Statistics Project

1. PRESENTED TO:
DR. NADEEM SHAFIQ BUTT
RESOURCE PERSON: ADVANCED APPLIED STATISTICS
PRESENTED BY:
MUHAMMAD ISHTIAQ ISHAQ & NAZIA HUSSAIN
Roll # 61509 – 11 & 61504 – 11
MBA (HONORS)
DEPARTMENT OF MANAGEMENT SCIENCES
GLOBAL INSTITUTE LAHORE
MAY 25, 2012

2. Descriptive Statistics
The table and figure # 01 shows the descriptive statistics of age. The total respondents are
65 in which 34% respondents having below than 30 years of age whereas 20 are in 31-40
years and only 8 study respondents having age between 40-50 years.
Table & Figure – 1
Age
Frequency
Percent
Below 30 years
Valid
34
52.3
31 - 40 years
20
30.8
40 - 50 years
8
12.3
62
95.4
3
4.6
65
100.0
Total
Missing
System
Total
Gender profile of the respondents is displayed in the table and figure 2. 85% respondents are
male and only 10 respondents are female.
Table & Figure – 2
Gender
Frequency
Percent
Male
84.6
Female
10
15.4
Total
Valid
55
65
100.0
The respondents who participated in the study are employed in different ranks. Only 5% are
working as worker, 40% working as executive while majority of the respondents (52%) are
working as staff in different organizations.
Table & Figure – 3
Category of Work
Frequency
Worker
Percent
Missing
Total
4.6
Staff
34
52.3
Executive
26
40.0
Total
Valid
3
63
96.9
2
3.1
65
100.0
System
Table # 4 represents the marital status of the study respondents. Out of 65 respondents, 35
are married while 30 study participants are single / unmarried.
Page 2 of 16

3. Table & Figure – 4
Marital Status
Frequency
Percent
Married
53.8
Unmarried
30
46.2
Total
alid
35
65
100.0
Table # 5 reflects the education of all participants who take part in the survey. Only 6
participants have M. Phil Degree, 17 are Graduate, 25 respondents have Masters Degree and
only 12 participants have Doctoral Degree.
Table & Figure – 5
Education
Frequency
17
26.2
25
38.5
M. Phil
6
9.2
PhD
12
18.5
Total
Missing
Graduation
Masters
Valid
Percent
60
92.3
5
7.7
65
100.0
System
Total
Table # 6 shows the organization’s type in which respondents are employed. Results showed
that 69% serving in public sector organizations whereas 39% performed their duties in
private sector organizations.
Table & Figure – 6
Org.Type
Frequency
Public
40
61.5
Private
25
38.5
Total
Valid
Percent
65
100.0
Following table # 7 reflects the statistics of current experience. Majority of employees (32%)
have 1-3 years experience, 22% have less than 1 years of experience in current organization,
20% have 3-5 years experience, 12% have 5-10 years of experience and 14% have more than
10 years of experience in the current organization.
Page 3 of 16

4. Table & Figure – 7
Current Exp
Frequency
Percent
<1 year
21.5
1- 3 years
Valid
14
21
32.3
3 - 5 years
13
20.0
5 - 10 years
8
12.3
> 10 years
9
13.8
65
100.0
Total
Page 4 of 16

5. Compare Means
For comparison among the groups, One-Sample KS Test is applied. Table 8 shows the One
Sample KS Test which reflects that there is no problem in data normality. So, compare
means statistics will be employed further.
Table – 8
One-Sample Kolmogorov-Smirnov Test
Motivation
N
37
Normal Parameters
a,b
Mean
Std. Deviation
Most Extreme Differences
2.7162
.89634
Absolute
.086
Positive
.058
Negative
-.086
Kolmogorov-Smirnov Z
.525
Asymp. Sig. (2-tailed)
.946
a. Test distribution is Normal.
b. Calculated from data.
Gender & Motivation
Independent sample T-Test is used to compare the motivation score across the gender.
Since the Levene’s Test for Equality of Variance is non-significant, so equal variance
assumed. Table # 9 shows that there is no significant difference in motivation across male
and female (t=-0.56, significant=.579).
Table – 9
Levene's Test for
t-test for Equality of Means
Equality of
Variances
F
Sig.
t
df
Sig. (2tailed)
Mean
Std. Error
Difference Difference
95% Confidence
Interval of the
Difference
Lower
Equal
Motivation variances
assumed
.599
.444 -.561
35
.579
-.24403
.43520
Upper
-
1.12753
.63947
Page 5 of 16

6. Organization Type & Motivation
Independent sample T-Test is used to compare the motivation score in different types of
organizations in which study respondents were employed. Since the Levene’s Test for
Equality of Variance is non-significant, so equal variance assumed. Table # 10 shows that
there is no significant difference in motivation in public and private sector organizations
(t=1.582, significant=.123).
Table – 10
Levene's Test for
t-test for Equality of Means
Equality of
Variances
F
Sig.
t
df
Sig. (2tailed)
Mean
Std. Error
Difference Difference
95% Confidence
Interval of the
Difference
Lower
Equal
Motivation variances
.659
.422
assumed
1.582
35
.123
-.46104
.29142
Upper
-
1.05266
.13058
Marital Status & Motivation
Independent sample T-Test is used to compare the motivation score across the marital status
Since the Levene’s Test for Equality of Variance is non-significant, so equal variance
assumed. Table # 11 shows that there is no significant difference in motivation score across
the marital status of the study respondents (t=-.485, significant=.631).
Table – 11
Levene's Test for
t-test for Equality of Means
Equality of
Variances
F
Sig.
t
df
Sig. (2tailed)
Mean
Std. Error
Difference Difference
95% Confidence
Interval of the
Difference
Lower
Equal
Motivation variances
assumed
.001
.970
.485
35
.631
-.14570
.30065
Upper
-.75606
.46466
Page 6 of 16

7. Age & Motivation
ANOVA statistics is used to find out the difference between age sub-groups and motivation
score. This statistics is used because work categories have more than 2 groups. Levene’s Test
for Equality of Variance is non-significant (Levene Statistics = .157, p = 0.855) as shown in
the table 12. So, equal variance assumed among the groups.
Table – 12
Test of Homogeneity of Variances
Motivation
Levene Statistic
df1
df2
.157
Sig.
2
34
.855
When equal variance is assumed than ANOVA table is used to locate the difference instead
of Welch Statistics. Table # 13 shows that there is no difference among all sub-groups under
the head of age. This means that motivation’s score did not have any significant difference
whatsoever the study respondent have age.
Table – 13
ANOVA
Motivation
Sum of Squares
Between Groups
df
Mean Square
2.001
2
1.000
Within Groups
26.922
34
28.923
Sig.
.792
Total
F
1.263
.296
36
Work Category & Motivation
ANOVA statistics is used to find out the difference between work category and motivation
score. This statistics is used because work categories have more than 2 groups. Levene’s Test
for Equality of Variance is non-significant (Levene Statistics = 3.061, p = 0.061) as shown in
the table 14. So, equal variance assumed among the groups.
Table – 14
Test of Homogeneity of Variances
Motivation
Levene Statistic
df1
3.061
df2
2
Sig.
32
.061
When equal variance is assumed than ANOVA table is used to locate the difference instead
of Welch Statistics. Table # 15 shows that there is no difference among three sub-groups
Page 7 of 16

8. under the head of work category. This means that motivation’s score did not have any
significant difference whether the study respondent works as worker, staff or executive.
Table – 15
ANOVA
Motivation
Sum of Squares
Between Groups
df
Mean Square
2.405
2
1.202
Within Groups
25.694
32
28.099
Sig.
.803
Total
F
1.497
.239
34
Page 8 of 16

9. Correlation
Table – 15 shows the Pearson Correlation between Motivation and current expreince of the
study respondents. The results indicates that there is weak but insignificant relationship
between experience and motivation (r=0.247, p = .141).
Table – 16
Correlations
Motivation
Pearson Correlation
Motivation
CurrentExp
1
Sig. (2-tailed)
N
.247
.141
37
Pearson Correlation
CurrentExp
37
.247
1
Sig. (2-tailed)
.141
N
37
65
Page 9 of 16

10. Regression Analysis
Table – 17 reflects the regression analsysis in which all independent variable (that are total
experience, category of work, organization type, maritual status, gender, current experience
and age) regressed on motivation. The results shows that all these variables explain 9%
variance in the model.
Table – 17
b
Model Summary
Model
Adjusted
Std. Error
R Square
of the
R Square
F
Estimate
.304
R
Square
1
R
Change
Change
a
.092
-.019
.67862
Change Statistics
.092
df1
.829
Durbin-
df2
Watson
Sig. F
Change
7
57
.567
1.903
a. Predictors: (Constant), TotalExp, CategoryofWork, Org.Type, Gender, MaritalStatus, CurrentExp, Age
b. Dependent Variable: Motivation
Table – 18 indicated the significance of the model which includes all independent and
dependent variables. F-statistics reveals that the model is insignificant.
Table – 18
a
ANOVA
Model
Sum of Squares
Regression
df
Mean Square
7
.382
Residual
26.250
57
28.923
Sig.
.829
.567
b
.461
Total
1
2.673
F
64
a. Dependent Variable: Motivation
b. Predictors: (Constant), TotalExp, CategoryofWork, Org.Type, Gender, MaritalStatus, CurrentExp, Age
To find out the positive or negative impact of independent variables on motivation,
coefficients statistics are used which is shown in Table – 19. The results indicate that none of
the independent variable has significant positive / negative impact on motivation.
Page 10 of 16

11. Table – 19
Coefficients
Model
a
Unstandardized Coefficients
Standardized
t
Sig.
Coefficients
B
(Constant)
Std. Error
3.437
.001
.085
.460
.647
.260
-.041
-.290
.773
.184
.156
.155
1.183
.242
-.012
.197
-.009
-.060
.953
.249
.187
.181
1.327
.190
CurrentExp
-.090
.078
-.179
-1.164
.249
TotalExp
-.005
.015
-.063
-.350
.728
Age
Gender
CategoryofWork
2.195
.639
.082
.177
-.075
Beta
1
MaritalStatus
Org.Type
a. Dependent Variable: Motivation
Page 11 of 16

12. Factor Analysis
Table – 20 reveals the factor analysis on 22 items of motivation. KMO (KMO - .61, p =
0.001) test indicates that the data is significant for factor analysis which is used to find out
the dimensions or reduce the data. Higher the KMO value reflects the more data is reliable
for factor analysis.
Table – 20
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy.
.614
Approx. Chi-Square
Bartlett's Test of Sphericity
663.403
df
231
Sig.
.000
Table – 21 indicates the 6 dimensions that can be drawn from the data. And these
dimensions explained 76% variance in the dependent variable. Eigen value is set on standard
“1”.
Table – 21
Total Variance Explained
Component
Initial Eigenvalues
Total
% of Variance
Extraction Sums of Squared Loadings
Cumulative %
Total
% of Variance
Cumulative %
1
9.045
41.112
41.112
9.045
41.112
41.112
2
2.433
11.059
52.171
2.433
11.059
52.171
3
1.849
8.405
60.575
1.849
8.405
60.575
4
1.257
5.713
66.289
1.257
5.713
66.289
5
1.192
5.420
71.708
1.192
5.420
71.708
6
1.018
4.626
76.334
1.018
4.626
76.334
7
.931
4.234
80.568
8
.845
3.840
84.408
9
.772
3.507
87.915
10
.534
2.428
90.342
11
.459
2.088
92.430
12
.369
1.679
94.109
13
.345
1.570
95.679
14
.295
1.341
97.020
15
.192
.872
97.892
16
.151
.687
98.579
17
.124
.564
99.143
Page 12 of 16

13. 18
.069
.314
99.457
19
.053
.241
99.698
20
.031
.140
99.839
21
.018
.083
99.922
22
.017
.078
100.000
Extraction Method: Principal Component Analysis.
For identify the factor loading of each variable, table – 22 is select for this purpose which
explicit the rotated component matrix. In table, only highest factor loading is displayed. The
summarized results is shown in table – 23.
Table – 22
Rotated Component Matrix
a
Component
1
I am satisfied with the
wages I draw at present
2
3
4
5
6
.615
In the organization the
bonus scheme is
.819
satisfactory
The festival advance offered
is satisfactory
The retirement benefits
available are sufficient
.844
.686
The leave facility available is
.829
sufficient
There is no difficulty in
.872
getting the leave sanctioned
Housing facility provided is
.876
satisfactory
The rest room facility is
.708
satisfactory
Canteen facility available is
satisfactory
.768
The people in the
organization are given
training on the basis of the
.487
needs
I feel that the job I do gives
me a good status
.598
Page 13 of 16

14. In this organization both
praise and appreciation are
used to extract work from
.671
the employees
I find opportunities for
advancement in this
.745
organization
In this organization there is
fair amount of team spirit
.715
The employees in the
organization feel secured in
.630
their job
I feel that I am always
.721
boosted by my superiors
I feel that my superior
always recognizes the work
.806
done by me
The superiors in the
organization always try to
.904
make the job more pleasant
and interesting
The superiors in the
organization provide
counseling whenever the
.771
sub- ordinates suffer from
Emotional disorder
Sensible company rules,
regulations, procedures, and
.567
policies
The opportunity to grow
through learning new things
.585
A superior should give
subordinates only the
information necessary for
.595
them to do their Immediate
tasks.
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 16 iterations.
Page 14 of 16

15. Items
I am satisfied with the wages I
draw at present
In the organization the bonus
scheme is satisfactory
The festival advance offered is
satisfactory
The retirement benefits
available are sufficient
Canteen facility available is
satisfactory
In this organization both praise
and appreciation are used to
extract work from the
employees
I find opportunities for
advancement in this
organization
In this organization there is fair
amount of team spirit
The opportunity to grow
through learning new things
A superior should give
subordinates only the
information necessary for them
to do their Immediate tasks.
The leave facility available is
sufficient
There is no difficulty in getting
the leave sanctioned
Housing facility provided is
satisfactory
The rest room facility is
satisfactory
The people in the organization
are given training on the basis
of the needs
I feel that the job I do gives me
a good status
The employees in the
organization feel secured in
their job
I feel that I am always boosted
by my superiors
I feel that my superior always
recognizes the work done by
me
Factor Loading
Proposed Name
.615
.819
.844
.686
.768
.671
Intrinsic and Extrinsic
Motivation
.745
.715
.585
.595
.829
Availability of Leave
.872
.876
Housing Scheme
.708
.487
.598
.630
Satisfaction with Style of
Supervisory & Company
Rules
.721
.806
Page 15 of 16

16. Sensible company rules,
regulations, procedures, and
policies
The superiors in the
organization always try to make
the job more pleasant and
interesting
The superiors in the
organization provide
counseling whenever the subordinates suffer from
Emotional disorder
.567
.904
Satisfaction with Co-workers
.771
Page 16 of 16