIS of 5 Factors of Organization Commitment
Wherein:
OC1: Affective Commitment
OC2: Normative Commitment
OC3: Continuance Commitment
OC1
Between Groups 49.438 5 9.888 3.628 .004
Within Groups 485.170 178 2.726
Total 534.609 183
OC2
Between Groups 19.613 5 3.923 1.934 .091
Within Groups 361.120 178 2.029
Total 380.734 183
OC3
Between Groups 17.642 5 3.528 1.839 .107
Within Groups 341.440 178 1.918
Total 359.082 183
Appendix 12
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .168(a) .028 .001 2.914
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
ANOVA(b)
Model Sum of Squares df Mean Square F Sig.
1
Regression 43.846 5 8.769 1.033 .400(a)
Residual 1511.110 178 8.489
Total 1554.957 183
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
b Dependent Variable: TOC
Coefficients(a)
ModelUnstandardized Coefficients Standardized Coefficients
t Sig.B Std. Error Beta
1
(Constant) 18.113 3.245 5.582 .000
HRP1 .100 .052 .158 1.923 .056
HRP2 -.042 .082 -.042 -.516 .607
HRP3 -.002 .062 -.002 -.026 .980
HRP4 -.321 .316 -.076 -1.017 .311
HRP5 -.125 .271 -.035 -.460 .646
a Dependent Variable: TOC
Variables Entered/Removed(b)
Model Variables Entered Variables Removed Method
1 HRP5, HRP3, HRP4, HRP2, HRP1(a) . Enter
a All requested variables entered.
b Dependent Variable: TOC
Appendix 13
