TESTING OF HYPOTHESIS

TEST 1
Attitude Vs Employee perception & HR practices

H0 : Attitudes of employees & impact of Employee perception & HR practices are

independent to each other
H1 : Attitudes of employees & impact of Employee perception & HR practices are
dependent to each other
Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Attitude

Observed N Expected N Residual

1.00 74 14.3 59.7

1.25 4 14.3 -10.3
1.50 2 14.3 -12.3
2.00 8 14.3 -6.3
2.25 2 14.3 -12.3
2.50 4 14.3 -10.3
2.75 6 14.3 -8.3
Total 100
 Test Statistics

Employee
Perception & HR
practices Attitude

Chi-Square 152.560 a
293.120a
df 6 6
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies

less than 5. The minimum expected cell
frequency is 14.3.

Interpretation

In chi square test between Attitudes of employees & impact of Employee perception &
HR practices we can see that the P value is .000. If P<.05 we reject the Null hypothesis.
That means in here we accept the fact that Attitudes of employees & impact of Employee
perception & HR practices are dependent to each other. So the Attitudes of employees &
impact of Employee perception & HR practices have a relationship.
TEST 2
Cognitive Structure Vs Employee perception & HR practices

H0 : Cognitive Structure & impact of Employee perception & HR practices are independent
to each other
H1 : Cognitive Structure & impact of Employee perception & HR practices are dependent
to each other
Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Cognitive structure

Observed N Expected N Residual

1.00 58 7.1 50.9

1.13 2 7.1 -5.1
1.25 8 7.1 .9
1.38 2 7.1 -5.1
1.50 4 7.1 -3.1
1.63 2 7.1 -5.1
1.75 2 7.1 -5.1
1.88 6 7.1 -1.1
2.00 4 7.1 -3.1
2.13 4 7.1 -3.1
2.25 2 7.1 -5.1
2.38 2 7.1 -5.1
2.50 2 7.1 -5.1
2.63 2 7.1 -5.1
Total 100
 Test Statistics

Employee
Perception & HR Cognitive
practices structure

Chi-Square 152.560 a
396.160b
df 6 13
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies less

than 5. The minimum expected cell frequency is
14.3.
b. 0 cells (.0%) have expected frequencies less
than 5. The minimum expected cell frequency is
7.1.

Interpretation

In chi square test between Cognitive Structure & impact of Employee perception & HR
practices we can see that the P value is .000. If P<.05 we reject the Null hypothesis. That
means in here we accept the fact that Cognitive Structure & impact of Employee
perception & HR practices are dependent to each other. So the Cognitive Structure &
impact of Employee perception & HR practices have a relationship.
TEST 3
Expectations Vs Employee perception & HR practices

H0 : Expectations & impact of Employee perception & HR practices are independent to

each other
H1 : Expectations & impact of Employee perception & HR practices are dependent to each
other
Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Expectations

Observed N Expected N Residual

1.00 62 16.7 45.3

1.25 20 16.7 3.3
1.50 6 16.7 -10.7
1.75 2 16.7 -14.7
2.25 8 16.7 -8.7
2.50 2 16.7 -14.7
Total 100

Test Statistics

Employee
Perception & HR
practices Expectations

Chi-Square 152.560 a
161.120b
df 6 5
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies less

than 5. The minimum expected cell frequency is
14.3.
b. 0 cells (.0%) have expected frequencies less
than 5. The minimum expected cell frequency is
16.7.

Interpretation

In chi square test between Expectations & impact of Employee perception & HR practices
we can see that the P value is .000. If P<.05 we reject the Null hypothesis. That means
in here we accept the fact that Expectations & impact of Employee perception & HR
practices are dependent to each other. So the Expectations & impact of Employee
perception & HR practices have a relationship.
TEST 4
Interest Vs Employee perception & HR practices

H0 : Interest & impact of Employee perception & HR practices are independent to each
other
H1 : Interest & impact of Employee perception & HR practices are dependent to each other

Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Interest

Observed N Expected N Residual

1.00 58 12.5 45.5

1.25 2 12.5 -10.5
1.50 16 12.5 3.5
1.75 4 12.5 -8.5
2.00 10 12.5 -2.5
2.25 2 12.5 -10.5
2.50 6 12.5 -6.5
2.75 2 12.5 -10.5
Total 100
 Test Statistics

Employee
Perception & HR
practices Interest

Chi-Square 152.560 a
202.720b
df 6 7
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies

less than 5. The minimum expected cell
frequency is 14.3.
b. 0 cells (.0%) have expected frequencies
less than 5. The minimum expected cell
frequency is 12.5.

Interpretation

In chi square test between Interest & impact of Employee perception & HR practices we
can see that the P value is .000. If P<.05 we reject the Null hypothesis. That means in
here we accept the fact that Interest & impact of Employee perception & HR practices are
dependent to each other. So the Interest & impact of Employee perception & HR practices
have a relationship.
TEST 5
Motives Vs Employee perception & HR practices

H0 : Motives & impact of Employee perception & HR practices are independent to each
other
H1 : Motives & impact of Employee perception & HR practices are dependent to each other

Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Motives

Observed N Expected N Residual

1.00 52 25.0 27.0

1.50 16 25.0 -9.0
2.00 30 25.0 5.0
2.50 2 25.0 -23.0
Total 100

Test Statistics

Employee
Perception & HR
practices Motives

Chi-Square 152.560a 54.560b

df 6 3
Asymp. Sig. .000 .000
a. 0 cells (.0%) have expected frequencies
less than 5. The minimum expected cell
frequency is 14.3.
b. 0 cells (.0%) have expected frequencies
less than 5. The minimum expected cell
frequency is 25.0.

Interpretation

In chi square test between Motives & impact of Employee perception & HR practices we
can see that the P value is .000. If P<.05 we reject the Null hypothesis. That means in
here we accept the fact that Motives & impact of Employee perception & HR practices are
dependent to each other. So the Motives & impact of Employee perception & HR practices
have a relationship.
TEST 6
Mood Vs Employee perception & HR practices

H0 : Mood & impact of Employee perception & HR practices are independent to each other
H1 : Mood & impact of Employee perception & HR practices are dependent to each other
Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Moods

Observed N Expected N Residual

1.00 60 20.0 40.0

1.50 22 20.0 2.0
2.00 12 20.0 -8.0
2.50 2 20.0 -18.0
3.00 4 20.0 -16.0
Total 100

Test Statistics

Employee
Perception & HR
practices Moods

Chi-Square 152.560a 112.400b

df 6 4
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies

less than 5. The minimum expected cell
frequency is 14.3.
b. 0 cells (.0%) have expected frequencies
less than 5. The minimum expected cell
frequency is 20.0.

Interpretation

In chi square test between Mood & impact of Employee perception & HR practices we
can see that the P value is .000. If P<.05 we reject the Null hypothesis. That means in
here we accept the fact that Mood & impact of Employee perception & HR practices are
dependent to each other. So the Mood & impact of Employee perception & HR practices
have a relationship.
TEST 1
Self Concept Vs Employee perception & HR practices

H0 : Self Concept & impact of Employee perception & HR practices are independent to
each other
H1 : Self Concept & impact of Employee perception & HR practices are dependent to each
other
Employee Perception & HR practices

Observed N Expected N Residual

1.00 50 14.3 35.7

1.33 30 14.3 15.7
1.67 14 14.3 -.3
2.00 1 14.3 -13.3
2.33 3 14.3 -11.3
2.67 1 14.3 -13.3
3.00 1 14.3 -13.3
Total 100

Self concept

Observed N Expected N Residual

1.00 56 10.0 46.0

1.17 6 10.0 -4.0
1.33 2 10.0 -8.0
1.50 4 10.0 -6.0
1.67 4 10.0 -6.0
1.83 6 10.0 -4.0
2.00 16 10.0 6.0
2.17 2 10.0 -8.0
2.33 2 10.0 -8.0
2.50 2 10.0 -8.0
Total 100

Test Statistics
 Employee
Perception & HR
practices Self concept

Chi-Square 152.560 a
251.200b
df 6 9
Asymp. Sig. .000 .000

a. 0 cells (.0%) have expected frequencies less

than 5. The minimum expected cell frequency is
14.3.
b. 0 cells (.0%) have expected frequencies less
than 5. The minimum expected cell frequency is
10.0.

Interpretation

In chi square test between Self Concept & impact of Employee perception & HR practices
we can see that the P value is .000. If P<.05 we reject the Null hypothesis. That means
in here we accept the fact that Self Concept & impact of Employee perception & HR
practices are dependent to each other. So the Self Concept & impact of Employee
perception & HR practices have a relationship.