UNIVERSITI TEKNOLOGI MARA

FACTORS AFFECTING JOB PERFORMANCE:

A CASE STUDY IN WISMA NEGERI,
NEGERI SEMBILAN

MUHAMMAD ZAHID BIN ZAINAL

Master of Business Economics

January 2016
 UNIVERSITI TEKNOLOGI MARA

FACTORS AFFECTING JOB

PERFORMANCE: A CASE STUDY IN
WISMA NEGERI,
NEGERI SEMBILAN

MUHAMMAD ZAHID BIN ZAINAL

Thesis submitted in fulfilment

of the requirements for the degree of

Master of Business Economics

Faculty of Business Management

January 2016
 AUTHOR’S DECLARATION

I declare that the work in this dissertation was carried out in accordance with the

regulations of Universiti Teknologi MARA. It is original and is the results of my own

work, unless otherwise indicated or acknowledged as referenced work. This topic has

not been submitted to any other academic institution or non-academic institution for

any degree or qualification.

In the event that my dissertation be found to violate the conditions mentioned above, I

voluntarily waive the right of conferment of my degree and agree be subjected to the

disciplinary rules and regulations of Universiti Teknologi MARA.

Name of Candidate : Muhammad Zahid Bin Zainal

Candidate I.D. No. : 2014405242

Programme : Master of Business Economics

Management)

Faculty : Centre of Postgraduate & Professional Studies

Thesis Tittle : Factors Affecting Job Performance: A Case Study in

Wisma Negeri, Negeri Sembilan

Signature of Candidate: MUHAMMAD ZAHID ZAINAL

Date : January 2016

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 ABSTRACT

The productivity performance of the public sector in Malaysia had been

declined from 3.78% in the year 2008 to 1.14% in the year 2009. Furthermore,
Malaysia’s labor market efficiency have been dropped from rank 25th in year 2013
from rank 24th in 2012. Hence, this study is to determine the significant factors
affecting job performance among the employees of public sector, in particular
employees at Setiausaha Kerajaan Negeri Sembilan (SUKNS) at Wisma Negeri,
Negeri Sembilan. A total of 170 questionnaires collected and analysed using
descriptive statistics, reliability test, regression assumption test and factor analysis.
There are only five components/dimensions are extracted in this study. They are
religiosity, work experiences, technology advancement, stress level and workload. For
further analysis, principal component analysis is used to identify number of factors
that can be used to explain job performance. Next, multiple regression analysis is used
using five dimensions and revealed that only stress level, work experience and
technology are the most important factors that affecting job performance of the
employees SUKNS. Therefore, to increase job performance of public workers, the
government needs to educate their workers to manage their stress level well apart
from managing their work experiences and managing new technology.
.

Keywords: job performance, stress level, financial stress, motivation, religiosity,

work experience, workload, technology advancement, principal component analysis

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 ACKNOWLEDGEMENT

First of all, our praise and grateful is to Allah SWT, The Almighty, and The
Benevolent for His blessing and guidance in giving and granting us the inspiration on
this research and strengthen myself to see that this thesis presentable. My deep
gratitude and thanks goes to my late mother, Norewisham Binti Idris for continuously
giving moral support till her last breath on 10 December 2015 and to my father, Zainal
Bin Saharip for always kept on financial support to pursue my studies on this course.
Nobody can repay them except Allah SWT and forever will be indebted for their great
sacrifice towards this successful research paper. I would also like to express my
gratitude to my respected advisor, Associated Professor Dr. Tan Peck Leong who
untiringly has helped me in multiple ways of planning, brainstorming and explaining
the method of doing the research. I would probably face a lot of obstacles without the
guidelines given while completing the research.

Last but not least, the appreciation goes to State Economic Planning Unit
(UPEN), based in Wisma Negeri, Negeri Sembilan who has spent their limitless time
on giving me the ideas for my research. It certainly helped me in completing this task.
Exceptional thanks to the management employees of Economic Planning Unit for
giving the opportunity and full commitment when doing this research.

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 TABLE OF CONTENTS

PAGE
AUTHOR’S DECLARATION i
ABSTRACT ii
ACKNOWLEDGEMENT iii
TABLE OF CONTENTS iv
LIST OF TABLE vii
LIST OF FIGURES viii
LIST OF ABBREVITION/NOMENCLATURE ix

CHAPTER ONE: INTRODUCTION

1.0 Introduction 1
1.1 Background of Study 1
1.2 Problem Statement 4
1.3 Research Questions 5
1.4 Research Objectives 6
1.5 Significance of Study 6
1.5.1 Stakeholders 6
1.5.2 University 6
1.6 Research Hypothesis 7
1.7 Scope of Study 8
1.8 Limitation of Study 8
1.8.1 Sample Size 8
1.8.2 Respondent 8
1.9 Definition of Term 9
1.9.1 Financial Stress 9
1.9.2 Religiosity 9
1.9.3 Motivation 10

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 1.9.4 Workload 10
1.9.5 Work Experiences 10
1.9.6 Technological Advancement 10
1.9.7 Stress Level 10
1.9.8 Job Performance 11

CHAPTER 2: LITERATURE FRAMEWORK

2.0 Introduction 12
2.1 Financial Stress 12
2.2 Religiosity 14
2.3 Technology Advancement 16
2.4 Work Experiences 17
2.5 Motivation 19
2.6 Stress Level 20
2.7 Workload 21
2.8 Research Framework 23

CHAPTER 3: RESEARCH METHODOLOGY

3.0 Introduction 24
3.1 Research Design 24
3.2 The Data Collection 25
3.2.1 Primary Data 25
3.3 Measurement and Scaling 25
3.3.1 Questionnaire Design 26
3.3.2 Pilot Test 27
3.4 Sampling Technique 28
3.4.1 Target Population 28
3.4.2 Sampling Frame 28
3.4.3 Sampling Method 28
3.4.4 Sampling Size 28
3.5 Data Preparation and Processing 30
3.7.1 Data Coding 30
3.7.2 Data Entry 30
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 3.7.3 Data Editing 31
3.6 Procedure For Analysis of Data 31
3.6.1 Descriptive Statistics 31
3.6.2 Reliability Test 32
3.7 Preliminary Analysis Test 32
3.7.1 Normality Test 32
3.7.2 Correlation Analysis 33
3.7.3 Factor Analysis 33
3.8 Statistical Analysis 33
3.8.1 Regression Analysis 33
3.9 Summary 34

CHAPTER 4: DATA ANALYSIS AND INTERPRETATION OF 35

DATA
4.0 Introduction 35
4.1 Respondents Profile 35
4.1.1 Demographic Characteristic of The Respondents 36
4.2 Descriptive Analysis 37
4.3 Reliability Analysis 48
4.4 Preliminary Analysis Test 48
4.4.1 Normality Testing 49
4.4.2 Correlation Analysis 50
4.5 Factor Analysis 52
4.6 Regression Analysis 54
4.7 Hypothesis Testing 58
4.8 Summary 60

CHAPTER 5: DISCUSSION, RECOMMENDATION AND 61

CONCLUSION
5.0 Introduction 61
5.1 Conclusion 61
5.2 Recommendations 62
5.3 Future Research 64
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BIBLIOGRAPHY 65
APPENDICES 70

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 LIST OF TABLES

Tables Title Page

Table 3.0 Sources of Questions Adopted and Adapated 26

Table 3.1 Table for Determining Sample Size For A Population 29
Table 3.2 The Number of Questionnaire Distributed, Returned, and Completed 29
Table 3.3 Rule of Thumb About Cronbach’s Alpha Coefficient Size 32
Table 3.4 Davis Pearson Relationship Strength 33
Table 4.0 Demographic Characteristic of The Respondent 36
Table 4.1 Level of Job Performance 37
Table 4.2 Level of Financial Stress 38
Table 4.3 Financial Stress 38
Table 4.4 Level of Motivation 39
Table 4.5 Motivation 40
Table 4.6 Level of Technology Advancement 40
Table 4.7 Technology Advancement 41
Table 4.8 Level of Work Experiences 42
Table 4.9 Work Experiences 42
Table 4.10 Level of Workload 43
Table 4.11 Workload 44
Table 4.12 Level of Religiosity 45
Table 4.13 Religiosity 45
Table 4.14 Level of Stress Level 46
Table 4.15 Stress Level 47
Table 4.16 Cronbach’s Alpha Value For Independent Variable 48
Table 4.17 Pearson’s Correlation Analysis 51
Table 4.18 Results From Principal Component Analysis 52
Table 4.19 Kaiser Meyer Table 53
Table 4.20 Eigenvalues from PCA & Variance Table 53
Table 4.21 Regression Analysis 54

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 LIST OF FIGURES

Figures Title Page

Figure 2.0 Theorotical Framework 23

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 LIST OF ABBREVIATIONS

Abbreviations
AGE1 Age Below 20 to 29 years old
AGE3 Age Between 40 to 49 years old
AGE4 Age More Than 50 years old
e Error Terms
GENDER Gender
H0 Null Hypothesis
H1 Hypothesis 1
H2 Hypothesis 2
H3 Hypothesis 3
H4 Hypothesis 4
H5 Hypothesis 5
INC1 Income Below than RM2000
INC3 Income More than RM5000
JP Job Performance
RANK2 Group 2
RANK3 Management & Professional
RL Religiosity
SL Stress Level
SPSS Statistical Package for Social Science
STATUS Status
SUKNS Setiausaha Kerajaan Negeri Sembilan
TA Technology Advancement
WE Work Experience
WL Workload
YOS1 Years of Service below 1 years
YOS3 Years of Service between 6 to 10 years
YOS4 Years of Service between 11 to 15 years
YOS5 Years of Service More Than 16 years
β Beta Value

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 CHAPTER 1
INTRODUCTION

1.0 BACKGROUND OF THE STUDY

Performance can be viewed generally as the ability of an individual or

specifically known as a state of the work related activities that were executed by the
employees. Good performance is referred to be the standard that meets the quality,
quantity, creativity, dependability, and cooperation. The key thrust of the Tenth
Malaysia Plan is the employee’s performance, which is considered the quality of
human capital itself. This study focuses primarily on the factors that influence and
deteriorate the level of job performance in the public sectors. This entire proposal will
briefly discuss about the pillars of the study such as the background of the study,
problem statement, research questions and objectives, findings as well as the
significance of the study. The employee is believed to be the main panels for the state
government services which play a vital role in ensuring the policies and programmes
being implemented are running effectively and efficiently. To the state government,
the job performance among the employees is very important in order to have an image
of the government performance and some sort of standard is designed known as the
employee performance standards to measure the performance. As a matter of fact,
government administration in the national and state level will be facing a crucial part
of questioning the factors that most influence job performance among the employees
and inadequate the empirical information that will enhance overall job performance
among the government servants.

Thus, what are the factors influencing a person to perform well in his or her
duties? According to the report from Hussein (2014), the workers that tend to be more
committed and showed better performances in their work are those who feel they have
greater freedom to conduct their job. Therefore, freedom is of special concern towards
increasing the job performance of employees apart from other variables such as
ergonomics, job satisfaction, working behaviour and interpersonal skills. According to
Hussein (2014), it is stated that an improvement in job performance among employees

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would increase the quality of services offered and this may help in achieving a more
prosperous Malaysia. According to Talata S. (2013), all civil servants should perform
their duties well through good integrity, efficiency as well as transparency for the
betterment of the state. Thus, Wisma Negeri, Negeri Sembilan has been choosen to
conduct this study in order to determine the relationship between financial stress,
religiosity, motivation, workload, working experiences, and technology with
intervening variables of stress level towards the job performance of the employees of
Setiausaha Kerajaan Negeri Sembilan (SUKNS).

According to Osman O. (2010), stated that civil servants should also enhance
their knowledge and skills in line with the country to produce more highly skilled
workers in order to meet the needs of national development. This will help the
government to achieve the Tenth Malaysia Plan (10th MP) starting from 2011 until
2015 by following the milestone that has been introduced in 2012. In addition, people
are at the heart of any organization and no matter how much hardware changes are
made, if the people do not embrace the change, it would be difficult to achieve success
(B.K Sidhu, 2014). According to Dudi (2014), as stated by the Chief Minister of
Negeri Sembilan, an excellent performance of civil servants of various agencies in this
country is not difficult to achieve as if everyone plays their role and give fully
contribute in turning up the dream to become reality.

This study will be identifying and determining the relationship between the
components of independent variables that have a high impact towards influencing job
performance. The occurrence of independent variables analyzes their sensitiveness in
the government sector. The independent variables that will be used are financial
stress, religiosity, motivation, workload, working experiences and technology. These
independent variables will be linked up with the intervening variables that are stress
level which is the hypothetical internal state to explain the relationships between
independent and dependent variables. Meanwhile, this study will include job
performance as the dependent variable which constructs the output gained from the
employees of Wisma Negeri in Negeri Sembilan, Malaysia.

The theoretical frameworks done in this study are related to the research
questions as it will explain the purpose of this research due to its relevance of
managerial perspectives. There are (2) two main types of research questions that can
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be developed from this study, i) the general research questions and ii) the specific
research questions that are mainly discussed the important of basic concept needs in
this particular study. General research questions are mainly discussed the dependent
variables as the primarily output of the study. In the other hand, the specific research
question is to support the concept of the general research question. Both of these will
help in order to guide and structure the process of collecting data and analyzing the
information attained from the respondents. Plus, it may also help in clarifying the
issues to be resolved from the study.

Apart from research questions, it would be impossible that between research

questions and research objectives to further apart. Thus, this study will look further on
the research objectives that are divided into (2) two consecutive parts which are
related to the research questions; i) the general research objectives and ii) the specific
research objectives. The research objectives should be clear, specific and
unambiguous in order to obtain adequate details of the research questions and also to
address the problem faced by the organization more meaningful.

This study will help all parties such as the government, health care sectors,
society and individuals to notify them of the major problems that contribute towards
the performance of the employees that has a major impact on the employee’s
productivity and deteriorating in terms of economic perspectives. The problem that
being faced by the current public sectors may be experienced by the private sectors
and further study should be allowed to help in preventing the issues of employee’s
performances.

1.1 PROBLEM STATEMENT

In this profoundly changing and aggressive environment in Malaysia, all

workers are expected to adapt themselves in the progression of strategies and
expanded their standard so as to enhance their performance. At the point when the
employees are unable to cope with the challenging workplace that they have to face,
they would be under pressure and will lead to higher stress levels in doing their job.
Other than that, Key Performance Indicators (KPIs) are affected by the scenarios
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including the employee performance, performing their duties, task deadline, team
output, and achieving the department goals, are very crucial. The important key driver
for economic growth in a single country is the performance of its public sector which
serves mainly from national level and narrows down to the state level, as in general
which is tend to provide a fit and well educated workforce; and administrative and
venture environment which are helpful in order to sustain the growth. Commonly, in
the global competitiveness report 2010-2011, performance of Malaysia was declined
and being ranked at 26th position out of 139 countries in 2010 which has already
dropped by two ranking as compared in 2009 (Schwab, 2010). A report by Schwab
(2013) stated that the labor market efficiency being declined to 25th which has
dropped one ranking position from the year 2012. Generally, this could be the crucial
issues that are producing low level performances among the employees in the
organizations. According to Hamsa (2014), urged the officials and civil servants to
strengthen the high-performance culture because it is very important in an
increasingly competitive global environment.

This study will enable the government administration to promote a good

working environment as well to as increasing the job performance among the
employees of Setiausaha Kerajaan Negeri Sembilan. Without the quality performance
of civil servants, people's living standards will be affected and ultimately it will
reduce the quality of life and create lower progress for the people and Malaysia. This
should be primarily focusing on this issue that is also the key driver for economic
growth. Thus, efforts should be given in order to improvise it in the future.

Thus, this current research will try to determine the impact of the problems
that happened by using the determinant variable that could be significantly affecting
the job performances in the public sector in Negeri Sembilan. This research could be
the example for public administration in the other states as well. By having an
exploratory study in identifying potential variables that could be assessing the high
impact leads to job performance and it will help to serve as the based indicators or an
early warning signs of the changes in the levels of job performances which are the
main output of every single organization.

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1.2 RESEARCH QUESTION

Many qualitative studies see a question as a beginning point before conducting

a research. A satisfactory question is needed to give shape and direction to a study in
ways that are often underestimated. Hence, this section is an integral part of
understanding the whole research.

In this study, the general research question is which factor is the most influential on
affecting job performance?

The research questions are as follows:

I. Does financial stress influence the job performance?

II. Does religiosity influence the job performance?
III. Does motivation influence the job performance?
IV. Does workload influence the job performance?
V. Does personal work experience influence the job performance?
VI. Does technology advancement influence the job performance?
VII. Does stress level influence the job performance?

1.3 RESEARCH OBJECTIVES

From the research questions above the following research objectives are
specified.

I. To examine the impact of financial stress, religiosity, motivation, workload,

work experience, technology advancement and stress level on job
performance.

II. To determine the most influential factors on affecting job performance.

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1.4 SIGNIFICANCE OF THE STUDY

1.4.1 Stakeholders

The findings gained from this study could be the milestone for the state
government as the stakeholders to set up multiple policies regarding to enhance their
employee’s performance. The findings are also reacting as an early warning for the
government to take some necessary steps that could be developed to prevent and
eradicate the problems that will lead to low level job performances among their
employees. Thus, by taking necessary precautions, it will help the government to
boost their productivity at the national levels and this will help the remaining states in
Malaysia to follow them.

The findings will help to provide the level or act as the indicator form at the
state level. It can play a good role in order to provide the information on the economic
perspectives.

The findings may have an impact on the health care sector in Negeri Sembilan.
The proper guidance for healthy lifestyles will be developed in multi channels towards
handling the variables that may affect the employee’s performance. The necessary
counter measures by the health care sector could help in reducing the problems
experienced by individuals and also for a better working environment. Thus, it will
help to increase job performance among the employees.

1.4.2 University

University will have a potential study to discover the area on human resource
in economic perspectives which may help in providing the base for the future
researchers. Even though this research is not entirely novel, it could provide the
medium for the future researchers to discuss the findings gained from the past studies.
This research may also help the students in the university who need several point of
views in order to help them to be clear on the findings gained from such variables that
are being used in this study.

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1.5 RESEARCH HYPOTHESIS

A hypothesis is a proposition made based on the assumed relationship between

the variables. According to Sekaran (2013), the variables are examined to ascertain
their contribution or influence in explaining why the problem arise and how it can be
solved. Thus, hypothesis will show clear implications between independent variables
towards the dependent variables. Hypothesis also serves as the medium either to
accept or reject the probability which are predicted from the expected output and the
support from the existing knowledge. Thus, this study is constructed by using non-
directional hypothesis. The hypothesis shows the relationship between the variables
but without any indication of a direction from it. Based on past studies done by the
researcher showed that similar variables were constructed using the following
alternative hypothesizes:

H1: There is a significant relationship between financial stress and job

performance

H2: There is a significant relationship between religiosity and job performance

H3: There is a significant relationship between motivation and job

performance

H4: There is a significant relationship between workload and job performance

H5: There is a significant relationship between work experiences and job

performance

H6: There is a significant relationship between technology and job

performance

H7: There is a significant relationship between stress level and job

performance

The expected signs for the independent variables are developed from the
theory and results from the previous researches with the expected relationships. There
are (7) seven independent variables that have been tested including financial stress,
religiosity, motivation, workload, work experiences, technology and stress level.

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1.6 SCOPE OF STUDY

The researcher uses primary data as the collected information needed in this
study. It will consist of seven dimensions which are financial stress, motivation, work
experience, technology advancement, workload, religiosity and stress level towards
job performance. This study is using the employees of Setiausaha Kerajaan Negeri
Sembilan as their respondent which comes from ten various departments. This study is
primarily based in Wisma Negeri, Negeri Sembilan as it is the only main public
administration centre located in Negeri Sembilan state. Therefore, this study will only
discuss the job performance of the employees of Setiausaha Kerajaan Negeri
Sembilan with the seven dimensions involved.

1.7 LIMITATIONS OF THE STUDY

i) Sample size

The sample size used in this study are the employees in the government sector
at Setiausaha Kerajaan Negeri Sembilan which not including the overall number of
government staff in several components in Negeri Sembilan. Thus, it is important for
the researcher to determine the population in order to form the number of sample size
needed to be the respondents. The collection of data will be valid if the sample size is
significant and vice versa. The researcher may face some difficulties in order to find
the relationship from the data if the sample sizes are low in numbers.

ii) Respondent

The study is primarily focused on the impact towards job performance among
the employees of Setiausaha Kerajaan Negeri Sembilan located at Wisma Negeri,
Negeri Sembilan, where it is very difficult to measure the responsiveness between the
respondents because of too many perceptions from various respondents. Meanwhile,
there are some difficulties for the respondent to understand the questionnaire which
needs to be supervise by researcher for further explanation. The reaction of the
employees to fill in the questionnaire could be very difficult as it is private and
19
confidential are the first priority for them. Thus, some of the data will be left blank
and cannot be used for this study.

1.8 DEFINITION OF TERMS

i) Financial Stress

According to Voydanoff (1984), financial stress is the pressure or tension on

an individual that is caused by personal, family, and other financial situations.
Influencing factors include financial concerns and worries; perceive current financial
adequacy or the projected financial situation, and adjustments to changes in the
financial situation.

ii) Religiosity

According to Rulindo R. & Mardhatillah A. (n.d.), religiosity can be defined as

something that is abstract if it refers to the attitude peculiar to consciousness, which
has been altered by the experience of having spiritual quality.

iii) Motivation

Robbins (2010) cited by Bonsu. & Kusi (2014) defines motivation as the
processes that account for an individual’s intensity, direction and persistence of effort
toward attaining a goal.

iv) Workload

According to Shah, Jaffari, Aziz, Ejaz, Ul-Haq & Raza (2011), workload refers
to the intensity of job assignments which is a source of mental stress for employees.

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v) Work Experiences

According to Schmidt, Outerbridge, Hunter & Golf (1986) cited by Dokko,

Wilk & Rothband (2009) defines that work experiences are to confer valuable
knowledge and skills that can be applied to the current work context.

vi) Technology Advancement

According to Imran, Maqbool & Shafique (2014) technology advancement is

the process of combining and reorganizing knowledge to generate new ideas.

vii) Stress Level

According to Oxford Advanced Learner’s (1983) stress level is as the

condition causing hardship, disquiet. According to Seyle (1964) stress is the non-
specific response of the body to any demand of change.

viii) Job Performance

According to Kahya (2007) job performance involves patterns of behaviors

that are directly involved in producing goods or services or activities that provide
indirect support for the organization’s core technical processes.

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 CHAPTER 2

LITERATURE REVIEW

2.0 INTRODUCTION

This chapter is to discuss on the evidence from past studies in utilizing ideas
and methodology to those variables and examining the level of job performance
perceived by the employees. The factors that have been utilized in this study are
financial stress, religiosity, motivation, workload, work experiences, technological
advancement, and stress level.

2.1 FINANCIAL STRESS

According to Garman, Leech & Grable (1996), there are substantial costs to
employers caused by the stresses associated with poor personal financial behaviour of
employees. Poor financial stress has a negative impact towards the productivity of
worker. Many workers were relatively dealt with their personal financial problems
which are directly affected the performance and cost to the employers. For example,
an employee of an organization making a call to their financial creditors such as
friend, family members, loan shark and bank to seek additional credit. They also share
their problem with colleagues and some of the workers occasionally take extended
work breaks which relatively longer either by going to the toilet, smoking area, or
eating a meal and some of the employees were absent from going to work in order to
settle their financial matters such as attending the court, seeking for attorneys, and
meeting counselor or a person who concerns with their financial problems. The effects
of this problem critically influenced the job performance and forced them to be
alcoholic, gambler, hard smoker and drug addict due to this financial problem.

Bagwell & Kim (2003) had conducted a study on the financial stress, health
status and absenteeism in credit counseling clients. The goal of this study was to
determine the significance between variables involved which could be used as the
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predictors of absenteeism from working by credit counseling clients such as financial
stress, personal characteristics and health status. The preliminary results gained from
this study suggest that financial stress can lower employee’s productivity by
increasing their absenteeism. The employers are encouraged to provide assistance to
help employees to lower their financial stress. Financial education which includes the
management of stress and debt management of the individual could be offered as a
prevention or invention strategies for the employees to follow. Thus, results were
gained from 1800 respondents through questionnaires and were distributed using
mailing system. The Likert scale system is determined using regression analysis.

Ross (2007) studied the impact of financial stress on employee’s job

satisfaction. The study was conducted to identify how financial stress has affected job
satisfaction of the Bedford Fire Department (BFD) employees. The financial stress has
directly affected the employees by 45% and the satisfaction levels were also seriously
being affected and negatively relates than those who are not experiencing it. This
research had assigned a set of questionnaires which were being distributed to the
targeted group of respondents which answered the research objectives of the study.
The empirical study also recommends the need of conducting financial training
classes for the employees in the organization that will bring positive impacts on the
level of job satisfaction among them.

Delafrooz & Paim (2012) have conducted a study on the role of financial stress
with the relationship between financial problem and financial wellness among
Malaysian workers. The respondent was analysed using self-administered
questionnaire methodology which being distributed using a multistage sampling
technique. The path analysis method was used to identify direct and indirect
determinants of financial wellness by using AMOS software. The outcomes from this
study indicate that financial stress level, financial behaviours, and financial problem
have a direct effect on financial wellness. According to Delafrooz N. & Paim H. L.
(2012) in the work of Garman et al. (1996) indicates that the majority of individuals
with medium levels of consumer financial wellness have consequential, detrimental
and negative impacts on one’s life at home and work. Furthermore, the research
suggests that financial education is important things need to be developed in the
workplace as it equipped the employee with an appropriate knowledge and skills

23
towards managing their personal finance and at the same time it helps in increasing
the financial wellness.

2.2 RELIGIOSITY

According to Kutcher, Bragger, Srednicki & Masco (2010), religion and faith
are the central aspects of an individual’s self-concept, and yet they are typically
avoided in the workplace. The study was conducted based on the role of religiosity in
stress, job attitudes, and organizational citizenship behavior. Thus, for so many people
religious beliefs are to form their self-identity and guide their actions and decisions.
Yet, religion is largely avoided as the topic for discussion in the workplace.
Increasingly and appropriately, other bases of workforce diversity are experiencing an
era of inclusion and discourse. The sampling method used in this study is by using the
snowball sampling or social network sampling, as they are asked to distribute the
questionnaire using the mail and face-to-face interview to other individuals which
may be eligible to participate in this research. The results were being interpreted using
correlation analysis between various scales assessing religious, beliefs and practices,
motivations, well-being, stress and burnout measures. The results of the study indicate
that the employees ‘religious beliefs and practices were significantly influenced job
satisfaction and also organizational commitments.

Additionally, Inasoria (2014) who studied for the effects of profile, religiosity
and job attitude on the job performance of the Philippine National Police in the
Province of Bulacan has shown that there is a significantly correlated between the
profiles, the level of religiosity and job attitude of the respondents towards job
performance. Hence, the method used in this study is a descriptive –correlation survey
method in order to seek for the linkages between and among the variables. Such
relevant theories and principles gained from the related studies and literatures served
as a guide to undertake the procedure needed in this study. The information data were
gathered through questionnaires and performance evaluation results of the respondents
and being analysed through Statistical Package for Social Science (SPSS). The
process of computing was using following statistical procedure, including the
frequency on demographic factors, frequency of the distribution and mean scores and

24
also simple correlation using Spearman’s rank correlation analysis. The seven point
Likert scales were interpreted from the questionnaire survey and being ranked up from
strongly disagrees to strongly agree. The study also recommends that due to
significantly correlate between religiosity and job performance, the moral recovery
program should not be stopped and continuously served the institution. Moreover, the
strengthening of the spiritual and religious programme should be done more as well as
other programs too like annual retreat and ecumenical celebration.

In a research conducted by Achour, Grine, Mohd Nor & Mohd Yusoff (2014)
in measuring religiosity and its effects on personal well-being, it was proved that
religiosity is positively related to well-being and life satisfaction, job satisfaction, and
family satisfaction. According to Abi Hashem (2007) cited by Achour M. et al.
(2014), the most effective method of coping with life’s problems is religiosity because
it helps people better with their mental well-being. The purpose of this study is to
measure the religiosity and examine its effects on the well-being of Muslim
academicians. The data were collected using a survey questionnaire which was
analyzed using Statistical Package Social Science 18 (SPSS18). The questionnaire
was then derived through exploratory factor analysis suing principal components
analysis and varimax rotation in order to evaluate the validity of the survey
instruments and correlation analysis was used to determine the relationship between
the variables. The empirical evidence gained from this result further suggest that
religiosity is a common strategy in coping with life problems used by the working
women, and thus create a balanced in term of psychological health.

2.3 TECHNOLOGY ADVANCEMENT

According to Dauda and Akingbade (2011) in the study of technological

change and employee performance in selected manufacturing industry in Lagos State
of Nigeria revealed the findings of those employee relations do not have a significant
relationship with technological change. The questions are based on hypothesis was
formulated as the method to gain data information from the respondents. A set of
questionnaires were given to the respondents using five-point Likert scale from
strongly agree to strongly disagree. The answered questionnaires were also undergone

25
factorial analysis in order to construct validity between variables. The questions are
being analyzed through inferential statistical methods of regression and by using
ANOVA. The study also recommends that employee relation should be considered in
the management technological change for profitability, competitiveness and survival
of the Nigerian manufacturing industry. Thus, the readiness for technology change
should be complemented with good employment relations practice that enables
employers to gain benefits from this technological change and help in protecting the
interest of the stakeholders in an organization.

According to Imran et al. (2014) in their studies on the impact of technological

advancement on the employee performance in banking sector shows that 100 out of
140 questionnaires were distributed among different banks, technological
advancement has significant impact on motivation and training of employees.
Meanwhile, the employee’s performance has a significant relationship with motivation
but not for training. Thus, there is a significant relationship between the performances
of employees and technological advancement. The methodology used in this study
was SPSS in order to analyze the primary data collected from the questionnaires
which are the employee responses and the regression analysis technique. From this
study, what can be said that the technological advancement tend to motivate the
employees of banking sector in order to do their work also the employees need to
undergone more specific training of getting extra knowledge and skills towards
handling the technology.

A study made by Lucas and Spitler (1999), the employees should use the
technology to make a contribution as the organizations were expecting it will
contribute towards the performance of employees. This study develops a model based
on Technology Acceptance Model (TAM) which inclusion of performance and social
norms and other two control variables. The data was analyzed by brokers and sales
assistant which is the private client group of a major investment bank. The major
perception used in TAM were not predicted use in this study except for social norms
and the job requirement which are more important in predicting use than workers’
perceptions about ease of use and usefulness. Future research in developing this model
was suggested in order to discuss more towards the impact of technology on
performance.

26
 According to the study by Islam and Talukder (2012) on the impact of
technology, job complexity and religious orientation in managerial performance found
that there is significant results between the technology and job complexity that give a
direct influence towards managerial effectiveness but it may be differed across the
conventional banks and religious of the bank managers. Again, there is also a
significant relationship on its intervening variables of both management accounting
systems (MAS) adequacy gap and job complexity on its relationships between
managers effectiveness and contingency factors. Overall, religious orientation which
also served as control devices for the relationships between job-related contingency
factors and managerial effectiveness gives an important influence towards the
sensitivity of the MAS adequacy gap. The data collected on this study were
representing the bank managers in Islamic and conventional bank in Bangladesh and
path models were used to analyse the data.

2.4 WORK EXPERIENCES

According to the study made by Dokko, Wilk & Rothbard (2008) on how
career history affects job performance found that there is positive effect of prior
related experience on task-relevant knowledge and skill is lessened by higher levels of
experience within the current firm. Thus, the imperfect portability of experience is
mainly about firm specificity of knowledge and skill. The data used in this study was
gathered from several types of firm archival records include the resumes and
application forms. OLS method was used during this study, plus with th Huber-White
correction. This study also found that the consequences of these decisions for
performance are an important piece of full understanding of such careers. According
to Cappelli (1999); Hall (2002), (1982); Rynes et al. (1997) cited by Dokko G. et al.
(2008) focused on the effects of hiring experienced workers were important because
human resources are mobile, and lifetime employment within one firm is a relatively
small part of the U.S. employment picture. All workers have different portfolios
which contribute differentially to an employee’s current employment and such
employer might consider the effects of relative past experience in designing screening
process, training or socialization processes.

27
 Drenth (2009) has conducted a study on the ingredients for a committed
workforce which focuses on a division of the cooperation. In order to have enough
and right people to settle down the job, this division of cooperation must to take care
to keep their employees satisfied with their jobs. This methodology conducted on this
study were using a set of company-specific questionnaire were given to the employees
in order to measure the levels of commitment of the employees. The level of active
commitment to the organization was below the satisfactory level but overall the
employees are very committed. The result shows that employees are more effectively
than normatively committed in doing their jobs and the employees are having strong
morality or work ethos. Meanwhile the levels of feedback are negatively related as it
should be in a positive result. However, the transformational leadership shows that it
is significantly increased with the levels of commitment. The study suggest to develop
further studies on the impact of education which lead to an increase in an affective
commitment since the current specific education of employees are more effectively
committed to the company.

According to Schmidt, Outerbridge, Hunter & Golf (1988) in his study on joint
relation of experience and ability with job performance evaluated on three hypotheses
of the joint relation of job experience and general mental ability to job performance as
measured by the work sample measures, job knowledge measures and the supervisory
ratings of job performance. The cross sectional data were collected from four
different jobs and the findings have an important practical implication which indicate
the concerns that employment test validities may reduce over the time, complicating
of selection utility, are probably unwarranted.

According to Coetzee and Villiers (2010) studied on the sources of job stress,
work engagement and career orientations of employees in a South African financial
institution which examine the relationship between them and how do they differ with
respect to these variables in terms of socio-demographic contextual factors such as
sex, race, employment status, and age. The sources of job stress scale, the Utrecht
work engagement scale and the career orientations inventory were used on the
collected data from the sample drawn from participation of the employees. The
significant differences were also being detected among the blacks and whites, male
and females, temporary and permanent employment and various age groups. The

28
study found that the employee’s perceived a work stress on the related career is
significantly to the levels the work engagement and their profession orientations.

2.5 MOTIVATION

According to the study by Salleh, Dzulkifli, Abdullah and Yaakob (2011) on

the effect of motivation on job performance of state government employees in
Malaysia is to investigate the relationship between motivations towards the employees
in the state government administration. This study was an extension from the earlier
research on job performance. This study will be examining the overall job
performance and motivation dimension and the working performance. The study
found that affiliation between motivation and performance was significantly
correlated to one another and it was measured through annual salary progression. The
study suggests that the affiliation motivation and the employee’s work performance is
positively related. In conclusion, motivations of employees were particularly the
formula for management strategies.

A study from Muda, Rafiki and Harahap (2014) on the factors influencing
employees’ performance done in the Islamic banks in Indonesia found that there are
three factors considered as an important sources of elements that influence the
employees’ work performance. The methodology used in this study was using primary
data collected from 32 respondents. The data were collected through questionnaires
and Likert typed-scale and multiple regression method was used. The findings gained
from this study show that the employee performance could be explained by using job
stress, motivation and communication factors which also influenced the employees’
performance.

According to Asrabi, Subramaniam and Akeel (2013), conducted a study on

the relationship between motivational factors and job performance of employees in
Malaysian service industry was aimed to investigate a better understanding of the
reasons of employee’s motivation and their association with job performance in
Malaysia servicing organization. Payment, job security, promotion, freedom, friendly
environment and training were studied under motivational factors towards the
dependent variable, job performance. A set of structured questionnaires were formed

29
as the research instrument in order to collect the data and the respondents were
collected using convenience sampling technique. The findings from the study shows
that there are two variables were found to be significant to influence employees’ job
performance. The study also found that intrinsic motivational factors were relatively
important than the extrinsic motivational factors.

2.6 STRESS LEVEL

According to the study by Zainal, Huey, Nasir and Hussein (2015) on the
relationships between stress level, ergonomics, interpersonal skills and job
performance on employees of Setiausaha Kerajaan Negeri Sembilan. This study is
aimed to investigate the relationship between stress level, ergonomics, and
interpersonal skills towards job performance. The study consisted of 130 sample
respondents were collected using simple random sampling. The methodology of
collecting the data was using questionnaire of five point Likert scale. The collected
data were then analyzed and empirical results were obtained and proved that job
performance can be explained using stress level, ergonomics and interpersonal skills,
meanwhile the ergonomics were negatively explained. Thus, the study concludes that
managerial factors and motivation plays a role as other explanatory variables and
similar research should be done comprehensively to obtain a conclusive result. The
study also suggests the need of an open-floor office concept in order to bond the
relationship employer and employee as it will increase the job performance for both.

According to Imtiaz & Ahmad (2009) the impact of stress level has become an
issue in the management as it driven to lowering job performances among the
employees. Some factors influencing the stress level is being identified such as
personal issues, lack of support among colleagues, lack of acceptance of work done,
lower span after work environment, unpredictability in work environment and
inadequate monetary reward. The procedures started with the distribution of
questionnaires among the employees and the obtained data were analyzed using
Statistical package for Social Sciences (SPSS) version 16. The descriptive statistics
and inferential statistics such as Pearson correlation & Multiple Regression were used

30
in the study. The results found that there was a negative relationship between stress
level and job performance.

2.7 WORKLOAD

According to the study made by Qureshi, Iftikhar, Abbas, Hassan, Khan &
Zaman (2013) on the relationship between job stress, workload, environment and
employess turnover intentions done in textile industry in Pakistan. This study use to
collect primary data through questionnaire using five point Likert scale and also using
structural questionnaire through mail and telephone surveys. The data is then being
analysed using AMOS 17. The result shows that employee turnover retentions are
positively related with job stressors. Apart from that, workload is seen to be positively
related on labour turnover retentions as rational workload is a win-win situation. It
proves that on using empirical evidence as the employees were burden with the task
given to them, they will leave the job as they are overburden.

According to Iroegbu (2014), on the impact of role overload on job

performance among construction workers shows that low performance workers
experienced a greater role overload. This is quite differing from the moderate and high
performance workers. The study was using stratified random sampling technique in
order to collect the data information. One-way ANOVA was calculated for the high,
moderate and low performance groups which response to the role overload. The result
shows that overloading workers with task will lead to lower efficiency and poor job
performances. Moreover, this will lead to stress, ill health and lack of job satisfaction
and morale.

A study from Shah et al. (2011) on the workload and performance of

employees stated that the employees’ performance is a main concern for all business
organization. There is main problem is organization and employees are not in the
same direction view as employees wished to have less worked meanwhile managers
take an optimal production by creating the work to be overloaded. This study was to
make direct comparison between the changes of workload situations and found that
the workload has significant impact on the employee’s performance whereas high

31
performance workloads need to be assigned according to the right person who can
potentially cope with stress and ability to do the task.

According to the study Ali & Farooqi (2014) found that work overload is
relatively create a pressure for some people and some experiencing job dissatisfaction.
This study were using survey method which using questionnaire as its instrument
which were then distributed into two strata of teaching faculty and non-teaching staff.
The data were then analysed through descriptive statistics and inferential statistics. It
suggests that the organisation should take into consideration to provide the best for its
employees which may motivate them on doing work. Working overload ultimately
will affect the intellectual and social abilities.

2.8 RESEARCH FRAMEWORK

Based on literature review done in this chapter, the following theoretical

framework is established. The purpose of developing research framework is to show
the linkages between independent variable towards dependent variable. This model
has become the foundation on which the entire research was based.

INDEPENDENT VARIABLES

Workload

Motivation
DEPENDENT

Work Experiences VARIABLE

Job Performance
Technology
Advancement

Religiosity

Financial Stress

Stress Level
32
Figure 2.0: Theoretical Frameworks

Figure 2.0 shows the proposed research framework on the factors that affecting
the dependent variable. Job performance was influenced by the independent variables
which are workload, motivation, work experiences, technology advancement,
religiosity, financial stress, and stress level.

33
 CHAPTER 3

RESEARCH METHODOLOGY AND DESIGN

3.0 INTRODUCTION

These parts clarify in detail the items required in exploration Methodology.

Technique used in the study is empirically to test the build research hypothesis. The
entire steps will set off from gathering data until processing, the suitable and related
methods will be done in order to form the results after regression based from the
information of data gathered.

3.1 RESEARCH DESIGN

According to Sekaran (2010), an exploratory is to test whether or not one

variable causes another to change. Exploratory study is a basic research that generates
the new knowledge which will be added on to an existing knowledge in order to
improve the theory.

This type of quantitative research are applicable using formal approaches such
as interviews, focus groups, projective methods or case studies which can be
conducted within situations, group, events of issues about which a certain level of
knowledge and understanding already exist.

3.2 THE DATA COLLECTION

3.2.1 Primary Data

The primary data was used in order to collect various types of information
from the respondents. The reason for using the primary data as there is no data or
information provided at Wisma Negeri, Negeri Sembilan related to the employee’s job
34
performance. According to Sekaran (2010), primary data was referred to the
information attained at the first-hand by the researcher on the variables of interest
which being used for the specific purpose of the study. The sources of primary data
are individuals which kindly provide the detailed information about the observation,
interview and questionnaires were distributed among the respondents. Group depth
interviews, or focus groups, are another approached in order to collect the primary
data. Pilot test and questionnaires were designed and included in the data collection.

3.3 MEASUREMENT AND SCALING

Measurement is an integral part of research and also the important aspect of

research design. Meanwhile scaling is a tool or mechanism by which individuals,
events or objects are distinguished on the variables of interest in some meaningful
way (Sekaran, 2010). While, scale is an instrument or mechanism by which
individuals are distinguished as to how they differ from one another on the variables
of interest to our field. The research conducted the questionnaires using nominal scale
and interval scale which lies under the categorical data that cannot be measured
numerically. The lowest measurement level use from a statistical point of view is a
nominal scale. A nominal scale, as the name implies, is simply some placing of data
into dichotomous categories, without any order or structure. A physical example of a
nominal scale is the term used for marital status, age, gender etc. The underlying
spectrum is ordered but the names are nominal and it explains the questionnaire in
section (A).

An interval scale allows the respondent to rank order the preferences which
can measure the distance between two points also the process on how the researcher
done in calculating mean and standard deviation. There is no objective distance
between any two points in a subjective scale. An ordinal scale only lets it to interpret
gross order and not the relative positional distances. The interval scale was used in
this research to measure the rank of the questionnaire in parts B, C, D E, F, G, and H.

35
3.3.1 Questionnaire Design

The primary languages used in the questionnaires are Malay and English
language as the second languages because not all respondents may understand the
questionnaire. In order to ensure the process of collecting data runs smoothly, the
respondent is being helped to understand the questionnaire and answer it. The
questions will be more likely to focus on the job performance and working papers will
be one of the sources for developing the questionnaires.

Table 3.0:
Sources of Questions Adopted and Adapted
Dimension/ Number
References
Factor of Items

Financial Five Ross (2007) “The Impact of Financial Stress on Employee

Stress Job Satisfaction”

Motivation Five Elding (2005) “Modelling Employee Motivation and

Performance”

Technology Five Lucas & Spitler (1997) “Technology Use and

Advancement Performance: A Field Study of Broker Workstations”

Work Five HR Survey, LLC (2015) “Employee Work Experience”

Experiences

Stress Level Five Zainal et al. (2015) “A Study on The Relationship

Between Stress Level, ergonomics, Interpersonal Skills
Towards Job Performance”

Workload Five Republic of Macedonia State Statistical Office (2009)

“Employee Satisfaction Survey”

Religiosity Five Ivy J. S. (2014) “The Effects of Religion on

Organizational Citizenship Behaviour”

Job Five Zainal et al. (2015) “A Study on The Relationship

Performance Between Stress Level, ergonomics, Interpersonal Skills
Towards Job Performance”

Table 3.0 above shows the sources of questions adopted and adapted. There
are only five items used for each dimension. The questionnaires were divided into
nine sections. The first part of the questionnaire is based on the demographic
questions such as personal details which include gender, status, job position, income,
36
age, and years of service. There are seven parts dealt with the independent variables
such as workload, motivation, work experiences, technology advancement, religiosity,
financial stress and stress level also include one section for dependent variable which
is job performance. The data will be collected and started to be analyzed. The data that
will be analyzed in this study include work experiences (WE), technology
advancement (TA), religiosity (R), financial stress(FS), motivation (M), workload
(W), stress level (SL) and job performance (JP). A set of questionnaire was developed
comprises of a total of 40 items. All responses were based on the Likert scales
indicated based on (5) point Likert scale indicated by numbers; 1 indicates “Strongly
Disagree”, 2 as “Disagree”, 3 as “Neutral”, 4 as “Agree”, and 5 as “Strongly Agree”.

3.3.2 Pilot Test

The questionnaire will be tested by using a pilot study. The pilot tests were
done using a sample of 30 respondents. Necessary action will be taken into
consideration for any unclear information on the questionnaire distributed. The data
collected from the pilot test were then being regress using Cronbach’s Alpha in order
to indicate how well the items in a set are positively correlated to one another. The
closer Cronbach’s alpha is to 1, the higher the internal consistency reliability
(Sekaran, 2010).

3.4 SAMPLING TECHNIQUE

3.4.1 Target Population

The total group of individuals or objects to which researchers are interested in

generalizing the conclusions from the field is cited as a target population. According
to Sekaran (2009), target population can be define as the entire group of people,
events or things that researcher desired to investigation. It is usually has varying
characteristics which is also known as the theoretical population. In this research, the
target population consists of 404 number employees of Setiausaha Kerajaan Negeri
Sembilan in Wisma Negeri, Negeri Sembilan.

37
3.4.2 Sampling Frame

The major root of the sampling frame was placed from the factors such as
workload, motivation, work experiences, technology advancement, religiosity and
financial stress which are the determinants of the job performance towards the sample
of employee from Setiausaha Kerajaan Negeri Sembilan in Wisma Negeri, Negeri
Sembilan.

3.4.3 Sampling Method

In this study non-probability quota sampling technique is used because a fixed

number of respondents are chosen from all departments in the government office and
the absence of update listing will be faced by the researcher during the study.
Furthermore, a complete sampling frame is not making available to researcher.

3.4.4 Sampling Size

According to Krejcie & Morgan (1970), this study may take up to 196
respondents in answering the questionnaire as it was drawn from the population
(N=404) of employees Setiausaha Kerajaan Negeri Sembilan. Table 3.1 shows the
determine sample size for population.

38
Table 3.1:
Table for Determining Sample Size for a Population

Table 3.2 :
The Number Questionnaire Distributed, Returned and Completed
N=404
Questionnaire Respond Number of Questionnaire Percentage (%)
Distributed 196 100
Returned 170 86.73
Complete 170 86.73
In order to measure the factors that affecting job performance in Wisma
Negeri, Negeri Sembilan, questionnaires was distributed directly to the respondents
according to their respective department unit. Table 3.2 above shows the number of
questionnaire distributed, returned and completed. Thus, a total of 196 questionnaires
were given to the respondent and successful data collected were only 170

39
questionnaires. Meanwhile, another 26 number of questionnaires were considered as
missing and incomplete. Therefore, the data collected were analysed using statistical
tool which is Statistical Package for Social Science in order to see the outcome of this
study.

3.5 DATA PREPARATION AND PROCESSING

The interpretations of data were using Statistical Package for Social Science
22 (SPSS 22). The information will be gathered and it will be analyzed using this
software in order to observe the relationship between the variables used in the study.

3.5.1 Data Coding

Coding is an operation of putting a number to participant responses so they can

be inserted into the database, (Sekaran, 2010). Data coding is done after all
questionnaires are collected and the data had to key in SPSS to run few data analysis.
This data coding is done by turned the statements into a code that can be read by SPSS
programme. These methods, in contrast to flipping through each questionnaire for
each point, avoid confusion, particularly when there are many questions and a big
number of questionnaires as well.

3.5.2 Data Entry

After responses have been encrypted, it is going to be done into a data based.
Raw data will be entered by using the Statistical Package for Social Science 22
software.

3.5.3 Data Editing

Data will be edited after they have been keyed into the computer. For example,
the blank responses, if any have to be wielded in some manner, and inconsistence data
have to be checked up and follow up. Data editing deals with detecting and correcting
an illogical, inconsistent, or illegal data and omissions in the information returned by
the respondents of the study (Sekaran, 2010).
40
3.6 PROCEDURE FOR ANALYSIS OF DATA

Data gathered in this study were analysed using Statistical Package for Social
Science 22 (SPSS 22). Hence, by using Statistical Package for Social Science 22
(SPSS 22) program, the final data were analysed after extensive data editing and
cleaning done by the researcher.

3.6.1 Descriptive Statistics

The numerical statistical data should be presented clearly, briefly, and in such
a way that the decision maker can quickly receive the indispensable features of the
data in order to integrate them into the decision process.

The principal descriptive quantity derived from sample data is the mean (M),
which is the arithmetic average of the sample data. It serves as the most reliable single
measure of the value of a typical member of the sample. If the sample contains a few
values that are so large or so small that they have an exaggerated effect on the value of
the mean, the sample is more accurately represented by the median -- the value where
half the sample values fall below and half above.

3.6.2 Reliability Test

Reliability is the degree to which measures are free from error and therefore
yield consistent results. In another words, the reliability of a measure indicates the
stability and consistency with which the instrument measures the concept.

Table 3.3:
Rule of Thumb About Cronbach’s Alpha Coefficient Size
Alpha Coefficient Range Strength of Association
<0.6 Poor
0.6 to <0.7 Moderate
0.7 to <0.8 Good
0.8 to <0.9 Very Good
>0.9 Excellent
Source: Hair et al. (2003)

41
 In this study, the researcher used Cronbach’s Alpha value from Hair et al.
(2003). Cronbach’s alpha value is using the range value from 0 to 1, as the value
closer to 1 is better as it is too close to the reliability coefficient.

According to Mohammad, N. (2012) imperfections in measuring process that

effects the assignment of scores or numbers in different ways each time a measure is
taken, such as respondent who misunderstands a question, are the causes of low
reliability. Another case of low reliability is labelling the Likert Scale in a manner that
contradicts with the direction of the questions, say, positive or negative statements,
that confuses the respondents.

3.7 PRELIMINARY ANALYSIS TEST

3.7.1 Normality Test

Normality test is a perquisite for inferential statistical techniques. There are

number of ways to test normality of variables. Graphically, there are number of ways
to explore normality of the data. Amongst popular techniques are histograms, stem-
and-leaf plots and boxplots, normal probability plots and detrended normal plots.

3.7.2 Correlation Analysis

Pearson correlation matrix will indicate the direction, strength, and

significance of the bivariate relationships among all the variables that were measured
at an interval or ratio level (Sekaran, 2010). The correlation is derived by assessing the
variations in one variable to another variable also varied. Pearson correlation may give
clear views on which of the two variables are associated with each other and may
postulate a significant positive or negative relationship between the variables.

Table 3.4:
Davis Pearson Relationship Strength
Range Remarks
0.70 & above Very Strong Relationship
0.50 -0.69 Strong Relationship
0.30 – 0.49 Moderate Relationship
0.10 – 0.29 Low Relationship
0.01 – 0.09 Very Low Relationship
Source: Davis (1997)

42
3.7.3 Factor Analysis

Factor Analysis attempts to identify underlying variables, or factors, that

explain the pattern of correlations within a set of observed variables. Factor analysis is
often used in data reduction to identify a small number of factors that explain most of
the variance that is observed in a much larger number of manifest variables (Yaacob,
2011). Factor analysis can also be used to generate hypotheses regarding causal
mechanisms or to screen variables for subsequent analysis.

3.8 Statistical Analysis

3.8.1 Regression Analysis

Finally, regression analysis is used to trace the sequential antecedents that

cause the dependent variable through what is known as path analysis. It examines on
the situation where the dependent variable is simultaneously influenced by the number
of independent variable used in the study. As the R square value close to (1) one, it
indicates that the model fits the data very well and it is significant as the value is
above 0.7. The regression coefficient can be comparable using Beta value. In this
study, regression analysis is used to test the hypothesis developed earlier in this study
and to determine the relationship between independent variables toward dependent
variable. Hypothesis would be determined to be accepted if the significance value is
less than 0.10.

3.9 Summary

This chapter provides an overall view for methodologies and research design
which explain on the data collection, measurement and scaling, questionnaire design,
sampling technique, data preparation and processing. Meanwhile, the procedure for
analysis of data such as descriptive statistic, reliability test, normality test, correlation
analysis, principal component analysis and regression analysis will be discussed more
in chapter four.\

43
 CHAPTER 4

ANALYSIS AND INTERPRETATION OF DATA

4.0 INTRODUCTION

In this chapter four, it will be discussing more on the methodology described

in chapter three which will be conducted by the researcher and further explain the
result gained from the fieldwork. This chapter will also further analyses the result,
findings or outcomes which meet the objectives of the study and it determined the
relevant of the factors or variables used either it is significant or not.

4.1 RESPONDENTS PROFILE

The respondent are mainly the employees of Setiausaha Kerajaan Negeri

Sembilan (SUKNS) in Wisma Negeri located in Seremban, Negeri Sembilan. The
respondents are chosen to complete this research which subjected to their job
performance. The employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS) are
currently working for the Malaysian government based in Seremban, Negeri
Sembilan. This research contains demography factors as it includes various range of
gender, income, groups, age, years of service and the units of department that as well.

44
4.1.1 Demographic Characteristic of the Respondents
Table 4.0:
Demographic Characteristic of the Respondent
Variable Frequency Percentage
(%)

GENDER : Male 74 43.5

: Female 96 56.5

MARITAL : Single 43 25.3

STATUS : Married 127 74.7

JOB POSITION : Clerical Staff Level 74 43.5

: Executives Level 77 45.3
: Management & Professional 19 11.2

INCOME : <RM2000 79 46.5

: RM2001 – RM5000 82 48.2
: RM5001 9 5.3

AGE : 20-29 years old 54 31.8

: 30-39 years old 84 49.4
: 40-49 years old 19 11.2
: >50 years old 13 7.6

YEARS OF : <2 years 13 7.6

SERVICE : 2-5 years 58 34.1
: 6-10 years 50 29.4
: 11-15 years 26 15.3
: >16 years 23 13.5

Table 4.0 shows the demographic characteristics of the respondent taken in

Wisma Negeri, Negeri Sembilan. The respondent’s gender shows that 43.5% is male
respondents and the remaining 56.5% which is the highest to come from female
respondents. Meanwhile, the majority of the respondent are married with (74.7%) and
followed by 25.3% are single.

Majority of the respondent were from clerical staff level (45.3%) which those
from Grade 1 till Grade 26 followed by executives level (43.5%) which are those from
Grade 27 till Grade 40 and lastly followed by Management and Professional (11.2%)
which comprises from the Grade 41 till Premier Grade A, B and C. Meanwhile the
income group is being dominated by the respondents that are receiving an income of

45
RM2001 to RM5000 (48.2%) followed by the income of below RM2000 (46.5%) and
only smaller group of respondent receiving income of RM5001 and above (5.3%).
Table 4.4 shows that most of the respondent were age in between 30-39 years old
(49.4%), followed by 20 to 29 years old (31.8%) and 40 to 49 years old (11.2%),
whereas another 7.6% constitute the respondent which their age more than 50 years
old which also recorded as the smallest group among the respondent.

The respondents are from equally distributed among all departments such as
Unit Perancang Ekonomi Negeri (UPEN), Unit Perumahan (UP), Unit Kerjasama
Awam Swasta (UKAS), Unit Kerajaan Tempatan (UKT), Pejabat Menteri Besar
(PMB), Unit Protokol, Bahagian Pengurusan Sumber Manusia (BPSM), Dewan
Undangan Negeri (DUN), Bahagian Khidmat Pengurusan (BKP) and Lembaga
Pelancongan Negeri Sembilan (LPNS). Majority of the respondents have worked
about 2 to 5 years (34.1%), followed by 29.4% for 6 to 10 years of service, while the
third lowest is 15.3% have worked for 11 to 15 years old. Meanwhile 13.5% have
worked for more than 16 years.

4.2 DESCRIPTIVE ANALYSIS

This section describes the general view of the variables used in this study
which using frequency, percentage, mean and standard deviation.

Table 4.1:
Level of Job Performance
No Level Frequency Percentage Mean SD
3.9918 0.65139
1 Low (0 – 1.66) 1 0.59
2 Moderate (1.67 – 3.33) 26 15.29
3 High (3.34 – 5.00) 143 84.12
Source: Mohamed Shaffril H. A. and Uli J. (2010)
To measure the job performance of employees, there are seven aspects were
asked into the questionnaire. The seven aspects are financial stress, motivation,
technology advancement, work experience, stress level, workload, and religiosity.
Respondents were asked to indicate based on their level of job performance on the
five-likert scale. From the overall mean score indicated in the table of job performance
(M=3.9918), it can be concluded that employees of Setiausaha Kerajaan Negeri
Sembilan (SUKNS) in Wisma Negeri, Negeri Sembilan have perceived high level of
46
job performance and this is a good perception from the respondent towards their
services in Wisma Negeri, Negeri Sembilan.

Table 4.2:
Level of Financial Stress
No Level Frequency Percentage Mean SD
3.4812 0.51279
1 Low (0 – 1.66) - -
2 Moderate (1.67 – 3.33) 63 37.0
3 High (3.34 – 5.00) 107 63.0
Source: Mohamed Shaffril H. A. and Uli J. (2010)
For the first aspect, financial stress was found that majority of the respondent
(63.0%) have a high level of financial stress with the mean score of 3.4812 (from
maximum 5). Only 37% respondents equivalent to 63 respondent were found to have
moderate level of financial stress. It is interesting to found that none of the
respondents are having low performance on financial stress. Thus, this positive
indication shows that the employees of Setiausaha Kerajaan Negeri Sembilan
(SUKNS) in Wisma Negeri, Negeri Sembilan have an ability to cope with financial
stress problem faced by the respondents.

Table 4.3:
Financial Stress
No. Statement SD D N A SA Mean S.D
1. If I made more
money, I would be
more satisfied with 8 11 41 62 48 3.7706 1.07707
my job.
2. If I was experiencing
financial stress, I 1 13 57 74 25 3.6412 0.8654
could handle it alone.

3. I am good with
2 11 73 61 23 3.5412 0.85038
money management
4. I am currently not
experiencing financial 8 27 62 64 9 3.2294 0.94228
stress
5. I have found myself
worrying about
personal finances 4 40 57 52 17 3.2235 0.99557
instead of thinking
about work

47
 From the results shown in Table 4.3 above, it can be concluded that statement
of “If I made more money, I would be more satisfied with my job” which gives the
highest mean score, M=3.77. There is a possibility that they wanted to have a reward
or an increment in their monthly salary due to positive response towards their current
job. The second highest mean is “If I was experiencing financial stress, I could handle
it alone” (M=3.64) which explained that the respondents have their own way in order
to solve the financial problem.

Table 4.4:
Level of Motivation
No Level Frequency Percentage Mean SD
3.8306 0.54437
1 Low (0 – 1.66) - -
2 Moderate (1.67 – 3.33) 27 15.88
3 High (3.34 – 5.00) 143 84.12
Source: Mohamed Shaffril H. A. and Uli J. (2010)
Data gathered in the Table 4.4 above concludes that the overall percentage on
motivation, It was found that four fifth of the respondents (84.12%) have high level of
motivation thus it proves that they could be able to motivate themselves while
working and could satisfy them to deliver a good work. Less than one fifth of the
respondents (15.88%) have moderate level of motivation and none have low level of
motivation during completing their work. The high mean were also recorded
(M=3.8306, from maximum 5) for the aspect of motivation among the respondents.

Table 4.5:
Motivation
No. Statement SD D N A SA Mean S.D
1. If unemployment
benefit were really
4 4 20 92 50 4.0588 0.84759
high, I would still
prefer to work
2. I would get very
bored if I had no work 6 5 33 71 55 3.9647 0.97843
to do
3. My job provides
satisfactory working 2 10 34 92 32 3.8353 0.84050
condition
4. My hours of work are
- 6 49 93 22 3.7706 0.71357
satisfactory
5. My job provides
4 8 67 77 14 3.5235 0.80826
satisfactory pay
48
 Based on the result obtained in the Table 4.5 above, it can be concluded that
statement of “If unemployment benefit were really high, I would still prefer to work”
has been identified as the highest mean score (M=4.05) which gives an early
probability that the employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS)
were really committed to perform every task given to them and were being loyal to
their current job position. This followed by the statement “I would get very bored if I
had no work to do” (M=3.96). The third highest were the statement of “My job
provides satisfactory working condition” (M=3.83) and followed next to it is the
statement of “My hours of work are satisfactory” (M=3.77). Meanwhile the lowest
mean score, (M=3.52) for the statement of “My job provides satisfactory pay” which
still also be considered as high.

Table 4.6:
Level of Technology Advancement
No Level Frequency Percentage Mean SD
3.9482 0.61203
1 Low (0 – 1.66) - -
2 Moderate (1.67 – 3.33) 27 15.88
3 High (3.34 – 5.00) 143 84.12
Source: Mohamed Shaffril H. A. and Uli J. (2010)
For the third aspect, technology advancement was found that majority of the
respondent (84.12%) have a high level of technology advancement with the mean
score of 3.9482 (from maximum 5). Only 15.88% respondents were found to have
moderate level of technology advancement. It is interesting to found that none of the
respondents are having low performance on technology advancement. Thus, this
positive indication shows that the employees of Setiausaha Kerajaan Negeri Sembilan
(SUKNS) in Wisma Negeri, Negeri Sembilan have an ability to use the technology
provided by the technology department unit and were keep up to date in order to
mastering the technology by having “knowledge sharing session” among the
employees for every department unit with the IT staffs.

Table 4.7:
Technology Advancement
No. Statement SD D N A SA Mean S.D
1. Using the new
workstation enhances - 5 22 108 35 4.0176 0.67477
my effectiveness
49
2. Using the new
workstation improves 1 4 30 102 33 3.9529 0.72006
my work performance
3. My colleagues
strongly support me
- 4 32 102 32 3.9529 0.68640
on using the new
workstation
4. Using the new
workstation is very
1 3 36 98 32 3.9235 0.72163
helpful in completing
my job
5. The new workstation
1 5 36 97 31 3.8941 0.74617
is easy to use

From the results shown in Table 4.7 above, it can be concluded that statement
of “Using the new workstation enhances my effectiveness” which gives the highest
mean score, M=4.02. There is a possibility that technology has relatively helped them
to complete every task in a given time which also improves the quality of work. The
second highest mean score is “Using the new workstation improves my work
performance” (M=3.95), while the same mean score also recorded for the statement
“My colleagues strongly support me on using the new workstation”. The second
lowest mean scores recorded by the statement of “Using the new workstation is very
useful in completing my job” (M=3.92) and followed by the lowest mean score
(M=3.89) for the statement of “The new workstation is easy to use”.

Table 4.8:
Level of Work Experiences
No Level Frequency Percentage Mean SD
4.1988 0.62700
1 Low (0 – 1.66) 1 0.58
2 Moderate (1.67 – 3.33) 12 7.06
3 High (3.34 – 5.00) 157 92.35
Source: Mohamed Shaffril H. A. and Uli J. (2010)
Data gathered in the Table 4.8 above shows that the overall percentage on
work experiences. It was found that majority of the respondents (92.35%) have high
level of work experience, thus it proves that the work experience could saves time and
cost for them to learn the way on how to complete the work given to them. The second
largest respondents (7.06%) have moderate level of work experiences and there is still
have low level of work experience during completing their work which commonly due
to the external factors that cannot be exerted. The high mean were also recorded
50
(M=4.1988, from maximum 5) for the aspect of work experience among the
respondents.

Table 4.9:
Work Experiences
No. Statement SD D N A SA Mean S.D
1. My past work
experience enhance 1 2 16 90 61 4.2235 0.71130
my confident at work
2. My past work
experience currently
helps me to deliver 95 58 4.2176 0.68348
- 4 13
good skills process
among colleagues
3 My past work
experience helps me
to be more capable to
- 3 15 94 58 4.2176 0.67477
do various work given
by my employer

4. My past work
experience helps me
to have a good 1 1 24 82 62 4.1941 0.74020
relationship with the
colleagues
5. My past work
experience helps me
to manage time
- 4 19 96 51 4.1412 0.69916
effectively financial
stress, I could handle
it alone.

Based on the result depicted in the Table 4.9 above, it can be concluded that
statement of “My past work experience enhance my confident at work”,“My past
work experience helps me to be more capable to do various work given by my
employer” and “My past work experience currently helps me to deliver good skills
process among colleagues” has been identified as the highest mean score (M=4.22)
which gives an early probability that the employees of Setiausaha Kerajaan Negeri
Sembilan (SUKNS) were having high level of work experience before entering as an
employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS). This followed by the
statement “My past work experience helps me to have a good relationship with the
colleagues” (M=4.19). The lowest mean score were also recorded for the statement,

51
“My past work experience helps me to manage time effectively” (M=4.14) which still
also be considered as high.

Table 4.10:
Level of Workload
No Level Frequency Percentage Mean SD
3.5800 0.60203
1 Low (0 – 1.66) - -
2 Moderate (1.67 – 3.33) 56 32.94
3 High (3.34 – 5.00) 128 67.06
Source: Mohamed Shaffril H. A. and Uli J. (2010)
Table 4.10 above concludes the workload of the respondents on accomplishing
their tasks and delivering it as the best which is responsible duties for them. This table
summarizes that the employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS)
has a high level of workload based on time allocated for them to complete.Thus, this
table has mainly proved that majority of the respondent (67.06%) were found to have
high level of workload with the overall mean of 3.58 and followed by 32.94% were
recorded as having moderate level of workload. This study proves that in the public
administration work, there is a high level of workload which burden to the employees
in order to meet the deadline demanded by the organization.

Table 4.11:
Workload
No. Statement SD D N A SA Mean S.D
1. I have current fixed
- 9 36 80 45 3.9471 0.83035
working hours
2. I can balance between
1 2 55 80 32 3.8235 0.76424
personal and career
3. My organization has a
sufficient number of
employees available 6 13 56 68 27 3.5706 0.96585
for performing work
tasks
4. There is sanctions for
9 11 64 69 17 3.4353 0.94771
errors committed
5. I have less workload
11 23 80 46 10 3.1235 0.94339
pressure

For measuring the workload, five statements have been asked to the
respondents. Based on the presented in Table 4.11, it can be seen that the statement of
“I have current fixed working hours” recorded as the highest mean score (M=3.95),
thus it potrays that there are having some problem with the current working hours
52
which is not suitable for them to complete the work in the specific period of time. The
lowest mean score was also recorded by the statement of “I have less workload
preassure” (M=3.12). It can be noted that even it is the lowest, there were only a slight
difference between the highest mean and the lowest mean score which is 0.83.

Table 4.12:
Level of Religiosity
No Level Frequency Percentage Mean SD
4.3541 0.68631
1 Low (0 – 1.66) 1 0.59
2 Moderate (1.67 – 3.33) 14 8.24
3 High (3.34 – 5.00) 155 91.18
Source: Mohamed Shaffril H. A. and Uli J. (2010)
Table 4.12 above shows that the overall percentage on religiosity among the
respondents. It was found that majority of the respondents (91.18%) have high level of
religiosity, thus it proves that the religiosity gives an impact towards job performance.
The second largest respondents (8.24%) which have moderate level of religiosity and
there is low level of religiosity (0.59%) which commonly due to the external factors
that cannot be exerted. The high mean were also recorded (M=4.3541, from maximum
5) for the aspect of religiosity among the respondents.

Table 4.13:
Religiosity
No. Statement SD D N A SA Mean S.D
1. What religion offers me
the most is comfort when
1 1 13 67 88 4.4118 0.70993
sorrows and misfortune
strike
2. The purpose of prayer is
to secure a happy and 1 1 21 57 90 4.3765 0.76887
peaceful life
3. Religion is especially
important because it
1 3 17 64 85 4.3471 0.77888
answers many questions
about the meaning of life.
4. The
mosque/church/temple is
most important as a place 1 1 24 61 83 4.3176 0.78010
to formulate good social
relationships.
5. Religion helps to keep
1 1 20 69 79 4.3176 0.74915
life balanced and steady
53
 in exactly the same way
as my citizenship
friendships and other
memberships do

Based on the result depicted in the Table 4.13 above, it can be concluded that
statement of “What religion offers me the most is comfort when sorrows and
misfortune strike” has been identified as the highest mean score (M=4.41) which gives
an early probability that the employees of Setiausaha Kerajaan Negeri Sembilan
(SUKNS) were having high level of religiosity according to their religion beliefs. This
followed by the statement “The purpose of prayer is to secure a happy and peaceful
life” (M=4.38). The second highest mean score is the statement of “Religion is
especially important because it answers many questions about the meaning of life”.
The lowest mean score were also recorded for the statement, “Religion helps to keep
my life balanced and steady in exactly the same way as my citizenship, frienships, and
other memberships do” and “The mosque/church/temple is most important as a place
to formulate good social relationships” (M=4.132) which still also be considered as
high.

Table 4.14:
Level of Stress Level
No Level Frequency Percentage Mean SD
3.7071 0.64106
1 Low (0 – 1.66) - -
2 Moderate (1.67 – 3.33) 42 24.71
3 High (3.34 – 5.00) 128 75.29
Source: Mohamed Shaffril H. A. and Uli J. (2010)

It has been proved that employees of Setiausaha Kerajaan Negeri Sembilan

(SUKNS) have high performance on financial stress, motivation, technology
advancement, work experience, workload and religiosity but do these aspects
accompanied by a stress level? The main questions should be raised here is do
employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS) perceived positively on
the stress level? Table above do concludes this query. Majority of the respondents do
perceived high stress level (M=75.29%) and remaining were found to have moderate
stress level. The overall mean score recorded for the stress level aspects is 3.71 which
relatively higher.
54
Table 4.15:
Stress Level
No. Statement SD D N A SA Mean S.D
1. I don’t have problem
with my working - 10 37 90 33 3.8588 0.79425
relationship
2. I am lucky to have
colleagues and senior
4 7 42 81 36 3.8118 0.89699
workers who give me
advice
3. I have a good control
over my job and less - 6 57 82 25 3.7412 0.74822
pressure
4. I don’t have difficulty
falling asleep because
2 10 50 77 31 3.7353 0.86718
there is no problem in
my mind
5. I can talk openly
about problems in the 8 22 58 60 22 3.3882 1.02159
workplace.

Table 4.15 above explains the percentage recorded from the following table by
each of the statement is prepared to measure the perceptions towards the stress level.
From the overall mean recorded from 3.73 to 3.85 (from maximum 5) it can be
considered that all of these statements recorded high mean score. The highest mean
score is from the statement, “I don’t have problem with my working relationship”
(M=3.85) and it proves that they were not only do the work but were also having a
good time together with their colleagues. Meanwhile, the statement of “I don’t have
difficulty falling asleep because there is no problem in my mind” were recorded as the
lowest mean score, (M=3.73).

4.3 RELIABILITY ANALYSIS

The reliability statistics test done by the researcher is using Cronbach’s alpha
value. Cronbach alpha value was defined in order to test the internal consistency and
reliability for every single element in this study. It is most likely being used for
multiple Likert scale or questionnaires that form a scale (i.e Likert scale 1-5) and it
were also determined either the question is reliable or not
55
Table 4.16:
Cronbach’s Alpha Value For Independent Variable
No. Variable Coefficient Number of
Items
1. Financial Stress 0.398 5
2. Motivation 0.652 5
3. Technology Advancement 0.913 5
4. Work Experiences 0.936 5
5. Stress Level 0.789 5
6. Workload 0.699 5
7. Religiosity 0.945 5
8. Job Performance 0.924 5

Table 4.17 shows Cronbach’s alpha value for each independent variable. The
positive value for Cronbach’s Alpha gathered from this study is 0.945 which is highly
reliable, followed by work experience which is 0.936, job performance is 0.924,
technology advancement is 0.913, stress level is 0.789, workload is 0.699, motivation
is 0.652 and financial stress is 0.398. All the variables have the higher Cronbach
Alpha’s values which is more than 0.7 except for the financial stress (0.398) and
motivation (0.652). Therefore financial stress and motivation variable is dropped from
further research as it has low reliability. According to Sekaran (2010) the results are
reliable as it more than 0.50, since it is the minimum value for accepting any
reliability test. As the value moving closer to 1, the scale of variable is more reliable
(Yaacob, M. R., 2011).

4.4 PRELIMINARY ANALYSIS TEST

4.4.1 Normality Testing

Normality test is to show a perquisite for inferential statistical technique

known as testing normality of data. There are many ways to construct this normality
data testing such as graphically technique such as stem-leaf plots, normal probability
plots and detranded normal plots (Yaacob, M. R., 2011). In this study, researcher were
using histogram in order to determine the distribution shape of the study and it is
perfectly bell shaped and were considered as normal. According to Pallant (2010), the

56
researcher determines the mean and 5% trimmed mean in order to see whether it has a
strong influence on the mean.

For Financial Stress, the histogram appears to be reasonably normally

distributed. The original mean are 3.4812 and 5% trimmed mean is 3.4830 that these
means these two mean values are having a strong influence to the total score of
financial stress. According to Pallant (2010), the standard normal distribution has
skewness and kurtosis which is zero value. The skewness for financial stress is -0.019
which is perfectly bell shaped and the kurtosis is 0.019 which is peaked.

For Motivation, the histogram appears to be a reasonably normally distributed.

The original mean are 3.8306 and 5% trimmed mean is 3.8418 that these means these
two mean values are having a strong influence to the total score of motivation. The
skewness for motivation is -0.414 which is perfectly bell shaped and the kurtosis is
0.512 which is slightly flatted.
For Technology Advancement, the histogram appears to be reasonably
normally distributed. The original mean is 3.9482 and 5% trimmed mean is 3.9673
that these means these two mean values are having a strong influence to the total score
of technology advancement. The skewness for technology advancement is -0.504
which is slightly right skewed and the kurtosis is 1.085 which is flattened.
For Work Experience, the histogram appears to be reasonably normally
distributed. The original mean are 4.1988 and 5% trimmed mean is 4.2405 that these
means these two mean values are having a strong influence to the total score of work
experience. The skewness for work experience is -0.794 which is slightly right skewed
and the kurtosis is 1.682 which is flattened.
Next is for Stress Level, the histogram appears to be reasonably normally
distributed. The original mean is 3.7071 and 5% trimmed mean is 3.7118 that these
means these two mean values are having a strong influence to the total score of stress
level. The skewness for stress level is -0.159 which is perfectly bell shaped and the
kurtosis is -0.046 which is peaked.
For Workload, the histogram appears to be reasonably normally distributed.
The original mean are 3.5800 and 5% trimmed mean is 3.5843 that these means these
two mean values are having a strong influence to the total score of workload. The

57
skewness for workload is -0.139 which is perfectly bell shaped and the kurtosis is -
0.305 which is peaked.
For Religiosity, the histogram appears to be reasonably normally distributed.
The original mean is 4.3541 and 5% trimmed mean is 4.4131 that these means these
two mean values are having a strong influence to the total score of religiosity. The
skewness for religiosity is -1.347 which is slightly right skewed and the kurtosis is
2.885 which are flattened.
Even though religiosity, technology advancement and work experience are not
perfectly normal, it is acceptable as the sample size taken in this study is larger than
30 respondents.

4.4.2 Correlation Analysis

To describe the strength and direction of the linear relationship between two
variables, Pearson’s correlation analysis was used in this study. The variable should
fall within the range of 1 to-1 and if the value of r=1, there should be a positive
correlation which mean there are perfect linear relationship between two variables.
Whereas, if r=-1 it shows a negatively correlated. The purpose of this analysis was
performed to ensure there is no violation of assumptions of normality, linearity and
homoscedasticity.

Assumptions are required whether to see the correlation coefficient is

significant or not such as the sampling distribution must be normally distributed. In
this table it shows that a matrix of the correlation coefficients for the eight variables
and underneath for every correlation coefficient both the sample size (N) and the
significance value of the correlation are displayed. Pearson’s correlation requires the
significance of 0.5 which is the important criterion and the asterisk mark for every
value that are significantly correlates. Hence, this table shows that every variable are
significance at 0.00 which is less than 0.05.

58
Table 4.17:
Pearson’s Correlation Analysis
Data
Variables
Analysis
Job Technology Work Stress Religio
Workload
Performance Advancemen Experience Level sity
(WL)
(JP) t (TA) (WE) (SL) (RL)
Pearson
1 .516** .603** .606** .506** .607**
Correlation
Sig.
.000 .000 .000 .000 .000 .000
(2-tailed)
N 170 170 170 170 170 170
Notes: (**) Correlation is significant at the 0.01 level (2-tailed)

Based on the Table, there was strong, positive correlation between technology
advancement (TA) with the job performance where r = .516, n =170, p < 0.0005, with
high levels of technology advancement associated with higher levels of job
performance which means the more technology advancement used by employees of
SUKNS, the higher the job performance of employees of SUKNS.

For Work Experience (WE), there was strong, positive correlation with the job
performance where r = .603, n =170, p < 0.0005, with high levels of work experience
associated with higher levels of job performance which means the more work
experience gained by employees of SUKNS, the higher the job performance of
employees of SUKNS.

For Stress Level (SL), there was strong, positive correlation with the job
performance where r = .606, n =170, p < 0.0005, with high levels of stress level
associated with higher levels of job performance which means the more stress level
perceived by employees of SUKNS, the higher the job performance of employees of
SUKNS.

For Workload (WL), there was strong, positive correlation with the job
performance where r = .506, n =170, p < 0.0005, with high levels of workload
associated with higher levels of job performance which means the more workload
perceived by employees of SUKNS, the higher the job performance of employees of
SUKNS.

For Religiosity (RL), there was strong, positive correlation with the job
performance where r = .607, n =170, p < 0.0005, with high levels of religiosity
59
associated with higher levels of job performance which means the more religiosity
perceived by employees of SUKNS, the higher the job performance of employees of
SUKNS.

4.5 FACTOR ANALYSIS

In order to adequate the dimensions/factors from the items used, the principal
component analysis (PCA) is used during this study.

Table 4.18:
Results From Principal Component Analysis
Bartlett’s Test of Percentage of
KMO Spherivity
Dimension/Factor Items Variance
Test
Explained
X2 (df) p-value
Technology
5 0.851 604(10) 0.0000 74.53
Advancement
Work Experiences 5 0.883 726(10) 0.0000 79.95
Stress Level 5 0.831 243(10) 0.0000 55.91
Workload 5 0.713 150(10) 0.0000 46.35
Religiosity 5 0.889 818(10) 0.0000 82.27

Table 4.18 shows that the five dimension or factors that being extracted
fulfilled the requirements for principal component analysis. Kaiser-Meyer-Olkin
(KMO) test was used to indicate the sufficiency of sample size, is above 0.5 (Field,
2009). The results gained from Bartlett’s Test of sphericity are significant which
indicate the suitability of the data for factor analysis. Lastly, the principal component
analysis revealed that all the factors extracted explained between 46 to 82 percent of
total variation.

Table 4.19:
Kaiser Meyer Table
Kaiser Meyer-Olkin 0.913
Significant 0.000

60
Table 4.20:
Eigenvalues from PCA & Variance Table
Actual Eigenvalues
Components Total Variance %
from PCA
1 10.782 16.654
2 2.362 33.082
3 1.872 48.748
4 1.397 62.675
5 1.246 70.636

A principal component analysis (PCA) was conducted on the 25 items with

orthogonal rotation (varimax). The Kaiser-Meyer-Olkin measure verified the sampling
adequacy for the analysis, KMO = 0.913 (great according to Field, 2009), and all
KMO values for individual items were >.70, which is well above the acceptable limit
of 0.5 (Field, 2009). Bartlett’s test of sphericity X2 (435) = 3196.655, p<0.01,
indicated that correlations between items were sufficiently large for PCA. An initial
analysis was run to obtain eigenvalues for each component in the data. Five
components had eigenvalues over Kaiser’s criterion of 1 and in combination explained
91.30% of the variance, with component one contributing 16.654%, component 2
contributing 33.082%, component 3 contributing 48.748%, component 4 contributing
62.675% and component 5 contributing 70.636%. The scree plot was slightly
ambiguous and showed inflexion that would justify retaining both components 2 and
5. Given the large sample size, and the convergence of the scree plot and Kaiser’s
criterion on five components, this is the number of components that were retained in
the final analysis. The component transformation matrix shows that there are five
factors quite strongly correlated with each other which are religiosity, work
experiences, technology advancement, stress level and workload.

The factor are then used together with the selected demography variables in
multiple regression analysis to determine the factors affecting job performance among
the employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS) in Wisma Negeri,
Negeri Sembilan.

61
4.6 REGRESSION ANALYSIS

Table 4.21:
Factors Determining Job Performance Using Standardized Beta Coefficients
DV=Job Performance Model 1 Model 2
Constant
Religiosity 0.148*** 0.129
Work Experiences 0.186** 0.190**
Technology Advancement 0.163** 0.159**
Stress level -0.336* -0.342*
Workload 0.117*** 0.125***
Gender (1-Male, 2-Female) 0.039
Marital Status 0.098
#Executives Level CONTROL VARIABLE
Clerical Staff Level -0.062
Management & Professional 0.021
#Income <RM2000 -0.046
Income RM2001-RM5000 CONTROL VARIABLE
Income >RM5000 -0.005
Age 20-29 years old -0.013
#Age 30-39 years old CONTROL VARIABLE
Age 40-49 years old 0.021
Age >50 years old -0.045
Years of Service < 2years -0.044
#Years of Service 2-5 years CONTROL VARIABLE
Years of Service 6-10 years -0.076
Years of Service 11-15 -0.040
years
Years of Service >16 years -0.031
2
R 0.556 0.580
Adjusted R Square 0.543 0.530
F-Test 41.113 11.587
p-value 0.000 0.000
Notes: In the parenthesis *, **, and *** indicates 1%, 5% and 10% significance level respectively
and (#) is the controlled variables for Job Position, Income Level, Age and Years of Service.

Multiple regression procedures are required in order to provide the most

accurate interpretation for the factors or dimensions towards the dependent variables.
Multiple regression analysis is a statistical technique that derived simultaneously on
developing mathematical relationship between two or more independent variables and
an interval-scaled dependent variable (Sekaran, 2010). The six independent variables
were express in terms of the standardized dimensions scores. The significant factors
are shown as beta coefficients which really important for every single study develop
by the researcher. The dependent variable for job performance is measure using five-
point Likert scale.

62
Therefore, regression analysis is run by following model:

MODEL 1
JP = β1 RL + β2 WE + β3 TA - β4 SL + β5 WL + e
Where,

JP = Job Performance
RL = Religiosity
WE = Work Experience
TA = Technology Advancement
SL = Stress Level
WL = Workload
e = Error Terms

MODEL 2
JP = β1 RL + β2 WE + β3 TA - β4 SL + β5 WL + β6 GENDER + β7 STATUS + β8
RANK2 + β9 RANK3 + β10 INC1 + β11 INC3 + β12 AGE1 + β13 AGE3 + β14
AGE4 + β15 YOS1 + β16 YOS3 + β17 YOS4 + β18 YOS5 + e

Where,

JP = Job Performance
RL = Religiosity
WE = Work Experience
TA = Technology Advancement
SL = Stress Level
WL = Workload
GENDER = Gender
STATUS = Marital Status
RANK2 = Clerical Staff Level
RANK3 = Management & Professional
INC1 = Income Below than RM2000
INC3 = Income More than RM5000
AGE1 = Age Below 20 to 29 years old
AGE3 = Age Between 40 to 49 years old
AGE4 = Age More Than 50 years old
YOS1 = Years of Service Below 2 years
YOS3 = Years of Service between 6 to 10 years
YOS4 = Years of Service between 11 to 15 years
YOS5 = Years of Service More Than 16 years
e = Error Terms

63
 Based from the regression analysis made for Model 1 & Model 2, the equation
is using standard coefficients as it is used to standardizing all variables in a multiple
regression in order to show the change in the dependent variable measured in
standard deviation which relatively easier on making comparisons between
independent variables towards dependent variables.

In Model 1, from the Multiple Regression analysis shows that all independent
variables have a significant relationship with dependent variable. Technology
Advancement (TA), Work Experience (WE), Stress Level (SL), Workload (WL), and
Religiosity (RL) have an influence towards job performance. Plus, the higher the
value of beta coefficient gained from the study, the greater the influence towards the
dependent variable. Overall, the most significant impact on the job performance
attained on this Model 1 is stress level (B=0.336, p<.001) followed by work
experiences (B=0.186, p<.005), technology advancement (B=0.163, p<.005),
religiosity (B=0.148, p<.100) and the lowest Beta value is for the workload (B=0.117,
p<.100). This means that stress level makes the strongest unique contribution to
explaining dependent variables, when the variance explain by all other variables in the
model is controlled for and workload indicated to be the less of the unit contribution
towards the dependent variables.

Model 2 which include selected demography variables are used to measure the
consistency of Model 1. In Model 2, there are four controlled group which is gender,
marital status, job position, income level, age and years of services created through
dummy coding variable coded with 0 and 1 for each controlled group. In Model 2,
variables such as Executives Level, Income Level between RM2001 to RM5000
(INC2), Age Between 30 to 39 Years Old (AGE2) and Years of Service from 2 to 5
years (YOS2) are used as control variables and are excluded from the regression
equation. The result from Model 2 regression analysis are similar to Model 1 where
stress level is the main variable effecting job performance and followed by work
experiences, technology advancement except for religiosity.

F-test for both Model 1 and Model 2 are significant 41.113 and 11.587
respectively and are significant at 1 percent significant level. Therefore, technology
advancement, work experience, stress level, workload and religiosity as a group are
significant in determining the job performance.
64
 The coefficient determination (R²) was examined and it measures the goodness
of fit. The value of R2 gained will relatively explained the changes of independent
variable X towards dependent variable Y. The R² is 0.556, this value suggested that
more than 55 percent of the variation of job performance was explained by the
independent variables which are stress level, work experiences, technology
advancement, workload and religiosity. The remaining 44 percent can be explained by
other variables as well which are not included in the study such as managerial
standards, job satisfaction, working commitment and employee’s evaluations. In
addition, the dimensions that being designated for this study are not strong enough and
future research is needed in order to explain the job performance. Perhaps, future study
may takes this into consideration by taking other dimension that could relatively help
on explaining this model.

Meanwhile for Model 2, the value of coefficient determination (R²) is 0.580

which measures the goodness of fit. The value of R2 gained suggested that more than
55 percent of the variation of job performance was explained by the independent
variables and demography factors which are stress level, work experiences, technology
advancement, workload, gender, status, ranked group, income level, age, and years of
service. The remaining 42 percent can be explained by other variables as well which
are not included in the study. Therefore, by using adjusted R2, it could measure the loss
of predictive power of shrinkage in regression and penalizes in addition extraneous
predictors to the model. According to Field (2009), the adjusted R2 tells on how much
variance in the outcome would be accounted for the model that has been derived from
the sample population. Thus, in order to pick the best model is by choosing the smaller
adjusted R2 which is on Model 2 (Adj. R2 = 0.530). It explains that 53 percent of the
variation of job performance was explained through independent variables and
demography factors which are stress level, work experiences, technology advancement,
workload, gender, status, ranked group, income level, age, and years of service.

4.7 HYPOTHESIS TESTING

Hypothesis is a statement that the researcher sets out to accept or to reject based
on the data collection method. Besides that, the main purpose of hypothesis testing is to
find out the relationship between independent variables and dependent variable.

65
According to Sekaran (2010), multiple regressions are statistical technique that
simultaneously develops a mathematical relationship between two or more independent
variable and an interval scale dependent variable. For this paper, the researcher uses
seven independent variables which are financial stress, motivation, technology
advancement, work experience, stress level, workload and religiosity.

Hypothesis 1
H1: There is a significant relationship between stress level and job performance
The relationship between stress level and job performance is significant at 1%
significance level, (p<0.01). This means that stress level has significant impact on job
performance.

Hypothesis 2
H2: There is a significant relationship between work experiences and job performance
The relationship between work experiences and job performance is significant
at 5% significance level, (p<0.05). This means that work experience has significant
impact on job performance.

Hypothesis 3
H3: There is a significant relationship between technology advancement and job
performance.
The relationship between technology advancement and job performance is
significant at 5% significance level, (p<0.05). This means that technology
advancement has significant impact on job performance.

Hypothesis 4
H4: There is a significant relationship between workload and job performance
The relationship between workload and job performance is significant at 10%
significance level, (p<0.10). This means that workload has significant impact on job
performance.

66
Hypothesis 5
H5: There is a significant relationship between religiosity and job performance
The relationship between religiosity and job performance is not significant at
10% significance level, (p>0.10). This means that religiosity has insignificant impact
on job performance.
4.8 Summary
As a conclusion, among five variables used in this study, the stress level is the
most influential factor on dependent variable (job performance), followed by work
experiences, technology advancement, and workload. Based from the regression
result, the researcher can conclude that stress level is the main factor affecting job
performance of the employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS) in
Wisma Negeri, Negeri Sembilan.

67
 CHAPTER 5
CONCLUSION AND RECOMMENDATIONS

5.0 INTRODUCTIONS
In this chapter, there are two sections which are conclusion and
recommendations based from the findings gained in Chapter 4. The first section will be
explaining the overall result of this study done in Chapter 4 whereas another section
were the recommendation by the researcher regarding to the research topic.

5.1 CONCLUSION
As a conclusion, this research is to examine the impact of financial stress,
religiosity, motivation, workload, work experience, technology advancement and stress
level on job performance among the employees of Setiausaha Kerajaan Negeri
Sembilan in Wisma Negeri, Negeri Sembilan. The study has found that stress level as
the most significant factor contributes towards job performance among the employees
of SUKNS.
This research also answered the second research objective which is to determine
the most influential factors on affecting job performance. Based on all variables and
looking at the regression analysis result shows that stress level has negatively
relationship towards job performance. Meanwhile, for religiosity variable has least
contribution towards job performance as it significant at 10 percent significance level
(Model 1), while in Model 2, religiosity shows no significant impact towards job
performance.
For the factor of work experience and technology advancement, it shows
positive relationship towards job performance. Thus, work experience has the strongest
impact on job performance compared to technology advancement. Therefore, work
experience and technology advancement cannot be ignored as these factors give an
impact on employees’ job performance which significant at 5 percent significance
level. Plus, work experience and technology advancement should be maintained as it
will help the employees of SUKNS to perform their task effectively.
In addition this research also provides the recommendation to SUKNS in
increasing the level of job performance. Several recommendations are suggested for
68
stress level such as providing a support through seminars, talk and counselling session.
For other variables, consideration such as hiring expertise, provide an extensive
training and developing workload planning.
Last but not least, the findings gained in this study aligned and successfully
achieved the research objectives. It is important for SUKNS to realize the importance
of job performance by looking at the independent variable introduced in this study.
Hopefully, the findings will provide better direction for future research.

5.2 RECOMMENDATIONS
Evaluation of the job performance in Wisma Negeri, Negeri Sembilan is to
determine whether the independent variables mentioned can influence the job
performance among the employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS)
and whether it is relevant and applicable. Improvements are recommended and perhaps
some other explanatory factors should be included in the future research which should
be taken into consideration.

5.2.1 Work Experience

Firstly, Setiausaha Kerajaan Negeri Sembilan should consider on hiring an
expertise which emphasize more on educated and multi skilled workforce and this may
help to reduce the problem of inefficient labor forces. To all department units, this
could relatively help to build a good image for government services instead of good
performance by the employees. This is not only for the state level but also helping the
country to achieve Wawasan 2020 and align with the transformation programme under
human capital investment done by the government.

5.2.2 Technology Advancement

Moreover, there should be an extensive training done in all department units to

minimize the problem occur. Manager in all department units should supervise and
need to seek appropriate actions to solve the problem faced by the employees when
handling new technology such as knowledge sharing session. This could relatively help
the employees to handle the technology more efficiently and will result on fast
delivering work tasks.

69
5.2.3 Workload

Normally in administrative service, it can be very time consuming and is often

rather distinct from the work expectation especially in government sector. Thus, it is
required for workload planning and evaluation purposes done in every department.
This will make employees to be more responsible on playing their role on completing
every single task given to them. The amount of workload time devoted are varies from
position to position. Therefore, the workload is apportioned appropriately among the
employees for every department and the time commitment will associate on achieving
good key performance indicator (KPI) that lead to high job performance.

5.2.3 Stress Level

Nevertheless, employees were also known as the key towards every success
achieved by the firm. Thus, the administration of Setiausaha Kerajaan Negeri Sembilan
should make an aggressive promotion for their employees such as rewards, i.e salary
increment and recognition award which will be most likely helping them to develop a
good performance while doing their job. This may influence the spirit of achievement
to build a good personality among the employees and in return it may also help to build
a good image of Setiausaha Kerajaan Negeri Sembilan.

Other than that, government should promote a good working behaviour among
the employees by providing seminars, talk and counselling for them to cope with the
problem that they have. Therefore, this might help them to achieve a good
performances level and help the employees of Setiausaha Kerajaan Negeri Sembilan to
build inner strength and face every challenge during their workdays.

5.3 FUTURE RESEARCH

This study offered a general post on the different measures that needed to be
recognized based on the relationship between job performance and the seven
independent variables which are financial stress, motivation, technology advancement,
work experiences, stress level, workload, and religiosity at the Wisma Negeri, Negeri
Sembilan.

70
 The researcher analyzes it by demographic and individual behavior
characteristics. However this study can be included other explanatory factors such as
job satisfaction, ergonomics, interpersonal skills and others, so that the future
researcher can find other strongest and significant factor that will increase the level of
job performance of the respondents.

It is very well known that Wisma Negeri in Negeri Sembilan is one of the
famous State Administration Centre in Malaysia and this study is very important to
attract foreign and local investors to invest in Negeri Sembilan with a good quality of
services provided at the state level, thus it is recommended that future research may
takes place in other region as well in Putrajaya which is the Federal Administrative
Centre of Malaysia and other government administrations in other region also in a
private sectors using the same method. Thus, this could help on building more
comprehensive research through exploring competitive analysis in different
destination.

Furthermore, to be precise in measurement and significancy of the data, the

researcher suggest on using larger sample sizes during the study which allows the
findings to be more accurate.

71
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APPENDICES

77
APPENDIX A (COVER LETTER)

78
APPENDIX B (QUESTIONNAIRE)

79
 APPENDIX C

Coding in SPSS (Demographic Profile)

Parts Title Items Coding

Male 1
Part A:
Gender Female 2
Demography
Single 1
Marital Status
Married 2

Executives Level 1
Job Position
Clerical Staff Level 2
Management & Professional 3

< RM 2000 1
Income Level
RM 2001 – RM 5001 2
> RM 5001 3

20- 29 years old 1

Age 30-39 years old 2
40-49 years old 3
>50 years old 4

Unit Perancang Ekonomi Negeri 1

Unit Perumahan 2
Unit Kerjasama Awam Swasta 3
Unit Kerajaan Tempatan 4
Department Pejabat Menteri Besar 5
Unit Unit Protokol 6
Badan Pengurusan Sumber Manusia 7
Dewan Undangan Negeri 8
Badan Khidmat Pengurusan 9
Lembaga Pelancongan Negeri 10
Sembilan

2-5 years 1
Years of
6-10 years 2
Service
11-15 years 3
> 16 years 4

80
 Coding in SPSS (Variables)

Parts Items Coding

Part B: Financial Stress I am good with money management B1
I am currently not experiencing financial
B2
stress
I have found myself worrying about
personal finances instead of thinking about B3
work
If I was experiencing financial stress, I
B4
could handle it alone
If I made more money, I would be more
satisfied with my job B5

Part C: Motivation I would get very bored if I had no work to

C1
do
If unemployment benefit were really high,
C2
I would still prefer to work
My job provides satisfactory working
C3
condition
My job provides satisfactory pay C4
My hours of work are satisfactory C5

Part D: Technology Using the new workstation improves my

D1
Advancement work performance
Using the new workstation enhances my
D2
effectiveness
Using the new workstation is very useful
D3
in completing my job
The new workstation is easy to use D4
My colleagues strongly support me on D5
using the new workstation

Part E: Work Experience My past work experience helps me to have

E1
a good relationship with the colleagues
My past work experience enhance my
E2
confident at work
My past work experience helps me to be
more capable to do various work given by E3
my employer
My past work experience currently helps
me to deliver good skills process among E4
colleagues
My past work experience helps me to E5
manage time effectively.

Part F: Stress Level I have a good control over my job and less
F1
pressure
I don’t have problem with my working F2
81
 relationship
I am lucky to have colleagues and senior
F3
workers who give me advice
I can talk openly about problems in the
F4
workplace
I don’t have difficulty falling asleep F5
because there is no problem in my mind

Part G: Workload I have current fixed working hours G1

My organization has a sufficient number
of employees available for performing G2
work tasks
There is sanctions for errors committed G3
I have less workload pressure G4
I can balance between personal and career G5

Part H: Religiosity Religion helps to keep my life balanced

and steady in exactly the same way as my
H1
citizenship, friendships and other
memberships do
Religion is especially important because it
answers many questions about the H2
meaning of life
The purpose of prayer is to secure a happy
H3
and peaceful life
What religion offers me the most is
comfort when sorrows and misfortune H4
strike
The mosque/church/temple is most H5
important as a place to formulate god
social relationships

Part I: Job Performance I arrives for work on time I1

I meets work deadlines I2
I sets appropriate priorities for tasks I3
I manage time, information and data
I4
effectively
I do achieve targeted goals (KPIs) set by
I5
the organisation

Frequency Table

GENDER
Frequency Percent Valid Percent Cumulative Percent
Valid MALE 74 43.5 43.5 43.5
FEMALE 96 56.5 56.5 100.0
Total 170 100.0 100.0

82
 STATUS
Frequency Percent Valid Percent Cumulative Percent
Valid SINGLE 43 25.3 25.3 25.3
MARRIED 127 74.7 74.7 100.0
Total 170 100.0 100.0

RANKED
Cumulative
Frequency Percent Valid Percent Percent
Valid GROUP 1 74 43.5 43.5 43.5
GROUP 2 77 45.3 45.3 88.8
MANAGEMENT &
19 11.2 11.2 100.0
PROFESSIONAL
Total 170 100.0 100.0

INCOME
Cumulative
Frequency Percent Valid Percent Percent
Valid < RM 2000 79 46.5 46.5 46.5
RM2001-RM5000 82 48.2 48.2 94.7
> RM 5001 9 5.3 5.3 100.0
Total 170 100.0 100.0

AGE
Cumulative
Frequency Percent Valid Percent Percent
Valid < 20-29 YEARS OLD 54 31.8 31.8 31.8
30-39 YEARS OLD 84 49.4 49.4 81.2
40-49 YEARS OLD 19 11.2 11.2 92.4
> 50 YEARS OLD 13 7.6 7.6 100.0
Total 170 100.0 100.0

DEPT. UNIT
Cumulative
Frequency Percent Valid Percent Percent
Valid UPEN 17 10.0 10.0 10.0
UNIT PERUMAHAN 17 10.0 10.0 20.0
UKAS 17 10.0 10.0 30.0
UKT 17 10.0 10.0 40.0
PEJ MENTERI BESAR 17 10.0 10.0 50.0
UNIT PROTOKOL 17 10.0 10.0 60.0
BPSM 17 10.0 10.0 70.0
DUN 17 10.0 10.0 80.0
BKP 17 10.0 10.0 90.0
LPNS 17 10.0 10.0 100.0
Total 170 100.0 100.0

83
 YEARS OF SERVICE
Cumulative
Frequency Percent Valid Percent Percent
Valid < 1 YEARS 13 7.6 7.6 7.6
2-5 YEARS 58 34.1 34.1 41.8
6-10 YEARS 50 29.4 29.4 71.2
11-15 YEARS 26 15.3 15.3 86.5
> 16 YEARS 23 13.5 13.5 100.0
Total 170 100.0 100.0

Reliability Test: Cronbach Alpha For All Variable

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.398 .444 5

Inter-Item Correlation Matrix

money mgt financial stress worry alone satisfied
money mgt 1.000 .428 -.032 .534 .182
financial stress .428 1.000 -.005 .363 -.029
worry -.032 -.005 1.000 -.017 -.112
alone .534 .363 -.017 1.000 .065
satisfied .182 -.029 -.112 .065 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.138 -.112 .534 .646 -4.774 .049 5
Correlations

Item-Total Statistics
Corrected Squared Cronbach's
Scale Mean if Scale Variance Item-Total Multiple Alpha if Item
Item Deleted if Item Deleted Correlation Correlation Deleted
money mgt 13.8647 4.118 .502 .374 .117
financial stress 14.1765 4.489 .300 .219 .267
worry 14.1824 5.913 -.068 .013 .547
alone 13.7647 4.418 .405 .308 .198
satisfied 13.6353 5.263 .031 .058 .492

Scale Statistics
Mean Variance Std. Deviation N of Items
17.4059 6.574 2.56397 5

84
 Case Processing Summary
N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.652 .659 5

Inter-Item Correlation Matrix

bored prefer working condition pay hours
bored 1.000 .531 .137 .158 .243
prefer .531 1.000 .255 .093 .287
working condition .137 .255 1.000 .302 .390
pay .158 .093 .302 1.000 .394
hours .243 .287 .390 .394 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.279 .093 .531 .438 5.706 .017 5
Correlations

Item-Total Statistics
Scale Corrected Squared Cronbach's
Scale Mean if Variance if Item-Total Multiple Alpha if Item
Item Deleted Item Deleted Correlation Correlation Deleted
bored 15.1882 4.757 .397 .299 .608
prefer 15.0941 4.973 .454 .332 .576
working condition 15.3176 5.236 .381 .204 .611
pay 15.6294 5.513 .327 .192 .634
hours 15.3824 5.291 .490 .277 .568

Scale Statistics
Mean Variance Std. Deviation N of Items
19.1529 7.408 2.72184 5

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.913 .914 5

85
 Inter-Item Correlation Matrix
work
performance effectiveness completing easy support
work performance 1.000 .769 .619 .574 .546
effectiveness .769 1.000 .793 .697 .666
completing .619 .793 1.000 .721 .686
easy .574 .697 .721 1.000 .730
support .546 .666 .686 .730 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.680 .546 .793 .246 1.451 .006 5
Correlations

Item-Total Statistics
Scale Corrected Squared Cronbach's
Scale Mean if Variance if Item-Total Multiple Alpha if Item
Item Deleted Item Deleted Correlation Correlation Deleted
work performance 15.7882 6.298 .705 .595 .909
effectiveness 15.7235 6.071 .854 .767 .879
completing 15.8176 5.972 .814 .696 .886
easy 15.8471 5.965 .780 .640 .894
support 15.7882 6.310 .749 .597 .900

Scale Statistics
Mean Variance Std. Deviation N of Items
19.7412 9.365 3.06016 5

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.936 .937 5

Inter-Item Correlation Matrix

good relationship confident capable deliver manage time
good relationship 1.000 .693 .709 .688 .770
confident .693 1.000 .810 .751 .757
capable .709 .810 1.000 .795 .812
deliver .688 .751 .795 1.000 .703
manage time .770 .757 .812 .703 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.749 .688 .812 .125 1.181 .002 5
Correlations

86
 Item-Total Statistics
Scale Corrected Squared Cronbach's
Scale Mean if Variance if Item-Total Multiple Alpha if Item
Item Deleted Item Deleted Correlation Correlation Deleted
good relationship 16.8000 6.350 .785 .642 .931
confident 16.7706 6.332 .835 .712 .921
capable 16.7765 6.388 .875 .788 .914
deliver 16.7765 6.530 .811 .682 .925
manage time 16.8529 6.351 .848 .745 .918

Scale Statistics
Mean Variance Std. Deviation N of Items
20.9941 9.828 3.13502 5

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.789 .800 5

Inter-Item Correlation Matrix

working
good control relationship lucky talk openly falling asleep
good control 1.000 .605 .403 .442 .514
working relationship .605 1.000 .461 .447 .538
lucky .403 .461 1.000 .287 .369
talk openly .442 .447 .287 1.000 .371
falling asleep .514 .538 .369 .371 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.444 .287 .605 .318 2.110 .008 5
Correlations

Item-Total Statistics
Scale Corrected Squared Cronbach's
Scale Mean if Variance if Item-Total Multiple Alpha if Item
Item Deleted Item Deleted Correlation Correlation Deleted
good control 14.7941 7.111 .652 .449 .728
working relationship 14.6765 6.800 .686 .490 .714
lucky 14.7235 7.172 .478 .249 .778
talk openly 15.1471 6.647 .490 .258 .782
falling asleep 14.8000 6.883 .580 .362 .745

Scale Statistics
Mean Variance Std. Deviation N of Items
18.5353 10.274 3.20529 5

87
 Case Processing Summary
N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.699 .705 5

Inter-Item Correlation Matrix

fixed working sufficient workload
hours employees sanctions pressure balance
fixed working hours 1.000 .466 .202 .175 .461
sufficient employees .466 1.000 .419 .260 .378
sanctions .202 .419 1.000 .251 .344
workload pressure .175 .260 .251 1.000 .277
balance .461 .378 .344 .277 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.323 .175 .466 .291 2.668 .011 5
Correlations

Item-Total Statistics
Scale Corrected Squared Cronbach's
Scale Mean if Variance if Item-Total Multiple Alpha if Item
Item Deleted Item Deleted Correlation Correlation Deleted
fixed working hours 13.9529 6.447 .456 .315 .650
sufficient employees 14.3294 5.583 .558 .344 .602
sanctions 14.4647 6.132 .433 .232 .660
workload pressure 14.7765 6.577 .329 .118 .704
balance 14.0765 6.438 .526 .305 .627

Scale Statistics
Mean Variance Std. Deviation N of Items
17.9000 9.061 3.01014 5

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.945 .946 5

88
 Inter-Item Correlation Matrix
steady answers secure comfort formulate
steady 1.000 .865 .767 .843 .798
answers .865 1.000 .739 .778 .733
secure .767 .739 1.000 .809 .687
comfort .843 .778 .809 1.000 .756
formulate .798 .733 .687 .756 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.778 .687 .865 .177 1.258 .003 5
Correlations

Item-Total Statistics
Corrected Item- Squared Cronbach's
Scale Mean if Scale Variance Total Multiple Alpha if Item
Item Deleted if Item Deleted Correlation Correlation Deleted
steady 17.4529 7.492 .908 .841 .922
answers 17.4235 7.524 .853 .765 .932
secure 17.3941 7.708 .814 .691 .939
comfort 17.3588 7.794 .877 .784 .928
formulate 17.4529 7.681 .806 .666 .941

Scale Statistics
Mean Variance Std. Deviation N of Items
21.7706 11.775 3.43154 5

Case Processing Summary

N %
Cases Valid 170 100.0
a
Excluded 0 .0
Total 170 100.0
a. Listwise deletion based on all variables in the procedure.

Reliability Statistics
Cronbach's Alpha Based on
Cronbach's Alpha Standardized Items N of Items
.924 .926 5

Inter-Item Correlation Matrix

arrives meets priorities manage kpi
arrives 1.000 .638 .644 .666 .610
meets .638 1.000 .805 .767 .712
priorities .644 .805 1.000 .785 .773
manage .666 .767 .785 1.000 .745
kpi .610 .712 .773 .745 1.000

Summary Item Statistics

Maximum / N of
Mean Minimum Maximum Range Minimum Variance Items
Inter-Item
.714 .610 .805 .195 1.320 .005 5
Correlations

89
 Item-Total Statistics
Corrected Item- Squared Cronbach's
Scale Mean if Scale Variance Total Multiple Alpha if Item
Item Deleted if Item Deleted Correlation Correlation Deleted
arrives 15.9647 6.910 .705 .501 .928
meets 16.0000 6.817 .826 .707 .902
priorities 15.9118 6.862 .855 .754 .896
manage 16.0176 6.870 .842 .713 .899
kpi 15.9412 7.133 .798 .657 .908

Scale Statistics
Mean Variance Std. Deviation N of Items
19.9588 10.608 3.25696 5

NORMALITY TEST
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
FS 170 100.0% 0 0.0% 170 100.0%
MV 170 100.0% 0 0.0% 170 100.0%
TA 170 100.0% 0 0.0% 170 100.0%
WE 170 100.0% 0 0.0% 170 100.0%
SL 170 100.0% 0 0.0% 170 100.0%
WL 170 100.0% 0 0.0% 170 100.0%
RL 170 100.0% 0 0.0% 170 100.0%
JP 170 100.0% 0 0.0% 170 100.0%

Descriptives
Statistic Std. Error
FS Mean 3.4812 .03933
95% Confidence Interval for Mean Lower Bound 3.4035
Upper Bound 3.5588
5% Trimmed Mean 3.4830
Median 3.4000
Variance .263
Std. Deviation .51279
Minimum 2.00
Maximum 4.80
Range 2.80
Interquartile Range .60
Skewness -.019 .186
Kurtosis .019 .370
MV Mean 3.8306 .04175
95% Confidence Interval for Mean Lower Bound 3.7482

90
 Upper Bound 3.9130
5% Trimmed Mean 3.8418
Median 4.0000
Variance .296
Std. Deviation .54437
Minimum 2.00
Maximum 5.00
Range 3.00
Interquartile Range .40
Skewness -.414 .186
Kurtosis .512 .370
TA Mean 3.9482 .04694
95% Confidence Interval for Mean Lower Bound 3.8556
Upper Bound 4.0409
5% Trimmed Mean 3.9673
Median 4.0000
Variance .375
Std. Deviation .61203
Minimum 1.80
Maximum 5.00
Range 3.20
Interquartile Range .45
Skewness -.504 .186
Kurtosis 1.085 .370
WE Mean 4.1988 .04809
95% Confidence Interval for Mean Lower Bound 4.1039
Upper Bound 4.2938
5% Trimmed Mean 4.2405
Median 4.0000
Variance .393
Std. Deviation .62700
Minimum 1.60
Maximum 5.00
Range 3.40
Interquartile Range .80
Skewness -.794 .186
Kurtosis 1.682 .370
SL Mean 3.7071 .04917
95% Confidence Interval for Mean Lower Bound 3.6100
Upper Bound 3.8041
5% Trimmed Mean 3.7118
Median 3.8000
Variance .411
Std. Deviation .64106
Minimum 2.00
Maximum 5.00
Range 3.00
Interquartile Range .65

91
 Skewness -.159 .186
Kurtosis -.046 .370
WL Mean 3.5800 .04617
95% Confidence Interval for Mean Lower Bound 3.4888
Upper Bound 3.6712
5% Trimmed Mean 3.5843
Median 3.6000
Variance .362
Std. Deviation .60203
Minimum 2.20
Maximum 5.00
Range 2.80
Interquartile Range .85
Skewness -.139 .186
Kurtosis -.305 .370
RL Mean 4.3541 .05264
95% Confidence Interval for Mean Lower Bound 4.2502
Upper Bound 4.4580
5% Trimmed Mean 4.4131
Median 4.4000
Variance .471
Std. Deviation .68631
Minimum 1.00
Maximum 5.00
Range 4.00
Interquartile Range 1.00
Skewness -1.347 .186
Kurtosis 2.885 .370
JP Mean 3.9918 .04996
95% Confidence Interval for Mean Lower Bound 3.8931
Upper Bound 4.0904
5% Trimmed Mean 4.0078
Median 4.0000
Variance .424
Std. Deviation .65139
Minimum 1.60
Maximum 5.00
Range 3.40
Interquartile Range .80
Skewness -.397 .186
Kurtosis .571 .370

Extreme Values
Case Number Value
FS Highest 1 22 4.80
2 44 4.80
3 8 4.60
4 123 4.60
a
5 5 4.40
92
 Lowest 1 41 2.00
2 85 2.20
3 122 2.40
4 119 2.40
b
5 84 2.40
MV Highest 1 5 5.00
2 71 5.00
3 98 5.00
4 130 5.00
c
5 28 4.80
Lowest 1 24 2.00
2 81 2.40
3 25 2.40
4 85 2.60
5 43 2.60
TA Highest 1 5 5.00
2 15 5.00
3 19 5.00
4 22 5.00
d
5 27 5.00
Lowest 1 84 1.80
2 24 2.00
3 163 2.20
4 85 2.20
e
5 148 3.00
WE Highest 1 5 5.00
2 7 5.00
3 8 5.00
4 21 5.00
d
5 27 5.00
Lowest 1 24 1.60
2 85 2.00
3 84 2.40
4 148 3.00
e
5 147 3.00
SL Highest 1 21 5.00
2 22 5.00
3 27 5.00
4 77 5.00
d
5 86 5.00
Lowest 1 85 2.00
2 43 2.00
3 24 2.00
4 102 2.40
5 62 2.40
WL Highest 1 21 5.00
2 87 5.00
3 100 5.00
4 115 4.80
f
5 1 4.60
Lowest 1 85 2.20
2 73 2.20
3 32 2.20
4 25 2.20
b
5 163 2.40
RL Highest 1 1 5.00
2 3 5.00
3 5 5.00
4 7 5.00

93
 d
5 8 5.00
Lowest 1 85 1.00
2 24 2.00
3 147 3.00
4 119 3.00
e
5 109 3.00
JP Highest 1 1 5.00
2 14 5.00
3 21 5.00
4 26 5.00
d
5 27 5.00
Lowest 1 24 1.60
2 85 1.80
3 170 3.00
4 158 3.00
e
5 154 3.00
a. Only a partial list of cases with the value 4.40 are shown in the table of upper extremes.
b. Only a partial list of cases with the value 2.40 are shown in the table of lower extremes.
c. Only a partial list of cases with the value 4.80 are shown in the table of upper extremes.
d. Only a partial list of cases with the value 5.00 are shown in the table of upper extremes.
e. Only a partial list of cases with the value 3.00 are shown in the table of lower extremes.
f. Only a partial list of cases with the value 4.60 are shown in the table of upper extremes.

Tests of Normality
a
Kolmogorov-Smirnov Shapiro-Wilk
Statistic df Sig. Statistic df Sig.
FS .086 170 .004 .985 170 .058
MV .157 170 .000 .965 170 .000
TA .222 170 .000 .906 170 .000
WE .207 170 .000 .864 170 .000
SL .111 170 .000 .975 170 .004
WL .113 170 .000 .980 170 .014
RL .173 170 .000 .838 170 .000
JP .177 170 .000 .928 170 .000
a. Lilliefors Significance Correction

94
95
96
97
98
99
100
101
102
103
104
105
106
 PEARSON CORRELATION

Correlations
FS MV TA WE SL WL RL JP
FS Pearson
1 .313** .354** .354** .499** .386** .433** .565**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
MV Pearson
.313** 1 .481** .496** .433** .378** .457** .542**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
TA Pearson
.354** .481** 1 .522** .320** .397** .585** .516**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
WE Pearson
.354** .496** .522** 1 .515** .421** .704** .603**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
SL Pearson
.499** .433** .320** .515** 1 .526** .498** .606**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
WL Pearson
.386** .378** .397** .421** .526** 1 .446** .506**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
RL Pearson
.433** .457** .585** .704** .498** .446** 1 .607**
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
JP Pearson
.565** .542** .516** .603** .606** .506** .607** 1
Correlation
Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000
N 170 170 170 170 170 170 170 170
**. Correlation is significant at the 0.01 level (2-tailed).

107
 FACTOR ANALYSIS

Correlation Matrix
steady answers secure comfort formulate
Correlation steady 1.000 .865 .767 .843 .798
answers .865 1.000 .739 .778 .733
secure .767 .739 1.000 .809 .687
comfort .843 .778 .809 1.000 .756
formulate .798 .733 .687 .756 1.000

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .889
Bartlett's Test of Sphericity Approx. Chi-Square 818.481
df 10
Sig. .000

Anti-image Matrices
steady answers secure comfort formulate
Anti-image Covariance steady .159 -.101 -.019 -.063 -.073
answers -.101 .235 -.044 -.015 -.024
secure -.019 -.044 .309 -.110 -.023
comfort -.063 -.015 -.110 .216 -.049
formulate -.073 -.024 -.023 -.049 .334
a
Anti-image Correlation steady .843 -.525 -.086 -.340 -.318
a
answers -.525 .886 -.165 -.066 -.086
a
secure -.086 -.165 .911 -.426 -.070
a
comfort -.340 -.066 -.426 .883 -.184
a
formulate -.318 -.086 -.070 -.184 .938
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
steady 1.000 .891
answers 1.000 .825
secure 1.000 .777
comfort 1.000 .854
formulate 1.000 .766
Extraction Method: Principal Component Analysis.

Total Variance Explained

Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 4.113 82.267 82.267 4.113 82.267 82.267
2 .325 6.506 88.774
3 .267 5.345 94.119
4 .181 3.611 97.730
5 .114 2.270 100.000
Extraction Method: Principal Component Analysis.

108
 a
Component Matrix
Component
1
steady .944
comfort .924
answers .908
secure .882
formulate .875
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

Component Score Coefficient Matrix

Component
1
steady .230
answers .221
secure .214
comfort .225
formulate .213
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

Correlation Matrix
good
relationship confident capable deliver manage time
Correlation good relationship 1.000 .693 .709 .688 .770
confident .693 1.000 .810 .751 .757
capable .709 .810 1.000 .795 .812
deliver .688 .751 .795 1.000 .703
manage time .770 .757 .812 .703 1.000

109
 KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .883
Bartlett's Test of Sphericity Approx. Chi-Square 726.466
df 10
Sig. .000

Anti-image Matrices
good manage
relationship confident capable deliver time
Anti-image good
.358 -.038 -.005 -.071 -.126
Covariance relationship
confident -.038 .288 -.085 -.072 -.049
capable -.005 -.085 .212 -.099 -.092
deliver -.071 -.072 -.099 .318 .004
manage time -.126 -.049 -.092 .004 .255
Anti-image good a
.898 -.119 -.017 -.210 -.418
Correlation relationship
a
confident -.119 .912 -.343 -.237 -.181
a
capable -.017 -.343 .854 -.381 -.396
a
deliver -.210 -.237 -.381 .898 .015
a
manage time -.418 -.181 -.396 .015 .864
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
good relationship 1.000 .741
confident 1.000 .807
capable 1.000 .856
deliver 1.000 .775
manage time 1.000 .819
Extraction Method: Principal Component Analysis.

Total Variance Explained

Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.998 79.950 79.950 3.998 79.950 79.950
2 .365 7.292 87.242
3 .274 5.471 92.713
4 .217 4.346 97.060
5 .147 2.940 100.000
Extraction Method: Principal Component Analysis.

110
 a
Component Matrix
Component
1
capable .925
manage time .905
confident .898
deliver .880
good relationship .861
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

Component Score Coefficient Matrix

Component
1
good relationship .215
confident .225
capable .231
deliver .220
manage time .226
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

Correlation Matrix
work
performance effectiveness completing easy support
Correlation work performance 1.000 .769 .619 .574 .546
effectiveness .769 1.000 .793 .697 .666
completing .619 .793 1.000 .721 .686
easy .574 .697 .721 1.000 .730
support .546 .666 .686 .730 1.000

111
 KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .851
Bartlett's Test of Sphericity Approx. Chi-Square 603.827
df 10
Sig. .000

Anti-image Matrices
work
performance effectiveness completing easy support
Anti-image work
.405 -.167 .005 -.022 -.015
Covariance performance
effectiveness -.167 .233 -.121 -.039 -.036
completing .005 -.121 .304 -.087 -.068
easy -.022 -.039 -.087 .360 -.158
support -.015 -.036 -.068 -.158 .403
Anti-image work a
.843 -.542 .015 -.058 -.037
Correlation performance
a
effectiveness -.542 .801 -.456 -.135 -.117
a
completing .015 -.456 .864 -.263 -.194
a
easy -.058 -.135 -.263 .876 -.416
a
support -.037 -.117 -.194 -.416 .886
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
work performance 1.000 .655
effectiveness 1.000 .832
completing 1.000 .789
easy 1.000 .745
support 1.000 .705
Extraction Method: Principal Component Analysis.

Total Variance Explained

Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.727 74.530 74.530 3.727 74.530 74.530
2 .536 10.711 85.242
3 .313 6.254 91.496
4 .263 5.265 96.761
5 .162 3.239 100.000
Extraction Method: Principal Component Analysis.

112
 a
Component Matrix
Component
1
effectiveness .912
completing .888
easy .863
support .839
work performance .809
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

Component Score Coefficient Matrix

Component
1
work performance .217
effectiveness .245
completing .238
easy .232
support .225
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

113
 Correlation Matrix
fixed
good working talk falling working
control relationship lucky openly asleep hours
Correlation good control 1.000 .605 .403 .442 .514 .444
working
.605 1.000 .461 .447 .538 .365
relationship
lucky .403 .461 1.000 .287 .369 .368
talk openly .442 .447 .287 1.000 .371 .352
falling asleep .514 .538 .369 .371 1.000 .457
fixed working
.444 .365 .368 .352 .457 1.000
hours

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .850
Bartlett's Test of Sphericity Approx. Chi-Square 303.605
df 15
Sig. .000

Anti-image Matrices
fixed
good working talk falling working
control relationship lucky openly asleep hours
Anti-image good control .533 -.183 -.056 -.103 -.101 -.110
Covariance working
-.183 .510 -.144 -.115 -.146 .018
relationship
lucky -.056 -.144 .729 -.018 -.044 -.122
talk openly -.103 -.115 -.018 .729 -.046 -.097
falling asleep -.101 -.146 -.044 -.046 .601 -.156
fixed working
-.110 .018 -.122 -.097 -.156 .694
hours
a
Anti-image good control .842 -.350 -.090 -.166 -.178 -.181
Correlation working a
-.350 .809 -.236 -.189 -.263 .030
relationship
a
lucky -.090 -.236 .881 -.025 -.067 -.171
a
talk openly -.166 -.189 -.025 .894 -.069 -.136
a
falling asleep -.178 -.263 -.067 -.069 .860 -.241
fixed working a
-.181 .030 -.171 -.136 -.241 .851
hours
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
good control 1.000 .638
working relationship 1.000 .641
lucky 1.000 .424
talk openly 1.000 .429
falling asleep 1.000 .571
fixed working hours 1.000 .458
Extraction Method: Principal Component Analysis.

114
 Total Variance Explained
Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.161 52.689 52.689 3.161 52.689 52.689
2 .718 11.966 64.655
3 .670 11.172 75.827
4 .612 10.202 86.029
5 .473 7.886 93.916
6 .365 6.084 100.000
Extraction Method: Principal Component Analysis.

a
Component Matrix
Component
1
working relationship .801
good control .799
falling asleep .756
fixed working hours .677
talk openly .655
lucky .651
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

115
 Component Score Coefficient Matrix
Component
1
good control .253
working relationship .253
lucky .206
talk openly .207
falling asleep .239
fixed working hours .214
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

Correlation Matrix
sufficient workload
employees sanctions pressure balance
Correlation sufficient employees 1.000 .419 .260 .378
sanctions .419 1.000 .251 .344
workload pressure .260 .251 1.000 .277
balance .378 .344 .277 1.000

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .715
Bartlett's Test of Sphericity Approx. Chi-Square 87.158
df 6
Sig. .000

Anti-image Matrices
sufficient workload
employees sanctions pressure balance
Anti-image Covariance sufficient employees .750 -.237 -.103 -.190
sanctions -.237 .773 -.102 -.152
workload pressure -.103 -.102 .882 -.142
balance -.190 -.152 -.142 .792
a
Anti-image Correlation sufficient employees .689 -.312 -.126 -.246
a
sanctions -.312 .703 -.123 -.195
a
workload pressure -.126 -.123 .775 -.170
a
balance -.246 -.195 -.170 .725
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
sufficient employees 1.000 .567
sanctions 1.000 .535
workload pressure 1.000 .353
balance 1.000 .518
Extraction Method: Principal Component Analysis.

116
 Total Variance Explained
Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.973 49.320 49.320 1.973 49.320 49.320
2 .793 19.833 69.152
3 .658 16.446 85.598
4 .576 14.402 100.000
Extraction Method: Principal Component Analysis.

a
Component Matrix
Component
1
sufficient employees .753
sanctions .731
balance .720
workload pressure .594
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

Component Score Coefficient Matrix

Component
1
sufficient employees .382
sanctions .371
workload pressure .301
balance .365
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

117
 Correlation Matrix
arrives meets priorities manage kpi
Correlation arrives 1.000 .638 .644 .666 .610
meets .638 1.000 .805 .767 .712
priorities .644 .805 1.000 .785 .773
manage .666 .767 .785 1.000 .745
kpi .610 .712 .773 .745 1.000

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .897
Bartlett's Test of Sphericity Approx. Chi-Square 649.074
df 10
Sig. .000

Anti-image Matrices
arrives meets priorities manage kpi
Anti-image Covariance arrives .499 -.055 -.037 -.088 -.045
meets -.055 .293 -.109 -.077 -.034
priorities -.037 -.109 .246 -.068 -.098
manage -.088 -.077 -.068 .287 -.081
kpi -.045 -.034 -.098 -.081 .343
a
Anti-image Correlation arrives .944 -.144 -.106 -.231 -.109
a
meets -.144 .889 -.407 -.267 -.109
a
priorities -.106 -.407 .865 -.256 -.337
a
manage -.231 -.267 -.256 .896 -.258
a
kpi -.109 -.109 -.337 -.258 .909
a. Measures of Sampling Adequacy(MSA)

Communalities
Initial Extraction
arrives 1.000 .642
meets 1.000 .801
priorities 1.000 .838
manage 1.000 .818
kpi 1.000 .766
Extraction Method: Principal Component Analysis.

Total Variance Explained

Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.865 77.297 77.297 3.865 77.297 77.297
2 .434 8.678 85.976
3 .291 5.811 91.787
4 .229 4.576 96.363
5 .182 3.637 100.000
Extraction Method: Principal Component Analysis.

118
 a
Component Matrix
Component
1
priorities .915
manage .904
meets .895
kpi .875
arrives .801
Extraction Method: Principal Component Analysis.
a. 1 components extracted.

Component Score Coefficient Matrix

Component
1
arrives .207
meets .232
priorities .237
manage .234
kpi .226
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Component Scores.

119
 PRINCIPLE COMPONENT ANALYSIS
Correlatio
n
Matrix
fallin
work good good working talk g fixed sufficient workloa
performanc effectivene completin suppor relationshi confiden capabl delive manag contro relationshi luck openl aslee stead answer secur comfor formulat workin employee sanction d balanc
e ss g easy t p t e r e time l p y y p y s e t e g hours s s pressure e
Correlatio work
n performanc 1.000 .769 .619 .574 .546 .384 .413 .472 .358 .389 .252 .288 .142 .170 .245 .554 .536 .535 .536 .501 .431 .235 .065 .026 .297
e
effectivenes
.769 1.000 .793 .697 .666 .396 .386 .420 .402 .371 .197 .314 .289 .170 .261 .574 .517 .500 .528 .484 .456 .284 .127 .043 .339
s
completing .619 .793 1.000 .721 .686 .394 .495 .472 .442 .467 .138 .239 .215 .113 .138 .439 .363 .532 .489 .369 .378 .318 .265 .153 .372
easy 1.00
.574 .697 .721 .730 .284 .346 .387 .347 .301 .088 .234 .165 .116 .176 .367 .277 .390 .351 .292 .316 .249 .133 .044 .258
0
support .546 .666 .686 .730 1.000 .437 .422 .482 .426 .396 .172 .335 .274 .237 .218 .490 .429 .550 .501 .382 .369 .309 .159 .046 .300
good
.384 .396 .394 .284 .437 1.000 .693 .709 .688 .770 .380 .490 .332 .299 .329 .571 .529 .547 .579 .415 .373 .283 .064 .033 .364
relationship
confident .413 .386 .495 .346 .422 .693 1.000 .810 .751 .757 .276 .360 .205 .246 .288 .621 .607 .646 .637 .500 .371 .261 .285 .038 .443
capable .472 .420 .472 .387 .482 .709 .810 1.000 .795 .812 .323 .444 .361 .280 .362 .623 .587 .674 .676 .542 .411 .271 .156 .013 .373
deliver .358 .402 .442 .347 .426 .688 .751 .795 1.000 .703 .377 .406 .357 .268 .357 .569 .513 .541 .582 .491 .417 .259 .209 .068 .482
manage
.389 .371 .467 .301 .396 .770 .757 .812 .703 1.000 .376 .441 .382 .337 .335 .592 .540 .616 .609 .481 .370 .318 .201 .117 .423
time
good
.252 .197 .138 .088 .172 .380 .276 .323 .377 .376 1.000 .605 .403 .442 .514 .411 .409 .325 .347 .334 .444 .238 .110 .129 .509
control
working
.288 .314 .239 .234 .335 .490 .360 .444 .406 .441 .605 1.000 .461 .447 .538 .523 .510 .398 .460 .436 .365 .283 .066 .087 .436
relationship
lucky 1.00
.142 .289 .215 .165 .274 .332 .205 .361 .357 .382 .403 .461 .287 .369 .336 .340 .275 .318 .297 .368 .248 .076 .328 .279
0
talk openly .170 .170 .113 .116 .237 .299 .246 .280 .268 .337 .442 .447 .287 1.000 .371 .248 .283 .167 .162 .178 .352 .296 .197 .067 .285
falling
.245 .261 .138 .176 .218 .329 .288 .362 .357 .335 .514 .538 .369 .371 1.000 .385 .408 .354 .332 .300 .457 .351 .213 .170 .447
asleep
steady .554 .574 .439 .367 .490 .571 .621 .623 .569 .592 .411 .523 .336 .248 .385 1.000 .865 .767 .843 .798 .493 .312 .162 .053 .502
answers .536 .517 .363 .277 .429 .529 .607 .587 .513 .540 .409 .510 .340 .283 .408 .865 1.000 .739 .778 .733 .440 .294 .179 .030 .471
secure .535 .500 .532 .390 .550 .547 .646 .674 .541 .616 .325 .398 .275 .167 .354 .767 .739 1.000 .809 .687 .495 .331 .196 .091 .416
comfort .536 .528 .489 .351 .501 .579 .637 .676 .582 .609 .347 .460 .318 .162 .332 .843 .778 .809 1.000 .756 .419 .259 .172 .038 .418
formulate .501 .484 .369 .292 .382 .415 .500 .542 .491 .481 .334 .436 .297 .178 .300 .798 .733 .687 .756 1.000 .446 .268 .116 .067 .432
fixed
working .431 .456 .378 .316 .369 .373 .371 .411 .417 .370 .444 .365 .368 .352 .457 .493 .440 .495 .419 .446 1.000 .466 .202 .175 .461
hours
sufficient
.235 .284 .318 .249 .309 .283 .261 .271 .259 .318 .238 .283 .248 .296 .351 .312 .294 .331 .259 .268 .466 1.000 .419 .260 .378
employees
sanctions .065 .127 .265 .133 .159 .064 .285 .156 .209 .201 .110 .066 .076 .197 .213 .162 .179 .196 .172 .116 .202 .419 1.000 .251 .344
workload
.026 .043 .153 .044 .046 .033 .038 .013 .068 .117 .129 .087 .328 .067 .170 .053 .030 .091 .038 .067 .175 .260 .251 1.000 .277
pressure
balance .297 .339 .372 .258 .300 .364 .443 .373 .482 .423 .509 .436 .279 .285 .447 .502 .471 .416 .418 .432 .461 .378 .344 .277 1.000

120
 KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .913
Bartlett's Test of Sphericity Approx. Chi-Square 3196.655
df 300
Sig. .000

Communalities
Initial Extraction
work performance 1.000 .698
effectiveness 1.000 .845
completing 1.000 .829
easy 1.000 .797
support 1.000 .727
good relationship 1.000 .757
confident 1.000 .841
capable 1.000 .855
deliver 1.000 .762
manage time 1.000 .824
good control 1.000 .672
working relationship 1.000 .690
lucky 1.000 .429
talk openly 1.000 .508
falling asleep 1.000 .565
steady 1.000 .883
answers 1.000 .827
secure 1.000 .779
comfort 1.000 .844
formulate 1.000 .786
fixed working hours 1.000 .535
sufficient employees 1.000 .543
sanctions 1.000 .661
workload pressure 1.000 .447
balance 1.000 .556
Extraction Method: Principal Component Analysis.

Total Variance Explained

Extraction Sums of Squared Rotation Sums of Squared
Initial Eigenvalues Loadings Loadings
% of Cumulative % of Cumulative % of Cumulative
Component Total Variance % Total Variance % Total Variance %
1 10.782 43.128 43.128 10.782 43.128 43.128 4.163 16.654 16.654
2 2.362 9.448 52.576 2.362 9.448 52.576 4.107 16.428 33.082
3 1.872 7.489 60.064 1.872 7.489 60.064 3.917 15.666 48.748
4 1.397 5.587 65.651 1.397 5.587 65.651 3.482 13.927 62.675
5 1.246 4.985 70.636 1.246 4.985 70.636 1.990 7.960 70.636
6 .987 3.950 74.586
7 .724 2.897 77.483
8 .666 2.663 80.146
9 .598 2.393 82.539
10 .531 2.124 84.663
11 .517 2.067 86.731
12 .454 1.816 88.547
13 .408 1.630 90.177
121
14 .342 1.366 91.543
15 .316 1.264 92.808
16 .296 1.186 93.993
17 .258 1.032 95.025
18 .236 .943 95.968
19 .232 .927 96.895
20 .177 .710 97.605
21 .153 .611 98.216
22 .152 .609 98.825
23 .108 .433 99.258
24 .102 .407 99.665
25 .084 .335 100.000
Extraction Method: Principal Component Analysis.

a
Component Matrix
Component
1 2 3 4 5
steady .850
comfort .826
secure .817
capable .811
answers .802
manage time .775
confident .771
deliver .758

122
formulate .736
good relationship .734
effectiveness .696 -.467
support .666 -.410
completing .665 -.497
work performance .665 -.414
fixed working hours .637
working relationship .625
balance .620
easy .553 -.534
falling asleep .527 .465
lucky .475
sufficient employees .468 .452
good control .526 .539
talk openly .400 .430
workload pressure .467
sanctions .512
Extraction Method: Principal Component Analysis.
a. 5 components extracted.

a
Rotated Component Matrix
Component
1 2 3 4 5
formulate .814
steady .794
answers .786
comfort .758 .418
secure .689 .413
confident .804
manage time .803
capable .797
deliver .764
good relationship .751
easy .872
effectiveness .832
completing .812
support .774
work performance .432 .692
good control .771
working relationship .739
falling asleep .672
talk openly .666
lucky .598
fixed working hours .476
sanctions .793
workload pressure .644

123
sufficient employees .625
balance .408 .462
Extraction Method: Principal Component Analysis.
a
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 6 iterations.

Component Transformation Matrix

Component 1 2 3 4 5
1 .544 .527 .458 .418 .205
2 -.063 .022 -.685 .678 .258
3 -.335 -.494 .478 .240 .598
4 -.407 .621 -.121 -.384 .536
5 .650 -.304 -.279 -.400 .496
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.

124
 REGRESSION ANALYSIS: MODEL 1

a
Variables Entered/Removed

Model Variables Entered Variables Removed Method

1 A-R factor score 1 for analysis 5,

A-R factor score 1 for analysis 3,
A-R factor score 1 for analysis 4,
. Enter
A-R factor score 1 for analysis 2,
A-R factor score 1 for analysis
b
1

a. Dependent Variable: A-R factor score 1 for analysis 6

b. All requested variables entered.

b
Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

a
1 .746 .556 .543 .67623748

a. Predictors: (Constant), A-R factor score 1 for analysis 5, A-R factor score 1 for analysis 3, A-R factor score 1
for analysis 4, A-R factor score 1 for analysis 2, A-R factor score 1 for analysis 1
b. Dependent Variable: A-R factor score 1 for analysis 6

a
ANOVA

Model Sum of Squares df Mean Square F Sig.

b
1 Regression 94.003 5 18.801 41.113 .000

Residual 74.997 164 .457

Total 169.000 169

a. Dependent Variable: A-R factor score 1 for analysis 6

b. Predictors: (Constant), A-R factor score 1 for analysis 5, A-R factor score 1 for analysis 3, A-R factor score 1
for analysis 4, A-R factor score 1 for analysis 2, A-R factor score 1 for analysis 1

a
Coefficients

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 3.954E-17 .052 .000 1.000

A-R factor score 1 for

.148 .082 .148 1.817 .071
analysis 1

125
 A-R factor score 1 for
.186 .077 .186 2.408 .017
analysis 2

A-R factor score 1 for

.163 .066 .163 2.474 .014
analysis 3

A-R factor score 1 for

-.336 .069 .336 4.868 .000
analysis 4

A-R factor score 1 for

.117 .062 .117 1.896 .060
analysis 5

a. Dependent Variable: A-R factor score 1 for analysis 6

a
Residuals Statistics

Minimum Maximum Mean Std. Deviation N

Predicted Value -3.0442500 1.6054285 .0000000 .74580988 170

Residual -1.85750782 1.70746076 .00000000 .66615886 170
Std. Predicted Value -4.082 2.153 .000 1.000 170
Std. Residual -2.747 2.525 .000 .985 170

a. Dependent Variable: A-R factor score 1 for analysis 6

126
127
 REGRESSION ANALYSIS: MODEL 2
a
Variables Entered/Removed
Model Variables Entered Variables Removed Method
1 YOS5, GENDER, A-R factor
score 1 for analysis 3, RANK2,
YOS1, INCH5000, YOS4, AGE3,
A-R factor score 1 for analysis 5,
STATUS, INCB2000, AGE1, A-R . Enter
factor score 1 for analysis 4,
YOS3, A-R factor score 1 for
analysis 2, RANK3, AGE4, A-R
b
factor score 1 for analysis 1
a. Dependent Variable: A-R factor score 1 for analysis 6
b. All requested variables entered.

b
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
a
1 .762 .580 .530 .68556955
a. Predictors: (Constant), YOS5, GENDER, A-R factor score 1 for analysis 3, RANK2, YOS1, INCH5000, YOS4,
AGE3, A-R factor score 1 for analysis 5, STATUS, INCB2000, AGE1, A-R factor score 1 for analysis 4, YOS3, A-
R factor score 1 for analysis 2, RANK3, AGE4, A-R factor score 1 for analysis 1
b. Dependent Variable: A-R factor score 1 for analysis 6

a
ANOVA
Model Sum of Squares df Mean Square F Sig.
b
1 Regression 98.029 18 5.446 11.587 .000
Residual 70.971 151 .470
Total 169.000 169
a. Dependent Variable: A-R factor score 1 for analysis 6
b. Predictors: (Constant), YOS5, GENDER, A-R factor score 1 for analysis 3, RANK2, YOS1, INCH5000, YOS4,
AGE3, A-R factor score 1 for analysis 5, STATUS, INCB2000, AGE1, A-R factor score 1 for analysis 4, YOS3, A-
R factor score 1 for analysis 2, RANK3, AGE4, A-R factor score 1 for analysis 1

a
Coefficients
Unstandardized Standardized Collinearity
Coefficients Coefficients Statistics
Model B Std. Error Beta t Sig. Tolerance VIF
1 (Constant) -.016 .215 -.076 .939
A-R factor score 1 for
.129 .087 .129 1.484 .140 .368 2.718
analysis 1
A-R factor score 1 for
.190 .080 .190 2.368 .019 .430 2.326
analysis 2
A-R factor score 1 for
.159 .068 .159 2.332 .021 .600 1.665
analysis 3
A-R factor score 1 for
-.342 .072 .342 4.728 .000 .531 1.882
analysis 4
A-R factor score 1 for
.125 .064 .125 1.943 .054 .676 1.479
analysis 5
GENDER .079 .115 .039 .685 .494 .853 1.172
STATUS .225 .139 .098 1.625 .106 .760 1.316
RANK2 -.123 .117 -.062 -1.056 .293 .819 1.221
RANK3 .067 .225 .021 .300 .765 .549 1.820

128
 INCB2000 -.092 .129 -.046 -.711 .478 .667 1.499
INCH5000 -.022 .284 -.005 -.078 .938 .682 1.466
AGE1 -.028 .144 -.013 -.191 .849 .611 1.637
AGE3 .067 .208 .021 .324 .746 .644 1.554
AGE4 -.168 .302 -.045 -.557 .579 .428 2.335
YOS1 -.164 .225 -.044 -.727 .468 .774 1.292
YOS3 -.165 .146 -.076 -1.131 .260 .624 1.602
YOS4 -.110 .191 -.040 -.579 .564 .586 1.707
YOS5 -.090 .268 -.031 -.338 .736 .329 3.035
a. Dependent Variable: A-R factor score 1 for analysis 6

Residuals Statistics
Minimum Maximum Mean Std. Deviation N
Predicted Value -2.8678989 1.9030117 .0000000 .76161287 170
Residual -1.81506884 1.52978396 .00000000 .64803228 170
Std. Predicted Value -3.766 2.499 .000 1.000 170
Std. Residual -2.648 2.231 .000 .945 170
a. Dependent Variable: A-R factor score 1 for analysis 6

129
130
APPENDIX 4 (PICTURES)

131
132
133
134