SUPERIOR UNIVERSITY

LAHORE

BUSINESS RESERCH
METHODOLOGY
Perceived Organizational Support that have impact on the
Organizational Commitment

COLLEGE OF BUSINESS AND MANAGENT STUDIES.

ntents
0 Abstract ....................................................................................................... Error! Bookmark not defined.
1 Introduction ............................................................................................................................................... 3
1.1 Purpose statement........................................................................................................................ 9
1.2 Objectives.................................................................................................................................... 10
1.3 Significance ................................................................................................................................. 10
1.4 Research question and hypothesis ................................................................................................... 11
2 literature review ...................................................................................................................................... 13
2.1 Model ................................................................................................................................................ 18
3 Data and methodology ............................................................................................................................ 19
3.1 Data ................................................................................................................................................... 19
3.1.1 Paradigm .................................................................................................................................... 19
3.1.2 Population and sample .............................................................................................................. 19
3.2 Methodology......................................................................................................................................... 20
4 Limitation and delimitation...................................................................................................................... 22
5 References ............................................................................................................................................... 22
 SUPERIOR UNIVERSITY LAHORE

Mid Term Assignment

Of
BRM
Presented to:
Prof; Qurat-ul-Ain
Presented By:
Zeeshan Arshad BBA-10405
Noman liaqat BBA-10413
Arslan Amjid BBA-10415

Dated: 14th May, 2012

 PRECEIVED ORGANIZATINAL IN RELATION TO

ORGANIZATINAL COMMITMENT AND TURNOVER

INTENTIONS
0 Abstract
This research paper is going to find the results of the Perceived Organizational Support that

have impact on the Organizational Commitment and Turnover Intentions. Whereas the pos is

independent and organizational commitment and turnover intention is dependent variables. We

have assumed in our hypothesis that pos has direct/positive relation with the organizational

commitment and pos has inverse/negative relation with turnover intentions. The study is based

on empirical research and done with convenient sampling that has 170 sample size from

different departments of different organizations of managerial post. The results are strongly in

the favor of that pos have great impact on the employees commitment towards its

organization and thus reduce the turnover intentions. The literature review also supported this

concept and proved to be correct.

1 Introduction
In this era the business fields are finding the more operations to get more efficient and more

effective to get profits out of it. They are forced to bring flexibility in their strategies in todays

competition. This research paper has conducted to find out the relationships of three variables

that are Perceived Organizational Support (PSO), Organizational Commitment and Turnover

intentions. The two of the variables are independent that are PSO and OC and one is dependent

and that is Turnover intentions. This research paper is going to investigate the impact of these

variables in Asia and further in Pakistan. We have taken a sample size of 150 employees of

different organizations and have checked their responses that will help us to find out the impact

of these factors in the business world.

Several studies showed that perceived organization has a direct link with affective commitment

which means the organization count their employees contribution and value it, care about the

well being and well fare of the employees definitely it will result in a positive relation or the

organization commitment employees will valued which in return reduces the turnover intention

and they will be committed to their organization by showing less absentees, few leaves and

increased performance. As proved in the in the studies of Mathieu &zajac, 1990;meyer &

allen,1997;mowdat et al.,1982). The organization support theory

(eisenberger,hintington,Hutchison,&sowa,1998;;shore& shore,1995)Affective commitment is

emotional attachment with the organization.

Basically this research is based on the agenda organization commitment and turnover intension.

Many researches are done before on this topic. Basically when employees are tired of their jobs

or not satisfied with their jobs they switch off from the organization. Organization has a great

impact on employees turnover intension. I the organization takes care o employees well being
the employee will be satisfied from their job and their turnover intensions will be low. Job

turnover has a link with employee satisfaction as well. High level o organization commitment

leads towards low turnover intension

Why organizational support is important?

You can have a lovely shiny car, but its worthless if it doesnt have the power of a great engine
behind it. Your employees are the engines of your organization and like any finely tuned engine
your workforce to operate smoothly and effectively. The fact is organizational commitment of
employee with organization is directly linked to business profits, and the more self-motivated
your employees are, the more differentiated and successful you will be as a business.

Organizational supportive employees look for better ways to do a job.

Organizational supportive employees care about their customers

Organizational supportive employees take pride in their work.

Organizational supportive workers are more productive.

What perceived organizational support mean ?

Perceived Organizational Support (POS) is the degree to which employees believe that their
organization values their contributions and cares about their well-being and fulfills employees'
socioemotional needs (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Rhoades &
Eisenberger, 2002).

POS is generally thought to be the organizations contribution to a positive reciprocity dynamic

with employees, as employees tend to perform better to reciprocate received rewards and
favorable treatment (Rhoades & Eisenberger, 2002). According to the perceived organizational
support website (http://www.psychology.uh.edu/pos), research on perceived organizational
support began with the observation that if managers are concerned with their employees
commitment to the organization, employees are focused on the organizations commitment to
them. For employees, the organization serves as an important source of socioemotional
resources, such as respect and caring, and tangible benefits, such as wages and medical benefits.
Being regarded highly by the organization helps to meet employees needs for approval, esteem,
and affiliation. Positive valuation by the organization also provides an indication that increased
effort will be noted and rewarded. Employees therefore take an active interest in the regard with
which they are held by their employer.

Organizational support theory (OST: Eisenberger, Huntington, Hutchinson, & Sowa, 1986;
Rhoades & Eisenberger, 2002; Shore & Shore, 1995) holds that in order to meet socioemotional
needs and to assess the benefits of increased work effort, employees form a general perception
concerning the extent to which the organization values their contributions and cares about their
well-being. Such perceived organizational support (POS) would increase employees felt
obligation to help the organization reach its objectives, increase their identification with the
organization, and contribute to their expectation that improved performance would be rewarded.
Behavioral outcomes of POS would include increased in inrole and extra-role performance,
increased organizational commitment, and decreased stess and withdrawal behaviors such as
absenteeism and turnover.

Although there were relatively few studies of POS until the mid 1990s, research on the topic has
burgeoned in the last few years. Rhoades and Eisenbergers (2002) meta-analysis covered some
70 POS studies carried out through 1999, and over 300 studies have been performed since. The
meta-analysis found clear and consistent relationships of POS with its predicted antecedents and
consequences.
1.1 The Survey of Perceived Organizational Support (SPOS; Eisenberger, Huntington,
Huntington, & Sowa, 1986) was originally constructed with 32 items. Subsequent
versions, however, have displayed adequate psychometric properties using 8 or as few as
3 items. Respondents are asked to indicate the extent the extent to which they agree with
the following statements on a seven-point scale.

1.2 Example items include:

1.3 1. My organization cares about my opinions.

1.4 2. My organization really cares about my well-being.

1.5 3. My organization strongly considers my goals and values.

1.6 4. Help is available from my organization when I have a problem.

1.7 5. My organization would forgive an honest mistake on my part.

1.8 6. If given the opportunity, my organization would take advantage of me. (item is
reverse-coded)

1.9 7. My organization shows very little concern for me. (item is reverse-coded)

1.10 8. My organization is willing to help me, if I need a special favor.

1.11 Purpose statement

The purpose of this survey study is test the theory of " PERCEIVED ORGANIZATIONAL
SUPPORT AS PREDICTOR OF ORGANIZATIONAL COMMITMENT " The purpose of this
research is to explore the impact of perceived organizational support (three conditions impacting
support includes Supervisors support, Organizational rewards and conditions, and Fairness in
procedural justice) on organizational commitment of nurses. This study also focus on finding the
impact of perceived organizational support on employees. Employee participation,
Organizational commitment, Task strategy at research sight. The independent variables define
as an independent variable is a factor that can be varied or manipulated in an experiment. It is
usually what will affect the dependent variable. Dependent variables will be generally define as.
The dependent Variable is the variable that is being measured in an experiment. The dependent
variable would be the participants test scores and the mediating variable A variable which is
postulated to be a predictor of one or more dependent variables, and simultaneously predicted
by one or more independent variables, these will be statistically controlled in the study.
1.12 Objectives
The main purpose of the study is to identify the relationship among the, There exists no
relationship between Perceived Organizational Support and Organizational commitment or exists n
relationship between Perceived Organizational Support and Organizational commitment

To examine impact of perceived organizational support program on employee

participation.
To examine the impact of perceived organizational support program participation on
behavioral outcomes.

1.13 Significance
1. The research is based on the human resource management practice that is
PERCEIVED ORGANIZATIONAL SUPPORT AS PREDICTOR OF
ORGANIZATIONAL COMMITMENT.
2. There are several researches has been conducted at that area. But some questions are
still there, this research will help to solve out that quarry. Pakistan is fastest growing
country in orgnizations sector thousands of employees are working in the orgnization
sector, Employees commitment is major part in orgnizations of Pakistan therefore it is
necessary to work in that area.
3. It will provide an insight into the fact that how leadership can be enhances employees
commitment within the organizations. This will be beneficent for strategy makers of
organizations. My study will help full for managers, organizations and government
institutions to know about the employees commetmet with there organization.
1.4 Research question and hypothesis
H1: Perceived organizational support (POS) positively influences organizational

Commitment (OC).

We are going to check the relationship between these two variables that the perceived

organizational support has positively influence on organizational commitment. These two has

direct relationship. As if the organization has fulfill or care of his expectations then

automatically he will give his best to the organization with his full efforts that definitely

increases the profitability of the organization and human are the most important assets of the

organization. For example, the employees that have high desires or career opportunities that

obviously enhance high career commitment. When the organization fulfill his desires of that

employee by their support (pos) that employee will automatically get motivated and proves

himself to be deserves by his efforts (Chieh-Peng Lin and Mei-Fang Chen). Bateman and

organ (1983) content that positive employee behavior most likely occurs when a person

experiences a mood state characterized by positive affect (positive mood).

H0: POS is negatively related to turnover intentions.

Research has shown that POS is negatively influenced by turnover intentions. Employees who

have greater POS are highly committed to the organization and in turn they show less

absenteeism and less turnover intentions which results in turnover. Also there is negative

relationship between continuance commitment and turnover (Jaros et al. 1993). Workers who

think that their organization really cares about their well being they in return pay back to their

organization by having sincerity and commitment with that organization. They less likely to

think of leaving the organization and think themselves as a part of their organization. POS is
having positive kind of relationship with organizational commitment and negative kind of

relationship with turnover intentions (Okello-Ouni, 2004).

Thus as a result of given literature it is found that high perceived organizational support result in

less turnover intentions.

2 literature review
Perceived organizational support (POS)

As the major resources of all these production is human resource and that add value to any

organization. The competitive environment has only the human as its best asset that can sustain

and do best for his organization. The variable that we are studying is perceived organizational

support that has great impact on organizational commitment and thus reduces the turnover

intentions. Perceived organizational support can be done in many ways, as by reward system,

comfort environment, incentives etc that surly influence on the work of the employee

(Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. 1986). The employee feels

supportive if his basic needs will be fulfilled or satisfied as for money, self-esteem, recognition

and also by rewarding him for his achievement and devotion towards organizational (Maslows

theory). The psychological satisfaction strengthens the individual behavior towards that

organization. Contrary to that if we shows less concern with our employee work in negative

way and have felling that organization is not supportive or in favor of employees. Allen, D.G. &

Shore, L.M. & Griffeth, R.W., (2003) also very 1st time give the dimensions to support human

resource management and that is allowing to participate in decision-making activities , fair

distribution of rewards and promotion opportunities. These are 3 dimensions that a human

mostly prefer. First category reflect that every employee should give that respect and consider

his/her opinion rather it will be implemented or not but the employee should give the chance

and respect of his existences as a very important asset of organization (Kottke & Sharafinski,

1988). Secondly the fair reword system or incentives that should get distributed among the

employee, according to their performance not by any biasness or preferences that in result

demotivate their sprit and affect the efficiency of the work they do (Greenberg, 1990). Thirdly
there must be ways of the promotion that makes the employee to work hard and struggle more

to achieve the desire destination. Once the employee feel supportive and have a same level of

respect that an honor have so he also start giving his best and work efficiently as of its own

organization. Appraisal system should also be there to support and to maintain self-esteem and

finally they will personally get committed and thus reduced in turnover intentions and cause in

many benefit to organization. (Eisenberger,R ., Stinglhamber,F ., VandenbergheC, . Sucharski,I

., & Rhoades, L.) (2002b).

Pos and Turnover intentions

POS affect an employees turnover intentions. The kind of relationship that exists between POS

and turnover intentions is somewhat a negative kind of relationship. On the basis of social

exchange theory, it is expected to have high POS to low turnover intentions (e.g., Eisenberger et

al., 1990; Wyne et al., 1997). Similarly it is argued by Eisenberger and coworkers (Eisenberger

et al., 1986, 1990) that the employees who get high support from their organization, they

strongly feel as an obligation to pay back to their respective organization (Shore & Wayne,

1993). One of the ways for an employee to pay back to the organization is by to remain the part

of that organization. So the individuals who get greater support from their organizations they are

less likely to search for alternate organizations or think to leave their organization.

The theories that support the relationship that the employees who get high level of support from

their organizations they tend to pay back to their organization are social exchange theory Blau,

P. M. (1964). and organizational support theory (Eisenberger et al., 1986). The existence of

negative kind of relationship between POS and turnover intentions was also marked by some

other studies (e.g., Wayne et al., 1997; Eisenberger et al., 2001). And the desire to remain and
be a part of the organization for longer time has positive relationship with POS (Rhoades &

Eisenberger, 2002). The high level of POS induces feelings and emotions of positive regard,

more concerning, loyalty, and good relationship of employees with its employer and as a result

of these less absenteeism and less turnover intentions.

Organizational turnover is a very serious phenomenon in the studies of HRM. Researchers has

found that turnover costs as much high as six months to three years pay and remuneration

which also depend on the job type (Fitz-Enz, 1998). Many researchers also investigated major

antecedents and determinants to address high turnover phenomenon in organizations (Tuzun,

2007). Researchers found the level of POS in an organization significantly affecting the level of

turnover. POS greatly affects employees behavior such as innovativeness and creativity and to

have a sense of responsibility regarding their job (Eisenberger, et al, 1986). Moreover, workers

with greater POS show greater performance and a sense to remain with the organization

meaningless turnover intentions (Mathieu & Zajac, 1990; Meyer & Allen, 1997; Mowday,

Porter, & Steers, 1982; Rhoades & Eisenberger, 2002).

Turnover intensions and organization commitment

Turnover intension is basically the intension in the working employees in an organization to

leave their organization. Many researchers suggest that there is a relation between

organizational commitment and turnover intension. Peter, Bhagat and O Connor (1981) found

that organizational commitment is significantly associated with turnover intension. Arnold and

Feldman (1982) also researched that work attitudes and turnover intensions are highly

correlated. The employees who are highly committed with their organizations have low rate of
turnover on the other hand employees less committed to their organization gave high rate of

turnover intensions. Basically there are two types of turnover voluntarily and involuntarily turn

over. Voluntarily turnover is quitting your organization by your own choice and involuntarily

means organization forces you to leave the organization. The researchers suggest that turnover

is closely related with many variables e.g. economic, work related and individual. (Muchinsky

and Morrow 1980). Another researcher Rosse and miller 1984 found that unmet career

opportunities lead to turnover intensions. If any employees having low salary or finding better

job in some else organization are linked with turnover (.ef.De Cenzo and robbins 1996) says in

his report that job insecurity, low opportunities for a better position, low salary leads to

turnover. When an employee finds a better alternative of present job if the alternative is more

good than the existing job then he tends to quit the job. Mobley (1977) says in his research

report that disappointment with your job leads to turnover. if an employee is satisfied and happy

with his job he will not be willing to quit the job, Weiner and Vardi(1980) said that the job type

has great influence on turnover.

POS and organization commitment

Word commitment is often used by every one of us in everyday life which means the sense

of being bound emotionally or intellectually to some course of action (American heritage

dictionary.1979), this relates relation with organization its and individual. Research proved

positive relation between perceived organization support and organization commitment

(Mayer& allen, 1997; mottaz, 1998).perceived organization support is what employees would

expect of the organization that value their contribution and care. This may include reaction of
organization to the employee when they counter situation like illness, and mistakes. Simply the

extent to which that employees perceive organization valued their contribution and care about

their well being (Eisenberger.fasolo,&davis la maestro, 1990:52).the way when organization

gives a sense of belonging and importance to its employees ,it generate commitment bond

between employees and it raise employees expectancy from the origination they tend to b more

committed in order to get appraise. As like Decotiis and summer (1987) reported when

employees are treated with appraising word n acts and their contribution is considered they tend

to be more commitment with the organization. This strength employees believe about perceives

organization support. Tormas(1999) as stated that organization understanding is linked up with

organization commitment and with the components of organization commitment.(via ,affective,

normative and continuous).it is al so reported that if management is involve in acknowledging

employees performance and their effect to solve problem prevailing to employees have positive

relation with organization commitment (Iversion &buttigie,1999). Organization is made up of

many things, which includes capital, work force, machinery and land. Commitment is required

for the work force; the right people at the right place make the difference. In form of perceived

organization support .organization reward .justice and support have positive relation with

affective commitment (meyer and allen .1997). Same in the studies of Meyer and allen (1997.pp

46-47) and D.allen et all (1999) suggested that ascend pos have favorable relation. Pos would in

result affective commitment by encouraging employing through the obligation towards

organization welfare which in return result realization of identity with the organization. The

perception that employees contribution is meaningful and organization care about its

employees and their well being results in the need of affiliation .esteems support and emotional

needs (armil et al 1998)

2.1 Model

Benefi
ts
Compansati
on
Faciliti Org commitment
es
Salary package

Training
s

contract
3 Data and methodology
3.1 Data
3.1.1 Paradigm

Positivism
Positivism is perhaps the oldest theoretical perspective in sociology. Since its inception, it has
dominated a significant portion of the history of social science. Positivism in the social sciences
has been heavily based on the scientific principles of the natural sciences. The assumptions are
that there is a basic underlying structure to interactions, and it is logical, self consistent and has
associated corollaries
Interpretive
Refers to approaches emphasizing the meaningful nature of people's participation in social and
cultural life. The methods of natural science are seen as inappropriate for such investigation.
Researchers working within this tradition analyse the meanings people confer upon their own
and others' actions.
Pragmatism
Pragmatism is a philosophical tradition centered on the linking of practice and theory. It
describes a process where theory is extracted from practice, and applied back to practice to form
what is called intelligent practice

3.1.2 Population and sample

From my population I collect data from 150 respondents.
3.2 Methodology
Methodology

The participants of the study were various employees of different organization, no matter what

there gender is. About 160 questioners are given to 160 employees from which 156 are

returned, 7 are found to be incomplete and 9 are found to have few items unmarked and thus

such questioner are excluded from the study.5 lickered scale is used 1 =SD ,2=D ,3=N, 4=A,

5=SA for each variable 8 items number of item used for POS cale are 8 addopted from for high

reliability (POS ;Eisenberger et al.,1997;lynch,eisenberger,&armeli.199. number of 6 item of

affective commitment are used from Mayer and Allens a scale (Mayer &Allen 1997; meyer,

allen, &smith, 1993) affective commitment. Turnover variable is measured by 3 addopted from

shore and martin (1989) .sampling technique used in convienient sampling where randomly

organization are selected , employees belong to different job nature, different education

background, and they have varied total experience and tenure with current organization. About

37% are women are targeted about 63% of men. Average income is 35000-50000. Participants

belong to the occupation such as assistance professors, It in charge, manger, technician, MTO,

news caster, news reporter they are employed at different origination like UCP. UMT .Sadat

News paper agency, Duniya channel whit different background.all the data is collected within

one week and further. We proceeded for analysis.

1 Descriptive
Descriptive research, also known as statistical research, describes data and characteristics about
the population or phenomenon being studied. Descriptive research answers the
questions who, what, where, when, "why" and how.

Types of Descriptive
1: Histogram
A histogram is a display of statistical information that uses rectangles to show the frequency of
data items in successive numerical intervals of equal size. In the most common form of
histogram, the independent variable is plotted along the horizontal axis and the dependent
variable is plotted along the vertical axis. The data appears as colored or shaded rectangles of
variable area
2: Box plot
The box plot A simple display of an observed frequency distribution in which the main body of
the data between the 10th and 90th percentile are displayed as a rectangular box, divided at
the median, while the lower and upper portions are indicated by lines drawn to the extreme
values of the range.

2 Inferential
Statistics from which an inference is made about the nature of a population; the purpose is to
generalize about the population, based upon data from the sample selected from the
population.

OR

Numerical methods used to determine whether research data support a hypothesis or whether
results were due to chance.
Types of inferential
1: Correlation

Correlation is a statistical measurement of the relationship between two variables. Possible

correlations range from +1 to 1. A zero correlation indicates that there is no relationship
between the variables. A correlation of 1 indicates a perfect negative correlation, meaning that
as one variable goes up, the other goes down. A correlation of +1 indicates a perfect positive
correlation, meaning that both variables move in the same direction together.

2: Regression
A statistical technique used to find relationships between variables for the purpose of
predicting future values.

4 Limitation and delimitation

Due to lack of resources we narrow down our research only for research in Lahore.

5 References
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and
normative commitment to the organization. Journal of Occupational Psychology 63.
Angle, H.L., & Perry, J.L. (1981). An empirical assessment of organization commitment and
organizational effectiveness. Administrative Science Quarterly, 26, 1-13.
Aryee & Heng. (1990). A note on applicability of an organizational commitment model. Work And
Occupations, 17 (2), 229-240.
Baruch, (1998). evaluating quality and management of guman resource management. Personnel Review,
26 (5), 135-144.
Bateman, T. & Strasser, S. (1984). A longitudinal analysis of the antecedents of organizational
commitment. Academy of Management Journal, 21, 95-112.
Becker, H.S. (1960). Notes on the concept of commitment. American journal of sociology, 66, 32-40.
Buchanan, B.II. (1974). Building organizational commitment: The socialization of managers in work
organizations. Administrative Science Quarterly, 19, 533-546.
Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze.
In C. L. Cooper & I. T. Robertson (Eds.),. International review of industrial and organizational psychology,
12, 317372.

Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived Organizational support,
discretionary treatment, and job satisfaction. Journal of Applied Psychology,, 82, 812820.
Eisenberger, R., Fasolo, P., & Davis, L.V. (1990). Perceived Organizational Support and Employee
Diligence, Commitment, and Innovation. Journal of Applied Psychology, 75 (1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support.
Journal of Applied Psychology, 71, 500507.
George, J.M., Reed, T.F., Ballard, K.A., Colin, J., & Fielding, J. (1993). Contact with AIDS patients
as a source of work-related distress: Effects of organizational and social support. Academy of
Management Journal, 36, 157171.
Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological
Review,, 25, 161178.
Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological
Review,, 25, 161178.
Hall, D. (1977). Organizational identification as a function of career pattern and organizational type.
Administrative Science Quarterly, 17, 340-350.
Kottke, J.L., & Sharafinski, C.E. (1988). Measuring perceived supervisory and organizational support.
. Educational and Psychological Measurement, 48, 10751079.
 QUESTIONARE
PERCEIVED ORGNIZATIONAL SUPPORT AS PERDICTOR OF ORGNIZATIONAL COMMITMENT.
1. What is your gender?
a) Male b) Female
2. What is your designation post?

---------------------
3. What is your age?
a) 19 to 18 b) 18 to28 c) 28 to38 d) 38 to 48 e) 48 or above
4. In which organization do you work?
5. Total experience?

---------------------
6. Job nature?
a) Field work b) office work c) technical d) staff e)Managerial
7. Income?
a) 15000 or less b) 15000 to 20000 c) 20000 to 35000 d) 35000 to 80000 e) 80000 or above
8. Whats your designation is?

---------------------
9. My organization cares about my opinion?
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
10. My organizational really cares about my well-being.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
11. My organization strongly considers my goals and values.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
12. Help is available from my organization when i have a problem.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
13. My organization would forgive an honest mistake on my part.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
14. If given the opportunity, my organization would take advantage of me.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
15. My organizational shows very little concern of me.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
16. My organization is willing to help me i need a special favor.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
17. I would be very happy to spend rest of my career with dis organisaton
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
18. I enjoy discussing my organization with people outside.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
19. I really feel as if this organization problem is my own.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
20. I do not feel emotionally attached with this organization.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
21. This organization has a great deal of personal meaning for me.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
22. I do not feel a strong sense of belonging to my organization.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
23. As soon as i can find a better job i would leave the organization.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
24. I often think about quiting my job.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
25. You often felt about leaving this organization.
a) Strongly disagree b)disagree c)Natural d)Agree Strongly agree
 Inferential Statistics
Co-Relation:

Correlations

posstf acttf

Spearman's rho posstf Correlation Coefficient 1.000 .722**

Sig. (2-tailed) . .000

N 140 140

acttf Correlation Coefficient .722** 1.000

Sig. (2-tailed) .000 .

N 140 141

**. Correlation is significant at the 0.01 level (2-tailed).

Correlations

Acttf ttf

acttf Pearson Correlation 1 -.924**

Sig. (2-tailed) .000

N 141 141

ttf Pearson Correlation -.924** 1

Sig. (2-tailed) .000

N 141 141

**. Correlation is significant at the 0.01 level (2-tailed).

Interpetation:
This table tell us that there is relationship between these two variable .Because the (p) value is
less then 0.05.corelation coefficient (r) is positive (+)

Multi-regression:

Model Summary

Adjusted R Std. Error of the

Model R R Square Square Estimate

1 .909a .826 .824 .34123

a. Predictors: (Constant), ttf, acttf

 ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 75.814 2 37.907 325.561 .000a

Residual 15.952 137 .116

Total 91.766 139

a. Predictors: (Constant), ttf, acttf

b. Dependent Variable: posstf

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 2.355 .418 5.628 .000

acttf .435 .086 .473 5.080 .000

ttf -.287 .059 -.453 -4.867 .000

a. Dependent Variable: posstf

Interpretation:
Multiple regressions are conduct to investigate the best predictors of Brand Evaluation. The means,
standard deviation, and inter correlations can be found in table. The combination of variables to
predict Brand Evaluation from Attitude, Performance and Quality are statistically significant, F = 3.404,
p 0.05. The beta coefficients are presented in last table. The adjusted R2 value was 0.199.
Y=2.355+0.435x1-0.287x2

T-test:

One-Sample Statistics

N Mean Std. Deviation Std. Error Mean

posstf 140 3.1884 .81252 .06867

 One-Sample Test

Test Value = 150

95% Confidence Interval of the

Difference

T df Sig. (2-tailed) Mean Difference Lower Upper

posstf -2137.923 139 .000 -146.81161 -146.9474 -146.6758

The One-Sample Statistics table provides basic descriptive statistics for the variable under
consideration. In the One-Sample Test table. On the bottom line of this table are the t value, df, and the
two-tailed sig. (p) value, which are circled. Note that p=.000 so we can say that the sample mean
(3.1884) is not significantly different from the population mean of 150. The table also provides the
difference (-146.81161) between the sample and population mean and the 95% Confidence Interval.
The difference between the sample and the population mean is likely to be between -146.9474 and -
146.6758 points. Notice that this range includes the value of zero, so it is possible that there is no
difference. Thus, the difference is not statistically significant.

One-Sample Statistics

N Mean Std. Deviation Std. Error Mean

acttf 141 3.4102 .88540 .07456

One-Sample Test

Test Value = 150

95% Confidence Interval of the

Difference

t df Sig. (2-tailed) Mean Difference Lower Upper

acttf -1965.953 140 .000 -146.58983 -146.7373 -146.4424

The One-Sample Statistics table provides basic descriptive statistics for the variable under
consideration. In the One-Sample Test table. On the bottom line of this table are the t value, df, and the
two-tailed sig. (p) value, which are circled. Note that p=.000 so we can say that the sample mean
(3.140) is not significantly different from the population mean of 150. The table also provides the
difference (-146.58983) between the sample and population mean and the 95% Confidence Interval.
 The difference between the sample and the population mean is likely to be between -146.7373and -
146.4424 points. Notice that this range includes the value of zero, so it is possible that there is no
difference. Thus, the difference is not statistically significant.

One-Sample Statistics

N Mean Std. Deviation Std. Error Mean

ttf 141 2.2506 1.28246 .10800

One-Sample Test

Test Value = 150

95% Confidence Interval of the

Difference

t df Sig. (2-tailed) Mean Difference Lower Upper

ttf -1368.022 140 .000 -147.74941 -147.9629 -147.5359

The One-Sample Statistics table provides basic descriptive statistics for the variable under
consideration. In the One-Sample Test table. On the bottom line of this table are the t value, df, and the
two-tailed sig. (p) value, which are circled. Note that p=.000 so we can say that the sample mean
(2.2506) is not significantly different from the population mean of 150. The table also provides the
difference (-147.74941) between the sample and population mean and the 95% Confidence Interval.
The difference between the sample and the population mean is likely to be between -147.9629and -
147.5359 points. Notice that this range includes the value of zero, so it is possible that there is no
difference. Thus, the difference is not statistically significant.