2 correlation analysis with the principal hypothesis

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2. CORRELATION ANALYSIS With the principal hypothesis H1: There is a relationship between Employee motivation and Job performance. H2: There is NO relationship between Employee motivation and Job performance Motivation_INDX Performance_INDX Motivation_INDX Correlation of pearson Sig. (bi-varied) N 1,00 24 ,27 ,203 24 Performance_INDX Correlation of pearson Sig. (bi-varied) N ,27 ,203 24 1,00 24 Here, we have seen that the table shows there is no Significance value, 0,203 ˃ 0, 05. So H1 Will be rejected. We should take H0: There is a relationship between employee motivation and Job performance. 3. CORRELATION ANALYSIS study on various hypothesis H0: There is a positive impact on Employees’ effort the Best remuneration as a factor of motivating Employee. H1: There is no impact on Employees’ effort the Best salary. Motivation_INDX Performance_INDX I am satisfied with the level of pay receive Correlation of pearson Sig. (bi-varied) N 1,00 24 -,08 ,709 24 I put the necessary effort to reach a goal (motivated) Correlation of pearson Sig. (bi-varied) N -,08 ,709 24 1,00 24 29
Employee motivation and Job performance at UDM Interpretation In view Significance value obtained is 0,709 which is greater than 0, 05. So, we will take H0: There is a positive impact on Quality of work the Best Leadership as a factor of motivating Employee and H1 will be rejected. 30
Employee motivation and Job performance at UDM Chapter 5 FINDINGS 31
Employee motivation and Job performance at UDM Chapter 5: FINDINGS 5.1. Findings The three main objectives are: 1. To identify factors that motivates employees. 2. To determine the Employee’s work performance level. 3. To assess the relationship between employee motivation and job performance Factors motivated Employees In this study, there are five determinants which is Pay or Salary, Acknowledgment, Leadership, Growth, Coworkers Relationship. The two major factors that brings motivation for UDM Lecturers are Acknowledgment and Salary. Level of Job performance. From the statistical analysis, we can assume that greater number of UDM Lecturers put the necessary effort to reach their goal. This means that they are motivated. And this may result a good quality of work. To assess if the relationship between employee motivation and job performance exists. According to Alderfer (1972) Management should get to know the people’s needs and to meet them as a means of increasing performance. Forthermore, Employees at UDM proved the existence of the relationship. Through the various hypothesis used, it implied that there is a positive impact on Employees’ effort the Best remuneration as a factor of motivating Employee 32
Employee motivation and Job performance at UDM Chapter 6 CONCLUSION and RECOMMENDATION 33
Employee motivation and Job performance at UDM Chapter 6: RECOMMANDATION and CONCLUSION 6.1. Recommandation The University of Mascareignes has Motivated Employees. Motivation of employees can still be increased so as to increase the efficiency and satisfaction of work. In the manner that Employees at UDM told, some of the areas that can be improved are: -

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