rm report (1)

ALLAH is very Kind, Merciful and Compassionate. His benevolence and blessings have enabled us to accomplish this task.

REPORT On

Course: Research Method

Submitted toDr.Naveed.R Khan

Submitted byAdeel bin khalid(0945)AsadShabbir (0941) Ayesha khan ( )Hadiqa ()MuqaddasIsrar (0000)RaheemaGodar(0947)

Attn: Dr. Naveed R Khan

Research Method

Iqra University,

Karachi

Respected Sir,

We are honored to present this report that you had assigned us for the course of “Strategic Research Method”. This report is based on our observation, research and proposed suggestions should adapted by Different HR managers. It will also show us that through these analysis how we can interoperate different factors of a company.

We have learned a great deal regarding research methods while working on this Project/Report, for which we are grateful to you.

We look forward to discussing your review and suggestion to bring about any improvement regarding this report.

Hope you will like our effort

Page 2 of 95

Acknowledgment

Allah is very Kind, Merciful and Compassionate. His benevolence and blessings have enabled us to accomplish this task.

We highly appreciate our honorable teacher Dr.NaveedR.Khanfor his vision to make us learn, guidance and support.

We would like to also thank to all the HR managersfor giving us time and providing related information. They provided such valuable information which helped us to prepare our report.

The last but not the least, we would feel incomplete without thanking our parents who pray for our brilliant success and bright future.

Page 3 of 95

TABLE OF CONTENTS

Page 4 of 95

Executive Summary

Reliability Consistency shows the reliability in data.

Page 5 of 95

Cronbach’s alpha is the test which is reliable for data.

Criteria of Cronbach’s alpha:

0 represents not reliable.

1 represents highly reliable.

0.7 or greater than represents reliable.

Less than 0.7 represents data is not reliable.

Results of Reliability of different factors of an organization are as followed Staffing

Reliability Statistics

Cronbach's Alpha N of Items

.708 6

Result:Thecronbach’s alpha value is 0.708 which shows that data is reliable.

Item-Total Statistics

Scale Mean if

Item Deleted

Scale

Variance if

Item Deleted

Corrected

Item-Total

Correlation

Cronbach's Alpha if

Item Deleted

Employee are hired

orpromoted on the basis

of their job knowladge

and experience

16.08 12.020 .592 .627

Employees are hired or

promoted on the basis of

their ability to collaborate

and work withother

16.33 11.507 .552 .632

Employee are hired

orpromotedonthe basis

oftheir potential to learn

16.20 13.087 .512 .657

Employeeesare hired

orpromotedonthe basis of

their fit with the

organizationculture

16.55 11.638 .490 .651

STFf 17.93 13.302 .205 .751

STFg 16.80 12.062 .399 .683

Page 6 of 95

These are the different components which are includes in the staffing factor and on which we have applied / tested reliability statistics of staffing.

Job work design



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

JWDa 25.7436 39.827 .590 .845

JWDb 25.7436 38.196 .678 .835

JWDc 25.4359 36.779 .822 .819

JWDd 25.2564 41.038 .706 .836

JWDe 25.3590 41.394 .562 .847

JWDf 25.5641 41.726 .575 .846

JWDg 25.5128 42.046 .558 .848

JWDh 26.0256 43.447 .487 .854

JWDi 25.7179 42.734 .361 .870

These are the different components which are includes in the job work design factor and on which we have applied / tested reliability statistics of job work design.

Page 7 of 95


Cronbach's

Alpha

N of Items

.860 9

Training and Development


Cronbach's

Alpha

N of Items

.867 9



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

TDa 26.5000 36.513 .686 .844

TDb 26.6250 36.497 .645 .848

TDc 26.7000 35.241 .738 .839

TDd 26.6250 36.856 .652 .847

TDe 26.8000 36.215 .547 .859

TDf 26.9000 36.451 .664 .846

TDg 26.6000 39.631 .520 .859

TDh 27.2500 36.859 .532 .860

TDi 26.8000 39.344 .437 .866

These are the different components which are includes in the training and development factor and on which we have applied / tested reliability statistics of training and development.

Page 8 of 95

Performance Appraisal


Cronbach's

Alpha

N of Items

.820 8



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

PAa 24.9500 31.844 .491 .806

PAb 24.9500 31.690 .539 .801

PAc 25.1250 30.881 .521 .802

PAd 24.9500 31.074 .488 .807

PAe 25.0500 30.767 .520 .802

PAf 25.2000 30.010 .568 .796

PAg 24.9250 28.738 .732 .773

PAh 25.4000 29.374 .493 .810

These are the different components which are includes in the performance appraisal factor and on which we have applied / tested reliability statistics of performance appraisal.

Page 9 of 95

Compensation


Cronbach's

Alpha

N of Items

.606 5



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

Ca 12.9500 8.972 .473 .485

Cb 12.8500 10.746 .314 .574

Cc 13.4250 9.071 .438 .506

Cd 13.4000 10.759 .324 .569

Ce 12.9750 11.256 .253 .602

These are the different components which are includes in the compensation factor and on which we have applied / tested reliability statistics of compensation.

Page 10 of 95

Career Planning


Cronbach's

Alpha N of Items

.678 3



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

CPa 6.5250 3.487 .489 .588

CPc 6.4750 2.820 .614 .409

CPd 6.7500 3.474 .386 .720

These are the different components which are includes in thecareer planningfactor and on which we have applied / tested reliability statistics of career planning.

Page 11 of 95

Health and Safety


Cronbach's

Alpha N of Items

.832 6



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

HSa 16.6000 17.733 .695 .784

HSb 16.6750 16.943 .758 .769

HSc 17.1000 17.118 .676 .790

HSd 16.1250 21.035 .647 .804

HSe 16.5250 21.179 .539 .818

HSf 17.2250 21.717 .368 .849

These are the different components which are includes in thehealth and safety factor and on which we have applied / tested reliability statistics of health and safety.

Page 12 of 95

Organization Performance


Cronbach's

Alpha N of Items

.807 13



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

OPa 47.1818 56.653 .508 .793

OPb 47.1818 52.903 .601 .782

OPc 47.1212 53.610 .611 .783

OPd 46.9394 51.684 .788 .770

OPe 46.9091 52.148 .635 .779

OPf 47.0909 54.710 .514 .790

OPg 47.2727 54.455 .611 .784

OPh 47.0606 54.746 .597 .785

OPi 47.0303 57.780 .469 .796

OPj 47.4848 52.195 .637 .779

OPk 46.9091 57.960 .311 .804

OPl 46.9394 60.621 .167 .812

OPm 46.8788 50.985 .176 .875

Page 13 of 95

These are the different components which are includes in theoperation performance factor and on which we have applied / tested reliability statistics of operation performance.

Organization Success Factor


Cronbach's

Alpha N of Items

.926 14



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

OSFa 46.9211 117.156 .627 .922

OSFb 46.4737 119.175 .695 .920

OSFc 46.7632 118.780 .667 .920

OSFd 46.5789 114.683 .747 .918

OSFe 46.5789 125.223 .494 .925

OSFf 46.5526 118.740 .630 .922

OSFg 46.6842 117.627 .830 .916

OSFh 46.3421 117.042 .696 .919

OSFi 46.7105 115.238 .737 .918

OSFj 46.4211 118.683 .707 .919

OSFk 46.6579 112.880 .787 .916

OSFl 46.7368 122.469 .685 .920

OSFm 46.5789 126.575 .344 .931

OSFn 46.3947 122.462 .652 .921

Page 14 of 95

These are the different components which are includes in theorganization success factorfactor and on which we have applied / tested reliability statistics of organization success factor.

Human Resource Outcomes


Cronbach's

Alpha N of Items

.806 7



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

HRMOa 21.4737 23.283 .401 .804

HRMOb 21.5263 23.283 .407 .803

HRMOc 21.0263 21.864 .643 .766

HRMOd 21.0000 22.757 .419 .802

HRMOe 21.2368 18.726 .772 .733

HRMOf 21.3158 19.141 .659 .757

HRMOg 21.3158 22.708 .507 .787

These are the different components which are includes in the human resource management factor and on which we have applied / tested reliability statistics of human resource management.

Page 15 of 95

Legal and Regulatory Environment


Cronbach's

Alpha N of Items

.775 9



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

LAREa 26.7647 22.185 .261 .779

LAREb 26.9412 20.481 .533 .746

LAREc 26.6765 20.347 .511 .748

LAREd 26.7059 19.790 .683 .729

LAREe 26.7941 19.017 .469 .754

LAREf 26.5000 20.076 .441 .757

LAREg 26.7059 18.638 .521 .744

LAREh 26.7941 18.047 .606 .729

LAREi 26.5882 22.613 .175 .791

Page 16 of 95

These are the different components which are includes in the legal and regulatory environment factor and on which we have applied / tested reliability statistics of legal and regulatory environment.

icp


Cronbach's

Alpha N of Items

.915 10



Scale Mean if

Item Deleted

Scale Variance

if Item Deleted

Corrected Item-

Total Correlation

Cronbach's

Alpha if Item

Deleted

ICa 32.6538 78.235 .453 .920

ICb 32.4231 77.454 .548 .914

ICc 32.6154 72.726 .858 .897

ICd 32.5769 73.214 .752 .902

ICe 32.5000 74.580 .610 .911

ICf 32.4231 71.134 .805 .899

ICg 32.2692 72.685 .732 .903

ICh 32.6923 72.142 .761 .901

ICi 32.5000 75.380 .691 .906

ICj 32.7308 74.045 .688 .906

Page 17 of 95

These are the different components which are includes in theicpfactor and on which we have applied / tested reliability statistics of icp.

Transformation

Co relation

When we need to analyze quantitative variables we use co relation.

There are three types of co relations.

Direct relation: if one variable increase the other variable also increase. Inverse relation: where the X increase and the Y decrease. No liner relation: where X increase no effect on Y.

There are three objectives of co relation:

Significant relationship Direction of relationship The strength of relationship

If the value closer to 0.5 it shows moderate relationship. If the value closer to 0.7 it shows strongrelationship. If the value closer to 0.2 it shows weak relationship.

Page 18 of 95

sss

Correlations

sta

ffin

g

jobwo

rkdesi

gn

trainingan

ddevelop

ment

performa

nceappra

isal

comp

ensati

on

career

planni

ng

health

andsaf

ety

organizatio

nperforma

nce

organizatio

nsuccessfa

ctor

HRo

utco

mes

legalan

dregulat

ory

industryc

haracters

tics

Staffing Pea

rson

Corr

elati

on

1 .699** .500** .510** .324* .312 .507** .131 .541** .444** .355* .314

Sig.

(2-

taile

d)

.000 .001 .001 .041 .050 .001 .422 .000 .004 .029 .055

N 40 40 40 40 40 40 40 40 40 40 38 38

jobworkdesi

gn

Pea

rson

Corr

elati

on

.6

99*

*

1 .692** .635** .418** .412** .639** .394* .733** .622** .406* .527**

Sig.

(2-

taile

d)

.0

00

.000 .000 .007 .008 .000 .012 .000 .000 .011 .001

N 40 40 40 40 40 40 40 40 40 40 38 38

Trainingand

developme

nt

Pea

rson

Corr

elati

on

.5

00*

*

.692** 1 .656** .522** .731** .764** .596** .749** .492** .223 .453**

Page 19 of 95

Sig.

(2-

taile

d)

.0

01

.000 .000 .001 .000 .000 .000 .000 .001 .178 .004

N 40 40 40 40 40 40 40 40 40 40 38 38

performanc

eappraisal

Pea

rson

Corr

elati

on

.5

10*

*

.635** .656** 1 .724** .715** .649** .416** .717** .494** .349* .533**

Sig.

(2-

taile

d)

.0

01

.000 .000 .000 .000 .000 .008 .000 .001 .032 .001

N 40 40 40 40 40 40 40 40 40 40 38 38

Compensati

on

Pea

rson

Corr

elati

on

.3

24*

.418** .522** .724** 1 .703** .462** .246 .624** .409** .305 .375*

Sig.

(2-

taile

d)

.0

41

.007 .001 .000 .000 .003 .126 .000 .009 .063 .020

N 40 40 40 40 40 40 40 40 40 40 38 38

Careerplan

ning

Pea

rson

Corr

elati

on

.3

12

.412** .731** .715** .703** 1 .658** .512** .642** .246 .158 .329*

Sig.

(2-

taile

d)

.0

50

.008 .000 .000 .000 .000 .001 .000 .126 .342 .044

N 40 40 40 40 40 40 40 40 40 40 38 38

Healthands

afety

Pea

rson

Corr

elati

on

.5

07*

*

.639** .764** .649** .462** .658** 1 .567** .692** .446** .364* .539**

Page 20 of 95

Sig.

(2-

taile

d)

.0

01

.000 .000 .000 .003 .000 .000 .000 .004 .025 .000

N 40 40 40 40 40 40 40 40 40 40 38 38

Organizatio

nperforman

ce

Pea

rson

Corr

elati

on

.1

31

.394* .596** .416** .246 .512** .567** 1 .423** .140 .055 .421**

Sig.

(2-

taile

d)

.4

22

.012 .000 .008 .126 .001 .000 .007 .389 .744 .009

N 40 40 40 40 40 40 40 40 40 40 38 38

Organizatio

nsuccessfa

ctor

Pea

rson

Corr

elati

on

.5

41*

*

.733** .749** .717** .624** .642** .692** .423** 1 .595** .241 .664**

Sig.

(2-

taile

d)

.0

00

.000 .000 .000 .000 .000 .000 .007 .000 .146 .000

N 40 40 40 40 40 40 40 40 40 40 38 38

Hroutcomes Pea

rson

Corr

elati

on

.4

44*

*

.622** .492** .494** .409** .246 .446** .140 .595** 1 .299 .542**

Sig.

(2-

taile

d)

.0

04

.000 .001 .001 .009 .126 .004 .389 .000 .068 .000

N 40 40 40 40 40 40 40 40 40 40 38 38

legalandreg

ulatory

Pea

rson

Corr

elati

on

.3

55*

.406* .223 .349* .305 .158 .364* .055 .241 .299 1 .201

Page 21 of 95

Sig.

(2-

taile

d)

.0

29

.011 .178 .032 .063 .342 .025 .744 .146 .068 .226

N 38 38 38 38 38 38 38 38 38 38 38 38

industrycha

racterstics

Pea

rson

Corr

elati

on

.3

14

.527** .453** .533** .375* .329* .539** .421** .664** .542** .201 1

Sig.

(2-

taile

d)

.0

55

.001 .004 .001 .020 .044 .000 .009 .000 .000 .226

N 38 38 38 38 38 38 38 38 38 38 38 38

**. Correlation is significant at the 0.01 level (2-tailed).

*. Correlation is significant at the 0.05 level (2-tailed).

Result of relationship staffing Objective: study of relationship.

Null Hypothesis: Ho, r=0 Null hypothesis no relationship

Always ignore diagonal. Result of job work design

SignificationThe sig value is 0.00 which is less than alpha which shows r is rejected.

Correlation The pearson co relation is 0.699 which shows moderate high correlation with staffing.

Result of Training and Development


Correlation The pearson co relation is 0.500 which shows moderate correlation with staffing.

Result of performance appraisal

Signification

Page 22 of 95

The sig value is 0.01 which is less than alpha which shows r is rejected.


Result of compensation

SignificationThe sig value is 0.041 which is more than alpha which shows r is accepted.

Correlation The pearson co relation is 0.324 which shows low correlation with staffing.

Result of career planning



Result of health and safety



Result of organizational performance



Result of organization success factor


Correlation Page 23 of 95

The pearson co relation is 0.541 which shows moderate correlation with staffing.

Result of HRM outcomes



Result of legal and regulatory environment



Result of industry characteristics



Job work design Result of staffing


Correlation The pearson co relation is 0.699 which shows moderate high correlation with job work

design.

Result of Training and Development

Signification

Page 24 of 95



design. .




design..



Correlation The pearson co relation is 0.418 which shows moderate correlation with job work

design..


SignificationThe sig value is 0.008 which is more than alpha which shows r is rejected.


design.




design..


SignificationPage 25 of 95

The sig value is 0.012 which is more than alpha which shows r is accepted.


design..




design..




design.




design.

Result of industry characterstics


Correlation The pearson co relation is 0.527 which shows moderate correlation with job work design.

Page 26 of 95

Training and Development Result of staffing


Correlation The pearson co relation is 0.500 which shows moderate correlationwith training and

development. .

Result of job work design Page 27 of 95


Correlation The pearson co relation is 0.692 which shows moderate high correlation with training and

development.



Correlation The pearson co relation is 0.565 which shows moderate correlation with training and

development.




development. .




development.




development.


Page 28 of 95



development.




development. .




development.



Correlation The pearson co relation is 0.223 which shows low correlation with training and

development.




development.

.

Page 29 of 95

Performance Appraisal Result of staffing


Correlation The pearson co relation is 0.510 which shows moderate correlation with performance

appraisal.



Correlation The pearson co relation is 0.635 which shows moderate high correlation with

performance appraisal.

Result of training and development

















Page 31 of 95



appraisal.



Correlation The pearson co relation is 0. 717which shows moderate high correlation with





appraisal.



Correlation The pearson co relation is 0.349 which shows low correlation with performance

appraisal.




appraisal.

Page 32 of 95

Compensation Result of staffing


Correlation The pearson co relation is 0.324 which shows low correlation with performance

compensation.



Correlation The pearson co relation is 0.418 which shows moderate correlation with compensation.







compensation.




compensation.





Signification

Page 34 of 95


Correlation The pearson co relation is 0.246 which shows low correlation withcompensation.



Correlation The pearson co relation is 0. 624which shows moderate high correlation with

compensation.






Correlation The pearson co relation is 0.305 which shows low correlation with compensation.



Correlation The pearson co relation is 0.375 which shows low correlation with compensation.

Page 35 of 95

Career Planning Result of staffing


Correlation The pearson co relation is 0.312 which shows low correlation with career planning.

Page 36 of 95

Result of job work design


Correlation The pearson co relation is 0.412 which shows moderate correlation with career planning.



Correlation Thepearson co relation is 0.731 which shows moderate high correlation with career

planning.



Correlation The pearson co relation is 0.715 which shows moderate high correlation with career

planning.




planning.



Correlation The pearson co relation is 0.658 which shows moderate correlation with career planning.


Page 37 of 95


Correlation The pearson co relation is 0.512 which shows moderate correlation withcareer planning.



Correlation The pearson co relation is 0. 624which shows moderate high correlation with career

planning.






Correlation The pearson co relation is 0.158 which shows negligible correlation with career planning.




Page 38 of 95

Health and Safety Result of staffing


Correlation The pearson co relation is 0.507 which shows moderatecorrelation with health and safety.

Page 39 of 95



Correlation The pearson co relation is 0.639 which shows moderate high correlation with health and safety.



Correlation The pearson co relation is 0.764 which shows moderate high correlation with health and

safety.



Correlation The pearson co relation is 0.649 which shows moderate high correlation with health and

safety.



Correlation The pearson co relation is 0.462 which shows moderate correlation with health and

safety.




planning.

Page 40 of 95



Correlation The pearson co relation is 0.567 which shows moderate correlation withhealth and safety.



Correlation The pearson co relation is 0. 692which shows moderate high correlation with health and

safety.




safety.



Correlation The pearson co relation is 0.364 which shows low correlation with health and safety.




safety.

Page 41 of 95

Organizational Performance Result of staffing


Correlation The pearson co relation is 0.131 which shows negligible correlation with organizational

performance.Page 42 of 95



Correlation The pearson co relation is 0.394 which shows low correlation with organizational

performance.



Correlation The pearson co relation is 0.596 which shows moderate correlation with organizational

performance.




performance.



Correlation The pearson co relation is 0.246 which shows low correlation with organizational

performance.




performance.

Page 43 of 95




performance.



Correlation The pearson co relation is 0. 423which shows moderate correlation with organizational

performance.



Correlation The pearson co relation is 0.140 which shows negligible correlation with organizational

performance.




performance.




performance.

Page 44 of 95

Organizational Success Factors Result of staffing



success factor.Page 45 of 95




organizational success factor.

















Page 46 of 95







Correlation The pearson co relation is 0. 423which shows moderate correlation with organizational

success factor.




success factor.



Correlation The pearson co relation is 0.241 which shows low correlation with organizational success

factor.





Page 47 of 95

HRM Outcomes Result of staffing


Correlation The pearson co relation is 0.444 which shows moderate correlation with HRM outcomes.

Page 48 of 95



Correlation The pearson co relation is 0.622 which shows moderate high correlation with HRM

outcomes.



Correlation The pearson co relation is 0.492 which shows moderate correlation with HRM

outcomesResult of performance appraisal



outcomes. Result of compensation



outcomes.



Correlation

Page 49 of 95

The pearson co relation is 0.246 which shows low correlation with HRM outcomes.




outcomes. Result of organizational performance


Correlation The pearson co relation is 0.140 which shows negligible correlation HRM outcomes.

Result of organizational success factor


Correlation The pearson co relation is 0.595 which shows moderate correlation with HRM outcomes



Correlation The pearson co relation is 0.299 which shows low correlation with HRM outcomes



Page 50 of 95

Correlation The pearson co relation is 0.542 which shows moderate correlation with HRM outcomes.

Legal and Regulatory Environment Result of staffing



Correlation The pearson co relation is 0.355 which shows low correlation with legal and regulatory environment.



Correlation The pearson co relation is 0.406 which shows moderate correlation with legal and regulatory environment.












Page 52 of 95

Correlation The pearson co relation is 0.138 which shows low correlation with legal and regulatory

environment. Result of health and safety


Correlation The pearson co relation is 0.364 which shows moderate correlation with legal and regulatory environment.



Correlation The pearson co relation is 0.055 which shows negligible correlation legal and regulatory environment.








Signification

Page 53 of 95



Industry characteristics Result of staffing


Correlation The pearson co relation is 0.314 which shows low correlation with industry characteristics.


SignificationThe sig value is 0.001 which is more than alpha which shows r is rejected.

Correlation The pearson co relation is 0.527 which shows moderate high correlation with industry characteristics.



Correlation The pearson co relation is 0.453 which shows moderate correlation with industry characteristics.
















Correlation The pearson co relation is 0.421 which shows moderate correlation industry characteristics.









SignificationThe sig value is 0.226which is more than alpha which shows r is accepted.


Multiple Regressions

Regression

Regression is the technique of forecasting and study of effect.

Objective

The objective of regression is to study of effect of one variable to another variable.

Required

Page 56 of 95

Whenever we will apply regression we should have quantitative variables.

Types of Regression

If there is one dependent and one independent variable that regression is called simple linear regression.

If there is one dependent and more than one independent variable that regression is called multiple linear regression.

Model Summary

We study model summary to get the result of R square.

Model Summaryb

Model R R Square Adjusted R Square Std. Error of the Estimate

dimension0

1 .744a .554 .366 .54529

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, careerplanning, organizationperformance, HRoutcomes,

jobworkdesign, compensation, healthandsafety, performanceappraisal, organizationsuccessfactor, traininganddevelopment

b. Dependent Variable: staffing

We will take adjusted R square because we have more than 1 independent variables.

Result

Adjusted R square is explaining that 36.6% variance of staffing is described by all scale

variables.

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 9.611 11 .874 2.939 .012a

Residual 7.731 26 .297

Total 17.342 37

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, careerplanning,

organizationperformance, HRoutcomes, jobworkdesign, compensation, healthandsafety,

performanceappraisal, organizationsuccessfactor, traininganddevelopment

b. Dependent Variable: staffing

Page 57 of 95

Objective We study ANOVA to check that model is appropriate or not.

Result

The sig value is 0.12 which is more than 0.05 which shows model isnot appropriate.

Staffing is independent variable

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 1.647 .759 2.169 .039

jobworkdesign .489 .208 .572 2.354 .026

traininganddevelopment .000 .269 .000 .001 .999

performanceappraisal .133 .225 .155 .590 .560

compensation -.016 .207 -.017 -.077 .939

careerplanning -.025 .244 -.029 -.101 .920

healthandsafety .176 .188 .228 .937 .357

organizationperformance -.181 .135 -.250 -1.342 .191

organizationsuccessfactor .108 .234 .134 .460 .650

HRoutcomes -.082 .176 -.090 -.469 .643

legalandregulatory .036 .203 .028 .176 .862

industrycharacterstics -.093 .160 -.118 -.582 .566

a. Dependent Variable: staffing

Result

Job Work design

For the independent variable Job work design, the probability of the t statistic (2.354) for the b

coefficient is 0.039 which is more than level of significance of 0.05. We accept the null

hypothesis that the slope associated with performance appraisal is equal to zero (b = 0) and

conclude that there is a statistically insignificant relationship between job work design and

Page 58 of 95

staffing. Value of beta is positive showing direct relationship in which higher numeric values

for job work design outcome are associated with higher numeric values for frequency staffing.

Training & Development

For the independent variable Training & development, the probability of the t statistic (.001) for

the b coefficient is 0 .026 which is greater than the level of significance of 0.05. We accept the

null hypothesis that the slope associated with performance appraisal is equal to zero (b = 0) and

conclude that there is a statistically insignificant relationship between training and development

and staffing. Value of beta is negative showing inverse relationship in which lower numeric

values for Training & development outcome are associated with higher numeric values for

frequency staffing.


For the independent variable Compensation, the probability of the t statistic (.590) for the b

coefficient is .560 which is greater than the level of significance of 0.05. We accept the null


conclude that there is a statistically insignificant relationship between performance appraisal

and staffing. Value of beta is negative showing inverse relationship in which lower numeric

values for Compensation outcome are associated with higher numeric values for frequency

staffing.

Compensation

For the independent variable Compensation, the probability of the t statistic (-0.077) for the b

coefficient is .939 which is greater the level of significance of 0.05. We accept the null

hypothesis that the slope associated with compensation is equal to zero (b = 0) and conclude

that there is a statistically insignificant relationship between compensation and staffing. Value

of beta is negative showing inverse relationship in which lower numeric values for

Compensation outcome are associated with higher numeric values for frequency staffing.

Career Planning

For the independent variable Career Planning, the probability of the t statistic (-0.101) for the b

coefficient is 0.920 which is greater than or equal to the level of significance of 0.05. We accept

the null hypothesis that the slope associated with career planning is equal to zero (b = 0) and Page 59 of 95

conclude that there is a statistically insignificant relationship between Career Planning and

staffing. Value of beta is positive showing direct relationship in which higher numeric values

for Career Planning outcome are associated with higher numeric values for frequency staffing.

Health & Safety

For the independent variable HRM, the probability of the t statistic (0.937) for the b coefficient

is 0.375 which is greater than the level of significance of 0.05. We accept the null hypothesis

that the slope associated with health and safety is equal to zero (b = 0) and conclude that there is

a statistically insignificant relationship between Health and safety and staffing. Value of beta is

positive showing direct relationship in which higher numeric values for Health and safety

outcome are associated with higher numeric values for frequency staffing.


For the independent variable Organization Performance, the probability of the t statistic (-1.342)

for the b coefficient is 0.191 which is greater than the level of significance of 0.05. We accept

the null hypothesis that the slope associated with organization performance is equal to zero (b =

0) and conclude that there is a statistically insignificant relationship between organization

performance and staffing. Value of beta is negative showing inverse relationship in which lower

numeric values for Organization performance are associated with lower numeric values for

frequency staffing.


For the independent variable Organization Success Factor, the probability of the t statistic

(0.460) for the b coefficient is 0.650 which is greater than or equal to the level of significance of

0.05. We accept the null hypothesis that the slope associated with organization success factor is

equal to zero (b = 0) and conclude that there is a statistically insignificant relationship between

organization success factor and staffing. Value of beta is positive showing positive relationship

in which higher numeric values for organization success factor are associated with higher

numeric values for frequency staffing.

HRM outcome

For the independent variable HRM, the probability of the t statistic (-0.469) for the b coefficient

is 0.643 which is greater than to the level of significance of 0.05. We accept the null hypothesis

that the slope associated with HRM outcome is equal to zero (b = 0) and conclude that there is a Page 60 of 95

statistically insignificant relationship between HRM outcome and staffing. Value of beta is

negative showing inverse relationship in which lower numeric values for HRM outcome are

associated with lower numeric values for frequency staffing.

Legal Requirement

For the independent variable Legal Requirement, the probability of the t statistic (0.176) for the

b coefficient is 0.862 which is greater than or equal to the level of significance of 0.05. We

accept the null hypothesis that the slope associated with legal requirement is equal to zero (b =

0) and conclude that there is a statistically insignificant relationship between Legal requirement

and staffing. Value of beta is negative showing inverse relationship in which higher numeric

values for Legal Requirements are associated with lower numeric values for frequency staffing.

Industrial Characteristics

The probability of t statistics for b is -.509 for the b coefficient is 0.566 which is less than 0.05

hence we reject null hypothesis that the slope associated with industrial characteristics is equal

to zero and conclude that there is a significant relation between industrial characteristics and

staffing. Value of beta is negative showing inverse relationship in which higher numeric values

for industrial characteristics are associated with lower numeric values for frequency staffing.Job work design is independent variable

Model Summaryb


dimension0

1 .872a .761 .660 .46706

a. Predictors: (Constant), staffing, organizationperformance, legalandregulatory, HRoutcomes, compensation, industrycharacterstics,

careerplanning, healthandsafety, performanceappraisal, organizationsuccessfactor, traininganddevelopment

b. Dependent Variable: jobworkdesign

Result

Adjusted R square is explaining that 66% variance of job work design is described by all scale

variables.

Page 61 of 95

ANOVAb


1 Regression 18.035 11 1.640 7.516 .000a

Residual 5.672 26 .218

Total 23.707 37

a. Predictors: (Constant), staffing, organizationperformance, legalandregulatory, HRoutcomes,

compensation, industrycharacterstics, careerplanning, healthandsafety, performanceappraisal,

organizationsuccessfactor, traininganddevelopment

b. Dependent Variable: jobworkdesign

Result

The sig value is 0.000 which is less than 0.05 which shows model is appropriate.

Coefficientsa

Model


Standardized

Coefficients


1 (Constant) -.993 .679 -1.462 .156

traininganddevelopment .276 .224 .267 1.231 .229


compensation -.081 .176 -.075 -.458 .651

careerplanning -.248 .203 -.253 -1.222 .233

healthandsafety -.012 .164 -.013 -.072 .943

organizationperformance .118 .117 .139 1.008 .323

organizationsuccessfactor .295 .193 .314 1.530 .138

HRoutcomes .166 .148 .155 1.122 .272

legalandregulatory .185 .170 .123 1.085 .288


staffing .359 .153 .307 2.354 .026

a. Dependent Variable: jobworkdesign

Result

Staffing

Page 62 of 95

For the independent variable staffing, the probability of the t statistic (2.354) for the b

coefficient is 0.026 which is lesser than the level of significance of 0.05. We reject the null

hypothesis that the slope associated with job work design is equal to zero (b = 0) and conclude

that there is a statistically significant relationship between job work design and staffing. Value

of beta is positive showing direct relationship in which higher numeric values for staffing

outcome are associated with higher numeric values for frequency job work design.

Training & Development

For the independent variable Training & development, the probability of the t statistic (1.231)


the null hypothesis that the slope associated with training and development is equal to zero (b =

0) and conclude that there is a statistically insignificant relationship between Training &

development and job work design. Value of beta is positive showing direct relationship in

which higher numeric values for Training & development outcome are associated with higher

numeric values for frequency job work design.


For the independent variable Performance appraisal, the probability of the t statistic (0.930) for

the b coefficient is 0.361which is greater than the level of significance of 0.05. We accept the



and job work design. Value of beta is positive showing direct relationship in which higher

numeric values for performance appraisal are associated with higher numeric values for

frequency job work design.

Compensation

For the independent variable Compensation, the probability of the t statistic (-0.458) for the b

coefficient is 0.651 which is greater the level of significance of 0.05. We accept the null


that there is a statistically insignificant relationship between compensation and job work design.

Value of beta is negative showing inverse relationship in which lower numeric values for

Compensation outcome are associated with higher numeric values for frequency job work

design.Page 63 of 95

Career Planning

For the independent variable Career Planning, the probability of the t statistic (-1.222) for the b

coefficient is 0.233 which is greater than or equal to the level of significance of 0.05. We accept

the null hypothesis that the slope associated with career planning is equal to zero (b = 0) and

conclude that there is a statistically insignificant relationship between Career Planning and job

work design. Value of beta is negative showing inverse relationship in which higher numeric

values for Career Planning outcome are associated with lower numeric values for frequency job

work design.

Health & Safety

For the independent variable Health & Safety, the probability of the t statistic (-0.072) for the b

coefficient is 0.943 which is greater than the level of significance of 0.05. We accept the null

hypothesis that the slope associated with Health & Safety is equal to zero (b = 0) and conclude

that there is a statistically insignificant relationship between Health and safety and job work

design. Value of beta is positive showing direct relationship in which higher numeric values for

health & safety outcome are associated with higher numeric values for frequency job work

design.





0) and conclude that there is a statistically insignificant relationship between Organization

performance and job work design. Value of beta is positive showing direct relationship in which

higher numeric values for Organization performance are associated with higher numeric values

for frequency job work design.



(1.530) for the b coefficient is 0.138 which is greater than or equal to the level of significance of

0.05. We accept the null hypothesis that the slope associated with Organizational Success

Factor is equal to zero (b = 0) and conclude that there is a statistically insignificant relationship

between Organization Success Factorand job work design. Value of beta is positive showing

positive relationship in which higher numeric values for organization success factor are

associated with higher numeric values for frequency job work design.

HRM outcomePage 64 of 95


is 0.272 which is greater than to the level of significance of 0.05. We accept the null hypothesis

that the slope associated with HRM outcome is equal to zero (b = 0) and conclude that there is a

statistically insignificant relationship between HRM outcome and job work design. Value of

beta is positive showing direct relationship in which higher numeric values for HRM outcome

are associated with higher numeric values for frequency job work design.

Legal Requirement


b coefficient is 0.288 which is greater than level of significance of 0.05. We accept the null

hypothesis that the slope associated with legal requirement is equal to zero (b = 0) and conclude

that there is a statistically insignificant relationship between Legal requirement and job work

design. Value of beta is positive showing direct relationship in which higher numeric values for

Legal Requirements are associated with higher numeric values for frequency job work design.

Industrial characteristics

The probability of t statistics for b is (-0.279) for the b coefficient is 0.783 which is greater than

0.05 hence we accept null hypothesis that the slope associated with industrial characteristics is

equal to zero(b = 0) and conclude that there is a significant relation between industrial

characteristics and Job work design. Value of beta is negative showing inverse relationship in

which higher numeric values for industrial characteristics are associated with lower numeric

values for frequency Job work design.

Training and Development

Model Summary


dimension0

1 .903a .815 .736 .39690

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, careerplanning, staffing, organizationperformance, HRoutcomes,

compensation, healthandsafety, jobworkdesign, performanceappraisal, organizationsuccessfactor

Result

Page 65 of 95

Adjusted R square is explaining that 73.6% variance of training and development is described by all scale variables.

ANOVAb


1 Regression 18.003 11 1.637 10.389 .000a

Residual 4.096 26 .158

Total 22.099 37


compensation, healthandsafety, jobworkdesign, performanceappraisal, organizationsuccessfactor

b. Dependent Variable: traininganddevelopment

Result

The sig value is 0.000 which is greater than 0.05 which shows model is appropriate.

Coefficientsa

Model


Standardized

Coefficients


1 (Constant) .049 .600 .081 .936

Staffing .000 .143 .000 .001 .999

Jobworkdesign .199 .162 .207 1.231 .229

performanceappraisal -.127 .163 -.131 -.778 .443

Compensation .013 .150 .013 .089 .930

Careerplanning .394 .160 .416 2.463 .021

Healthandsafety .171 .135 .195 1.262 .218

organizationperformance .148 .097 .181 1.522 .140

organizationsuccessfactor .208 .166 .229 1.252 .222

HRoutcomes .074 .128 .072 .583 .565

Legalandregulatory -.034 .148 -.023 -.231 .819


a. Dependent Variable: traininganddevelopment

Page 66 of 95

Staffing



hypothesis that the slope associated with staffing is equal to zero (b = 0) and conclude that there

is a statistically significant relationship between staffing and training and development. Value

of beta is positive showing direct relationship in which higher numeric values for staffing are

associated with higher numeric values for frequency training and development.

Job work design

For the independent variable Job work design the probability of the t statistic (1.231) for the b



that there is a statistically insignificant relationship between job work design and Training and

development. Value of beta is positive showing direct relationship in which higher numeric

values for job work design are associated with higher numeric values for frequency training and

development.


For the independent variable Performance appraisal, the probability of the t statistic (-0.778) for

the b coefficient is 0.443 which is greater than the level of significance of 0.05. We accept the



and training and development. Value of beta is negative showing inverse relationship in which

lower numeric values for performance appraisal are associated with higher numeric values for

frequency training and development.

Compensation

For the independent variable Compensation, the probability of the t statistic (0.089) for the b



that there is a statistically insignificant relationship between compensation and training and


values for Compensation are associated with higher numeric values for frequency training and

development.

Career Planning

Page 67 of 95

For the independent variable Career Planning, the probability of the t statistic (2.463) for the b

coefficient is 0.021 which is lesser than the level of significance of 0.05. We rejected the null

hypothesis that the slope associated with career planning is equal to zero (b = 0) and conclude

that there is a statistically insignificant relationship between Career Planning and training and


values for Career Planning are associated with higher numeric values for frequency training and

development.

Health & Safety

For the independent variable Health & Safety, the probability of the t statistic (1.262) for the b



that there is a statistically insignificant relationship between Health and safety and training and


values for health & safety are associated with higher numeric values for frequency training and

development.


For the independent variable Organization Performance, the probability of the t statistic (1.522)




performance and training and development. Value of beta is positive showing direct

relationship in which higher numeric values for Organization performance are associated with

higher numeric values for frequency training and development.



(1.252) for the b coefficient is .222 which is greater than the level of significance of 0.05. We

accept the null hypothesis that the slope associated with Organizational Success Factor is equal

to zero (b = 0) and conclude that there is a statistically insignificant relationship between

Organization Success Factor and training and development. Value of beta is positive showing


associated with higher numeric values for frequency of training and development.

HRM outcome

Page 68 of 95




statistically insignificant relationship between HRM outcome and training and development.

Value of beta is positive showing direct relationship in which higher numeric values for HRM

outcome are associated with higher numeric values for frequency training and development.

Legal Requirement

For the independent variable Legal Requirement, the probability of the t statistic (-0.231)for the

b coefficient is 0.819 which is greater than the level of significance of 0.05. We accept the null


that there is a statistically insignificant relationship between Legal requirement and training and

development .Value of beta is negative showing inverse relationship in which lower numeric

values for Legal Requirements are associated with higher numeric values for frequency training

and development.


The probability of t statistics for b is( -0.731) for the b coefficient is 0.471 which is greater than

0.05 hence we accepted null hypothesis that the slope associated with industrial characteristics

is equal to zero (b = 0) and conclude that there is a significant relation between industrial

characteristics and training and development. Value of beta is negative showing inverse

relationship in which higher numeric values for industrial characteristics are associated with

lower numeric values for frequency training and development.Performance Appraisal

Model Summary


dimension0

1 .869a .756 .652 .47123


compensation, healthandsafety, jobworkdesign, organizationsuccessfactor, traininganddevelopment

Adjusted R square is explaining that 75.6% variance of performance appraisal is described by all scale variables.

Page 69 of 95

ANOVAb


1 Regression 17.842 11 1.622 7.304 .000a

Residual 5.774 26 .222

Total 23.615 37

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, careerplanning, staffing,

organizationperformance, HRoutcomes, compensation, healthandsafety, jobworkdesign,


b. Dependent Variable: performanceappraisal


Coefficientsa

Model


Standardized

Coefficients

T Sig.B Std. Error Beta

1 (Constant) -.436 .708 -.616 .543

staffing .099 .168 .085 .590 .560

jobworkdesign .181 .195 .181 .930 .361

traininganddevelopment -.179 .230 -.173 -.778 .443

compensation .333 .166 .310 2.004 .056

careerplanning .406 .195 .415 2.077 .048


organizationperformance .037 .120 .043 .304 .763

Page 70 of 95


HRoutcomes .012 .152 .011 .079 .937


industrycharacterstics .155 .136 .169 1.141 .264

a. Dependent Variable: performanceappraisal

Staffing




is a statistically significant relationship between staffing and performance appraisal. Value of

beta is positive showing direct relationship in which higher numeric values for staffing are

associated with higher numeric values for frequency training and development.

Job work design

For the independent variable Job work design the probability of the t statistic (0.930) for the b



that there is a statistically insignificant relationship between job work design and Training and


values for job work design are associated with higher numeric values for frequency


Training and development

For the independent variable Training and development the probability of the t statistic (-0.778)


the null hypothesis that the slope associated with performance appraisal is equal to zero (b = 0)

and conclude that there is a statistically insignificant relationship between performance

appraisal and performance appraisal. Value of beta is negative showing inverse relationship in

which lower numeric values for performance appraisal are associated with higher numeric

values for frequency performance appraisal.

Compensation

For the independent variable Compensation, the probability of the t statistic (2.004) for the b



that there is a statistically insignificant relationship between compensation and performance

Page 71 of 95

appraisal. Value of beta is positive showing direct relationship in which higher numeric values

for Compensation are associated with higher numeric values for frequency performance

appraisal.

Career Planning




that there is a statistically insignificant relationship between Career Planning and performance


for Career Planning are associated with higher numeric values for frequency performance

appraisal.

Health & Safety




that there is a statistically insignificant relationship between Health and safety and performance


for health & safety are associated with higher numeric values for frequency performance

appraisal.






performance and performance appraisal. Value of beta is positive showing direct relationship in

which higher numeric values for Organization performance are associated with higher numeric

values for frequency performance appraisal.



(0.098) for the b coefficient is 0.923 which is greater than the level of significance of 0.05. We



Organization Success Factor and performance appraisal. Value of beta is positive showing Page 72 of 95


associated with higher numeric values for frequency of performance appraisal.

HRM outcome




statistically insignificant relationship between HRM outcome and performance appraisal. Value

of beta is positive showing direct relationship in which higher numeric values for HRM

outcome are associated with higher numeric values for frequency performance appraisal.

Legal Requirement

For the independent variable Legal Requirement, the probability of the t statistic (0.585)for the



that there is a statistically insignificant relationship between Legal requirement and

performance appraisal. Value of beta is positive showing direct relationship in which lower

numeric values for Legal Requirements are associated with higher numeric values for frequency

performance appraisal


The probability of t statistics for b is( 1.141) for the b coefficient is 0.264 which is greater than

0.05 hence we accepted null hypothesis that the slope associated with industrial characteristics

is equal to zero (b = 0) and conclude that there is a significant relation between industrial

characteristics and performance appraisal. Value of beta is positive showing direct relationship

in which higher numeric values for industrial characteristics are associated with lower numeric

values for frequency performance appraisal.Compensation

Model Summary


dimension0

1 .812a .660 .516 .51778


healthandsafety, jobworkdesign, performanceappraisal, organizationsuccessfactor, traininganddevelopment

Adjusted R square is explaining that 66% variance of compensation is described by all scale variables.Page 73 of 95

ANOVAb


1 Regression 13.532 11 1.230 4.588 .001a

Residual 6.971 26 .268

Total 20.502 37


organizationperformance, HRoutcomes, healthandsafety, jobworkdesign, performanceappraisal,


b. Dependent Variable: compensation


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) .181 .783 .231 .819

staffing -.014 .186 -.013 -.077 .939

jobworkdesign -.099 .217 -.107 -.458 .651

traininganddevelopment .023 .256 .024 .089 .930

performanceappraisal .402 .201 .431 2.004 .056

careerplanning .344 .222 .377 1.550 .133

healthandsafety -.170 .179 -.202 -.950 .351

Page 74 of 95

organizationperformance -.081 .132 -.102 -.614 .545


HRoutcomes .187 .163 .188 1.144 .263



a. Dependent Variable: compensation

Staffing

For the independent variable staffing, the probability of the t statistic (-0.077) for the b



is a statistically significant relationship between staffing and compensation. Value of beta is

negative showing inverse relationship in which higher numeric values for staffing are associated

with higher numeric values for frequency compensation.

Job work design

For the independent variable Job work design the probability of the t statistic (-0.458) for the b



that there is a statistically insignificant relationship between job work design and compensation.

Value of beta is negative showing inverse relationship in which higher numeric values for job

work design are associated with higher numeric values for frequency compensation.


For the independent variable Training and development the probability of the t statistic (0.089)


the null hypothesis that the slope associated with training and development is equal to zero (b =

0) and conclude that there is a statistically insignificant relationship between training and

development. Value of beta is positive showing direct relationship in which lower numeric

values for training and development are associated with higher numeric values for frequency

compensation.


For the independent variable performance appraisal probability of the t statistic (2.004) for the b




and compensation. Value of beta is positive showing direct relationship in which higher

Page 75 of 95


frequency compensation.

Career Planning




that there is a statistically insignificant relationship between Career Planning and compensation.

Value of beta is positive showing direct relationship in which higher numeric values for Career

Planning are associated with higher numeric values for frequency compensation.

Health & Safety

For the independent variable Health & Safety, the probability of the t statistic (-0.950) for the b



that there is a statistically insignificant relationship between Health and safety and

compensation. Value of beta is negative showing inverse relationship in which higher numeric

values for health & safety are associated with higher numeric values for frequency

compensation.






performance and compensation. Value of beta is negative showing invese relationship in which


for frequency compensation.






Organization Success Factor and compensation. Value of beta is positive showing positive

relationship in which higher numeric values for organization success factor are associated with

higher numeric values for frequency of compensation.Page 76 of 95

HRM outcome




statistically insignificant relationship between HRM outcome and compensation Value of beta

is positive showing direct relationship in which higher numeric values for HRM outcome are

associated with higher numeric values for frequency compensation.

Legal Requirement




that there is a statistically insignificant relationship between Legal requirement and

compensation. Value of beta is positive showing direct relationship in which lower numeric

values for Legal Requirements are associated with higher numeric values for frequency

compensation.



0.05for the b coefficient is 0.818 which is greater than 0.05 hence we accepted null hypothesis

that the slope associated with industrial characteristics is equal to zero (b = 0) and conclude

that there is a significant relation between industrial characteristics and compensation. Value of

beta is negative showing inverse relationship in which higher numeric values for industrial

characteristics are associated with lower numeric values for frequency compensation.

Career Planning

Model Summary


dimension0

1 .893a .797 .712 .43825

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, organizationperformance, staffing, compensation, HRoutcomes,

healthandsafety, jobworkdesign, performanceappraisal, traininganddevelopment, organizationsuccessfactor

Adjusted R square is explaining that 79.7% variance of career planning is described by all scale variables.

Page 77 of 95

ANOVAb


1 Regression 19.661 11 1.787 9.306 .000a

Residual 4.994 26 .192

Total 24.655 37

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, organizationperformance,

staffing, compensation, HRoutcomes, healthandsafety, jobworkdesign, performanceappraisal,

traininganddevelopment, organizationsuccessfactor

b. Dependent Variable: careerplanning


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) .542 .655 .828 .415

staffing -.016 .158 -.013 -.101 .920

jobworkdesign -.219 .179 -.214 -1.222 .233


performanceappraisal .351 .169 .343 2.077 .048

Page 78 of 95

compensation .246 .159 .224 1.550 .133

healthandsafety .180 .150 .196 1.205 .239



HRoutcomes -.106 .140 -.097 -.754 .457

legalandregulatory -.122 .162 -.080 -.757 .456

industrycharacterstics -.162 .125 -.172 -1.292 .208

a. Dependent Variable: careerplanning

Staffing

For the independent variable staffing, the probability of the t statistic (-0.101) for the b



is a statistically significant relationship between staffing and career planning. Value of beta is

negative showing inverse relationship in which higher numeric values for staffing are associated

with higher numeric values for frequency career planning.

Job work design




that there is a statistically insignificant relationship between job work design and career

planning. Value of beta is negative showing inverse relationship in which higher numeric values

for job work design are associated with higher numeric values for frequency career planning.





and conclude that there is a statistically insignificant relationship between training and

development and career planning. Value of beta is positive showing direct relationship in which

lower numeric values for training and development are associated with higher numeric values

for frequency career planning.





Page 79 of 95


and career planning. Value of beta is positive showing direct relationship in which higher


frequency career planning.

Compensation

For the independent variable compensation the probability of the t statistic (1.550) for the b



that there is a statistically insignificant relationship between compensation and Career Planning.

Value of beta is positive showing direct relationship in which higher numeric values for

compensation are associated with higher numeric values for frequency Career Planning and.

Health & Safety




that there is a statistically insignificant relationship between Health and safety and Career

Planning. Value of beta is positive showing direct relationship in which higher numeric values

for health & safety are associated with higher numeric values for frequency Career Planning.






performance and Career Planning. Value of beta is positive showing direct relationship in which


for frequency Career Planning.






Organization Success Factor and Career Planning and. Value of beta is positive showing

Page 80 of 95


associated with higher numeric values for frequency of Career Planning.

HRM outcome

For the independent variable HRM, the probability of the t statistic (-0.754) for the b coefficient



statistically insignificant relationship between HRM outcome and Career Planning. Value of

beta is negative showing inverse relationship in which higher numeric values for HRM outcome

are associated with higher numeric values for frequency Career Planning.

Legal Requirement

For the independent variable Legal Requirement, the probability of the t statistic (-0.757) for the



that there is a statistically insignificant relationship between Legal requirement and Career

Planning and. Value of beta negative showing inverse relationship in which lower numeric

values for Legal Requirements are associated with higher numeric values for frequency Career

Planning and.



0.05 for the b coefficient is 0.818 which is greater than 0.05 hence we accepted null hypothesis


that there is a significant relation between industrial characteristics and career planning. Value

of beta is negative showing inverse relationship in which higher numeric values for industrial

characteristics are associated with lower numeric values for frequency career planning.

Health and Safety

Model Summary


dimension0

1 .848a .720 .601 .55894


compensation, jobworkdesign, performanceappraisal, organizationsuccessfactor, traininganddevelopment

Page 81 of 95

Adjusted R square is explaining that 72% variance of career planning is described by all scale variables.

ANOVAb


1 Regression 20.865 11 1.897 6.072 .000a

Residual 8.123 26 .312

Total 28.988 37


organizationperformance, HRoutcomes, compensation, jobworkdesign, performanceappraisal,


b. Dependent Variable: healthandsafety


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) -1.348 .803 -1.679 .105

staffing .185 .198 .143 .937 .357

jobworkdesign -.017 .235 -.015 -.072 .943

Page 82 of 95



compensation -.198 .208 -.166 -.950 .351

careerplanning .293 .243 .270 1.205 .239



HRoutcomes .053 .181 .045 .295 .770



a. Dependent Variable: healthandsafety

Staffing




is a statistically significant relationship between staffing and health and safety. Value of beta is

positive showing direct relationship in which higher numeric values for staffing are associated

with higher numeric values for frequency health and safety.

Job work design




that there is a statistically insignificant relationship between job work design and health and

safety. Value of beta is negative showing inverse relationship in which higher numeric values

for job work design are associated with higher numeric values for frequency health and safety.






development and health and safety. Value of beta is positive showing direct relationship in

which lower numeric values for training and development are associated with higher numeric

values for frequency health and safety.



coefficient is 0.872 which is greater the level of significance of 0.05. We accept the null Page 83 of 95



and health and safety. Value of beta is positive showing direct relationship in which higher


frequency health and safety.

Compensation

For the independent variable compensation the probability of the t statistic (-0.950) for the b



that there is a statistically insignificant relationship between compensation and health and safety

Value of beta is negative showing inverse relationship in which higher numeric values for

compensation are associated with higher numeric values for frequency health and safety.

Career Planning




that there is a statistically insignificant relationship between Career Planning and health and

safety. Value of beta is positive showing direct relationship in which higher numeric values for

health & safety are associated with higher numeric values for frequency health and safety.






performance and health and safety. Value of beta is positive showing direct relationship in








Organization Success Factor and health and safety. Value of beta is positive showing positive Page 84 of 95


higher numeric values for frequency of health and safety.

HRM outcome




statistically insignificant relationship between HRM outcome and health and safety. Value of


are associated with higher numeric values for frequency health and safety.

Legal Requirement




that there is a statistically insignificant relationship between Legal requirement and health and

safety. Value of beta positive showing inverse relationship in which lower numeric values for

Legal Requirements are associated with higher numeric values for frequency health and safety.





that there is a significant relation between industrial characteristics and health and safety. Value

of beta is positive showing direct relationship in which higher numeric values for industrial

characteristics are associated with lower numeric values for frequency health and safety.

Health and Safety

Model Summary


dimension0

1 .848a .720 .601 .55894


compensation, jobworkdesign, performanceappraisal, organizationsuccessfactor, traininganddevelopment

Page 85 of 95

Adjusted R square is explaining that 72% variance of career planning is described by all scale variables.

ANOVAb


1 Regression 20.865 11 1.897 6.072 .000a

Residual 8.123 26 .312

Total 28.988 37


organizationperformance, HRoutcomes, compensation, jobworkdesign, performanceappraisal,


b. Dependent Variable: healthandsafety


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) -1.348 .803 -1.679 .105

staffing .185 .198 .143 .937 .357

jobworkdesign -.017 .235 -.015 -.072 .943

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compensation -.198 .208 -.166 -.950 .351

careerplanning .293 .243 .270 1.205 .239



HRoutcomes .053 .181 .045 .295 .770



a. Dependent Variable: healthandsafety

Staffing







Job work design

















coefficient is 0.872 which is greater the level of significance of 0.05. We accept the null Page 87 of 95






Compensation







Career Planning




















Organization Success Factor and health and safety. Value of beta is positive showing positive Page 88 of 95



HRM outcome







Legal Requirement














Organization performance

Page 89 of 95

Model Summary


dimension0

1 .733a .537 .341 .76595

a. Predictors: (Constant), industrycharacterstics, legalandregulatory, careerplanning, staffing, HRoutcomes, compensation,

healthandsafety, jobworkdesign, performanceappraisal, organizationsuccessfactor, traininganddevelopment

Adjusted R square is explaining that 53.7% variance of organization performance is described by all scale variables.

ANOVAb


1 Regression 17.703 11 1.609 2.743 .017a

Residual 15.254 26 .587

Total 32.957 37


HRoutcomes, compensation, healthandsafety, jobworkdesign, performanceappraisal,


b. Dependent Variable: organizationperformance


Coefficientsa

Page 90 of 95

Model


Standardized

Coefficients


1 (Constant) 2.451 1.055 2.325 .028

staffing -.357 .266 -.259 -1.342 .191

jobworkdesign .318 .316 .270 1.008 .323



compensation -.177 .288 -.139 -.614 .545

careerplanning .176 .341 .153 .517 .609


organizationsuccessfactor -.268 .326 -.242 -.821 .419

HRoutcomes -.277 .242 -.220 -1.145 .263

legalandregulatory -.168 .284 -.094 -.592 .559


a. Dependent Variable: organizationperformance

Staffing







Job work design










the null hypothesis that the slope associated with performance appraisal is equal to zero (b = 0) Page 91 of 95













Compensation







Career Planning













Page 92 of 95








Organization Success Factor and health and safety. Value of beta is positive showing positive



HRM outcome







Legal Requirement














Page 93 of 95

Page 94 of 95

Page 95 of 95

Documents

rm report (1)