Appendix 1

QUESTIONNAIRE
Dear Sir/Madam,
I am pursuing Ph.D in the area of HR PRACTICES & THEIR IMPACT ON
EMPLOYEES JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT
IN SELECTED PHARMACEUTICAL INDUSTRIES and I would be extremely thankful,
if you could spare few minutes for filling all the questions in this questionnaire. The findings
of the study would be kept confidential and would be used for academic purposes only.
Thank you.

Name : __________________________________

Age : 25 – 35 yrs. ______

35 – 45 yrs. ______
45 – 55 yrs ______
55 – 65 yrs ______
65 yrs.+

Qualification : Diploma ______

Graduation ______
Post Graduation ______
Any other ______

Gender : Male _____ Female ______

Marital Status : Married _____ Unmarried ______
Professional Exp. (yrs.) : _____________________
Level of Management : Top Level ( ) Middle Level ( )Junior Level ( )
Organization : ______________________________________
Department : _________________________________
Income Group : Rs.1,00,000 - Rs.2,00,000 ______
Rs.2,00,000 - Rs.3,00, 000 ______
(per annum)
Rs.3,00,000 - Rs.4,00,000 ______
Rs.4,00,000 - Rs.5,00,000 ______
Rs.5,00,000 + ______

Address & Phone No. : _________________________________

____________________________________________________________

____________________________________________________________

i
 Part I
1 Please mention the HR practices that are prevalent in your organization?
(Please tick the appropriate)*
Sr. HR Practices Agree Dis- Agree Undecided
1. HR Planning
2. Recruitment & Selection
3. Induction
4. Training & Development
5. Performance Appraisal
6. Career Planning
7. Fringe Benefits
8. Reward & Recognition
9. Welfare Activities as per Statutory
Requirement
10. Welfare Activities beyond Statutory
Requirement
11. SHE** policy
12. Suggestions Scheme
13. Promotion & Transfers
14. Exit Policy
HR PLANNING
1 Please mention the technique/s of HR Demand Forecasting used in your organization
and also rate their appropriateness. (Please tick the appropriate) ***
Sr. Techniques of HR Demand Inappro
Appropriate Not Sure
Forecasting priate
1 Ratio Trend Analysis
2 Regression Analysis
3 Delphi Techniques

2 Kindly rate the appropriateness of these under mentioned HR plans used in your
organization. (Please tick the appropriate) ***
Sr. HR Plans Inappro
Appropriate Not Sure
priate
1 Training Plan
2 Retention Plan
3 Succession Planning
RECRUITMENT & SELECTION
1 Out of the following, whichever Recruitment Methods are used in your organization,
kindly state their appropriateness (i.e. methods targeting more number of potential
applicants) (Please tick the appropriate)*
Inapprop
Sr. Recruitment Methods Appropriate
riate
Not Sure
1. Advertisements
2. Employment exchange
3. E-Recruiting
4. Any other
2 Overall Recruitment methods used in your
organization help in targeting more number of Yes No
potential applicants. (Kindly state the
appropriateness* of the statement.)

ii
3 Out of the following, whichever Selection Methods are used in your organization, kindly
state their appropriateness (i.e. method which helps in selecting right person for the right job)
(Please tick the appropriate)*
Inappro
Sr. Selection Methods Appropriate
priate
Not Sure
1. Interviews
2. Psychometric Tests/ Psychological Tests
3. Group Discussions
4. Others(please specify)

4 Selection methods used in your organization

help in selecting right person for the right job. Yes No
(Kindly state the appropriateness* of the
statement.)
INDUCTION
1 Out of the following, whichever tools are used in your organization for Induction
Process, kindly state their appropriateness.
(Please tick the appropriate)*
Inappro
Sr. Tools for Induction Process Appropriate
priate
Not Sure
1. Presentation by HR about the organization
2. Induction training through separate modules
3. Others
TRAINING & DEVELOPMENT
1 Out of the following, whichever process of identifying training needs is used by the
assessors in your organization, kindly state their appropriateness.
(Please tick the appropriate)*
Inapprop
Sr. Process for identifying training needs Appropriate
riate
Not Sure
1. Recommendation by reporting authority
2. Separate training needs identification
exercise
3. Others
2 Overall Training needs are properly identified
in my organization? (Kindly state the Yes No
appropriateness* of the statement.)

PERFORMANCE APPRAISAL
1 Whether formal Performance Appraisal is undertaken by Yes___ No___
your organization?
2 If yes, how do you rate the appropriateness of methods, which are employed, to conduct
Performance Appraisal in your organization?
Inappr
Sr. Methods of Performance Appraisal Appropriate
opriate
Not Sure
1. Rating scales
2. Tests and Observations
3. 3600 Appraisal
4. MBO
5. Others

iii
3 How many times does Performance
Appraisal take place in your organization? Once a Twice a Every
Any other
year year Month
(Please tick the appropriate statement)

4 The frequency of Performance Appraisal of

your organization is appropriate. Yes No
(Kindly rate the appropriateness* of this
statement)

CAREER PLANNING
1 Whether Career Planning is being done in your organization? Yes___ No___
If yes, whether it is followed. Yes___ No___
2 Career Planning is done for next how many
years in your organization? 2 yrs 2-5 yrs Beyond 5 yrs
(Please tick the appropriate)

3 Kindly rate the appropriateness of the methods, out of these, which are
employed for career planning in your organization? (Please tick the appropriate)*

Inappr Not
Sr Methods of Career Planning Appropriate
opriate Sure
1. Individual Counseling
2. Information Services
3. Others

FRINGE BENEFITS
1 Which Fringe Benefits, out of these are being provided to the employees in your
organization, kindly state their appropriateness. (Please tick the appropriate)*
Inappr Not
Sr List of Fringe Benefits Appropriate
opriate Sure
1. Welfare Recreational Facilities
2. Old Age and Retirement Benefits
3. Others
REWARD & RECOGNITION
1 Out of the following, which rewards are offered by the organization to encourage
the performance and motivate the employees, kindly state their appropriateness.
(Please tick the appropriate)*
Inappr Not
Sr Type of Rewards Appropriate
opriate Sure
1. Competency Based Rewards
2. Profit Sharing
3. Bonuses
4. Any other (please specify)
WELFARE ACTIVITIES
1
The welfare facilities offered to the employees are (Please tick the appropriate)
1. Below Statutory Requirements ( )
2. As per Statutory Requirements ( )
3. Beyond Statutory Requirements ( )

iv
2 Mention the appropriateness of welfare facilities offered by your organization:
(Please tick the appropriate)*
Appropria Inappropr Not
Sr Welfare Facilities te iate Sure
1. As per statutory requirements
2. Beyond statutory requirements
SHE** POLICY
1 Safety and health of all employees is a top
priority in your organization. Yes No
(Please state the appropriateness* of this
statement)
2 Please mention the appropriateness of safety methods incorporated in the daily
working life of the employees in the organization
Inappro Not
Sr. Safety Methods Appropriate
priate Sure
1. Implementation of Safety Policy
2. Conduct of Safety Inspection
3. Any other (please specify)
3 Out of the following, whichever measures are undertaken for ensuring health of an
employee during working hours, kindly mention their appropriateness?
(Please tick the appropriate)*
Inapprop Not
Sr. Measures undertaken Appropriate
riate Sure
1. Full time availability of a doctor
2. Protection from workplace hazards
3. Encouraging of healthier life style and habits
4. Any other (please specify)

4 Which measures does your organization undertake for preservation of

environment within and outside the organization, kindly mention their
appropriateness? (Please tick the appropriate)*
Inappro
Sr. Measures undertaken Appropriate
priate
Not Sure
1. Waste management
2. Tree Plantation
3. Usage of environment friendly raw
material
4. Any other
SUGGESTION SCHEMES
1 Does your organization have a formal system for Yes___ No___
encouraging suggestions from the employees
2 Kindly rate the appropriateness of the methods employed by your organization to
encourage suggestions from the employees? (Please tick the appropriate)*
Appropriat Inappro
Sr. To encourage suggestions e priate
Not Sure
1. Instituting of Suggestion Boxes
2. Suggestion through the Line Managers
3. Any other (please specify)

v
3 The suggestions given by the employee are
acted upon: Inapprop
Appropriate Not Sure
(Please state the appropriateness* of this riate
statement)

PROMOTIONS AND TRANSFERS

1 Do you have a formal Transfer Policy? Yes___ No___
2 The transfers in your organization are undertaken
(Please tick the appropriate)
Sr. Purpose of Transfer Yes No
1. To meet the organizational requirements
2. To satisfy the employee needs
3. To punish employees

4. Any other (please specify)

3 How do you rate the appropriateness of

Transfer Policy of the organization? Appropriat Inapprop Not
(Kindly state the appropriateness* of the e riate Sure
statement)

4 Does your organization have a formal Promotion Policy? Yes___ No___

5 The Promotions in your organization are on the Merit ____ Seniority ____
basis of
Both _____ Any other ____
6 How do you rate the appropriateness of
Promotion Systems of your organization? Appropria Inapprop Not
(Kindly state the appropriateness* of the te riate Sure
statement)

EXIT POLICY
1 Do you have formal Exit Policy in your organization? Yes___ No___
2 If yes, the current Exit Policy of the
organization is highly effective. Appropria Inapprop Not
(Please state the appropriateness* of this te riate Sure
statement)

vi
 PART – II
Instruction : Kindly go through each item with five alternative and tick (3) the most appropriate
one only.
Sr. Appro Inapprop Not
priate riate Sure
1 I have been getting promotion as per my qualification
and experience.
2 Favoritism does not have any role to play in my
organization.
3 On the whole, I am satisfied with the general
supervision in my department.
4 Working conditions in this orgnization are
satisfactory.
5 My supervisor takes into account my wishes and my
performance.
6 My job has helped me to learn more skills.
7 My job is reasonably secures as long as I do good
work.
8 My pay is enough for providing necessary things in my
life.
9 I am satisfied with welfare facilities (medical etc.)
provided by the organization.
10 I have good prospects of advancement in my job.

PART – III
Instruction: Kindly go through each item with five alternative and tick (3) the most appropriate
one only.
Sr. Appropri Inappr
Not Sure
ate opriate
1 I would be very happy to spend the rest of my
career with this organization.
2 I feel proud to discuss about organization with
people outside it.
3 I really feel as if this organization’s problems are
my own.
4 I think that I could easily become as attached to
another organization.
5 If I got another offer for a better job elsewhere I
would not feel it was right to leave my
organization.
6 This organization deserves my loyalty.
7 I would not leave my organization right now
because I have a sense of obligation to the
people in it.
8 Too much in my life would be disrupted if I
decided I wanted to leave my organization
9 One of the few serious consequences of leaving
this organization would be the scarcity of
available alternatives.
10 Major reasons to work for this organization is
that leaving would require considerable personal
sacrifice - another organization may not match
the overall benefits that I have here.

vii
 DEFINITIONS OF FEW WORDS USED IN THE QUESTIONNAIRE
E-Recruiting: Using the Internet to attract and search for prospective employees.
Employee referrals: a recommendation from a current employee regarding a job applicant.
Psychological test/Psychometric tests:An employment test; is an instrument designed to measure
selected psychological factors. The purpose of this measurement process is to enable one to predict
what a person will do in the future by studying various aspects of his personality.
Mentoring / buddy programme: when a senior employee takes an active role in guiding another
individual, this activity is referred to as mentoring or coaching.
Indices: Plural of Index. A measure or parameter for any area of operation.
Organizational Culture:It consists of sharing the norms and values that guides the organizational
members behavior.
Organizational Climate:It is a relatively enduring quality of the internal environment that is
experienced by its members, influences their behavior and can be described in terms of the value of a
particular set of characteristics of the organization.
EXIT Policy/ EXIT Interview: A detailed, written policy statement on how to handle the Employees
who are leaving the company (on voluntary or involuntary terms).
Exit Interviews must be carefully planned, consistently administered and thoroughly analyzed.
HR Demand Forecasting: Techniques to forecast demand for people in the future.
Some such methods are:
Regression Analysis:A statistical technique to find the best relationship between a dependent
variable and selected independent variables. Applied by the HR Depts. also for predicting future need
for employees.
Management by objectives: MBO involves setting specific measurable goals with each employee
and then periodically reviewing the progress made.
PERFORMANCE APPRAISAL
Rating scales
Under this method, scales are established for a number of specific factors and qualities. Five degrees
are established for each factor and general definitions appear at points along the scale.
Weighted Check List: Under this method, various statements are prepared in such a manner that
they describe various types and levels of behavior for a particular job. Each statement is attached with
a scale value. At the time of rating the employees, the supervisors just collects and check all the
statements. After the weights are attached to the individual traits, the rating up to this level is gathered
on the rating sheet. Then the weights are averaged and employee is evaluated.
Forced choice: under this method, the rater is forced to choose between descriptive statements of
seemingly equal worth describing the people in question. Statements are chosen of both the sides
(favorable as well as unfavorable).
Critical incidents: It means a significant act by an employee exceeding or failing any of the
requirements of his job. It represents an exceptional behavior of an employee at work, like resisted
the implementation of change, became upset over work, refused to help fellow worker, welcome new
ideas, etc.
Field review:Under this method, an expert from the personnel department interviews the supervisors.
The expert questions the supervisor to obtain all the pertinent information on each employee and
takes notes in his notebook.
Essay: A performance appraisal method whereby an appraiser writes a narrative about the employee.
Cost Accounting: That part of the accounting function, which deals with determining, analyzing,
reporting and controlling the process, job product or department. Cost accounting provides the basis
for managerial decision-making.
360 –Degree Appraisal: An appraisal device that seeks performance feedback from such sources as
oneself, bosses, peers, team members, customers, and suppliers has become very popular in
contemporary organizations.
Assessment Centers: It is done to make selection and promotion decisions and to identify strengths
and weaknesses of candidates for developmental purposes.
Employee Referrals: A recommendation from a current employee regarding a job applicant.
Attitude Survey: A study of the opinions and attitudes of employees concerning established policies,
practices, working conditions and overall atmosphere/culture of the company.
Quality Circles: A small group of people who voluntarily perform quality improvement activities at the
work place. It is a team approach to problem solving.

viii
 Appendix 2

PROFILE OF THE MANAGERS (DEMOGRAPHIC VARIABLES)

Sr.No. DENOGRAPHIC VARIABLES FREQUENC PRECENTAGE

1 Organization AC Y
47 25.5434782609
DDP 36 19.5652173913
KP 30 16.3043478261
SBL 17 9.2391304348
APS 32 17.3913043478
VM 22 11.9565217391
2 Qualifications
Diploma 41 22.2826086957
Graduation 87 47.2826086957
PG 26 14.1304347826
Others 30 16.3043478261

3 Gender Male 159 86.4130434783

Female 25 13.5869565217

4 Material Status
Married 158 85.8695652174
Unmarried 26 14.1304347826

5 Level of Management

Top 7 3.8043478261
Middle 106 57.6086956522
Junior 71 38.5869565217

6 Income 1 lac - 2 lac 75 40.7608695652

2lac – 3 lac 105 57.0652173913
3 lac – 4 lac 4 2.1739130435

7 Age 25-35 45 24.4565217391

35-45 97 52.7173913043
45-55 38 20.652173913
55-65 4 2.1739130435
 Appendix 3
FACTOR ANALYSIS

S. No. FACTORS HR PRACTICES

1 Procurement & Development
2 Employee Benefits
3 Employee Schemes
4 Promotions & Transfer
5 Exit Policy
HR Planning
Recruitment & Selection
Induction
Training & Development
Performance Appraisal
Career Planning
Fringe Benefits
Reward & Recognition
Welfare Activities
SHE policy
Suggestions Scheme
Promotion & Transfers
Exit Policy
FACTORS FOR JOB SATISFACTION

St. No. STATEMENT FACTORS

I have been getting promotion as per my
1
qualification and experience.
Favouritism does not have any role to play in
2
my organization. Team Working &
I am satisfied with welfare facilities (medical Supportive Culture
9
etc.) provided by the organization.
I have good prospects of advancement in my
10
job.
On the whole, I am satisfied with the general
3
supervision in my department.
Working Conditions
Working conditions in this organization are
4
satisfactory.
My pay is enough for providing necessary
8 Quality of Work Life
things in my life.
My supervisor takes into account my wishes
5 Supervisory Style
and my performance.
6 My job has helped me to learn more skills.
My job is reasonably secures as long as I do Skill Enhancement
7
good work.
Contd…
MEASURES FOR ORGANISATIONAL COMMITMENT

St. No. STATEMENT MEASURES

I would be very happy to spend the rest of my
1
career with this organization.
I feel proud to discuss about organization with
2
people outside of it. Affective
I really feel as if this organization’s problems Commitment
3
are my own.
I think that I could easily become as attached
4
to another organization as I am to this one.
If I got another offer for a better job elsewhere
5 I would not feel it was right to leave my
organization.
This organization deserves my loyalty. Normative
6
Commitment
I would not leave my organization right now
7 because I have a sense of obligation to the
people in it.
Too much in my life would be disrupted if I
8 decided I wanted to leave my organization
now.
One of the few serious consequences of
9 leaving this organization would be the scarcity
Continuance
of available alternatives.
Commitment
One of the major reasons I continue to work
for this organization is that leaving would
10 require considerable personal sacrifice -
another organization may not match the
overall benefits that I have here.
 Appendix 4

RELIABILITY OF HR PRACTICES QUESTIONNAIRE

R E L I A B I L I T Y A N A L Y S I S - S C A L E (A L P H A)

Reliability Coefficients

N of Cases = 184.0 N of Items = 5 Alpha = .8350

Wherein N of Cases is Number of Respondents

N of items is Number of Factors
Alpha is Coefficient of Reliability

RELIABILITY OF JOB SATISFACTION QUESTIONNAIRE

Reliability Coefficients

N of Cases = 184.0 N of Items = 5 Alpha = .8163

Wherein N of Cases is Number of Respondents

N of items is Number of Factors
Alpha is Coefficient of Reliability

RELIABILITY OF ORGANISATIONAL COMMITMENT QUESTIONNAIRE

Reliability Coefficients

N of Cases = 184.0 N of Items = 3 Alpha = .8222

Wherein N of Cases is Number of Respondents

N of items is Number of Factors
Alpha is Coefficient of Reliability
 Appendix 5
MEAN VALUES OF HR PRACTICES IN PHARMA UNITS UNDERSTUDY

Case Summaries
Mean
ORGANI HRP 1 HRP 2 HRP 3 HRP 4 HRP 5 HRP 6 HRP 7 HRP 8 HRP 9 HRP 10 HRP 11 HRP 12 HRP 13

AC 2.195035   2.401596  2.205674  2.219858 2.248227 2.13617 2.219858 2.25 2.074468 2.303675 2.388298 2.404255 2.425532 

APS 2.192708  2.265625  2.302083  2.239583 2.354167 2.05625 2.145833 2.179688 2.25 2.321023 2.617188 2.875 2.53125 

DDP 2.217593  2.3125  2.222222  2.37037 2.314815 2.094444 2.314815 2.3125 2.25 2.313131 2.354167 2.611111 2.25 

KP 2.216667  2.208333  2.111111  2.033333 2.033333 2.066667 2.044444 2.216667 2.05 2.19697 2.325 2.9 2.666667 

VM 2.151515  2.198864  2.106061  2.181818 2.075758 1.9 2.045455 2.022727 2.045455 2.173554 2.272727 2.954545 2.545455 

SBL 2.382353  2.294118  2.27451  2.215686 2.254902 2.141176 2.137255 2.132353 2.205882 2.358289 2.25 2.176471 2.647059 
Total 2.225973 2.2801727 2.20361 2.210108 2.213534 2.065785 2.151277 2.185656 2.145968 2.277774 2.367897 2.653564 2.510994

Wherein

HRP 1 HR Planning
HRP 2 Recruitment & Selection
HRP 3 Induction
HRP 4 Training & Development
HRP 5 Performance Appraisal
HRP 6 Career Planning
HRP 7 Fringe Benefits
HRP 8 Rewards & Recognition
HRP 9 Welfare activities
HRP 10 SHE Policy
HRP 11 Suggestion & Schemes
HRP 12 Promotion & Transfers
HRP 13 Exit Policy
 Appendix 6

ANALYSIS OF FACTORS OF HR PRACTICES (H R P )

Procurement & Employee Employee Promotions &

Organization Development Benefits Schemes Transfers Exit Policy
Mean 2.2536 1.062 2.326 2.4 2.43
N 47 47 47 47 47
AC Std. Deviation 5.117 3.425 4.274 0.901 0.801
Mean 2.2076 1.0688 2.4 2.88 2.53
N 32 32 32 32 32
APS Std. Deviation 4.809 2.479 2.527 0.421 0.915
Mean 2.2424 1.1056 2.318666667 2.61 2.25
N 36 36 36 36 36
DDP Std. Deviation 4.881 3.118 3.506 0.645 0.841
Mean 2.1492 1.008 2.231333333 2.9 2.67
N 30 30 30 30 30
KP Std. Deviation 2.97 1.495 2.063 0.403 0.711
Mean 2.1144 0.982 2.2 2.95 2.55
N 22 22 22 22 22
VM Std. Deviation 4.063 1.224 3.817 0.213 0.858
Mean 2.2728 1.0448 2.329333333 2.18 2.65
N 17 17 17 17 17
SBL Std. Deviation 3.795 3.14 4.235 0.883 0.702
Mean 2.2116 1.0516 2.307333333 2.65 2.48
N 184 184 184 184 184
Total Std. Deviation 4.619 2.865 3.583 0.692 0.816
 Appendix 7

ANOVA ANALYSIS of 5 Factors of Human Resource Planning

Sum of Squares df Mean Square F Sig.

Between Groups 315.488 5 63.098 3.130 .010

HRP1 Within Groups 3588.245 178 20.159
Total 3903.734 183
Between Groups 177.742 5 35.548 4.778 .000
HRP2 Within Groups 1324.411 178 7.441
Total 1502.152 183
Between Groups 164.728 5 32.946 2.684 .023
HRP3 Within Groups 2185.098 178 12.276
Total 2349.826 183
Between Groups 12.239 5 2.448 5.771 .000
HRP4 Within Groups 75.500 178 .424
Total 87.739 183
Between Groups 3.739 5 .748 1.126 .348
Within Groups 118.212 178 .664
HRP5
Total 121.951 183

Wherein:

HRP1: PROCUREMENT &DEVELOPMENT

HRP2: EMPLOYEE BENEFITS

HRP3: EMPLOYEE SCHEMES

HRP4: PROMOTIONS & TRANSFERS

HRP5: EXIT POLICY

 
 Appendix 8

ANALYSIS OF FACTORS OF JOB SATISFACTION (JS)

Organizatio Team working & Working Quality of Supervisory Skill

n Supportive Culture Conditions Work Life Style Enhancement
Mean 2.4475 2.35 2 2.15 2.235
N 47 47 47 47 47
Std.
AC Deviation 2.032 1.458 0.956 0.932 1.472
Mean 2.2425 1.815 2.34 2 2.08
N 32 32 32 32 32
Std.
APS Deviation 1.713 1.289 0.902 0.842 1.194
Mean 2.3275 2.165 2.03 2.33 2.54
N 36 36 36 36 36
Std.
DDP Deviation 1.786 1.512 0.91 0.894 1.204
Mean 2.1575 2.235 1.63 1.5 2.135
N 30 30 30 30 30
Std.
KP Deviation 1.098 1.074 0.85 0.777 0.98
Mean 1.965 2.115 1.41 1.27 2.07
N 22 22 22 22 22
Std.
VM Deviation 1.39 0.869 0.796 0.55 1.125
Mean 2.44 2.355 2.06 1.65 2.265
N 17 17 17 17 17
Std.
SBL Deviation 1.64 1.16 0.966 0.931 1.328
Mean 2.2825 2.175 1.94 1.9 2.235
N 184 184 184 184 184
Std.
Total Deviation 1.785 1.334 0.936 0.912 1.276
 Appendix 9

ANOVA ANALYSIS of 5 Factors of Job Satisfaction

Between Groups 71.773 5 14.355 4.999 .000

JS1 Within Groups 511.096 178 2.871
Total 582.870 183
Between Groups 25.550 5 5.110 3.030 .012
JS2 Within Groups 300.190 178 1.686
Total 325.739 183
Between Groups 14.925 5 2.985 3.654 .004
JS3 Within Groups 145.417 178 .817
Total 160.342 183
Between Groups 24.536 5 4.907 6.840 .000
JS4 Within Groups 127.703 178 .717
Total 152.239 183
Between Groups 20.441 5 4.088 2.624 .026
JS5 Within Groups 277.364 178 1.558
Total 297.804 183

Wherein:

JS1: TEAM WORKING AND SUPPORTIVE CULTURE

JS2: WORKING CONDITIONS:

JS3: QUALITY OF WORK LIFE

JS4: SUPERVISORY STYLE

JS5: SKILL ENHANCEMENT

 Appendix 10

Variables Entered/Removed(b)
Model Variables Entered Variables Removed Method
1 HRP5, HRP3, HRP4, HRP2, HRP1(a) . Enter
a All requested variables entered.
b Dependent Variable: TJS
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .192(a) .037 .010 3.424
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1

ANOVA(b)
Model Sum of Squares df Mean Square F Sig.
Regression 80.040 5 16.008 1.366 .239(a)
1 Residual 2086.694 178 11.723
Total 2166.734 183
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
b Dependent Variable: TJS

Coefficients(a)
Unstandardized Coefficients Standardized Coefficients
Model t Sig.
B Std. Error Beta
(Constant) 19.697 3.813 5.166 .000
HRP1 .059 .061 .079 .965 .336
HRP2 .106 .096 .089 1.104 .271
1
HRP3 -.054 .073 -.057 -.742 .459
HRP4 -.614 .371 -.124 -1.655 .100
HRP5 -.180 .318 -.043 -.567 .572
a Dependent Variable: TJS
 
 Appendix 11

ANALYSIS OF FACTORS OFORGANIZATION COMMITMENT

Organizatio AFFECTIVE NORMATIVE CONTINUANCE

n COMMITMENT COMMITMENT COMMITMENT
Mean 9.68 6.15 6.28
N 47 47 47
Std.
AC Deviation 1.946 1.681 1.44
Mean 8.75 6.06 6.56
N 32 32 32
Std.
APS Deviation 1.606 1.501 1.722
Mean 9.5 6.28 6.31
N 36 36 36
Std.
DDP Deviation 1.844 1.485 1.327
Mean 8.77 5.87 5.73
N 30 30 30
Std.
KP Deviation 0.971 0.86 0.868
Mean 8.14 5.27 5.68
N 22 22 22
Std.
VM Deviation 1.457 0.985 0.995
Mean 9 6.47 6.35
N 17 17 17
Std.
SBL Deviation 1.581 1.625 1.766
Mean 9.09 6.04 6.18
N 184 184 184
Std.
Total Deviation 1.709 1.442 1.401
 Appendix 12

ANOVA ANALYSIS of 5 Factors of Organization Commitment

Between Groups 49.438 5 9.888 3.628 .004

OC1 Within Groups 485.170 178 2.726
Total 534.609 183
Between Groups 19.613 5 3.923 1.934 .091
OC2 Within Groups 361.120 178 2.029
Total 380.734 183
Between Groups 17.642 5 3.528 1.839 .107
OC3 Within Groups 341.440 178 1.918
Total 359.082 183

Wherein:

OC1: Affective Commitment

OC2: Normative Commitment

OC3: Continuance Commitment

 
 Appendix 13

Variables Entered/Removed(b)
Model Variables Entered Variables Removed Method
1 HRP5, HRP3, HRP4, HRP2, HRP1(a) . Enter
a All requested variables entered.
b Dependent Variable: TOC
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .168(a) .028 .001 2.914
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1

ANOVA(b)
Model Sum of Squares df Mean Square F Sig.
Regression 43.846 5 8.769 1.033 .400(a)
1 Residual 1511.110 178 8.489
Total 1554.957 183
a Predictors: (Constant), HRP5, HRP3, HRP4, HRP2, HRP1
b Dependent Variable: TOC

Coefficients(a)
Unstandardized Coefficients Standardized Coefficients
Model t Sig.
B Std. Error Beta
(Constant) 18.113 3.245 5.582 .000
HRP1 .100 .052 .158 1.923 .056
HRP2 -.042 .082 -.042 -.516 .607
1
HRP3 -.002 .062 -.002 -.026 .980
HRP4 -.321 .316 -.076 -1.017 .311
HRP5 -.125 .271 -.035 -.460 .646
a Dependent Variable: TOC