JOB SATISFACTION

Job Satisfaction

Job Satisfaction

Regression Analysis of BENEFITS and INTRINSIC

Variables Entered/Removedb

Model

Variables Entered

Variables Removed

Method

1

BENEFITSa

.

Enter

a. All requested variables entered.

b. Dependent Variable: INTRINSIC

Model Summary

Model

R

R Square

Adjusted R Square

Std. Error of the Estimate

1

.159a

.025

-.017

1.05096

a. Predictors: (Constant), BENEFITS

Coefficientsa

Model

Unstandardized Coefficients

Standardized Coefficients

t

Sig.

B

Std. Error

Beta

1

(Constant)

3.724

1.760

2.116

.045

BENEFITS

.249

.322

.159

.774

.447

a. Dependent Variable: INTRINSIC

The regression analysis for INTRINSIC and BENEFITS shows a positive influence. First, a linear regression model in which perception of employees satisfaction was the dependent variable was run with interpersonal trust (faith in peers, faith in management, confidence in peers, confidence in management) as independent variables (Step 1) and the regression was run again with interpersonal trust and intrinsic motivation as independent variables (Step 2) and the regression was run again with the same variables and with work-related tension as moderated variable (Step 3). The table shows the unstandardized regression coefficients, standard errors and level of significance.

In the context of the instrument a distinction is made between faith in the intentions of others and confidence in their ability. The coefficient alphas of the sub-scale were as follows: Faith in peers 0.77; faith in management 0.78; confidence in peers 0.74 and confidence in management 0.79. Respondents were asked to read the scale and express their opinions on a seven-point Likert scale (1=strongly disagree and 7=strongly agree). Two items are reverse-scored.

Regression Analysis of BENEFITS and EXTRINSIC

Variables Entered/Removedb

Model

Variables Entered

Variables Removed

Method

1

BENEFITSa

.

Enter

a. All requested variables entered.

b. Dependent Variable: EXTRINSIC

Model Summary

Model

R

R Square

Adjusted R Square

Std. Error of the Estimate

1

.207a

.043

.001

1.04637

a. Predictors: (Constant), BENEFITS

Coefficientsa

Model

Unstandardized Coefficients

Standardized Coefficients

t

Sig.

B

Std. Error

Beta

1

(Constant)

6.752

1.752

3.854

.001

BENEFITS

-.326

.321

-.207

-1.017

.320

a. Dependent Variable: EXTRINSIC

Regression analyses were also used to assess the extent to which the Big Five and demographic variables influenced job satisfaction scores extrinsic job satisfaction. The table above illustrates the results in compact form and reveals that all three regressions were statistically significant (all p<0.05). The regression carried out upon the overall job satisfaction scores revealed that the ten variables collectively accounted for 12.1 per cent of the variance. Further examination of the coefficients table revealed that both conscientiousness and job status were significant positive predictors of the variable.

Results of the regression with intrinsic job satisfaction scores revealed that 12.7 per cent of the variance could be accounted for by the personality and demographic variables. As with overall job satisfaction, both conscientiousness and job status were positive predictors in the equation.

As can be seen, the variables collectively account for 10.5 per cent of the variance in the extrinsic job satisfaction scores. As with the previous regressions conscientiousness and job status were significant predictors of the variable. Whilst ...