Aswathappa - Shodhganga : a reservoir of Indian theses ...shodhganga.inflibnet.ac.in/.../10603/43612/6/chapter-6.docx · Web viewIn this we also discuss the many studies which are

Summary

In order to pursue the objectives of the present study, the entire work has been

broadly divided into six chapters.

The first chapter, being introductory segment deals with three parts Human

Resource Management, Human Resource Development and Telecom Sector. In

first part give brief idea about concept, definition, features and importance of

Human Resource management. In second part, concept, evolution, History &

mechanism about Human Resource Development practices which is heart being

Area of our study. The last part is Telecom Sector in which we will collect

information. In this we discuss the history, present status of telecom sector also we

gain the information about demographic profile of Gwalior.

The second chapter titled ‘Review of Literature’ covers the review of research work

carried out by various researchers in the area of Human resource Management,

Human resource Development Practices and Telecom Sector. In this we also

discuss the many studies which are related to impact of technology changes &

working environment on HRD Practices. In review of literature a through reference

is made to the existing and accessible works of research scholars.

The third chapter titled Research Methodology is divided in to five pats Research

methodology, design, target people, the tools for data collection and tool used for

data analysis. The study exploratory in nature with survey was the maid for

conducting research. After survey many telecom companies whether they adoptable

for adoption new technology, & if they adopt what was the impact of it. Second

thing is to find out the condition of working environment in which employees feel

comfortable for doing & performing their job in more effective manner. The

sample frame employees of Gwalior (M.P.), Datia, Shivpuri and Ashok Nagar.

Purposive sampling technique was used to select sample element. The sample size

was selected carefully by giving an equal importance o each selected companies

which are Bharti Airtel, Relince Communication, Idea Cellular, Vodafone and

BSNL. 500 questionnaires were distubreted in 5 different companies equally, out

of which 350 were received back after discarding 50 questionnaires as they half

field only 300 were considered for further analysis. A structured questionnaire was

developed to check the satisfaction level of employees in Telecom Sector. The

questionnaire was divided into three sections namely A, B, and C. section A,

include HRD practices, Section B and section C measured Working Environment.

The final data was collected on a 1 to 5 likert type scale. A likert scale is a type of

psychometric scale frequently used in social research. Usually take the following

formate.1 indicate minimum agreement & 5 indicate maximum agreement. The

entire three questionnaires were tested for reliability and validity. Content validity

was established through introduction of measures to panel of judges consisting of

expert in the area of specialization from the academic a. Two ways ANOVA was

applied to evaluate the significance of difference between the types of HRD

Practices. The cause and effect relationship for all the variables were established

separately. The relationship between dependent and independent variables were

established internal consistency of measures was established through item to total

correlation. Items having insignificant correlation coefficient value with total were

deleted from the measures. The reliability of all the four measures was computed

by using SPSS software.

T-test was performed to analyze difference between values of two independent data

sets and response of every case for respective variables. The result was discussed

with F values and its significant level then by calculating T value and levels of

significant.

Before applying regression analysis on the data was tested for its Normality by

non-parametric, one-sample Kolmogorov-smninov Test with the help of SPSS

software. The results were tabulated.

After conforming that the data had normal distribution, the data was tested for the

relationship between the dependent variable and corresponding independent

variables by using SPSS software. After careful analysis it was concluded that the

relationship between depended variables and corresponding independent variables

is liner and simple liner was applied and results were discussed.

The last chapter i.e. the sixth chapter divided into three parts- Summary,

Conclusion and Suggestion. The summary of the complete report is presented in

this chapter. The chapter concludes the report by correlating the objective of the

study with the results obtained. The compressive suggestion based on the results of

the study deals with the HRD is as old as man himself.

The reference has been presented in a standard format. The questionnaire used as

tool to collect data is presented in the appendix.

Enormous work has already been done on the subject however, organizations and

industries yet need to realize and appreciate the vital role played by the HRD and

damages in its non implementations could cause. It is sincerely hoped that the

suggestions offered by the Researcher would be useful to the organizations under

study and helpful to the management in implementing and formulating the policies

and practices in respective organizations, as same would be derived out of the

present existing ground realities.

Conclusion

In the light of the above findings, it can be concluded that in recent times, Indian

telecom market has emerged as one of the fastest growing telecom markets in the

world, particularly by the unparalleled growth in mobile telephony and now the

second largest telecommunication market globally. In the present changing scenario

human resource development practices play very important role for employee’s

point of view as well as development of whole organization. The study in the

project has lead to an understanding of the environment encompasses and

influences of different HRD practices with respect to technological changes &

working environment in the telecommunication sector.

In conclusion the study found technological changes and working environment are

not only influencing factor but there may be some other factors which affects HRD

practices. A survey was conducted with 3 questionnaire comprising in first 13 items

for HRD practices; in second there was 8 items for technological changes & last

which is working environment include 28 items related to Quality of Work life and

Welfare measures, Organizational programme & policy, psychological contract,

Training and Development, Performance Appraisal and Rewards, and Participative

Management. Selected companies both Public and Private sector of telecom

industry were BSNL Bharti Airtel, Idea, Vodafone and Reliance Communication

respectively. The hypotheses of the study are based on these dimensions and the

status of the variables is analyzed at different type of HRD practices. Result was

analyzed through SPSS 16 version, Statistical Package for Social Sciences for

analysis. To check the consistency of all variables item to total correlation test were

applied through SPSS and corrected Item to total correlation value had taken which

were >.2 as Everitt, B.S. (2002) has taken in his study. Cronbach’s Alpha if item

deleted were also measured and found there is no item when dropped increases

reliability. Cronbach’s alpha for each variable was calculated to determine the

reliability of the tools which are near about cut off value i.e. .7 hence reliability

were considered high. After that to check the validity, content validity and face

validity refers to the degree to which a test appears to measure what it purports to

measure.

Before going factor analysis the KMO and Bartlett,s test of sphercity was

calculated and all values were above 0.5 and at p value 0.000. The values indicate

that it is suitable to apply factor analysis. After factor analysis of variables HRD

practices converge in 6 factors in which employee’s development and personal

achievement are major ones. The independent variable technological changes

converges in three factors viz. Strategic HRM, Global mindset Training and Cross

culture Training while Working environment converges into nine factors in which

organization programme and policies is major one.

Regression analysis helps to find out impact of one variable to other. Study found

that apart from technological changes there may be other factors which affect HRD

practices since calculated value of R square is .073 that meant 7.3% impact on

HRD practices. This is because current study concentrated on Gwalior region and

maybe there is lack of technological support in this region so technological changes

do not affects employees of this region. Study also revealed negligible effect of

working environment on HRD practices as calculated value of R square is .020

which meant 2% effects limitedly. The reason behind this may be rigidity in the

mindset of people. Maybe they don’t want to adopt changes frequently. Same

exposed in impact of technological changes on working environment as R square

value is .003 means .3% effect which is unimportant but when combined impact of

technological changes & working environment calculated on HRD practices there

is surprisingly increase in combined effect since R square value is .098. Meaning is

9.8% combined effect on HRD practices.

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

evaluation by both genders revealed no significant difference which gives good

sign that the Gwalior region touching towards gender equality. Whereas

technological changes evaluation has significant difference by both genders. Mean

value of female (27.5392) is greater than male (24.9444) which revealed female of

this region has more adaptation towards technological changes. This is because of

increasing literacy in it.

With the help of Two Way Annova results revealed that in HRD practices,

employees of different ages, qualifications, experiences and salaries have different

perceptions. When considering qualification with experience and qualification with

salary combined again different perceptions observed while considering

experiences and salaries combined same perception is observed.

In technological changes calculated values revealed that employees of different

qualification, experience and salary have different perceptions but all age groups

have same perception at all. When employees considered their two factors together

viz. qualification* experience, qualification* salary and experience* salary, in all

groups they different thinking in technological changes in telecom sector.

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

environment concluded that the demographic profile of employees of

telecommunication sector have same thoughts so the null hypothesis is not rejected.

Decision making authority, have to give more opportunities to their employees for

personnel growth & development also threw recognition for good work done. This

can be achieved throw widening their areas of responsibility larger delegation of

authority, adequate feedback & incentives for good work.

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September 27, 2011

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Telecom Regulatory Authority of India, Retrieved 18 February 2014

Resident Population Data 2010, U. S. Census Bureau, Retrieved 2011-09-30. New

Mexico - 2,059,179

US Directorate of Intelligence, Country Comparison: Population. Retrieved 2011-

10-01 Gambia, The 1,797,860

US Directorate of Intelligence, Country Comparison: Population". Retrieved 2011-

10-01, Trinidad and Tobago 1,227, 505

US Directorate of Intelligence, Country Comparison: Population. Retrieved 2011-

10-01, Slovenia 2,000,092 July 2011 est.

Websites

www.dx.doi.org/

www.google.co.in

www.scribd.com

www.wikipedia.org

www.ihrm.com

News Paper / Magazines

Business Today, Special Issue on Managing People

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

Economic India Info –Services New Delhi

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

Pattanayak Biswajeet Eastern Economy Edition III rd Edition

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

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

The Times of India 15 Aprail 2014

http://www.wikipedia.org/

http://www.scribd.com/

http://www.google.co.in/

http://www.dx.doi.org/

QUESTIONNAIRE

I Monika Agarwal undergoing Research Project as a part of the degree of Doctor

of Philosophy pursuing from Jiwaji University Gwalior (M.P.). You are requested

to respond to the questions mentioned below. The information so collected will be

used strictly for academic purpose only and the identity of the respondents shall

remain confidential. Please state your agreement in the scale of 1 to 5 where 1

indicates minimum and 5 indicates maximum agreement with the statements.

Demographic profile: Gender Male / Female

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

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

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

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

Designation: …………………Section A

1 2 3 4 51 Training programmes are mainly based on firm-specific

knowledge.2 Is Training helps you to increase your technical skills & potential3 Are you aware of training policy of your company 4 Is Training helps you in all to know your hidden talent &

capabilities5 Job rotation in your company is done to facilitate employee’s

development.6 Appraisal system in your organization is growth & development

oriented.7 You have clear knowledge about criteria adopted for performance

appraisal in your company 8 Your satisfaction level with the Performance Appraisal system

adopted in the Organization.9 It also provide a frank discussion for both the appraisal & the

appraised10 Is transfer helps to avoid monotony & boredom11 Is promotion helps for boosting moral & retain skills of employees12 Is promotion based on seniority & merit level of employees13 Is transfer satisfying needs of both employer & employees

Section B

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

1. Hiring Developed workforce 1 2 3 4 5 2. Outsource Technology 1 2 3 4 53. Outsource Human Resource 1 2 3 4 54. Give your satisfaction level with the frequency of training and development program

in your organization 1 2 3 4 5 Your organization prepares executives for the technological changes in your industry?

1. Technical training 1 2 3 4 52. In house training programme 1 2 3 4 53. Specialized training with external agencies 1 2 3 4 5 4. Adventure training 1 2 3 4 5

Section C 1 2 3 4 51 When an employee does good work his supervising officers

take special care to appreciate it2 My superiors ask me for feedback on his/her performance

whether positive or negative.3 How far are you satisfied with the your position in

organization4 Does your work put you in emotionally disturbing situations.5 I put my all efforts to get the job done.6 Most of employees understand the mission of your

organization.7 There is a good team-spirit and cooperation in the

organization8 Do you ever feel emotional attachment with Organization9 Does the company provide you right atmosphere, climate

that can help you in more learning process.10

I have a reasonable chance of promotion if I work hard

11

The psychological climate in this organization is very helpful for any employee in developing him/herself by acquiring new knowledge and skills

12

When a problem arises in the company, it is discussed openly and tried to be solved rather than keep on accusing each other.

13

Please indicate your level of satisfaction with the work load

14

The personnel policies in this organization facilitate employees’ development

15

Are there any Programmes for women Employees.

16

Organization provides me with opportunity to prove my worth

17

My Organization involves employees in helping to set goals for the Organization.

18

Do you think that organization programmes & policy helps to reduce stress.

19

My superiors ask me for feedback on his/her performance whether positive or negative.

20

My superiors supported me when I go beyond my job description to help another employee in my Organization.

21

Overall your organization is a great place to work.

22

When a problem arises in the company, it is discussed openly and tried to be solved rather than keep on accusing each other.

23

Most employees in my organization enjoy their work

24

When an employee does good work his supervising officers take special care to appreciate it

25

My Organization welcomes and encourages employees to “think outside the box”.

26

Work is fairly distributed in my department.

27

Do you yourself take part in the planning of your work

28

Do you think that organization give you a feeling of security and improves your productivity

Thanking You

SECTION A

Reliability Statistics

Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.647 .644 13

Item-Total Statistics

Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

VAR00001 46.8771 20.690 .494 .470 .595

VAR00002 46.8396 21.882 .264 .371 .632

VAR00003 46.8840 21.041 .456 .410 .601

VAR00004 47.0614 19.537 .611 .584 .571

VAR00005 47.3140 23.175 .130 .351 .653

VAR00006 47.0819 22.986 .184 .202 .643

VAR00007 47.2491 24.373 .020 .142 .665

VAR00008 47.0375 21.940 .310 .204 .624

VAR00009 46.9420 23.315 .191 .319 .650

VAR00010 47.4642 20.434 .426 .608 .602

VAR00011 47.0853 22.352 .198 .482 .644

VAR00012 47.0444 23.344 .189 .353 .648

VAR00013 47.2014 21.237 .286 .295 .629

KMO and Bartlett's Test

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

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

df 78

Sig. .000

Total Variance Explained

Component

Initial EigenvaluesExtraction Sums of Squared Loadings Rotation Sums of Squared Loadings

Total% of Variance

Cumulative % Total

% of Variance Cumulative % Total

% of Variance Cumulative %

1 2.856 21.973 21.973 2.856 21.973 21.973 2.359 18.14

3 18.143

2 1.764 13.568 35.540 1.764 13.568 35.540 1.773 13.63

7 31.780

3 1.471 11.315 46.855 1.471 11.315 46.855 1.460 11.23

4 43.014

4 1.185 9.112 55.967 1.185 9.112 55.967 1.438 11.06

1 54.075

5 1.154 8.876 64.843 1.154 8.876 64.843 1.284 9.876 63.951

6 1.029 7.912 72.755 1.029 7.912 72.755 1.145 8.804 72.755

7 .838 6.450 79.2048 .731 5.622 84.8279 .657 5.056 89.88310 .444 3.419 93.30211 .375 2.881 96.18312 .310 2.382 98.56513 .187 1.435 100.000

Extraction Method: Principal Component Analysis.

Rotated Component Matrixa

Component

1 2 3 4 5 6

VAR00001 .765

VAR00004 .745

VAR00002 .717

VAR00003 .500 .471

VAR00011 .915

VAR00010 .783

VAR00012 .819

VAR00005 -.817

VAR00006 .775

VAR00008 .575

VAR00009 .825

VAR00007 .881

VAR00013 .401 .534


Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 9 iterations.

SECTION BReliability Statistics

Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.746 .745 8


Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

VAR00001 22.6081 20.402 .500 .436 .708

VAR00002 22.4932 22.827 .401 .288 .727

VAR00003 22.9527 22.940 .358 .436 .735

VAR00004 22.6419 21.702 .498 .397 .710

VAR00005 22.3277 23.658 .284 .299 .747

VAR00006 22.9966 21.529 .495 .405 .710

VAR00007 22.6318 20.884 .490 .479 .710

VAR00008 22.8041 21.351 .497 .448 .709



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

df 28

Sig. .000


Comp

onent

Initial Eigenvalues

Extraction Sums of Squared

Loadings Rotation Sums of Squared Loadings

Total

% of

Variance

Cumulative

% Total

% of

Variance

Cumulati

ve % Total

% of

Variance Cumulative %

1 2.914 36.430 36.430 2.914 36.430 36.430 1.872 23.404 23.404

2 1.408 17.602 54.032 1.408 17.602 54.032 1.868 23.346 46.750

3 1.090 13.624 67.656 1.090 13.624 67.656 1.673 20.907 67.656

4 .930 11.629 79.286

5 .618 7.726 87.012

6 .415 5.193 92.205

7 .326 4.078 96.283

8 .297 3.717 100.000

Extraction Method: Principal Component

Analysis.


Component

1 2 3

VAR00007 .891

VAR00008 .742

VAR00006 .627 .497

VAR00005 .827

VAR00004 .764

VAR00002 .513

VAR00003 .915

VAR00001 .794


Rotation Method: Varimax with Kaiser

Normalization.


SECTION-C


Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Squared Multiple Correlation

Cronbach's Alpha if Item

Deleted

VAR00001 98.3133 85.340 .185 .495 .717

VAR00002 98.1467 87.891 .112 .359 .720

VAR00003 98.9133 87.283 .102 .360 .723

VAR00004 98.1567 88.293 .092 .218 .721

VAR00005 98.5867 89.695 .005 .202 .726

VAR00006 99.2000 88.495 .050 .287 .726

VAR00007 98.6767 86.822 .148 .232 .719

VAR00008 98.3667 88.514 .058 .190 .725

VAR00009 98.0400 86.487 .169 .366 .717

VAR00010 98.1433 86.652 .149 .319 .719

VAR00011 97.8600 87.191 .154 .310 .718

VAR00012 97.8367 86.150 .216 .362 .714

VAR00013 97.9567 78.135 .581 .708 .686

VAR00014 98.2000 78.107 .564 .728 .687

VAR00015 98.3400 79.737 .552 .644 .690

VAR00016 98.0800 80.228 .482 .582 .694

VAR00017 98.2533 78.464 .534 .685 .689

VAR00018 98.0700 81.483 .410 .575 .700

VAR00019 97.8367 84.599 .283 .502 .710

VAR00020 98.9133 88.722 .000 .546 .735

VAR00021 97.7067 83.272 .465 .645 .700

VAR00022 97.8000 83.097 .448 .624 .701

VAR00023 97.9567 85.172 .331 .599 .708

VAR00024 97.6067 85.497 .305 .549 .709

VAR00025 98.5433 85.640 .170 .312 .718

VAR0002697.6867 84.831 .352 .621 .707

VAR00027 97.6767 87.892 .156 .281 .717

VAR00028 98.8133 88.500 .027 .124 .730



Bartlett's Test of Sphericity Approx. Chi-Square 3.067E3

df 378

Sig. .000


Component

Initial EigenvaluesExtraction Sums of Squared

Loadings Rotation Sums of Squared Loadings

Total % of Variance Cumulative % Total% of

VarianceCumulative

% Total % of VarianceCumulativ

e %

1 5.442 19.437 19.437 5.442 19.437 19.437 4.143 14.798 14.798

2 2.837 10.131 29.569 2.837 10.131 29.569 3.453 12.333 27.131

3 2.529 9.032 38.601 2.529 9.032 38.601 2.122 7.577 34.708

4 1.643 5.868 44.469 1.643 5.868 44.469 1.718 6.136 40.844

5 1.399 4.998 49.467 1.399 4.998 49.467 1.666 5.948 46.792

6 1.257 4.489 53.956 1.257 4.489 53.956 1.434 5.123 51.915

7 1.213 4.332 58.288 1.213 4.332 58.288 1.403 5.009 56.924

8 1.144 4.086 62.374 1.144 4.086 62.374 1.310 4.679 61.603

9 1.060 3.787 66.161 1.060 3.787 66.161 1.276 4.558 66.161

10 .941 3.359 69.520

11 .903 3.225 72.745

12 .818 2.920 75.665

13 .782 2.792 78.457

14 .730 2.607 81.064

15 .617 2.203 83.267

16 .589 2.105 85.371

17 .524 1.870 87.241

18 .504 1.801 89.043

19 .464 1.657 90.699

20 .424 1.515 92.214

21 .397 1.420 93.634

22 .356 1.272 94.906

23 .331 1.182 96.088

24 .290 1.037 97.125

25 .262 .936 98.061

26 .219 .781 98.841

27 .195 .697 99.538

28 .129 .462 100.000

Extraction Method: Principal Component

Analysis.


Component

1 2 3 4 5 6 7 8 9

VAR00014 .806

VAR00017 .805

VAR00013 .803

VAR00016 .772

VAR00015 .772

VAR00018 .733

VAR00023 .842

VAR00021 .780

VAR00022 .747

VAR00024 .734

VAR00026 .563 -.404

VAR00019 .537 -.502

VAR00002 .782

VAR00001 .755 .418

VAR00010 .602

VAR00012 .459 .415

VAR00004 .809

VAR00011 .634 .446

VAR00009 .410 .577

VAR00025 .687

VAR00020 .650

VAR00006 .798

VAR00005 .713

VAR00003 .753

VAR00008 .602

VAR00027 .773

VAR00028 .594

VAR00007 .835

Extraction Method: Principal Component Analysis. Rotation Method: Varimax with Kaiser Normalization.


Regression

Model Summaryb

Model R R Square

Adjusted R

Square

Std. Error of the

Estimate Durbin-Watson

1 .270a .073 .070 4.78449 1.946

a. Predictors: (Constant), Technological changes

b. Dependent Variable: Hrd practices

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 537.890 1 537.890 23.497 .000a

Residual 6821.630 298 22.891

Total 7359.520 299

a. Predictors: (Constant), Technologicalchanges

b. Dependent Variable: Hrdpractices

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 44.407 1.380 32.184 .000

Technologicalchanges .254 .052 .270 4.847 .000

a. Dependent Variable: Hrdpractices

Model Summaryb

Model R R Square

Adjusted R

Square

Std. Error of the


1 .142a .020 .017 4.91926 1.764

a. Predictors: (Constant), Workingenvironment


Coefficientsa

Model


Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 43.426 3.058 14.202 .000

Workingenvironment .074 .030 .142 2.475 .014


MultipleModel Summaryb

Model R R Square

Adjusted R

Square

Std. Error of the


1 .312a .098 .091 4.72898 1.937

a. Predictors: (Constant), Technologicalchanges, Workingenvironment


ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 717.642 2 358.821 16.045 .000a

Residual 6641.878 297 22.363

Total 7359.520 299

a. Predictors: (Constant), Technologicalchanges, Workingenvironment


Coefficientsa

Model


Standardized

Coefficients

T Sig.B Std. Error Beta

1 (Constant) 35.899 3.296 10.891 .000

Workingenvironment .082 .029 .156 2.835 .005

Technologicalchanges .261 .052 .279 5.046 .000


Group Statistics

Gender N Mean Std. Deviation Std. Error Mean

Hrdpractices 1 198 50.4141 4.98528 .35429

2 102 52.0196 4.76160 .47147

Independent Samples Test

Levene's Test for

Equality of Variances t-test for Equality of Means

F Sig. t df

Sig. (2-

tailed)

Mean

Difference

Std. Error

Difference

95% Confidence

Interval of the

Difference

Lowe

r Upper

Hrdpractice

s

Equal variances

assumed .244 .622 -2.682 298 .008 -1.60547 .59850

-

2.783

29

-.42765

Equal variances

not assumed -2.722212.52

8.007 -1.60547 .58975

-

2.767

97

-.44296

Group Statistics


Technologicalchanges 1 198 24.9444 5.25318 .37333

2 102 27.5392 4.94058 .48919

Independent Samples Test

Levene's Test for Equality

of Variances t-test for Equality of Means

F Sig. t df

Sig. (2-

tailed)

Mean

Differenc

e

Std.

Error

Differen

ce

95% Confidence

Interval of the

Difference

Lower Upper

Technologicalch

anges

Equal

variances

assumed

1.343 .248 -4.134 298 .000 -2.59477 .62760 -3.82986

-

1.3596

9

Equal

variances

not

assumed

-4.217 215.439 .000 -2.59477 .61537 -3.80769

-

1.3818

5

Group Statistics


Workingenvironment 1 198 1.0241E2 9.25500 .65772

2 102 1.0073E2 9.95550 .98574

zLevene's Test for Equality of Variances

t-test for Equality of Means

F Sig. t df Sig. (2-tailed)

Mean Difference

Std. Error Difference

95% Confidence Interval of the DifferenceLower Upper

Workingenvironment

Equal variances assumed

.873 .351 1.459 298 .146 1.68865 1.15763

-.58951 3.96682

Equal variances not assumed

1.425 191.491

.156 1.68865 1.18503

-.64873 4.02603

Annova

Levene's Test of Equality of Error Variancesa

Dependent Variable:Hrdpractices

F df1 df2 Sig.

21.965 39 260 .000

Tests the null hypothesis that the error variance

of the dependent variable is equal across groups.

a. Design: Intercept + Gender + Age +

Qualification + Experience + Salary + Gender *

Age + Gender * Qualification + Gender *

Experience + Gender * Salary + Age *

Qualification + Age * Experience + Age * Salary

+ Qualification * Experience + Qualification *

Salary + Experience * Salary + Gender * Age *

Qualification + Gender * Age * Experience +

Gender * Age * Salary + Gender * Qualification *

Experience + Gender * Qualification * Salary +

Gender * Experience * Salary + Age *

Qualification * Experience + Age * Qualification *

Salary + Age * Experience * Salary +

Qualification * Experience * Salary + Gender *

Age * Qualification * Experience + Gender * Age

* Qualification * Salary + Gender * Age *

Experience * Salary + Gender * Qualification *

Experience * Salary + Age * Qualification *

Experience * Salary + Gender * Age *

Qualification * Experience * Salary

Tests of Between-Subjects Effects


Source

Type III Sum of

Squares df Mean Square F Sig.

Corrected Model 6154.760a 39 157.814 34.058 .000

Intercept 289540.211 1 289540.211 6.249E4 .000

Gender 1.890 1 1.890 .408 .524

Age 358.533 2 179.266 38.688 .000

Qualification 970.950 3 323.650 69.847 .000

Experience 92.594 3 30.865 6.661 .000

Salary 633.695 4 158.424 34.190 .000

Gender * Age .000 0 . . .

Gender * Qualification .000 0 . . .

Gender * Experience .000 0 . . .

Gender * Salary .000 0 . . .

Age * Qualification .000 0 . . .

Age * Experience .000 0 . . .

Age * Salary .000 0 . . .

Qualification * Experience 166.568 1 166.568 35.947 .000

Qualification * Salary 258.909 2 129.455 27.938 .000

Experience * Salary 8.444 2 4.222 .911 .403

Gender * Age * Qualification .000 0 . . .

Gender * Age * Experience .000 0 . . .

Gender * Age * Salary .000 0 . . .

Gender * Qualification *

Experience.000 0 . . .


Salary.000 0 . . .

Gender * Experience *

Salary.000 0 . . .

Age * Qualification *

Experience.000 0 . . .

Age * Qualification * Salary .000 0 . . .

Age * Experience * Salary .000 0 . . .

Qualification * Experience *

Salary.000 0 . . .

Gender * Age * Qualification

* Experience.000 0 . . .


* Salary.000 0 . . .

Gender * Age * Experience *

Salary.000 0 . . .


Experience * Salary.000 0 . . .

Age * Qualification *

Experience * Salary.000 0 . . .


* Experience * Salary.000 0 . . .

Error 1204.760 260 4.634

Total 786436.000 300

Corrected Total 7359.520 299

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

Post Hoc

Age

ultiple Comparisons


(I) Age (J) Age

Mean Difference

(I-J) Std. Error Sig.

95% Confidence Interval

Lower Bound Upper Bound

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

3 1.0180 .46274 .126 -.1785 2.2145

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

2 1 1.5985* .26981 .000 .9009 2.2962

3 2.6166* .44934 .000 1.4547 3.7784

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

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

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

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

4 1 4.9450* .68100 .000 3.1841 6.7058

2 3.3464* .67196 .000 1.6089 5.0839

3 5.9630* .76998 .000 3.9720 7.9539

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

3 1.0180 .82508 .769 -1.1957 3.2318

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

2 1 1.5985 .69110 .124 -.2414 3.4385

3 2.6166* .62627 .001 .8963 4.3369

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

3 1 -1.0180 .82508 .769 -3.2318 1.1957

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

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

4 1 4.9450* .61894 .000 3.2875 6.6024

2 3.3464* .30747 .000 2.5272 4.1656

3 5.9630* .54559 .000 4.4173 7.5086

Based on observed means.

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

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

Multiple Comparisons


(I)

Qualific

ation

(J)

Qualific

ation

Mean Difference




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

3 7.7588* .53449 .000 6.3768 9.1409

4 6.6329* .58324 .000 5.1248 8.1410

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

3 1.5527* .32092 .000 .7229 2.3825

4 .4268 .39684 .705 -.5993 1.4530

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

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

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

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

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

3 1.1259* .33316 .005 .2644 1.9873

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

3 7.7588* .92064 .000 5.1498 10.3679

4 6.6329* 1.03044 .000 3.7792 9.4867

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

3 1.5527* .57544 .045 .0221 3.0833

4 .4268 .73849 .993 -1.5544 2.4081

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

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

4 -1.1259 .73442 .555 -3.0932 .8414

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

2 -.4268 .73849 .993 -2.4081 1.5544

3 1.1259 .73442 .555 -.8414 3.0932





(I)

Experie

nce

(J)

Experie

nce

Mean Difference




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

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

4 6.3834* .44368 .000 5.2362 7.5307

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

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

4 6.7701* .46582 .000 5.5656 7.9746

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

2 .5026 .35846 .499 -.4243 1.4294

4 7.2727* .48070 .000 6.0297 8.5156

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

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

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

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

3 -.8892 .71248 .760 -2.7955 1.0171

4 6.3834* .95335 .000 3.7482 9.0187

2 1 .3867 .64912 .992 -1.3423 2.1157

3 -.5026 .80613 .989 -2.6535 1.6483

4 6.7701* 1.02524 .000 3.9674 9.5728

3 1 .8892 .71248 .760 -1.0171 2.7955

2 .5026 .80613 .989 -1.6483 2.6535

4 7.2727* 1.06648 .000 4.3687 10.1766

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

2 -6.7701* 1.02524 .000 -9.5728 -3.9674

3 -7.2727* 1.06648 .000 -10.1766 -4.3687




Multiple Comparisons


(I)

Salary

(J)

Salary

Mean Difference




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

3 1.3826* .34801 .001 .4266 2.3386

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

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

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

3 2.2186* .34650 .000 1.2668 3.1705

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

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

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

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

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

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

4 1 5.3548* .44643 .000 4.1285 6.5812

2 4.5188* .44525 .000 3.2957 5.7420

3 6.7375* .46985 .000 5.4468 8.0282

5 2.5202* .66263 .002 .6999 4.3404

5 1 2.8347* .58261 .000 1.2342 4.4351

2 1.9987* .58171 .006 .4007 3.5966

3 4.2173* .60074 .000 2.5671 5.8676

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

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

3 1.3826 .87347 .700 -1.1171 3.8824

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

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

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

3 2.2186 .92755 .167 -.4266 4.8638

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

5 -1.9987 .87577 .242 -4.6188 .6214

3 1 -1.3826 .87347 .700 -3.8824 1.1171

2 -2.2186 .92755 .167 -4.8638 .4266

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

5 -4.2173* 1.06048 .002 -7.3055 -1.1291

4 1 5.3548* .47549 .000 3.9997 6.7100

2 4.5188* .56876 .000 2.8991 6.1386

3 6.7375* .82532 .000 4.3631 9.1118

5 2.5202* .76666 .035 .1235 4.9168

5 1 2.8347* .81827 .019 .3400 5.3294

2 1.9987 .87577 .242 -.6214 4.6188

3 4.2173* 1.06048 .002 1.1291 7.3055

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




Aswathappa - Shodhganga : a reservoir of Indian theses ...shodhganga.inflibnet.ac.in/.../10603/43612/6/chapter-6.docx · Web viewIn this we also discuss the many studies which are

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