Job Satisfaction Analysis Report for ABC Company - Research Methods

This report presents a job satisfaction analysis conducted at ABC Private Limited, involving 30 employees. The study investigates the relationship between job satisfaction and various factors such as job benefits, employee age, hierarchical positions, and training programs. Data was collected through online surveys and analyzed using descriptive statistics, exploratory factor analysis, and reliability tests. The results indicate no significant correlation between job satisfaction and the tested factors. The report includes detailed percentage distributions of employee opinions on aspects like sense of accomplishment, feeling valued, pay appropriateness, benefits, training, and respect. It also highlights concerns regarding the recommendation of ABC as an employer. The research aimed to provide insights into the factors influencing employee contentment within the company's working environment.

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Program title:
Module title:
Module code:
Name of the Online Tutor:
Student name:
Student number:
Date:
Word count:

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Table of Contents
Task 1: Job Satisfaction in ABC Company.....................................................................................................3
Abstract.......................................................................................................................................................3
Introduction.................................................................................................................................................3
Hypotheses..................................................................................................................................................4
Materials and Method.................................................................................................................................4
Data Analysis and Results............................................................................................................................5
Reliability................................................................................................................................................5
Descriptive Analysis....................................................................................................................................5
Exploratory Factor Analysis..................................................................................................................12
Inferential Analysis...............................................................................................................................14
Discussion and Conclusion........................................................................................................................15
Task 2........................................................................................................................................................16
Task 3........................................................................................................................................................18
Reference...................................................................................................................................................19
Appendix: Task 1.......................................................................................................................................20

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Task 1: Job Satisfaction in ABC Company
Abstract
Satisfaction of the professionals is one of the most complex areas that managers face in
relation to their employees. Many studies have shown an exceptionally important impact on the
work of inspiring accomplishment for workers when the level of profitability from inspiration
seems immense. The critical section that was analyzed in the study was the job satisfaction
section, with the weight of the company monetary benefits, the employer-employee mutual
understanding interface, some of the seniority related matters and the weight of the job
implementation. The current illustration was adopted from a private-funded company with 30
employees of ABC Private Limited. The results show that there was no important link between
three proven developments. The results also show that there was no significant link between
work satisfaction and occupational factors.
Introduction
The social research papers on human behavior suggested that accomplishment in the
workplace could be achieved by four remarkable considerations; financial benefits at work, the
extent to which respect is considered reasonable, the comparison with the income of others and
the non-economic performance of jobs. Measurements of these conceivable determinants were
made using a 12-parameter facet study. Using these components and some statistical factors in a
moderate number of observations (n = 30), the results of this study provide particularly
important expectations for the working environment of a company. In some previous research
studies, small critical consequences have been also found for age, occupation, education, and
unemployment.

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In the current research, convincing arguments and experimental pieces of evidence
explain the relationship between the company's sustainable growth with employee contentment.
This article explores this relationship, using the broad reactions of British employees of ABC
Company. The strategies used in the data analysis were to describe the relationship between the
type of compliance of individual employee and substantial disposition qualities of the employer.
The thesis strongly confirms an increasing relationship between age conformity and profession.
The association of appraised satisfaction with the organization level variable was also
investigated. The scope for industrial training and improvement are the main motivations in
representative professional decisions. This research also analyzed the relationship between the
company provided training and overall job contentment.
Hypotheses
Specifically, the following research hypotheses were addressed:
1. It was hypothesized that there was no significant positive relationship between job
satisfaction and job benefits.
2. It was hypothesized that employee benefits and the age of the employees did not have
any significant association.
3. The effects when the job benefits of an employee were not in line with the hierarchical
positions in ABC Company, was statistically significant.
4. Job satisfaction and training programs were not significantly correlated for the
employees of ABC.
Materials and Method
For purpose of the research, management of ABC private limited was contacted for an
interview with their employees. The modality of the online interview of interested candidates

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was conveyed to the company. The online survey questionnaire was sent to the management of
the company for their 150 employees, and filled up forms were collected manually from ABC
Pvt. Ltd. by the scholar. In addition to demographic records; professional data was collected
from the interested employees. Threatened members were contacted over phone and interested
participants were also included in the inspection work. The ethical form was signed by the
subjects, where the University ethical committee approved the method. After following up with
the management of ABC, overall filled survey form of 30 participants was acquired. The average
employment years was calculated at 4.5 years (SD = 3.5 years). The mean age of the employees
was 35.6 years (SD = 12.41 years). Some missing data from the filled up questionnaire were
found, and they were replaced by the average of the responses from the employees. Due to a
small number of samples, collected data was not downsized because of the missing values.
Data Analysis and Results
Reliability
The reliability of the questionnaire was measured for cross-analysis of the impact factor
of the answers. The Cronbach’s Alpha was 0.29 for 14 items reliability analysis (Table 3 in
Appendix). For obtaining significantly larger reliability, items were discarded from the analysis.
Finally, the Cronbach’s Alpha was improvised to 0.53 with 10 items (Table 4 of Appendix). The
factor analysis with the reliable 10 items was conducted for the assemblage of the familiar
factors.
Descriptive Analysis
The Likert scale questions were rearranged in accordance with their responses in table 1.
Accumulation of the responses was observed to be around the strongly agree and mostly agree
with response discourses. Only the recommendations of the company to others evenly distributed
between agreeing and the disagree options. The pattern of the response sheet was confirmation of
the job oriented contentment of most of the employees. However, from the correlation matrix
(Table 2) a smaller mass of correlation coefficients was discovered to be significant.

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Table 1: Percentage opinion of employees
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
50.0%
23.3%
10.0% 10.0% 6.7%
Sense of accomplishment from work
Figure 1: Percentage Distribution of opinions on accomplishment of work

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Figure 1 indicated that 73.3% employees agreed to the feeling of achievement from their work in
the company.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
40.0%
30.0%
10.0%
13.3%
6.7%
Feeling of valued member of the company
Figure 2: Percentage Distribution of opinions on valued member
Most of the workers felt that they were important part of the organization.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
20.0%
16.7%
36.7%
13.3% 13.3%
Pay appropriate in company for job role
Figure 3: Percentage Distribution of opinions on job role

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Employees were not satisfied with their pay structure in the company, and the trend was evident
from figure 3.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
43.3%
20.0% 20.0% 16.7%
0.0%
Benefits meet my need
Figure 4: Percentage Distribution of opinions on benefits
From the graphical representation it was determined that 63.3% employees thought benefits from
ABC were sufficient for them.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0% 46.7% 43.3%
3.3% 6.7%
0.0%
Benefit program important for my stay in
company
Figure 5: Percentage Distribution of opinions on benefit program
It was also evident that benefit programs were one of the reasons for the stay of the employee in
the company.

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Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0% 33.3% 33.3%
20.0%
10.0%
3.3%
Adequate recognition for accomplishments
Figure 6: Percentage Distribution of opinions on accomplishments
Almost 67% employees felt that ABC provided sufficient acknowledgment for their
achievements for the company.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0% 36.7%
30.0%
13.3% 13.3%
6.7%
Adequately trained to do the job
Figure 7: Percentage Distribution of opinions on adequate training
Almost 67% employees felt that their training was sufficient for their job roles in the company.

10
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
26.7%
36.7%
23.3%
13.3%
0.0%
ABC supports training and development of
employees
Figure 8: Percentage Distribution of opinions on training and development
More than 50% of the employees agreed that training and development programs were well
supported in the company.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
20.0%
40.0%
26.7%
10.0%
3.3%
Respect is important factor in ABC for satisfaction
Figure 9: Percentage Distribution of opinions on respect as satisfaction
Regarding respect as a reason for persisting in ABC, there was a division of opinion. Though,
60% agreed about the fact of getting enough respect, there was a group of employees around
36% who disagreed with other employees about getting enough respect.

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Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
3.3%
16.7%
46.7%
33.3%
0.0%
Treated with respect at work
Figure 10: Percentage Distribution of opinions on respect at work
Regarding respect of the employees from the management of the company, almost 80% of them
expressed their disagreement with the information.
Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
20.0%
40.0%
26.7%
13.3%
0.0%
Committed to make ABC successful
Figure 11: Percentage Distribution of opinions on commitment
Most of the employees of the company were dedicated towards making the company successful.

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Strongly agree Mostly Agreee Mostly disagree Strongly Disagreee Don't know
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
10.0%
36.7% 40.0%
13.3%
0.0%
Would recommend to a friend for employement
Figure 12: Percentage Distribution of opinions on recommendation of ABC to others
It was a matter of concern for the company that almost 53% employees expressed their
apprehension in recommending ABC to a friend for employment purpose.
Exploratory Factor Analysis
Before the inferential scrutiny, the exploratory investigation was performed to obtain
pieces of evidence of the orientation of the measures. First, the correlation matrix was inferred
regarding the item chosen from the questionnaire.
Table 2: Inter-item Pearson's Correlation
Correlations
Q1: Employment Years
Q2: Job Grade
Q4: Sense of
accomplishment from
work
Q5: Feeling of a valued
member of the
Q6: Pay appropriate in
the company for the
Q7: Benefits meet my
need
Q8: Benefit program
important for my stay
in the company
Q9: Adequate
recognition for
Q10: Adequately
trained to do the job
Q11: ABC supports the
training and
Q12: Respect is an
important factor in
Q13: Treated with
respect at work
Q14: Committed to
making ABC successful
Q15: Would
recommend to a friend
Q1:
Employment
Years 1 -.34
6 .444* -.108 -.13
2 .039 -.234 -.10
3 .045 -.20
2
-.09
3 -.329 -.09
1
-.14
5
Q2: Job Grade
-.34
6 1 .184 -.022 .363
* -.161 .000 -.11
6 -.084 .162 -.06
0 .316 -.20
0 .046

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Q4: Sense of
accomplishmen
t from work .444
* .184 1 .000 .208 -.046 -.367
* .120 -.042 -.13
3
-.10
4 .000 .028 .125
Q5: Feeling of a
valued member
of the company -.10
8
-.02
2 .000 1 .121 .313 -.049 .483*
* .038 -.05
8
-.09
9 -.050 .233 -.02
6
Q6: Pay
appropriate in
the company
for the job role
-.13
2
.363
* .208 .121 1 -.220 -.220 .307 .066 .084 .229 .150 .214 .088
Q7: Benefits
meet my need
.039 -.16
1 -.046 .313 -.22
0 1 .016 .094 .077 .157 -.11
8
-.383
*
-.31
1
-.30
3
Q8: Benefit
program
important for
my stay in the
company
-.23
4 .000 -.367
* -.049 -.22
0 .016 1 -.22
5
.576*
* .325 .158 .024 .033 .418
*
Q9: Adequate
recognition for
accomplishmen
ts
-.10
3
-.11
6 .120 .483*
* .307 .094 -.225 1 -.173 -.34
3 .214 -.058 .462
* .150
Q10:
Adequately
trained to do
the job
.045 -.08
4 -.042 .038 .066 .077 .576*
*
-.17
3 1 .439
* .142 -.057 .047 .001
Q11: ABC
supports the
training and
development of
employees
-.20
2 .162 -.133 -.058 .084 .157 .325 -.34
3 .439* 1 .014 .098 -.19
1 .041
Q12: Respect is
an important
factor in ABC
for satisfaction
-.09
3
-.06
0 -.104 -.099 .229 -.118 .158 .214 .142 .014 1 .037 .081 .146
Q13: Treated
with respect at
work -.32
9 .316 .000 -.050 .150 -.383
* .024 -.05
8 -.057 .098 .037 1 .134 .365
*
Q14:
Committed to
making ABC
successful
-.09
1
-.20
0 .028 .233 .214 -.311 .033 .462* .047 -.19
1 .081 .134 1 .307
Q15: Would
recommend to
a friend for
employment
-.14
5 .046 .125 -.026 .088 -.303 .418* .150 .001 .041 .146 .365* .307 1
*. Correlation is significant at the 0.05 level (2-tailed).
**. Correlation is significant at the 0.01 level (2-tailed).

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From the nature of the correlation between the reliable items, factor analysis was
submitted to a principal components analysis with orthogonal rotation. The measure of KMO and
Bartlett's test of Sphericity was obtained from the EFA as 0.50 (p = 0.03). Initially, five factors
were extracted explaining 78.10% of the total variance of the items, where the Scree plot
ascertained the five factors whose Eigen values were more prominent than 1. Factors were
stacked in the right factor, with essential loads of more than 0.3. Later, the gears of the
implementation measures of the research evaluated by the scholar were subjected to a revision of
three main factors (Table 5 in Appendix). The factors were designated as Benefits, Development,
and Satisfaction of an employee in ABC. Using SPSS software platform, the three consolidated
variables were evaluated.
Figure 13: Scree Plot for Factor Analysis

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Inferential Analysis
The correlation between job satisfaction and job benefits was statistically insignificant (r
= 0.16, p = 0.39). Hence the null hypothesis 1 was accepted based on the pieces of evidence of
Pearson's correlation. The satisfaction from job and age of the employees was found to be
statistically uncorrelated (r = -0.30, p = 0.87). The null hypothesis 2 failed to get rejected, based
on the responses from the employees. One way ANOVA was executed for verification of the
null hypothesis 3. The result (F = 0.11, P =0.96) was quite not motivating, as no statically
significant relation was observed between the position of employees in the company and benefits
earned from ABC. The shreds of evidence were not enough to reject hypothesis 3. The benefit of
the employees and training program was also statistically uncorrelated (r= -0.08, p =0.66).
Hence, the null hypothesis 4 was also failed to get rejected.
Discussion and Conclusion
The consequences of this examination demonstrated an insignificant association between
job-related contentment and dedication towards the company. This may signify a few things to
the workers, and to ABC, for the association of the employees with the company. This
investigation affirms that workers’ esteem was not the key component in satisfaction with the
workplace. Impact of training and development were insufficient in increasing association with
the organization to enhance their capacity to build themselves. Organizational monetary benefits
for the workers and the management offers were not significant evidence for motivation in work
execution. Employees were not engaged in company affairs and no association with their work
execution was found within the company (Khan, R.A., 2014). Probably, workers were reluctant
in their occupational duties and more inclined to hierarchical objectives and qualities. Additional
eagerness to apply effort in the working environment was not observed, and probable inclination
to remain in an association with the company has failed to get noticed as an expected outcome
(Lautizi, Laschinger, &Ravazzolo, 2009).

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A few restrictions of this examination were recognized to help control future research.
This examination was based on employees in a single specific occupation. Results were
restricted to that kind of occupation only. Moreover, this investigation used the comfort of
interviewing, and the sample was not exhaustive in nature. Hence, the sample can't be regarded
as representative of the populace. Nonetheless, Wallen and Fraenkel (2001) take note of that in
comfort inspecting; the scholar finds a way to depict the sample as plausible for factors relevant
to the investigation. Statistical questions were utilized to portray the example as plainly as could
be expected under the circumstances.
Since respondents had the choice of finishing this review on the web, multiple reactions
might be an issue also. To avoid numerous reactions from the same individual, every member
needed to provide an individual email address before getting to the overview. Every email
account could be utilized to respond to the study just a single time.

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Task 2
Semi-structured interviews are face-to-face interactions where the interviewer and respondent are
engaged in a formal manner (Rabionet, 2011). The interview procedure progresses with an
interview guide along with an interview guide. A list of questions for the interview usually
progresses in a chronological manner. The interviewer can, however, deviate away from the
conversation in case there is a need. Bernard (1988) stated that semi-structured interviews are
used when there is a single chance to interview a person (Harrell & Bradley, 2009). In a semi-
structured interview, a clear set of instructions is encompassed to provide comparable, reliable
set of qualitative data. As semi-structured interviews are preceded by observation and open-
ended questions, it acts as the most appropriate means for collecting as well as analyzing data
(Van Teijlingen, 2014). This type of interview provides in-depth data collection. Standardization
of some questions will enhance date reliability; however, there might be the possibility of
replication. It provides a large amount of rich detailed subjective data.
Creswell (2005:206) in his research stated that a method needs to be devised which does not
generalize the population rather is effective in the in-depth exploration of the central
phenomenon. Multiple data collection methods present in qualitative research and interviews for
developing an appropriate sample. The interview allows a flexible method for developing
questions with freedom for the central issue to be analyzed (Whiting, 2008). Semi-structured
interviews with open-ended questions provide participants with sample scope and time for
expressing their opinion. It provides the researcher with innovative ideas as participants express
their views regarding general themes. Semi-structured interviews allow participants to elicit
opinions, convictions, and statements. Often they are able to capture personal experiences hence
minimizing the effects of researcher's attitudes with earlier findings. Through such anonymity,
participants are able to freely express their views hence gather a broader range of the sample.
Through data reduction, simple and efficient findings can be arrived at. Qualitative research
study's strengths and weaknesses encompass developing dependence on the analyst abilities. The
semi-structured interview allows collection of a wide variety of data, which subsequently needs
to be analyzed. Qualitative data collected can be analyzed through thematic analysis, Grounded
theory, Discourse analysis and other methods. Qualitative data analysis has to progress through

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identification, coding, and categorization of themes or patterns within such data. However,
application and clarity of findings are dependent on the analytical capabilities of the research
scholar. Documenting analytical procedures and processes would allow credibility of the
researcher for validating his findings. There are a number of Qualitative data management
software program which facilitates analysis of such data. Computer Assisted Qualitative Data
Analysis (CAQDAS) can provide data management, coding, and analysis. There are two types of
qualitative data management software programs, one includes coding and retrieval program and
the other is a theory-generating program.

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Task 3
Sampling error arises from the un-representativeness from the selected sample for observation.
Non-sampling error arises from a human error such as error from methods, problem
identification or procedures (Flowerdew & Martin, 2008). Sampling error arises from using a
sample from the population defined. It is considered when the difference between estimate for a
population and true value for the population is undertaken. In case of any study, the aim is to
control any types of error as it might impact final findings from a research. Impact of sampling
error on the interpretation of research findings can be tracked by comparing the mean values of
population parameter than mean value obtained in the study. Sampling error arises in the case of
a certain sample, which has the unrepresentative population of interest, is taken into
consideration (Wang et al., 2012). Therefore this error is when the selected sample does not have
true characteristics reflecting the entire population. In case of individual variances between
sampling units, this type of error might arise. In case defective designs are made, the wrong
choice of statistics is undertaken or faulty demarcation of units is done for sake of convenience
such errors might appear. The greater the error lesser is the reliability of the data. The focus of
every study is to select a credible source of data collection such that errors can be minimized.
Transparency regarding the size of the expected sample also needs to be present to reflect the
fitness of the sample.
Non-sampling error arises due to other sources of deficiency and is not connected with sample
size (Gideon, 2012). Due to non-selection of the sample, the presence of any factor random or
systematic this type of error might creep in. In non-sampling error might arise from a number of
factors, whereby two types of non-sampling error might arise. Response error is a non-sampling
error which might affect significantly results of the study by altering expected outcomes.
Sampling error can easily be calculated hence controlled however, it becomes often difficult to
determine and measure non-sampling error. In case of non-response error of non-sampling again
the absence of some sample response might alter final outcomes and have tremendous
implications on the study (Scheaffer et al., 2011). Sampling or non-sampling errors need to be
mitigated such that the findings of the study are reliable and accurate. This will determine the
applicability of the findings from the study. In various studies, the size of the overall sample is
increased to ensure that error levels are reduced significantly.

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Reference
Flowerdew, R. and Martin, D.M., 2008. Questionnaire design and sampling.Methods in human
geography (pp. 102-133).Routledge.
Gideon, L., 2012. Handbook of survey methodology for the social sciences. New York, NY:
Springer.
Harrell, M.C., and Bradley, M.A., 2009. Data collection methods.Semi-structured interviews and
focus groups. Rand National Defense Research Instsantamonica ca.
Khan, R.A., 2014. The Impact of Career Planning and Development on Job Satisfaction And
Retention in Pakistani Banking Sector. Global Management Journal for Academic & Corporate
Studies, 4(2), p.109.
Lautizi, M., Laschinger, H.K. and Ravazzolo, S., 2009. Workplace empowerment, job
satisfaction and job stress among Italian mental health nurses: an exploratory study. Journal of
Nursing Management, 17(4), pp.446-452.
Norman, E.W. and Fraenkel, R.J., 2001. Educational research: a guide to the process. New
Jwrsey: Lawrence Erlbaum.
Rabionet, S.E., 2011. How I Learned to Design and Conduct Semi-Structured Interviews: An
Ongoing and Continuous Journey. Qualitative Report, 16(2), pp.563-566.
Scheaffer, R.L., Mendenhall III, W., Ott, R.L. and Gerow, K.G., 2011. Elementary survey
sampling.Cengage Learning.
Van Teijlingen, E., 2014. Semi-structured interviews. Retrieved from.
Wang, J.F., Stein, A., Gao, B.B. and Ge, Y., 2012. A review of spatial sampling. Spatial
Statistics, 2, pp.1-14.
Whiting, L.S., 2008. Semi-structured interviews: guidance for novice researchers. Nursing
Standard, 22(23).

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Appendix: Task 1
Table 3: 14 item Reliability test score
Reliability Statistics
Cronbach's
Alpha
N of Items
.290 14
Scale Mean if
Item Deleted
Scale Variance
if Item Deleted
Corrected Item-
Total
Correlation
Cronbach's
Alpha if Item
Deleted
Q1: Employment Years 30.07 25.720 -.224 .417
Q2: Job Grade 30.27 23.582 -.009 .308
Q4: Sense of
accomplishment from work 30.43 21.289 .134 .256
Q5: Feeling of a valued
member of the company 30.27 20.616 .192 .229
Q6: Pay appropriate in the
company for the job role 29.60 19.628 .284 .186
Q7: Benefits meet my need 30.33 24.713 -.132 .356
Q8: Benefit program
important for my stay in the
company
30.63 22.792 .051 .289
Q10: Adequately trained to
do the job 30.20 19.890 .264 .196
Q11: ABC supports the
training and development of
employees
30.20 22.717 .083 .277
Q13: Treated with respect at
work 29.33 23.885 .000 .300
Q9: Adequate recognition
for accomplishments 30.27 21.168 .206 .230
Q12: Respect is an
important factor in ABC for
satisfaction
30.07 22.340 .115 .266
Q14: Committed to making
ABC successful 30.10 22.093 .168 .250

22
Q15: Would recommend to
a friend for employment 29.87 21.844 .243 .231
Table 4: 10 item Reliability test score
Reliability Statistics
Cronbach's
Alpha
N of Items
.528 10
Scale Mean if
Item Deleted
Scale Variance
if Item Deleted
Corrected Item-
Total
Correlation
Cronbach's
Alpha if Item
Deleted
Q5: Feeling of a valued
member of the company 21.63 18.999 .159 .526
Q6: Pay appropriate in the
company for the job role 20.97 18.033 .251 .493
Q8: Benefit program
important for my stay in the
company
22.00 18.966 .239 .497
Q10: Adequately trained to
do the job 21.57 17.840 .275 .485
Q11: ABC supports the
training and development of
employees
21.57 20.392 .114 .531
Q13: Treated with respect at
work 20.70 20.838 .131 .524
Q9: Adequate recognition
for accomplishments 21.63 19.068 .218 .503
Q12: Respect is an
important factor in ABC for
satisfaction
21.43 19.289 .230 .500
Q14: Committed to making
ABC successful 21.47 18.740 .335 .473
Q15: Would recommend to
a friend for employment 21.23 19.151 .340 .476

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Table 5: Rotated Component Matrix for 10 items
Component
1 2 3
Q5: Feeling of a valued
member of the company .650 -.331
Q6: Pay appropriate in the
company for the job role .510
Q8: Benefit program
important for my stay in the
company
.802
Q10: Adequately trained to
do the job .871
Q11: ABC supports the
training and development of
employees
.677
Q13: Treated with respect at
work .758
Q9: Adequate recognition
for accomplishments .845
Q12: Respect is an
important factor in ABC for
satisfaction
.310
Q14: Committed to making
ABC successful .675
Q15: Would recommend to
a friend for employment .789