Chapter I

Introduction and Research Design of the Study

1.1 Business Process Outsourcing (BPO)

1.2 Types of BPO Companies

1.3 Need for the Study

1.4 Statement of the Problem

1.5 Significance of the Study

1.6 Objectives of the Study

1.7 Scope of the Study

1.8.1 Hypothesis Pertaining to Content Factors

1.8.2 Hypothesis Pertaining to Context Factors

1.8.3 Hypothesis Pertaining to Organizational Profile

1.8.4 Hypothesis Pertaining to Personality Profile

1.9 Methodology

1.10 Sampling

1.11 Chapter Scheme

1.12 Tools of Analyses

 Chapter I
Introduction and Research Design of the Study

This research study is aimed at analyzing the level of Job

Satisfaction of Employees in Business Process Outsourcing (BPO)

Companies in Bangalore and to suggest suitable measures to

organizations to overcome the Persistent Issues faced with regard to

Satisfaction of Employees, which ultimately leads to mutual growth of the

Employees as well as Employers. Although a lot of similar research has

been done by many researchers in this field, it is still needed as there

were no complete solutions available for the BPO Organizations.

1.1 Business Process Outsourcing (BPO)

Business Process Outsourcing (BPO) is the Delegation of an

Intensive Business Process to an Outside Service Provider who owns

administers and manages it according to a defined set of metrics.

Business Process Outsourcing is generally for back-end administrative

functions that are necessary to run a business but is not a part of the core

business. Typically, companies that are looking at Business Process

Outsourcing are hoping to achieve cost savings by handing the work to a

third-party that can take advantage of economies of scale by doing the

same work for many companies. Or perhaps the cost savings can be

achieved because labor costs are lower due to different costs of living in

different countries.

1
1.2 Types of BPO Companies

There are two major types of BPO Companies Prevailing in the

Industry. They are Captive BPOs and Third Party BPOs. Captive BPOs

are the one’s which does the back end Operations for their own

requirements and the Third Party BPOs are those which does the back

end Operations for other companies.

1.3 Need for the Study

Nowadays the Companies which are sending their BPO Operations

to India are no longer expecting its value proposition on cost which is

considered as basic. Expectations of the Global Sourcing Customers are

more Collaborative Contracts where there is Business Metric Performance

Measurement and Greater Risk Reward Sharing. To achieve these

requirements Involvement of the Employees are much needed which

intern comes only from the Satisfied Employees.

1.4 Statement of the Problem

Apart from the Stiff Competition from Global Competitors retaining

the talents is a bigger challenge faced by the BPO companies, in-spite of

paying well, providing ample chances for advancement and flexible

working schedules Employees do leave their Jobs either because they

want more money, hate the working conditions, hate their coworkers, want

a change, or because their spouse gets a dream Job in another state. This

attrition factor is a huge problem to the BPO organizations to maintain the

timely and quality service delivery to their customers.

2
1.5 Significance of the Study

BPO Industry is a fast growing sector in India. Globally Indian

Professionals are well recognized. India earns considerable Foreign

Exchange through BPO sector. BPO Industry attracts young and talented

knowledge workers.

The BPO sector is estimated to aggregate revenues of USD 88.1

billion this year, during this period, direct employment is expected to reach

nearly 2.5 million, an addition of 240,000 Employees, while Indirect Job

creation is estimated at 8.3 million. As a Proportion of National GDP, the

sector revenues have grown from 1.2 percent in Financial Year1998 to an

estimated 6.4 percent in Financial Year 2011. Its share of total Indian

Exports (merchandise plus services) increased from less than 4 per cent

in Financial Year 1998 to 26 per cent in Financial Year 2011.

(Source: www.nasscom.in/strategic-review-2011indian-itbpo-performance dated27 March 2011)

This study is aimed at bringing out solutions to resolve Challenges

Faced by the BPO sector. The study would suggest suitable policy

measures for further improvement in Job Satisfaction of Employees in

BPO Companies.

1.6 Objectives of the Study

In this research there are four Major Factors identified which

influences Job Satisfaction. They are Content Factors, Context Factors,

Organizational Profile Factors and Personality Profile Factors. Each

3
Factor is captured as separate objective as follows:

> To study the level of Job Satisfaction of Employees with regard to

Job Content Factors
> To study the level of Job Satisfaction of Employees with regard to
Job Context Factors
> To study the nexus between level of Job Satisfaction of Employees
and Organizational Profile Factors
r- To study the nexus between level of Job Satisfaction of Employees
and Personality Profile Factors
1.7 Scope of the Study

There are lots of global BPO companies moving their Jobs to

Bangalore for value addition to tackle competition in the international

market. Since it involves huge employment opportunity the scope of study

is to bring out the Factors influencing Job Satisfaction of Employees and

to suggest suitable measures to the BPO companies to overcome the

issue of attrition.

1.8.1 Hypotheses Pertaining to Content Factors

>• “The top five Content Factors of Job Satisfaction are not
significantly influenced by Personal Characteristics of Employees
ie. variables like ‘Education’, ‘Age’ of the Employees’, ‘Marital
Status', ‘Family Status', ‘Age at the Time of Marriage’ of the
Employees”
r- “The top five Content Factors of Job Satisfaction are not
significantly influenced by independent variables like 'Working
Hours’, ‘Salary’, ‘Job Status’, 'Job Post’ of the Employees”

4
1.8.2 Hypotheses Pertaining to Context Factors

'r “The top five Context Factors of Job Satisfaction are not
significantly influenced by Personal Characteristics of Employees
ie. variables like ‘Education’, ‘Age’ of the Employees’, ‘Marital
Status’, ‘Family Status’, ‘Age at the Time of Marriage’ of the
Employees”
V “The top five Context Factors of Job Satisfaction are not
significantly influenced by independent variables like ‘Working
Hours’, ‘Salary’, ‘Job Status’, ‘Job Post’ of the Employees”
1.8.3 Hypotheses Pertaining to Organizational Profile Factors

r “The top five Factors of Organizational Profile do not significantly

influence the top five Content Factors of Job Satisfaction of
Employees”
r “The top five Factors of Organizational Profile do not significantly
influence the top five Context Factors of Job Satisfaction of
Employees”
1.8.4 Hypotheses Pertaining to Personality Profile Factors

'r “The top five Factors of Personality Profile do not significantly

influence the top five Content Factors of Job Satisfaction of
Employees”
> “The top five Factors of Personality Profile do not significantly
influence the top five Context Factors of Job Satisfaction of
Employees”
1.9 Methodology

In this study Critical Factors contributing to Job Satisfaction of

Employees were identified under four broad categories. They are Factors

pertaining to Content aspects, Factors pertaining to Context aspects,

Factors pertaining to Organizational Profile and Factors pertaining to

5
Personality Profile. Based on these Factors Questionnaire was prepared

for collecting Primary Data.

This Study is conducted based on both Primary Data and

Secondary Data. The Primary Data collected from Employees of 8 leading

BPO Companies listed in NASSCOM (National Association of Software

and Service Companies).

Convenient Sampling Method was used to collect the Primary Data.

Questionnaire was pretested and then Pilot Study has been done with 40

respondents of 5 each from 8 Companies. Reliability Test conducted on

those 40 responses. Subsequently went for further collection of Primary

Data for the Study. 75 Questionnaires per Company were sent to 8

Companies. Out of 600 Questionnaires sent, 500 responded, of which

only 409 were Complete and usable for the Study.

Besides the Primary Data, Secondary Data was collected from

Books, Articles, Journals, Websites of NASSCOM and various BPO

Companies. Statistical Tools such as Reliability analysis, Factor analysis,

Descriptive analysis, Anova, Duncan analysis, Correlation and ‘t’ Test,

were used to analyze and interpret the data and to test Hypotheses.

1.10 Sampling

The researcher has used convenient sampling method to identify

the sample respondents from Bangalore city for this research study and

the final sample size was at 409. The researcher identified 600

respondents and distributed questionnaires to them. Out of 600

6
respondents, 500 respondents responded the questionnaires and 409

questionnaires were complete in all respects and analysis was done

based on the responses of 409 respondents. The sample respondents

consist of lower level, middle level and higher level employees working in

BPO companies in Bangalore city.

1.11 Chapter Scheme

In this section detail about the chapters of the thesis is explained

for all the seven chapters.

Chapter I - Introduction and Research Design of the Study

This chapter explains research design of the study in terms of

statement of the problems. Objectives of the study and research

methodology used to execute this study.

Chapter II - Literature Review

In this chapter research work done by various scholars on Job

Satisfaction pertaining to various industries at various time frames is

reviewed. Some of the books written by famous authors are taken as the

basis for defining the Factors under four objectives.

To state a few, work and money alone were considered as the

sources of Satisfaction by F.W. Taylor, in his subsequent publications he

considered significant role of attitudes of the Employees. Elton Mayo, in

his famous Hawthorne Study, insisted that work is a social phenomenon

and workers are influenced by the social framework, he also considered

7
the fact that the workers are also influenced by the total Job environment

and Personality related Factors.

Keith Davis and John W. Newstrom in their book on ‘Human

behavior at work’ classified Job Content and Context Factors as

motivational and maintenance Factors. They also classify the difference

between Job Content and Context as similar to the difference between

intrinsic and extrinsic motivators in psychology.

Chapter III - Job Satisfaction of Employees - Content Factors

In this chapter level of Job Satisfaction of Employees with respect

to Job Content Factors has been analyzed. There were 20 Factors

identified in this chapter, they are ‘Performance’, ‘Self-Respect’, ‘Dignity’,

‘Fame’, ‘Glory’, ‘Self-Confidence’, ‘Temperament’, ‘Promotion’,

‘Achievement’, ‘Training’, ‘Career Development’, ‘Innovation’, ‘Belief,

‘Competency’, ‘Mastery’, ‘Recognition’, ‘Specialization’, ‘Decision Making’,

‘Competitiveness’ and ‘Performance’.

From these 20 Factors, Top Five Predominant Factors were arrived

by weighted average and subsequently cross verified by factor analysis by

Principle Component Method. They are ‘Achievement’, ‘Promotion’,

‘Recognition’, ‘Performance’ and ‘Training’. There were nine Independent

variable emerged out from the Primary Data Collected through the

questionnaire. They are ‘Education’, ‘Age’, ‘Marital Status’, ‘Family Status’,

‘Age at the Time of Marriage’, ‘Working Hours’, ‘Salary’, ‘Job Status’ and

‘Job Post’.

8
 One way analysis of variance is applied to study the influence of

the independent variables on the Top Five Predominant Factors along

with hypotheses testing. Wherever there is influence of independent

variable on the Content Factors, post hoc test Duncan analysis is applied

to study the level of Satisfaction, when the no of segments in the

independent variables are three or more. For example independent

variable ‘Education’ has three segments (‘under graduates’, ‘post

graduates’ and ‘professionally qualified’). Post hoc test Descriptive

analysis is applied to study the level of Satisfaction when the no of

segments in the independent variables are two. For example the

independent variable ‘Job post’ has only two segment (permanent and

temporary).

Finally One Sample t Test is applied to find out the significance of

these Top Five Predominant Factors ‘Achievement’, ‘Promotion’,

‘Recognition’, ‘Performance’ and ‘Training’ and also Hypothesis test is

conducted and the outcome is presented in this chapter.

Chapter IV - Job Satisfaction of Employees - Context Factors

How a work is done or the process of doing is termed as Context

Factor. There were 25 Factors identified in this chapter, they are ‘Fragile

Benefits’, ‘Week-End Working Compensation’, ‘Emolument of Overtime

Working’, ‘Economic Support’, ‘Paid Holiday’, ‘Family Insurance’,

‘Canteen’, ‘Transport’, ‘Flexible Working Hours’, ‘Child Care Units', ‘Work

Life Balance’, ‘Stress Relief, ‘Relationship with Co-Workers’, ‘Relationship

with Supervisor’, ‘Reservation Policy’, ‘Maternity Leave’, ‘Rewards’, ‘Job

Security’, ‘Govt. Procedures’, ‘Operating Procedures’, ‘Higher Education

Facilities’, Tuition Reimbursement’, ‘Modern Communication’, ‘Soft Skill

Guidance’ and ‘Professional Support’.

From these 25 Factors, Top Five Predominant Factors were arrived

by weighted average and subsequently cross verified by Factor analysis

by Principle Component Method. They are ‘Work Life Balance’, ‘Job

Security’, ‘Operating Procedures’ ‘Child Care Units’ and ‘Relationship with

Co-Workers’. There were nine independent variables emerged out from

the primary data collected through the Questionnaire. They are

‘Education’, ‘Age’, ‘Marital Status’, ‘Family Status’, ‘Age at the Time of

Marriage’, ‘Working Hours’, ‘Salary’, ‘Job Status’ and ‘Job Post’.

One Way Analysis of Variance is applied to study the influence of

these independent variables on the Top Five Predominant Factors along

with Hypothesis Verification. Wherever there is influence of independent

variable on the Context Factors, post hoc test Duncan analysis is applied

to study the level of Satisfaction, when the no of segments in the

independent variables are three or more. For example independent

variable ‘Age’ has four segments (20 to 30 years, 31 to 40 years, 41 to 50

years and above 50 years). Post hoc test Descriptive analysis is applied to

study the level of Satisfaction when the no of segments in the independent

variables are two. For example the independent variable ‘Salary’ has only

10
two segments (Salary Rs. 10,000 - Rs. 15,000 and Salary above

Rs. 15,000).

Finally One Sample t Test is applied to find out the significance of

these Top Five Predominant Factors ‘Work Life Balance’, 'Job Security’,

‘Operating Procedures’, ’Child Care Units’ and ‘Relationship with Co-

Workers’ and the results of the analysis is concluded in this chapter.

Chapter V - Nexus between Level of Job Satisfaction of Employees

and Organizational Profile Factors
In this chapter the association between the level of Job Satisfaction

of Employees in BPO companies and Organizational Profile Factor is

analyzed. There were 10 Factors identified in this chapter, they are

‘Company Structure’, ‘Transparency’, ‘Brand Image’, ‘Financial Status’,

‘Management Style’, ‘Motivational Factors’, Team Bonding’, ‘Productivity’,

‘Unbiased’ and ‘Industrial Relation’. From these 10 Factors, Top Five

Predominant Factors were arrived by weighted average and subsequently

cross verified by factor analysis by principle component method. They are

‘Company Structure’, ‘Transparency’, ‘Brand Image’, ‘Financial Statuses’

and ‘Industrial Relation’. There were nine independent variables emerged

out from the primary data collected through the questionnaire. They are

‘Education’, ‘Age’, ‘Marital Status’, ‘Family Status’, ‘Age at the Time of

Marriage’, ‘Working Hours’, ‘Salary’, ‘Job Status’ and ‘Job Post’.

One way analysis of variance is applied to study the influence of

these Independent Variables on the Top Five Predominant Factors.

Wherever there is influence of independent variable on the Organizational

11
Profile Factors, post hoc test Duncan analysis is applied to study the level

of Satisfaction, when the no of segments in the independent variables are

three or more. For example independent variable ‘Working Hours’ has

three segments (General, shift and others). Post hoc test descriptive

analysis is applied to study the level of Job Satisfaction when the no of

segments in the independent variables are two. For example the

independent variable ‘Family Status’ has only two segments (Joint family

and nuclear family).

Correlation test is done

1. To find out the level of association between the Organizational Profile

Factors and Content Factors
2. To find out the level of association between Organizational Profile
Factors and the Context Factors.
Finally One Sample t Test is applied to find out the significance of

these Top Five Predominant Factors ‘Company Structure’, ‘Transparency’,

‘Brand Image’, ‘Financial Status’ and ‘Industrial Relation’.

These Correlation Tests and One Sample t Test are also used for

testing of Hypothesis. The results are interpreted in the conclusion part

are covered in this chapter.

Chapter VI - Nexus between Level of Job Satisfaction of Employees

and Personality Profile Factors
In this chapter the association between the level of Job Satisfaction

of Employees in BPO Companies and Personality Profile Factors are

analyzed. There were 10 Factors identified in this chapter, they are ‘Merit’,

‘Knowledge’, ‘Goal’, ‘Self-Esteem’, ‘Ability’, ‘Creativity’, ‘Attitude’,

12
‘Persistent Efforts', 'Growth' and ‘Involvement’. From these 10 Factors,

Top Five Predominant Factors were arrived by weighted average and

subsequently cross verified by Factor Analysis by Principle Component

Method. They are ‘Self-Esteem’, ‘Knowledge’, ‘Goal’, ‘Persistent Effort’

and ‘Growth’. There were nine independent variables emerged out from

the primary data collected through the questionnaire. They are

‘Education’, ‘Age’, ‘Marital Status’, ‘Family Status’, ‘Age at the Time of

Marriage’, ‘Working Hours’, ‘Salary’, ‘Job Status’ and ‘Job Post’.

One way Analysis of Variance is applied to study the influence of

these independent variables on the Top Five Predominant Factors along

with Hypotheses Verification. Wherever there is influence of independent

variable on the Personality Profile Factors, post hoc test Duncan Analysis

is applied to study the level of Satisfaction, when the no of segments in

the independent variables are three or more. For example independent

variable ‘Marital Status’ has three segments (unmarried, married and

separated). Descriptive analysis is applied as post hoc test to study the

level of Satisfaction when the no of segments in the independent variables

are two. For example the independent variable ‘Family Status’ has only

two segments (Joint Family and Nuclear Family).

Correlation test is done

1. To find-out the level of association between the Personality Profile

Factors and Content Factors

13
2. To find-out the level of association between Personality Profile

Factors and the Context Factors.

Finally one sample t test is applied to find-out the significance of

these Top Five Predominant Factors ‘Self-Esteem’, ‘Knowledge’, ‘Goal’,

‘Persistent Effort’ and ‘Growth’. Both the Correlation Test and One Sample

‘t’ Test are also used for verifying Hypotheses and a conclusion part is

included to interpret the outcome are covered.

Chapter VII - Summary of Findings, Suggestions and Conclusion

In this chapter outcome of the analysis of level of Job Satisfaction

of Employees with regard to Job Content Factors, Job Context Factors,

nexus between level of Job Satisfaction of Employees & Organizational

Profile and the nexus between level of Job Satisfaction & Personality

Profile of Employees in BPO companies in Bangalore are interpreted.

Suitable Suggestions were provided to the BPO organization to bring in

measures to improve Job Satisfaction of Employees which will reduce

Attrition and will benefit both Employees and the Employers.

1.12 Tools of Analyses

Duncan Analysis

Duncan analysis is a post-hoc test to find-out the significant levels

for the difference between the pairs of means. It was introduced by David

B Duncan in 1955 to identify pairs of means resulting from a group

comparison study with more than two groups.

14
 Duncan's new Multiple Range Test (MRT) is a variant of the

Student-Newman-Keuls method that uses increasing alpha levels to

calculate the critical values in each step of the Newman-Keuls procedure.

Duncan's MRT attempts to control group wise error rate (GWE) at

aew = 1 - (1 - apc)k-1 when comparing k, where k is the number of

groups. This results in higher GWE than unmodified Newman-Keuls

procedure which has GWE of aew = 1 - (1 - apc)k/2.

The Researcher has used this Duncan Analysis in the thesis

subsequently after the ANOVA test to study the level of Job Satisfaction of

Employees by finding the mean value of the independent variables

(‘Education’, ‘Age’, ‘Marital Status’, ‘Family Status’, ‘Age at the Time of

Marriage’, ‘Working Hours’, ‘Salary’, ‘Job Status’ and ‘Job Post’)

influencing the top five Predominant Content Factors namely

‘Achievement’, ’Promotion’, ’Recognition’, Performance’ and ‘Training’.

Subsequently researcher has used DUNCAN Analysis to find-out the

influence of independent variables on the Predominant Context Factors

namely ‘Work Life Balance’, ‘Job Security’, ‘Operating Procedures’, ‘Child

Care Units’ and ‘Relationship with Co-Workers’.

The researcher has used Duncan Analysis to find-out the influence

of independent variables (‘Education’, ‘Age’, ‘Marital Status’, ‘Family

Status’, ‘Age at the Time of Marriage’, ‘Working Hours’, ‘Salary’, ‘Job

Status’ and ‘Job Post’) on the Predominant Organizational Profile Factors

namely ‘Company Structure’, ’Transparency’, ‘Brand Image’, ‘Financial

15
Status’ and ‘Industrial Relation’ as well as on the Predominant Personality

Factors namely ‘Goal’, 'Persistent Effort’, ‘Growth’, ‘Self Estee’ and

‘Knowledge’

Factor Analysis

Factor analysis is a statistical method used to describe variability

among observed, correlated variables in terms of a potentially lower

number of unobserved variables called factors. In other words, it is

possible, for example, that variations in three or four observed variables

mainly reflect the variations in fewer unobserved variables. Factor analysis

searches for such joint variations in response to unobserved latent

variables. The observed variables are modeled as linear combinations of

the potential factors, plus "error" terms. The information gained about the

interdependencies between observed variables can be used later to

reduce the set of variables in a dataset. Computationally this technique is

equivalent to low rank approximation of the matrix of observed variables.

Factor analysis originated in psychometrics, and is used in behavioral

sciences, social sciences, marketing, product management, operations

research, and other applied sciences that deal with large quantities of

data.

Factor analysis is related to principal component analysis (PCA),

but the two are not identical. Latent variable models, including factor

analysis, use regression modeling techniques to test hypotheses

producing error terms, while PCA is a descriptive statistical technique.

16
 Factor analysis is a way to fit a model to multivariate data to

estimate just this sort of interdependence. In the factor analysis model, the

measured variables depend on a smaller number of unobserved (latent)

factors. Because each factor may affect several variables in common, they

are known as "common factors". Each variable is assumed to depend on a

linear combination of the common factors, and the coefficients are known

as loadings. Each measured variable also includes a component due to

independent random variability, known as "specific variance" because it is

specific to one variable.

Researcher has used the Factor Analysis in this thesis to cross

verify the Predominant Content Factors (‘Achievement’, ‘Promotion’,

‘Recognition’, ‘Performance’ and ‘Training’) arrived from the weighted

average. And also used the Factor Analysis to cross verify the

Predominant Context Factors namely ‘Work Life Balance’, ‘Job Security’,

‘Operating Procedures’, ‘Child Care Units’ and ‘Relationship with Co-

Workers’ arrived from the weighted average.

Descriptive Analysis

Descriptive Analysis provides simple description about the sample

and about the observations that have been made. They may form the

basis of the initial description of the data as part of a more extensive

statistical analysis, or they may be sufficient in and of themselves for a

particular investigation. Mathematical quantities (such as mean, median,

standard deviation) that summarize and interpret some of the properties of

17
a set of data but do not infer the properties of the population from which

the sample was drawn.

Researcher has used Descriptive Analysis to find-out the Influence

of independent variables ‘Family Status’, ‘Salary’ and ‘Job Post’ of the

Employees on the Predominant Content Factors ‘Achievement’,

‘Promotion’, ‘Recognition’, ‘Performance’ and ‘Training’ as there are only

two segments emerged out from the outcome of the responses from the

Employees through the questionnaire while collecting primary data.

Researcher has used Descriptive Analysis to find-out the Influence

of independent variables ‘Family Status’, ‘Salary’ and ‘Job Post’ of the

Employees on the Predominant Context Factors namely ‘Work Life

Balance’, ‘Job Security’, ‘Operating Procedures’, ‘Child Care Units’ and

‘Relationship with Co-Workers’. Then subsequently used to find-out the

Influence of independent variables ‘Family Status’, ‘Salary’ and ‘Job Post’

of the Employees on the Predominant Organizational Profile Factors

namely ‘Company Structure’, ’Transparency’, ‘Brand Image’, ‘Financial

Status’ and ‘Industrial Relation’ and Predominant Personality Factors

namely ‘Goal’, ’Persistent Effort’, ‘Growth’, ‘Self Estee’ and ‘Knowledge’ as

there are only two segments emerged from the respondents while

collecting primary data.

ANOVA

ANOVA test is done to verify whether there is any difference

between groups on some variables. In ANOVA setting, the

18
observed variance in a particular variable is partitioned into components

attributable to different sources of variation. In its simplest form, ANOVA

provides a statistical test of whether or not the means of several groups

are equal, and therefore generalizes ‘t’ test to more than two groups.

Doing multiple two-sample ‘t’ tests would result in an increased chance of

committing a type I error. For this reason, ANOVA is useful in comparing

(testing) three or more means (groups or variables) for statistical

significance.

ANOVA is a particular form of statistical hypothesis testing heavily

used in the analysis of experimental data. A statistical hypothesis test is a

method of making decisions using data. A test result (calculated from

the null hypothesis and the sample) is called statistically significant if it is

deemed unlikely to have occurred by chance, assuming the truth of the

null hypothesis. A statistically significant result (when a probability (p-

value) is less than a threshold (significance level)) justifies the rejection of

the null hypothesis.

In the typical application of ANOVA, the null hypothesis is that all

groups are simply random samples of the same population. This implies

that all treatments have the same effect (perhaps none). Rejecting the null

hypothesis implies that different treatments result in altered effects.

By construction, hypothesis testing limits the rate of Type I errors

(false positives leading to false scientific claims) to a significance level.

Experimenters also wish to limit Type II errors (false negatives resulting in

19
missed scientific discoveries). The Type II error rate is a function of

several things including sample size (positively correlated with experiment

cost), significance level (when the standard of proof is high, the chances

of overlooking a discovery are also high) and effect size (when the effect

is obvious to the casual observer, Type II error rates are low).

The terminology of ANOVA is largely from the statistical design of

experiments. The experimenter adjusts factors and measures responses

in an attempt to determine an effect. Factors are assigned to experimental

units by a combination of randomization and blocking to ensure the validity

of the results. Blinding keeps the weighing impartial. Responses show a

variability that is partially the result of the effect and is partially random

error.

Researcher has used ANOVA to find-out the influence of

independent variables namely ‘Education’, ‘Age’, ‘Marital Status’, ‘Family

Status’, ‘Age at the Time of Marriage’, ‘Working Hours’, ‘Salary’, ‘Job

Status’ and ‘Job Post’ on the Predominant Content Factors namely

‘Achievement’, ‘Promotion’, ‘Recognition’, ‘Performance’ and ‘Training’

and Predominant Context Factors namely ‘Work Life Balance’, ‘Job

Security’, ‘Operating Procedures’, ‘Child Care Units’ and ‘Relationship with

Co-Workers'. Subsequently to find-out the influence of independent

variables as mentioned above on the Predominant Organizational Profile

Factors namely ‘Company Structure’, ’Transparency’, ‘Brand Image’,

‘Financial Status’ and ‘Industrial Relation’ and Predominant Personality

20
Factors namely 'Goal', 'Persistent Effort’, ‘Growth’, ‘Self Estee’ and

‘Knowledge’ contributing to job satisfaction.

Correlation

In statistics, dependence refers to any statistical relationship

between two random variables or two sets of data. Correlation refers to

any of a broad class of statistical relationships involving dependence.

Formally, dependence refers to any situation in which random

variables do not satisfy a mathematical condition of probabilistic

independence. In loose usage, correlation can refer to any departure of

two or more random variables from independence, but technically it refers

to any of several more specialized types of relationship between mean

values. There are several correlation coefficients, often denoted p or r,

measuring the degree of correlation. The commonest of these is the

Pearson correlation coefficient, which is sensitive only to a linear

relationship between two variables (which may exist even if one is a

nonlinear function of the other). Other correlation coefficients have been

developed to be more robust than the Pearson correlation - that is, more

sensitive to nonlinear relationships. Mutual information can also be applied

to measure dependence between two variables.

Research has used Correlation test to find-out whether there are

any significant relationships between the Predominant Organizational

Profile Factors namely ‘Company Structure’, ’Transparency’, ‘Brand

21
Image’, ‘Financial Status’ and ‘Industrial Relation’ and Content and context

Factors of Job Satisfaction.

Similarly correlation test is done to find-out whether there are any

significant relationships between the Predominant Personality Factors

namely ‘Goal’, ’Persistent Effort’, ‘Growth’, ‘Self Estee’ and ‘Knowledge’

and Content as well as Context Factors of Job Satisfaction.

‘t’ test

The one sample ‘t’ test assesses whether the means of two groups

are statistically different from each other. This analysis is appropriate to

compare the means of two groups. Statistical examination of two

population means. A two-sample ‘t’ test examines whether two samples

are different and is commonly used when the variances of two normal

distributions are unknown and when an experiment uses a small sample

size.

Researcher has used one sample ‘t’ test to find-out the Significance

of Predominant Content Factors ‘Achievement’, ‘Promotion’, ‘Recognition’,

‘Performance’ and ‘Training’ and Significance of Predominant Context

Factors ‘Work Life Balance’, ‘Job Security’, ‘Operating Procedures’, ‘Child

Care Units’ and ‘Relationship with Co-Workers’, And also to find-out the

Significance of Predominant Company Profile Factors ‘Company

Structure’, ‘Transparency’, ‘Brand Image’, ‘Financial Status’ and ‘Industrial

22
Relation’ and Significance of Predominant Personality Factors namely

‘Self-Esteem’, ‘Knowledge’, ‘Goal’, ‘Persistent Effort’ and ‘Growth’.

After studying statistical tools such as Duncan Analysis, Factor

Analysis, Descriptive Analysis, Aova, Correlation and ‘t’ test and their

applications, the researcher has made modest attempt to apply statistical

tools in this thesis for analyzing and interpreting the data and testing

hypotheses.

23