Statistical Tools | Hypothesis
23 Pages4008 Words208 Views
Added on 2019-12-28
Statistical Tools | Hypothesis
Added on 2019-12-28
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ABSTRACTPerformance management is the important task which is followed by different factors under which corporation can determine itslong run success in the marketplace. It assists workforce to manage their performance by accessing varied range of motivation.The current investigation has been done by focusing upon independent factors like feedback, job satisfaction and autonomy, aswell as, intrinsic motivation are used to analyze the potential performance. In this regard, hypothesis are framed related tosignificant impact of different independent factors on performance of employees. It has been found that workforce get affecteddue to potential impact of different mentioned factors. However, overcome outcome reflects that performance of employees isaffected from suggested factors and alternative hypothesis has been accepted.2
Table of Contentsintroduction...........................................................................................................................................4FORMULATING HYPOTHESIS............................................................................................5literature review....................................................................................................................................5methodology.........................................................................................................................................7Results..................................................................................................................................................8Discussion...........................................................................................................................................16REFERENCES...................................................................................................................................20223
INTRODUCTIONWork engagement refers to the important task which covers wide areas such as job preferences, job profile and type of workwhich tend to affect performance of the corporation to a great extent. However, different factors are associated to increasesatisfaction level of employees. Here, company uses effective approach for delivering good quality of services. For this purpose,business can be focus upon specific requirement of clients such as effective working condition and match between work profileand available skills as well as attributes. Owing to this, corporation put efforts to bring perfection in the current workenvironment. However, some of the employees feel good at work as they get intrinsic motivation through which jobperformance can be improved to deliver good quality of services to large number of buyers. Furthermore, some of the workforcedoes not feel motivated as they shed light upon negative aspect such as low payment.Due to the above, the engagement level of employees is highly associated with their performance. For this purpose, focusis laid on involvement of employees on their work areas and accordingly appropriate action is taken to enhance their motivationlevel. Current study is being conducted under which researcher test the hypothesis of significant impact of work engagement onperformance of employees. In this paper the hypothesis is tested by using different test such as regression and factor analysis. Itassists corporation to select the most effective tool for analysis of collected information. Apart from this, descriptive all selectedvariables is calculated through which researcher can easily analyze the impact of factors associated with job engagement onperformance. It would be effective to reach at the end results and accomplish aim of the investigation in an effectual manner.4
Apart from this, all formulated hypothesis are assessed in the light applied statistical tools so as to draw valid conclusion andregarding potential impact on work engagement, on overall performance of individual in the organization.FORMULATING HYPOTHESISHypothesis for current investigation are formulated as follow under which different statistical tools will be applied forextracting valid results.H0-There is no significant difference between work engagement and performance of employees.H1- There is a significant difference between work engagement and performance of employees.LITERATURE REVIEWAccording to Crawford, LePine & Rich, (2010) with passage of time period work engagement become one of the mainconcept that is receive due importance from the managers side. It is very important to understand the concept of the employeeengagement. It is the concept which refers to the positive behavior that an individual have towards the job in which ischaracterized by the vigor, dedication and absorption. It must be noted that those employees that have a high level ofengagement on their job have a very high degree of sense of responsibility and dedication towards the job. Thus, an organizationmust try to retain employees that have a very high level of engagement on their job. As per views of Markos & Sridevi, (2010)5
there are multiple components of the employee’s engagement. This include vigor dedication and employee component. It is veryimportant to understand these terms in respect to the employee’s engagement. Vigor reflects the higher level of energy that anindividual have. The more an individual will have energy in his body, the more he will be energetic and will become moreproductive for an organization. Dedication reflects the extent to which one is fully committed towards his job. If ones dedicationlevel is very high then it means that he will be very productive for an organization. Thus, it is very important for the businessfirm to enhance motivation level of the employees at the workplace. This is because higher motivation level means higherdedication that an individual has towards his job.As per views of Gruman & Saks, (2011) business firms must always try to increase employee engagement at theworkplace. In this regard employees can be motivated at the workplace. As well as, higher amount of autonomy can be given tothe employees and financial and non-financial rewards can be given to them. Autonomy make employee feel that anorganization rely on him and such kind of assumption motivates employees to work hard for benefit of an organization.Financial and non-financial incentives satisfy needs of the individuals and same time plays an important role in employeemotivation.Contrary to this Dollard & Bakker, (2010) state that by using financial and non-financial incentives employees cannot bemotivated at the workplace. This is because working conditions that are present in the organization play a lead role in employeesatisfaction. If an employee do an excellent work, but does not receive recognition from employers side, then he will feel6
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