Running Head: DATA ANALYSIS USING SPSS 1

Data Analysis Using SPSS

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DATA ANALYSIS USING SPSS 2

Table of Contents

1. Introduction................................................................................................................4

1.1 Personality Scores and Overall Satisfaction..........................................................5

1.2 Purpose of the Study..............................................................................................6

1.3 Scope of the Study.................................................................................................6

2. Data Analysis and Interpretation...............................................................................6

2.1 Reliability Analysis................................................................................................6

2.2 Comparison of means.............................................................................................9

2.3 Regression Analysis.............................................................................................10

2.4 Recommendation.................................................................................................13

References..........................................................................................................................14

Appendix............................................................................................................................15

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DATA ANALYSIS USING SPSS 3

1. Introduction

One of the most crucial measurement aspects of an employee work life is the employee

job satisfaction.  For many years, affluent and wide knowledge in terms of academic study and

management practice has been gathered to comprehend additional employee job satisfaction,

specifically for an organization, which work design extremely rely on human workforce. Most of

the organizations or firms under this category are the manufacturing industry. Employee job

satisfaction can be elucidated based on employee personality. Therefore, this report is designed

to determine and explain the relationship between the level of employee job satisfaction and

personality type. It is expected that this report will contribute to the understanding on this area

and further assist manufacturing firms who mostly rely on human workforce, to explore

possibilities in enhancing their employees’ job satisfaction level in order for the to achieve their

mission and vision in the long run.  

Job satisfaction refers to individual’s affirmative sentimental relation to his or her job.

Job description can also be attained through, equitable recompenses, mentally challenging work,

a reassuring working environment and supportive friends. According to Baker he realized that

Choral music educators’ job satisfaction was affected by the degree of support given to teachers

by the administration. According to Griffin and Wu the main self-assessment of employee does

have an association with job satisfaction. The corresponsive association amongst two of this

variable is vibrant to which personal experience through their surroundings. In the meantime,

Farquharson determined job satisfaction in terms of influence of work-family disagreement on

job satisfaction which was research amongst nurses which are working in telephone advice

service [ CITATION Sai15 \l 1033 ] The influence of this misunderstanding did increase the

level of stress of the nurses and this contributed to low job satisfaction. Therefore this also

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projected that a program for management of stress might aid nurses manage their stress and this

may raise the level of job satisfaction. One of the issue that determine whether employees with

stick with the firm for a given periods is job satisfaction. Similar ideas do apply to manufacturing

firm. Therefore, employees’ productivity can be determined by the level of employee job

satisfaction.

Personality is basically regarded to as one’s public image. This mutual utilization

reproduces the source of the term ‘personality’ in the Latin persona, which regards to the façades

that actor wore in the antique Greek dramas. The exceptionality is that, every person has their

own disposition and it is distinct from any other person. Generally, disposition does not alter

over a short term and moderately are set constant [CITATION Sai15 \l 1033 ]. Conversely, it is

not stiff and might vary over time. Additionally, personality was something tangible within a

person that leads to features, conduct and thought. Rogers alleged that personality is an

organized continuous pattern of discernment of I or me that stays in the individuals experience

heart. Every theorist gives provides their own knowledge about personality which assists to

describe the reason there are numerous theories in comprehending personality.  According to

Orth et.al study it was found that high degree of job satisfaction is related to self-esteem,

however it was found that there was no considerable data demonstrating that higher job

satisfaction will raise individual esteem [ CITATION Sai15 \l 1033 ]

1.1 Personality Scores and Overall Satisfaction

In an effort to increase the satisfaction of customers working for a company, a market

researcher aims to determine the relationship between the personality score of an employee and

their job satisfaction. The marketer carries out a study to measure the self-ranked score for six

aspects of the employees’ personality on a 7-point scale from strongly disagreeing with strongly

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agreeing. The marketer also records each of the participants’ job satisfaction for three aspects on

a 7-point scale for each of the aspects. The employees are grouped according to the number of

years that they have worked with the company.

1.2 Purpose of the Study

The purpose of the study is to determine how different personality aspects affect the self-

rated overall satisfaction with their job. The study is aimed at providing a data informed basis for

improving the satisfaction of the employees to strengthen the work culture of the company, as it

has been shown that job satisfaction is correlated with high performance on the part of the

employees. The study also aims to determine how an employees’ overall satisfaction with their

job evolves over time.

1.3 Scope of the Study

This study is interested in:

a. The number of years worked at the company

b. The personality traits of the employees

c. The overall job satisfaction for the employees

All the employees in the company were involved in the study so as to get as many data points as

possible.

2. Data Analysis and Interpretation

2.1 Reliability Analysis

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The reliability for the three overall job satisfaction scales was performed to check if the

results obtained for the scales is consistent. The Cronbach’s alpha test was used to test the

reliability. The results obtained from the original data is:

Reliability Statistics

Cronbach's Alphaa N of Items

-2.515 3

A negative Cronbach’s Alpha was obtained, indicating that one of the scales was coded in
reverse. Checking the variables, it was discovered that the scale for Overall satisfaction3 was
reversed, using 1 to represent ‘very satisfied’ and 7 to represent ‘very unsatisfied’ while the scale
for the other variables was 1 for most unsatisfied and 7 for most satisfied. The data for Overall
satisfaction3 was rescaled to match the other variables. The results obtained for the re-coded
dataset was:

Reliability Statistics

Cronbach's
Alpha Based on
Cronbach's Standardized
Alpha Items N of Items

.622 .632 3

The obtained Cronbach’s Alpha of 0.632 can be considered to indicate that the variables

are consistent enough to be combined as they measure psychological constructs[ CITATION

Cro51 \l 1033 ]. The average of the three measures was calculated to be used as the dependent

variable for regression analysis. The summary statistics for the Overall Satisfaction were

obtained as:

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation Variance

Overall Satisfaction 241 2.33 7.00 4.7898 .83393 .695

Valid N (listwise) 241

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2.2 Comparison of means

The overall satisfaction for the different lengths of time the participants had been
employed was compared to determine if the three groups’ means were statistically significantly
different from each other. An ANOVA analysis was performed towards this purpose. The null
hypothesis is that the means for the three groups are not significantly different while the
alternative hypothesis is that there is a statistically significant difference for the means of the
three groups.
h0 : μ≤5 =μ6 10 =μ¿10
h a : μ≤ 5 ≠ μ6 10 ≠ μ ¿10
The summary statistics for the groups are:

Report
Overall Satisfaction

year_of_employment Mean N Std. Deviation

equal to or less than 5 years 4.3797 79 .65096

6~10 years 4.4467 100 .51076
more than 10 years 5.8656 62 .42875
Total 4.7898 241 .83393

The ANOVA table obtained from the analysis is:

ANOVA Table

Sum of Squares df Mean Square F

Overall Satisfaction * Between Groups (Combined) 96.812 2 48.406 164.364

year_of_employment Within Groups 70.092 238 .295

Total 166.904 240

The obtained p-value of close to 0 indicates that the three means are statistically

significantly different for the three groups. An inspection of the summary statistics indicates that

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the employees who have worked longer in the company report more overall satisfaction on

average.

2.3 Regression Analysis

A regression analysis to determine the relation between the overall satisfaction and the

six personality traits was carried out. The Collinearity Diagnostics option was selected to

determine if there was multi-collinearity between any of the six predictor variables. The results

obtained from the analysis are:

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients Collinearity Statistics

Model B Std. Error Beta t Sig. Tolerance VIF

1 (Constant) 3.976 .502 7.928 .000

active .105 .065 .127 1.616 .107 .614 1.629

afriad -.244 .146 -.332 -1.675 .095 .096 10.442

determined .031 .071 .033 .439 .661 .650 1.538

scared .074 .141 .104 .528 .598 .097 10.327

strong .076 .034 .150 2.225 .027 .823 1.216

upset .001 .058 .001 .011 .991 .819 1.222

a. Dependent Variable: Overall_satisfaction

Using a Tolerance cut-off of 0.1, it was observed that there was multi-collinearity

between the variables scared and afraid. The observation was confirmed by running a correlation

test for the six predictor variables. It was observed that the covariance between sacred and afraid

to be 0.95, indicating a very high correlation between the two variables. The regression model

therefore had redundancies, and one of the variables could be exempted from the regression to

eliminate the redundancy.

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Correlations

active afriad determined scared strong upset

active Pearson Correlation 1 -.040 .581** -.012 .281** .202**

Sig. (2-tailed) .540 .000 .852 .000 .002

N 241 241 241 241 241 241

afriad Pearson Correlation -.040 1 -.081 .949** .070 -.220**
Sig. (2-tailed) .540 .208 .000 .281 .001
N 241 241 241 241 241 241
determined Pearson Correlation .581** -.081 1 -.050 .128* .174**
Sig. (2-tailed) .000 .208 .440 .046 .007
N 241 241 241 241 241 241
**
scared Pearson Correlation -.012 .949 -.050 1 .061 -.210**
Sig. (2-tailed) .852 .000 .440 .343 .001
N 241 241 241 241 241 241
** *
strong Pearson Correlation .281 .070 .128 .061 1 .326**
Sig. (2-tailed) .000 .281 .046 .343 .000
N 241 241 241 241 241 241
upset Pearson Correlation .202** -.220** .174** -.210** .326** 1

Sig. (2-tailed) .002 .001 .007 .001 .000

N 241 241 241 241 241 241

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

*. Correlation is significant at the 0.05 level (2-tailed).

The regression analysis was repeated for five predictor variables, with the afraid variable

left out. The second analysis did not show correlation between the five predictor variables, and

therefore no multi-collinearity in the regression model. The models explains only 11.6% of the

variability of the overall satisfaction. The largest portion of the overall satisfaction is provided by

a constant, with the personality trait of scared contributing significantly to the overall

satisfaction. The coefficients for active, strong, determined and upset are not statistically

significant contributors.

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Model Summary

Change Statistics

R Adjusted R Std. Error of R Square F Sig. F

Model R Square Square the Estimate Change Change df1 df2 Change

1 .341a .116 .097 .79236 .116 6.168 5 235 .000

a. Predictors: (Constant), upset, determined, scared, strong, active

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients Collinearity Statistics

Model B Std. Error Beta t Sig. Tolerance VIF

1 (Constant) 3.753 .485 7.739 .000

active .124 .064 .153 1.954 .052 .617 1.620

determined .040 .069 .044 .579 .563 .655 1.526

scared -.158 .044 -.225 -3.547 .000 .936 1.068

strong .063 .033 .128 1.893 .060 .826 1.210

upset .017 .057 .020 .295 .768 .824 1.213

a. Dependent Variable: Overall Satisfaction

2.4 Recommendation

From the regression analysis, it was determined that the factors that most impacted the

overall satisfaction of the employees are scared, active and strong. The scared variable indicates

that increasing fear leads to a decrease in the overall satisfaction. The company should therefore

reduce fear in employees by assuring them of job security to raise their satisfaction. The active

variables shows that being more active results in increased satisfaction, and therefore the

company should reduce the number of hours spent doing sedentary work and increase activities

that require being active. The strong variable indicates that emotional strength increases

satisfaction. The company should therefore enhance emotional strength by implementing

programs to improve mental health.

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References

Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. psychometrika,

16(3), 297-334.

Said, H. M., Abukraa, M. K., & Rose, R. M. (2015). The Relationship between Personality and

Job Satisfaction among Employees in Libyan Oil and Gas Company. American Research

Journal of Business and Management, 1(2), 18-24. doi:doi:10.21694/2379-1047.15010

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Appendix

SPSS Script for analysis

RELIABILITY

/VARIABLES=job_satisfaction1 job_satisfaction2 job_satisfaction3

/SCALE('Original Data') ALL

/MODEL=ALPHA.

RELIABILITY

/VARIABLES=job_satisfaction1 job_satisfaction2 job_satisfaction3

/SCALE('Recoded Data') ALL

/MODEL=ALPHA

/STATISTICS=DESCRIPTIVE

/SUMMARY=MEANS VARIANCE.

COMPUTE Overall_satisfaction=(job_satisfaction1+job_satisfaction2+job_satisfaction3)/3.

EXECUTE.

REGRESSION

/MISSING LISTWISE

/STATISTICS COEFF OUTS R ANOVA COLLIN TOL CHANGE

/CRITERIA=PIN(.05) POUT(.10)

/NOORIGIN

/DEPENDENT Overall_satisfaction

/METHOD=ENTER personality1 personality2 personality3 personality4 personality5 personality6.

CORRELATIONS

/VARIABLES=personality1 personality2 personality3 personality4 personality5 personality6

/PRINT=TWOTAIL NOSIG

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/MISSING=PAIRWISE.

REGRESSION

/MISSING LISTWISE

/STATISTICS COEFF OUTS R ANOVA COLLIN TOL CHANGE

/CRITERIA=PIN(.05) POUT(.10)

/NOORIGIN

/DEPENDENT Overall_satisfaction

/METHOD=ENTER personality1 personality3 personality4 personality5 personality6.

MEANS TABLES=Overall_satisfaction BY year_of_employment

/CELLS=MEAN COUNT STDDEV

/STATISTICS ANOVA.

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