Summary

In order to pursue the objectives of the present study, the entire work has been
broadly divided into six chapters.

The first chapter, being introductory segment deals with three parts Human
Resource Management, Human Resource Development and Telecom Sector. In
first part give brief idea about concept, definition, features and importance of
Human Resource management. In second part, concept, evolution, History &
mechanism about Human Resource Development practices which is heart being
Area of our study. The last part is Telecom Sector in which we will collect
information. In this we discuss the history, present status of telecom sector also we
gain the information about demographic profile of Gwalior.

The second chapter titled Review of Literature covers the review of research work
carried out by various researchers in the area of Human resource Management,
Human resource Development Practices and Telecom Sector. In this we also
discuss the many studies which are related to impact of technology changes &
working environment on HRD Practices. In review of literature a through reference
is made to the existing and accessible works of research scholars.

The third chapter titled Research Methodology is divided in to five pats Research
methodology, design, target people, the tools for data collection and tool used for
data analysis. The study exploratory in nature with survey was the maid for
conducting research. After survey many telecom companies whether they adoptable
for adoption new technology, & if they adopt what was the impact of it. Second
thing is to find out the condition of working environment in which employees feel
comfortable for doing & performing their job in more effective manner. The
sample frame employees of Gwalior (M.P.), Datia, Shivpuri and Ashok Nagar.
Purposive sampling technique was used to select sample element. The sample size
was selected carefully by giving an equal importance o each selected companies
which are Bharti Airtel, Relince Communication, Idea Cellular, Vodafone and
BSNL. 500 questionnaires were distubreted in 5 different companies equally, out

135
of which 350 were received back after discarding 50 questionnaires as they half
field only 300 were considered for further analysis. A structured questionnaire was
developed to check the satisfaction level of employees in Telecom Sector. The
questionnaire was divided into three sections namely A, B, and C. section A,
include HRD practices, Section B and section C measured Working Environment.
The final data was collected on a 1 to 5 likert type scale. A likert scale is a type of
psychometric scale frequently used in social research. Usually take the following
formate.1 indicate minimum agreement & 5 indicate maximum agreement. The
entire three questionnaires were tested for reliability and validity. Content validity
was established through introduction of measures to panel of judges consisting of
expert in the area of specialization from the academic a. Two ways ANOVA was
applied to evaluate the significance of difference between the types of HRD
Practices. The cause and effect relationship for all the variables were established
separately. The relationship between dependent and independent variables were
established internal consistency of measures was established through item to total
correlation. Items having insignificant correlation coefficient value with total were
deleted from the measures. The reliability of all the four measures was computed
by using SPSS software.

T-test was performed to analyze difference between values of two independent data
sets and response of every case for respective variables. The result was discussed
with F values and its significant level then by calculating T value and levels of
significant.
Before applying regression analysis on the data was tested for its Normality by
non-parametric, one-sample Kolmogorov-smninov Test with the help of SPSS
software. The results were tabulated.

After conforming that the data had normal distribution, the data was tested for the
relationship between the dependent variable and corresponding independent
variables by using SPSS software. After careful analysis it was concluded that the
relationship between depended variables and corresponding independent variables
is liner and simple liner was applied and results were discussed.

136
The last chapter i.e. the sixth chapter divided into three parts- Summary,
Conclusion and Suggestion. The summary of the complete report is presented in
this chapter. The chapter concludes the report by correlating the objective of the
study with the results obtained. The compressive suggestion based on the results of
the study deals with the HRD is as old as man himself.

The reference has been presented in a standard format. The questionnaire used as
tool to collect data is presented in the appendix.

Enormous work has already been done on the subject however, organizations and
industries yet need to realize and appreciate the vital role played by the HRD and
damages in its non implementations could cause. It is sincerely hoped that the
suggestions offered by the Researcher would be useful to the organizations under
study and helpful to the management in implementing and formulating the policies
and practices in respective organizations, as same would be derived out of the
present existing ground realities.

137
Conclusion

In the light of the above findings, it can be concluded that in recent times, Indian
telecom market has emerged as one of the fastest growing telecom markets in the
world, particularly by the unparalleled growth in mobile telephony and now the
second largest telecommunication market globally. In the present changing scenario
human resource development practices play very important role for employees
point of view as well as development of whole organization. The study in the
project has lead to an understanding of the environment encompasses and
influences of different HRD practices with respect to technological changes &
working environment in the telecommunication sector.

In conclusion the study found technological changes and working environment are
not only influencing factor but there may be some other factors which affects HRD
practices. A survey was conducted with 3 questionnaire comprising in first 13 items
for HRD practices; in second there was 8 items for technological changes & last
which is working environment include 28 items related to Quality of Work life and
Welfare measures, Organizational programme & policy, psychological contract,
Training and Development, Performance Appraisal and Rewards, and Participative
Management. Selected companies both Public and Private sector of telecom
industry were BSNL Bharti Airtel, Idea, Vodafone and Reliance Communication
respectively. The hypotheses of the study are based on these dimensions and the
status of the variables is analyzed at different type of HRD practices. Result was
analyzed through SPSS 16 version, Statistical Package for Social Sciences for
analysis. To check the consistency of all variables item to total correlation test were
applied through SPSS and corrected Item to total correlation value had taken which
were >.2 as Everitt, B.S. (2002) has taken in his study. Cronbachs Alpha if item
deleted were also measured and found there is no item when dropped increases
reliability. Cronbachs alpha for each variable was calculated to determine the
reliability of the tools which are near about cut off value i.e. .7 hence reliability
were considered high. After that to check the validity, content validity and face
validity refers to the degree to which a test appears to measure what it purports to
measure.

138
Before going factor analysis the KMO and Bartlett,s test of sphercity was
calculated and all values were above 0.5 and at p value 0.000. The values indicate
that it is suitable to apply factor analysis. After factor analysis of variables HRD
practices converge in 6 factors in which employees development and personal
achievement are major ones. The independent variable technological changes
converges in three factors viz. Strategic HRM, Global mindset Training and Cross
culture Training while Working environment converges into nine factors in which
organization programme and policies is major one.

Regression analysis helps to find out impact of one variable to other. Study found
that apart from technological changes there may be other factors which affect HRD
practices since calculated value of R square is .073 that meant 7.3% impact on
HRD practices. This is because current study concentrated on Gwalior region and
maybe there is lack of technological support in this region so technological changes
do not affects employees of this region. Study also revealed negligible effect of
working environment on HRD practices as calculated value of R square is .020
which meant 2% effects limitedly. The reason behind this may be rigidity in the
mindset of people. Maybe they dont want to adopt changes frequently. Same
exposed in impact of technological changes on working environment as R square
value is .003 means .3% effect which is unimportant but when combined impact of
technological changes & working environment calculated on HRD practices there
is surprisingly increase in combined effect since R square value is .098. Meaning is
9.8% combined effect on HRD practices.

Calculated value of T- Test of HRD Practice evaluation and working environment

evaluation by both genders revealed no significant difference which gives good
sign that the Gwalior region touching towards gender equality. Whereas
technological changes evaluation has significant difference by both genders. Mean
value of female (27.5392) is greater than male (24.9444) which revealed female of
this region has more adaptation towards technological changes. This is because of
increasing literacy in it.

139
With the help of Two Way Annova results revealed that in HRD practices,
employees of different ages, qualifications, experiences and salaries have different
perceptions. When considering qualification with experience and qualification with
salary combined again different perceptions observed while considering
experiences and salaries combined same perception is observed.

In technological changes calculated values revealed that employees of different

qualification, experience and salary have different perceptions but all age groups
have same perception at all. When employees considered their two factors together
viz. qualification* experience, qualification* salary and experience* salary, in all
groups they different thinking in technological changes in telecom sector.

But amazingly Levene's Test of Equality of Error Variances of working

environment concluded that the demographic profile of employees of
telecommunication sector have same thoughts so the null hypothesis is not rejected.

Decision making authority, have to give more opportunities to their employees for
personnel growth & development also threw recognition for good work done. This
can be achieved throw widening their areas of responsibility larger delegation of
authority, adequate feedback & incentives for good work.

140
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Business Today, Special Issue on Managing People

David A. Decenzo & Stepen P. Robbins: OP.CH PP410-411

Economic India Info Services New Delhi

Keith Davis : Human Resource at work , Tata Mcrraw Hill, New Delhi

Pattanayak Biswajeet Eastern Economy Edition III rd Edition

Reports of the National Comisssions on Labour :2002 -199/-1967(2013)

The Ecncyclopedia and A.V.H. Moray The Romance of Resource 1923 P.10

The Times of India 15 Aprail 2014

154
 QUESTIONNAIRE
I Monika Agarwal undergoing Research Project as a part of the degree of Doctor
of Philosophy pursuing from Jiwaji University Gwalior (M.P.). You are requested
to respond to the questions mentioned below. The information so collected will be
used strictly for academic purpose only and the identity of the respondents shall
remain confidential. Please state your agreement in the scale of 1 to 5 where 1
indicates minimum and 5 indicates maximum agreement with the statements.

Demographic profile: Gender Male / Female

Age: Up to 30 31 to 40 41 to 50 51 and Above

Qualification: H. Sc. Graduation/ Degree post Graduation above PG

Experience in yrs: Up to 10 11 to 20 21 to 30 31 and Above

Monthly Salary in 000: Up to 10 11 to 20 21to 30 31 to 40 41 to 50 Above50

Designation:
Section A
1 2 3 4 5
1 Training programmes are mainly based on firm-specific
knowledge.
2 Is Training helps you to increase your technical skills & potential
3 Are you aware of training policy of your company
4 Is Training helps you in all to know your hidden talent &
capabilities
5 Job rotation in your company is done to facilitate employees
development.
6 Appraisal system in your organization is growth & development
oriented.
7 You have clear knowledge about criteria adopted for performance
appraisal in your company
8 Your satisfaction level with the Performance Appraisal system
adopted in the Organization.
9 It also provide a frank discussion for both the appraisal & the
appraised
10 Is transfer helps to avoid monotony & boredom
11 Is promotion helps for boosting moral & retain skills of employees
12 Is promotion based on seniority & merit level of employees
13 Is transfer satisfying needs of both employer & employees

155
Section B

In order to cope with the technological changes what are the alternatives of
employee development used in the organization.

1. Hiring Developed workforce 1 2 3 4 5

2. Outsource Technology 1 2 3 4 5
3. Outsource Human Resource 1 2 3 4 5
4. Give your satisfaction level with the frequency of training and development program
in your organization 1 2 3 4 5
Your organization prepares executives for the technological changes in your industry?
1. Technical training 1 2 3 4 5
2. In house training programme 1 2 3 4 5
3. Specialized training with external agencies 1 2 3 4 5
4. Adventure training 1 2 3 4 5

Section C 1 2 3 4 5
1 When an employee does good work his supervising officers
take special care to appreciate it
2 My superiors ask me for feedback on his/her performance
whether positive or negative.
3 How far are you satisfied with the your position in
organization
4 Does your work put you in emotionally disturbing situations.
5 I put my all efforts to get the job done.
6 Most of employees understand the mission of your
organization.
7 There is a good team-spirit and cooperation in the
organization
8 Do you ever feel emotional attachment with Organization
9 Does the company provide you right atmosphere, climate
that can help you in more learning process.
10 I have a reasonable chance of promotion if I work hard
11 The psychological climate in this organization is very
helpful for any employee in developing him/herself by
acquiring new knowledge and skills
12 When a problem arises in the company, it is discussed
openly and tried to be solved rather than keep on accusing
each other.
13 Please indicate your level of satisfaction with the work load
14 The personnel policies in this organization facilitate
employees development
15 Are there any Programmes for women Employees.
16 Organization provides me with opportunity to prove my

156
 worth
17 My Organization involves employees in helping to set goals
for the Organization.
18 Do you think that organization programmes & policy helps
to reduce stress.
19 My superiors ask me for feedback on his/her performance
whether positive or negative.
20 My superiors supported me when I go beyond my job
description to help another employee in my Organization.
21 Overall your organization is a great place to work.
22 When a problem arises in the company, it is discussed
openly and tried to be solved rather than keep on accusing
each other.
23 Most employees in my organization enjoy their work
24 When an employee does good work his supervising officers
take special care to appreciate it
25 My Organization welcomes and encourages employees to
think outside the box.
26 Work is fairly distributed in my department.
27 Do you yourself take part in the planning of your work
28 Do you think that organization give you a feeling of security
and improves your productivity

Thanking You

SECTION A

157
 Reliability Statistics

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

.647 .644 13

Item-Total Statistics

Cronbach's
Scale Mean if Scale Variance if Corrected Item- Squared Multiple Alpha if Item
Item Deleted Item Deleted Total Correlation Correlation Deleted

VAR00001 46.8771 20.690 .494 .470 .595

VAR00002 46.8396 21.882 .264 .371 .632

VAR00003 46.8840 21.041 .456 .410 .601

VAR00004 47.0614 19.537 .611 .584 .571

VAR00005 47.3140 23.175 .130 .351 .653

VAR00006 47.0819 22.986 .184 .202 .643

VAR00007 47.2491 24.373 .020 .142 .665

VAR00008 47.0375 21.940 .310 .204 .624

VAR00009 46.9420 23.315 .191 .319 .650

VAR00010 47.4642 20.434 .426 .608 .602

VAR00011 47.0853 22.352 .198 .482 .644

VAR00012 47.0444 23.344 .189 .353 .648

VAR00013 47.2014 21.237 .286 .295 .629

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .505

Bartlett's Test of Sphericity Approx. Chi-Square 920.731

df 78

Sig. .000

Total Variance Explained

158
 Extraction Sums of Squared
Initial Eigenvalues Loadings Rotation Sums of Squared Loadings
% of % of
Comp % of Cumulative Varia Varian
onent Total Variance % Total nce Cumulative % Total ce Cumulative %
1 21.9 18.14
2.856 21.973 21.973 2.856 21.973 2.359 18.143
73 3
2 13.5 13.63
1.764 13.568 35.540 1.764 35.540 1.773 31.780
68 7
3 11.3 11.23
1.471 11.315 46.855 1.471 46.855 1.460 43.014
15 4
4 9.11 11.06
1.185 9.112 55.967 1.185 55.967 1.438 54.075
2 1
5 8.87
1.154 8.876 64.843 1.154 64.843 1.284 9.876 63.951
6
6 7.91
1.029 7.912 72.755 1.029 72.755 1.145 8.804 72.755
2
7 .838 6.450 79.204
8 .731 5.622 84.827
9 .657 5.056 89.883
10 .444 3.419 93.302
11 .375 2.881 96.183
12 .310 2.382 98.565
13 .187 1.435 100.000
Extraction Method: Principal Component
Analysis.

Rotated Component Matrixa

Component

159
 1 2 3 4 5 6

VAR00001 .765

VAR00004 .745

VAR00002 .717

VAR00003 .500 .471

VAR00011 .915

VAR00010 .783

VAR00012 .819

VAR00005 -.817

VAR00006 .775

VAR00008 .575

VAR00009 .825

VAR00007 .881

VAR00013 .401 .534

Extraction Method: Principal Component Analysis.

Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 9 iterations.

SECTION B
Reliability Statistics

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

.746 .745 8

160
 Item-Total Statistics

Cronbach's
Scale Mean if Scale Variance if Corrected Item- Squared Multiple Alpha if Item
Item Deleted Item Deleted Total Correlation Correlation Deleted

VAR00001 22.6081 20.402 .500 .436 .708

VAR00002 22.4932 22.827 .401 .288 .727

VAR00003 22.9527 22.940 .358 .436 .735

VAR00004 22.6419 21.702 .498 .397 .710

VAR00005 22.3277 23.658 .284 .299 .747

VAR00006 22.9966 21.529 .495 .405 .710

VAR00007 22.6318 20.884 .490 .479 .710

VAR00008 22.8041 21.351 .497 .448 .709

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .641

Bartlett's Test of Sphericity Approx. Chi-Square 660.692

df 28

Sig. .000

161
 Total Variance Explained

Extraction Sums of Squared

Initial Eigenvalues Loadings Rotation Sums of Squared Loadings

Compo % of Cumulative % of Cumulati % of

nent Total Variance % Total Variance ve % Total Variance Cumulative %

1 2.914 36.430 36.430 2.914 36.430 36.430 1.872 23.404 23.404

2 1.408 17.602 54.032 1.408 17.602 54.032 1.868 23.346 46.750

3 1.090 13.624 67.656 1.090 13.624 67.656 1.673 20.907 67.656

4 .930 11.629 79.286

5 .618 7.726 87.012

6 .415 5.193 92.205

7 .326 4.078 96.283

8 .297 3.717 100.000

Extraction Method: Principal Component

Analysis.

Rotated Component Matrixa

Component

1 2 3

VAR00007 .891

VAR00008 .742

VAR00006 .627 .497

VAR00005 .827

VAR00004 .764

VAR00002 .513

VAR00003 .915

VAR00001 .794

Extraction Method: Principal Component Analysis.

Rotation Method: Varimax with Kaiser
Normalization.

a. Rotation converged in 5 iterations.

162
 SECTION-C

Item-Total Statistics
Cronbach's
Scale Mean if Scale Variance if Corrected Item- Squared Multiple Alpha if Item
Item Deleted Item Deleted Total Correlation Correlation Deleted

VAR00001 98.3133 85.340 .185 .495 .717

VAR00002 98.1467 87.891 .112 .359 .720

VAR00003 98.9133 87.283 .102 .360 .723

VAR00004 98.1567 88.293 .092 .218 .721

VAR00005 98.5867 89.695 .005 .202 .726

VAR00006 99.2000 88.495 .050 .287 .726

VAR00007 98.6767 86.822 .148 .232 .719

VAR00008 98.3667 88.514 .058 .190 .725

VAR00009 98.0400 86.487 .169 .366 .717

VAR00010 98.1433 86.652 .149 .319 .719

VAR00011 97.8600 87.191 .154 .310 .718

VAR00012 97.8367 86.150 .216 .362 .714

VAR00013 97.9567 78.135 .581 .708 .686

VAR00014 98.2000 78.107 .564 .728 .687

VAR00015 98.3400 79.737 .552 .644 .690

VAR00016 98.0800 80.228 .482 .582 .694

VAR00017 98.2533 78.464 .534 .685 .689

VAR00018 98.0700 81.483 .410 .575 .700

VAR00019 97.8367 84.599 .283 .502 .710

VAR00020 98.9133 88.722 .000 .546 .735

VAR00021 97.7067 83.272 .465 .645 .700

VAR00022 97.8000 83.097 .448 .624 .701

VAR00023 97.9567 85.172 .331 .599 .708

VAR00024 97.6067 85.497 .305 .549 .709

VAR00025 98.5433 85.640 .170 .312 .718

VAR00026
97.6867 84.831 .352 .621 .707

VAR00027 97.6767 87.892 .156 .281 .717

VAR00028 98.8133 88.500 .027 .124 .730

163
 KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .732
Bartlett's Test of Sphericity Approx. Chi-Square 3.067E3
df 378
Sig. .000

Total Variance Explained

Extraction Sums of Squared
Initial Eigenvalues Loadings Rotation Sums of Squared Loadings
Comp % of Cumulative Cumulativ
onent Total % of Variance Cumulative % Total Variance % Total % of Variance e%

1
5.442 19.437 19.437 5.442 19.437 19.437 4.143 14.798 14.798

2 2.837 10.131 29.569 2.837 10.131 29.569 3.453 12.333 27.131

3 2.529 9.032 38.601 2.529 9.032 38.601 2.122 7.577 34.708

4 1.643 5.868 44.469 1.643 5.868 44.469 1.718 6.136 40.844

5 1.399 4.998 49.467 1.399 4.998 49.467 1.666 5.948 46.792

6 1.257 4.489 53.956 1.257 4.489 53.956 1.434 5.123 51.915

7 1.213 4.332 58.288 1.213 4.332 58.288 1.403 5.009 56.924

8 1.144 4.086 62.374 1.144 4.086 62.374 1.310 4.679 61.603

9 1.060 3.787 66.161 1.060 3.787 66.161 1.276 4.558 66.161

10 .941 3.359 69.520

11 .903 3.225 72.745

12 .818 2.920 75.665

13 .782 2.792 78.457

14 .730 2.607 81.064

15 .617 2.203 83.267

16 .589 2.105 85.371

17 .524 1.870 87.241

18 .504 1.801 89.043

19 .464 1.657 90.699

20 .424 1.515 92.214

21 .397 1.420 93.634

22 .356 1.272 94.906

23 .331 1.182 96.088

164
 24 .290 1.037 97.125

25 .262 .936 98.061

26 .219 .781 98.841

27 .195 .697 99.538

28 .129 .462 100.000

Extraction Method: Principal Component

Analysis.

Rotated Component Matrixa

Component
1 2 3 4 5 6 7 8 9
VAR00014 .806
VAR00017 .805
VAR00013 .803
VAR00016 .772
VAR00015 .772
VAR00018 .733
VAR00023 .842
VAR00021 .780
VAR00022 .747
VAR00024 .734
VAR00026 .563 -.404
VAR00019 .537 -.502
VAR00002 .782
VAR00001 .755 .418
VAR00010 .602
VAR00012 .459 .415
VAR00004 .809
VAR00011 .634 .446
VAR00009 .410 .577
VAR00025 .687
VAR00020 .650
VAR00006 .798
VAR00005 .713
VAR00003 .753
VAR00008 .602
VAR00027 .773

165
VAR00028 .594
VAR00007 .835
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 10 iterations.

Regression
Model Summaryb

Adjusted R Std. Error of the

Model R R Square Square Estimate Durbin-Watson

1 .270a .073 .070 4.78449 1.946

a. Predictors: (Constant), Technological changes

b. Dependent Variable: Hrd practices

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 537.890 1 537.890 23.497 .000a

Residual 6821.630 298 22.891

Total 7359.520 299

a. Predictors: (Constant), Technologicalchanges

b. Dependent Variable: Hrdpractices

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 44.407 1.380 32.184 .000

Technologicalchanges .254 .052 .270 4.847 .000

a. Dependent Variable: Hrdpractices

166
 Model Summaryb

Adjusted R Std. Error of the

Model R R Square Square Estimate Durbin-Watson

1 .142a .020 .017 4.91926 1.764

a. Predictors: (Constant), Workingenvironment

b. Dependent Variable: Hrdpractices

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 43.426 3.058 14.202 .000

Workingenvironment .074 .030 .142 2.475 .014

a. Dependent Variable: Hrdpractices

Multiple
Model Summaryb

Adjusted R Std. Error of the

Model R R Square Square Estimate Durbin-Watson

1 .312a .098 .091 4.72898 1.937

a. Predictors: (Constant), Technologicalchanges, Workingenvironment

b. Dependent Variable: Hrdpractices

ANOVAb

167
Model Sum of Squares df Mean Square F Sig.

1 Regression 717.642 2 358.821 16.045 .000a

Residual 6641.878 297 22.363

Total 7359.520 299

a. Predictors: (Constant), Technologicalchanges, Workingenvironment

b. Dependent Variable: Hrdpractices

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta T Sig.

1 (Constant) 35.899 3.296 10.891 .000

Workingenvironment .082 .029 .156 2.835 .005

Technologicalchanges .261 .052 .279 5.046 .000

a. Dependent Variable: Hrdpractices

Group Statistics

Gender N Mean Std. Deviation Std. Error Mean

Hrdpractices 1 198 50.4141 4.98528 .35429

2 102 52.0196 4.76160 .47147

168
 Independent Samples Test

Levene's Test for

Equality of Variances t-test for Equality of Means

95% Confidence
Interval of the
Difference

Sig. (2- Mean Std. Error Lowe

F Sig. t df tailed) Difference Difference r Upper

Hrdpractice Equal variances -

s assumed .244 .622 -2.682 298 .008 -1.60547 .59850 2.783 -.42765
29

Equal variances -
212.52
not assumed -2.722 .007 -1.60547 .58975 2.767 -.44296
8
97

Group Statistics

Gender N Mean Std. Deviation Std. Error Mean

Technologicalchanges 1 198 24.9444 5.25318 .37333

2 102 27.5392 4.94058 .48919

169
 Independent Samples Test

Levene's Test for Equality

of Variances t-test for Equality of Means

Std. 95% Confidence

Mean Error Interval of the

Sig. (2- Differenc Differen Difference

F Sig. t df tailed) e ce Lower Upper

Technologicalch Equal -
anges variances 1.343 .248 -4.134 298 .000 -2.59477 .62760 -3.82986 1.3596
assumed 9

Equal
-
variances
-4.217 215.439 .000 -2.59477 .61537 -3.80769 1.3818
not
5
assumed

Group Statistics

Gender N Mean Std. Deviation Std. Error Mean

Workingenvironment 1 198 1.0241E2 9.25500 .65772

170
 Group Statistics

Gender N Mean Std. Deviation Std. Error Mean

Workingenvironment 1 198 1.0241E2 9.25500 .65772

2 102 1.0073E2 9.95550 .98574

z
Levene's Test for t-test for Equality of Means
Equality of Variances
F Sig. t df Sig. (2- Mean Std. 95% Confidence
tailed) Differen Error Interval of the
ce Differ Difference
ence Lower Upper
Working Equal variances .873 .351 1.459 298 .146 1.68865 1.157 -.58951 3.9668
environ assumed 63 2
ment Equal variances 1.425 191 .156 1.68865 1.185 -.64873 4.0260
not assumed .49 03 3
1

Annova
Levene's Test of Equality of Error Variancesa

Dependent Variable:Hrdpractices

F df1 df2 Sig.

21.965 39 260 .000

Tests the null hypothesis that the error variance

of the dependent variable is equal across groups.

171
Levene's Test of Equality of Error Variancesa

Dependent Variable:Hrdpractices

F df1 df2 Sig.

21.965 39 260 .000

Tests the null hypothesis that the error variance

of the dependent variable is equal across groups.

a. Design: Intercept + Gender + Age +

Qualification + Experience + Salary + Gender *
Age + Gender * Qualification + Gender *
Experience + Gender * Salary + Age *
Qualification + Age * Experience + Age * Salary
+ Qualification * Experience + Qualification *
Salary + Experience * Salary + Gender * Age *
Qualification + Gender * Age * Experience +
Gender * Age * Salary + Gender * Qualification *
Experience + Gender * Qualification * Salary +
Gender * Experience * Salary + Age *
Qualification * Experience + Age * Qualification *
Salary + Age * Experience * Salary +
Qualification * Experience * Salary + Gender *
Age * Qualification * Experience + Gender * Age
* Qualification * Salary + Gender * Age *
Experience * Salary + Gender * Qualification *
Experience * Salary + Age * Qualification *
Experience * Salary + Gender * Age *
Qualification * Experience * Salary

Tests of Between-Subjects Effects

Dependent Variable:Hrdpractices

172
 Type III Sum of
Source Squares df Mean Square F Sig.

Corrected Model 6154.760a 39 157.814 34.058 .000

Intercept 289540.211 1 289540.211 6.249E4 .000

Gender 1.890 1 1.890 .408 .524

Age 358.533 2 179.266 38.688 .000

Qualification 970.950 3 323.650 69.847 .000

Experience 92.594 3 30.865 6.661 .000

Salary 633.695 4 158.424 34.190 .000

Gender * Age .000 0 . . .

Gender * Qualification .000 0 . . .

Gender * Experience .000 0 . . .

Gender * Salary .000 0 . . .

Age * Qualification .000 0 . . .

Age * Experience .000 0 . . .

Age * Salary .000 0 . . .

Qualification * Experience 166.568 1 166.568 35.947 .000

Qualification * Salary 258.909 2 129.455 27.938 .000

Experience * Salary 8.444 2 4.222 .911 .403

Gender * Age * Qualification .000 0 . . .

Gender * Age * Experience .000 0 . . .

Gender * Age * Salary .000 0 . . .

Gender * Qualification *
.000 0 . . .
Experience

Gender * Qualification *
.000 0 . . .
Salary

Gender * Experience *
.000 0 . . .
Salary

Age * Qualification *
.000 0 . . .
Experience

Age * Qualification * Salary .000 0 . . .

Age * Experience * Salary .000 0 . . .

Qualification * Experience *
.000 0 . . .
Salary

173
Gender * Age * Qualification
.000 0 . . .
* Experience

Gender * Age * Qualification

.000 0 . . .
* Salary

Gender * Age * Experience *

.000 0 . . .
Salary

Gender * Qualification *
.000 0 . . .
Experience * Salary

Age * Qualification *
.000 0 . . .
Experience * Salary

Gender * Age * Qualification

.000 0 . . .
* Experience * Salary

Error 1204.760 260 4.634

Total 786436.000 300

Corrected Total 7359.520 299

a. R Squared = .836 (Adjusted R Squared = .812)

Post Hoc
Age

ultiple Comparisons

Dependent Variable:Hrdpractices

95% Confidence Interval

Mean Difference
(I) Age (J) Age (I-J) Std. Error Sig. Lower Bound Upper Bound

Tukey HSD 1 2 -1.5985* .26981 .000 -2.2962 -.9009

3 1.0180 .46274 .126 -.1785 2.2145

4 -4.9450* .68100 .000 -6.7058 -3.1841

2 1 1.5985* .26981 .000 .9009 2.2962

3 2.6166* .44934 .000 1.4547 3.7784

4 -3.3464* .67196 .000 -5.0839 -1.6089

3 1 -1.0180 .46274 .126 -2.2145 .1785

2 -2.6166* .44934 .000 -3.7784 -1.4547

174
 4 -5.9630* .76998 .000 -7.9539 -3.9720

4 1 4.9450* .68100 .000 3.1841 6.7058

2 3.3464* .67196 .000 1.6089 5.0839

3 5.9630* .76998 .000 3.9720 7.9539

Dunnett T3 1 2 -1.5985 .69110 .124 -3.4385 .2414

3 1.0180 .82508 .769 -1.1957 3.2318

4 -4.9450* .61894 .000 -6.6024 -3.2875

2 1 1.5985 .69110 .124 -.2414 3.4385

3 2.6166* .62627 .001 .8963 4.3369

4 -3.3464* .30747 .000 -4.1656 -2.5272

3 1 -1.0180 .82508 .769 -3.2318 1.1957

2 -2.6166* .62627 .001 -4.3369 -.8963

4 -5.9630* .54559 .000 -7.5086 -4.4173

4 1 4.9450* .61894 .000 3.2875 6.6024

2 3.3464* .30747 .000 2.5272 4.1656

3 5.9630* .54559 .000 4.4173 7.5086

Based on observed means.

The error term is Mean Square(Error) = 4.634.

*. The mean difference is significant at the .05 level.

Multiple Comparisons

Dependent Variable:Hrdpractices

(I) (J) 95% Confidence Interval

Qualific Qualific Mean Difference
ation ation (I-J) Std. Error Sig. Lower Bound Upper Bound

Tukey HSD 1 2 6.2061* .57634 .000 4.7158 7.6963

3 7.7588* .53449 .000 6.3768 9.1409

4 6.6329* .58324 .000 5.1248 8.1410

2 1 -6.2061* .57634 .000 -7.6963 -4.7158

3 1.5527* .32092 .000 .7229 2.3825

4 .4268 .39684 .705 -.5993 1.4530

175
 3 1 -7.7588* .53449 .000 -9.1409 -6.3768

2 -1.5527* .32092 .000 -2.3825 -.7229

4 -1.1259* .33316 .005 -1.9873 -.2644

4 1 -6.6329* .58324 .000 -8.1410 -5.1248

2 -.4268 .39684 .705 -1.4530 .5993

3 1.1259* .33316 .005 .2644 1.9873

Dunnett T3 1 2 6.2061* .92388 .000 3.5885 8.8237

3 7.7588* .92064 .000 5.1498 10.3679

4 6.6329* 1.03044 .000 3.7792 9.4867

2 1 -6.2061* .92388 .000 -8.8237 -3.5885

3 1.5527* .57544 .045 .0221 3.0833

4 .4268 .73849 .993 -1.5544 2.4081

3 1 -7.7588* .92064 .000 -10.3679 -5.1498

2 -1.5527* .57544 .045 -3.0833 -.0221

4 -1.1259 .73442 .555 -3.0932 .8414

4 1 -6.6329* 1.03044 .000 -9.4867 -3.7792

2 -.4268 .73849 .993 -2.4081 1.5544

3 1.1259 .73442 .555 -.8414 3.0932

Based on observed means.

The error term is Mean Square(Error) = 4.634.

*. The mean difference is significant at the .05 level.

176
Dependent Variable:Hrdpractices

(I) (J) 95% Confidence Interval

Experie Experie Mean Difference
nce nce (I-J) Std. Error Sig. Lower Bound Upper Bound

Tukey HSD 1 2 -.3867 .30704 .590 -1.1806 .4073

3 -.8892* .32918 .037 -1.7404 -.0381

4 6.3834* .44368 .000 5.2362 7.5307

2 1 .3867 .30704 .590 -.4073 1.1806

3 -.5026 .35846 .499 -1.4294 .4243

4 6.7701* .46582 .000 5.5656 7.9746

3 1 .8892* .32918 .037 .0381 1.7404

2 .5026 .35846 .499 -.4243 1.4294

4 7.2727* .48070 .000 6.0297 8.5156

4 1 -6.3834* .44368 .000 -7.5307 -5.2362

2 -6.7701* .46582 .000 -7.9746 -5.5656

3 -7.2727* .48070 .000 -8.5156 -6.0297

Dunnett T3 1 2 -.3867 .64912 .992 -2.1157 1.3423

3 -.8892 .71248 .760 -2.7955 1.0171

4 6.3834* .95335 .000 3.7482 9.0187

2 1 .3867 .64912 .992 -1.3423 2.1157

3 -.5026 .80613 .989 -2.6535 1.6483

4 6.7701* 1.02524 .000 3.9674 9.5728

3 1 .8892 .71248 .760 -1.0171 2.7955

2 .5026 .80613 .989 -1.6483 2.6535

4 7.2727* 1.06648 .000 4.3687 10.1766

4 1 -6.3834* .95335 .000 -9.0187 -3.7482

2 -6.7701* 1.02524 .000 -9.5728 -3.9674

3 -7.2727* 1.06648 .000 -10.1766 -4.3687

Based on observed means.

The error term is Mean Square(Error) = 4.634.

*. The mean difference is significant at the .05 level.

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 Multiple Comparisons

Dependent Variable:Hrdpractices

95% Confidence Interval

(I) (J) Mean Difference
Salary Salary (I-J) Std. Error Sig. Lower Bound Upper Bound

Tukey HSD 1 2 -.8360 .31401 .063 -1.6986 .0266

3 1.3826* .34801 .001 .4266 2.3386

4 -5.3548* .44643 .000 -6.5812 -4.1285

5 -2.8347* .58261 .000 -4.4351 -1.2342

2 1 .8360 .31401 .063 -.0266 1.6986

3 2.2186* .34650 .000 1.2668 3.1705

4 -4.5188* .44525 .000 -5.7420 -3.2957

5 -1.9987* .58171 .006 -3.5966 -.4007

3 1 -1.3826* .34801 .001 -2.3386 -.4266

2 -2.2186* .34650 .000 -3.1705 -1.2668

4 -6.7375* .46985 .000 -8.0282 -5.4468

5 -4.2173* .60074 .000 -5.8676 -2.5671

4 1 5.3548* .44643 .000 4.1285 6.5812

2 4.5188* .44525 .000 3.2957 5.7420

3 6.7375* .46985 .000 5.4468 8.0282

5 2.5202* .66263 .002 .6999 4.3404

5 1 2.8347* .58261 .000 1.2342 4.4351

2 1.9987* .58171 .006 .4007 3.5966

3 4.2173* .60074 .000 2.5671 5.8676

4 -2.5202* .66263 .002 -4.3404 -.6999

Dunnett T3 1 2 -.8360 .63662 .875 -2.6397 .9677

3 1.3826 .87347 .700 -1.1171 3.8824

4 -5.3548* .47549 .000 -6.7100 -3.9997

5 -2.8347* .81827 .019 -5.3294 -.3400

2 1 .8360 .63662 .875 -.9677 2.6397

3 2.2186 .92755 .167 -.4266 4.8638

4 -4.5188* .56876 .000 -6.1386 -2.8991

5 -1.9987 .87577 .242 -4.6188 .6214

178
 3 1 -1.3826 .87347 .700 -3.8824 1.1171

2 -2.2186 .92755 .167 -4.8638 .4266

4 -6.7375* .82532 .000 -9.1118 -4.3631

5 -4.2173* 1.06048 .002 -7.3055 -1.1291

4 1 5.3548* .47549 .000 3.9997 6.7100

2 4.5188* .56876 .000 2.8991 6.1386

3 6.7375* .82532 .000 4.3631 9.1118

5 2.5202* .76666 .035 .1235 4.9168

5 1 2.8347* .81827 .019 .3400 5.3294

2 1.9987 .87577 .242 -.6214 4.6188

3 4.2173* 1.06048 .002 1.1291 7.3055

4 -2.5202* .76666 .035 -4.9168 -.1235

Based on observed means.

The error term is Mean Square(Error) = 4.634.

*. The mean difference is significant at the .05 level.

179