Statistics for Job Satisfaction - Assignment Example

Running Head: STATISTICS Statistics of the of the Job Satisfaction Introduction Job satisfaction is considered to one's thoughts or mental state about the nature of their work. Job satisfaction can be influenced by a variety of factors, e.g., the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc. There is no strong recognition amongst researchers, consultants, etc., that increased job satisfaction creates improve job performance -- in fact, and improved job satisfaction can sometimes decrease job performance. For instance, you could let sometime sit around all day and do nothing. That may make them more satisfied with their "work" in the short run, but their performance certainly didn't improve. Each and every organization is faced with people challenges. How do you get public moving in the right direction Start where they are. The first step is to provide feedback to employees from their current point of view. That is where Inscape Publishing comes in. For nearly 30 years Inscape guides have been first choice for research-based self-assessments. They've helped over 30 million people worldwide progress performance, increase job satisfaction and value differences (Hines, 1990). - What is the gender distribution (% females and % males) Solution Sorting data by Gender, therefore we have Gender Distribution Frequency Percent Valid Percent Cumulative Percent Male 95 38.0 38.0 38.0 Female 155 62.0 62.0 100.0 Total 250 100.0 100.0 P (Male) = = 0.38 or 38% P (Female) = = 0.62 or 62% Through out summary of our database is presented here on the basis of all responses. First of all we sort 250 responses by gender and therefore we conclude that in gender distribution males has less contribution than the females that is approximately 38%; similarly the female percentage observes approximately 62% regarding this database. - What is the "tenure with company" distribution by gender Tenure * Gender Crosstabulation Tenure Gender Total Male Female Less than 2 years 57 92 149 2 - 5 years 22 35 57 Over 5 years 16 28 44 Total 95 155 250 According to probability analysis, tenure with company" distribution by gender we can say that mostly employees regardless of gender distribution having less than 2 years of experience in their hand. P (Female having less than 2 years tenure) == 0.368 or 36.8% P (Male having less than 2 years tenure) == 0.228 or 22.8% P (Female having 2 -5 years tenure == 0. 14 or 14% P (Male having 2 -5 years tenure) == 0.088 or 8.8% P (Female over 5 years tenure) == 0.112 or 11.2% P (Males over 5 years tenure) == 0.064 or 6.4% - What % of the survey participants are in each department Departments Frequency Percent Valid Percent Cumulative Percent Human Resources 10 4.0 4.0 4.0 Information Technology 91 36.4 36.4 40.4 Administration 149 59.6 59.6 100.0 Total 250 100.0 100.0 P (Human Resources) = = 0.04 or 4% P (Information Technology) = = 0.364 or 36.4% P (Administration) = = 0.596 or 59.6% According to table we can easily observe the percentages of participants in each department, and conclude that administration department having maximum percentages as well as human resource having least percentages of selected employees. - What is the mean overall satisfaction by gender Descriptive table shows the mean overall satisfaction level by gender N Minimum Maximum Mean Std. Deviation Male 95 1.00 6.60 4.1874 1.28289 Female 155 1.00 7.00 4.3187 1.35966 Total 250 According to this table, we can observe that the mean overall satisfaction by gender having greater percentages in female category, that is 4.3187 mean satisfactions and for males its 4.1874 mean satisfaction according to job satisfactory level with their jobs. So we can say that there is very slight difference in terms of mean overall satisfaction by gender. If we choose a person at random from this database: - What is the probability that this person will be between 22 and 49 years old Solution Age * Gender Crosstabulation Age Gender Total Male Female 21 & under 17 25 42 22 - 49 63 103 166 50 & over 15 27 42 Total 95 155 250 There are 166 employees within specific age group (22 - 49years); in which 103 are females and remaining 63 are males. Therefore, P (person will be between 22 and 49 years old) = = 0.664 or 66.4 - What is the probability that their overall job satisfaction is 4.7 or lower Solution Sorting overall job satisfaction, than we get Job Satisfaction Frequency Cumulative Frequency Least Satisfied 4 4 1.60 3 7 1.80 6 13 2.00 9 22 2.20 5 27 2.40 2 29 2.60 6 35 2.80 7 42 3.00 5 47 3.20 10 57 3.40 6 63 3.60 12 75 3.80 13 88 4.00 20 108 4.20 14 122 4.40 9 131 4.60 22 153 4.80 15 168 5.00 15 183 5.20 8 191 5.40 11 202 5.60 11 213 5.80 11 224 6.00 8 232 6.20 8 240 6.40 1 241 6.60 3 244 6.80 1 245 Most Satisfied 5 250 Total 250 P (Overall job satisfaction 4.7) = = 0.612 or 61.2%. Since there are 153 employees having 4.7 or lower job satisfaction value. - What is the probability that this person will be a male in the information technology department Conclusion Department * Gender Crosstabulation Department Gender Total Male Female Human Resources 2 8 10 Information Technology 33 58 91 Administration 60 89 149 Total 95 155 250 P (person will be male in the information technology department) = = 0.092 So we conclude that from selected sample, 9.2% males are working in the information technology department. - What is the probability that this person will be an hourly employee whose intrinsic satisfaction is 6 or more Solution - Frequency table shows that there are 131 employees those having the position 1 that is "Hourly employees", Intrinsic Satisfaction Frequency Cumulative Frequency 6.00 3 3 6.10 8 11 6.20 4 15 6.30 3 18 6.40 4 22 6.50 4 26 6.60 2 28 6.70 2 30 6.80 1 31 6.90 1 32 Most Satisfied 3 35 Total 35 P (Hourly employees whose intrinsic satisfaction 6) = = 0.14 So we conclude that there are 14% hourly employees whose intrinsic satisfaction level is 6 or more. Discussion Employee expectations of certain standards for working conditions at the beginning of employment may be considered an implicit social contract with the employer. If those standards are not met, a violation of the contract occurs and system inequity results. System inequity may be the most powerful predictor of dissatisfaction given that, in addition to working conditions, it has been found to be antecedent to pay dissatisfaction. Firms seeking to reduce system inequity must promote realistic expectations of both pay and working conditions, particularly at the time of employment (Happell, 2003). In summary, this article has filled a gap in the literature on workplace inequity by focusing on working conditions rather than on pay as the source of inequity. By using global job satisfaction rather than facet-based satisfaction with working conditions, this study has demonstrated the generalizability of the effects of inequity in working conditions to overall satisfaction with the job. References Cooper CL, Rout U, Faragher B (1989). Mental health, job satisfaction, and job stress among general practitioners. BMJ, 298(6670):366-370 Happell B, Martin T, Pinikahana J (2003): Burnout and job satisfaction: a comparative study of psychiatric nurses from forensic and a mainstream mental health service. International Journal of Health & Nursing 12:39-47. Hines W H & Montgomery D C (1990). Probability and Statistics in Engineering and Management Science Wiley, New York Prabhu, V.B., Yarrow, D.J., & Gordon-Hart, G. (2000). Best Practice and Performance within North East Manufacturing, Total Quality Management Journal, Vol. 11, No. 1, pp.113 -122. Voss C A Roth A V Chase R B (1998). Revision 11, Service Pilot Benchmarking for the North Voss C A Roth A V Chase R B (1998). Revision 7, Manufacturing Pilot Benchmarking for the North East Questionnaire, London Business School Read More