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Data/Methodology
In order to find data on perceived organizational support and turnover intentions I will collect
(OT), job satisfaction (JS) and turnover intentions (TI) and for that I decided to use a
questionnaire survey because it is a prevailing quantitative method used vastly by social science,
population – the sample – through the data collection process of asking questions of people…
this enables a researcher to generalize the findings from a sample of responses to a population”
(Creswell, 1994). In addition, questionnaire survey data can provide useful statistics to the
researcher, which can be used to describe how things are and why the phenomena occur (Lewin,
2005). On the one hand, descriptive statistics can be used to “describe and summarise data and
include measures of central tendency (average) and dispersion (the spread of data or how close
each other is to the measure of central tendency)” (Lewin, 2005). On the other hand, inferential
statistics are used to “identify differences between groups, look for relationships between
attributes and create models in order to be able to make predictions” (Lewin, 2005). Therefore,
by using a questionnaire survey method, the author was able to quantify answers to questions,
compare and contrast responses among the samples look for relationships between variables, and
enable generalizations from a sample of responses. More specifically, the present study will use a
referring to the type of questionnaire where “respondents answer questions by completing the
questionnaire themselves” (Bryman, 2001). The first benefit to use questionnaire technique is
that
• It is good for measuring attitude and eliciting other content from research participants.
• It is Inexpensive.
But on the other hand, there are some weaknesses of using questionnaire technique like
• It needs validation.
Acknowledging that each method has some limitations but efforts will be made to minimize the
The Population of my study will be higher educational. Institutions of Pakistan in which the
sample size of 100 teachers will be taken for conducting the study by using simple random
4.2 Measures:
Satisfaction and turnover intentions only respondent filled questionnaire will be used. Participant
data was obtained thorough in one survey with 5-point likert scale only. Participant will asked a
few questions. The survey contained a total of 28 questions and took approximately 10 to 15
minutes to complete. Incomplete survey was not included in the survey. There were different
measures for the variables defined and were thought of with many complications. There were at
least 5 questions in the survey obtaining data for one variable and some questions were directly
obtaining data with no complications. Measure for each variable is defined below:
Perceived organizational support was measure by asking the seven questions by using the 5-
points itemized rating type scale ranging from (1) strongly disagree to (5) strongly agree
Organizational Commitment
Organizational Commitment was measure by asking the seven questions by using the 5-points
itemized rating type scale ranging from (1) strongly disagree to (5) strongly agree
Job Satisfaction
Job satisfaction was measure by asking the seven questions by using the 5-points itemized rating
type scale ranging from (1) strongly disagree to (5) strongly agree
Turnover Intentions
Turnover Intentions was measure by asking the seven questions by using the 6-points itemized
rating type scale ranging from (1) strongly disagree to (5) strongly agree
4.3 Methodology:
To make analysis of data we will use Spss software in which we will make analysis in to two
parts where part one will lead descriptive statistics that will be use to “describe and summarize
data and include measures of central tendency (average) and dispersion (the spread of data or
how close each other is to the measure of central tendency)” (Lewin, 2005) and part two will
lead to inferential statistics that will be use to “identify differences between groups, look for
relationships between attributes and create models in order to be able to make predictions”
(Lewin, 2005). The methodology that we will adapt is discussed below one by one
In order to get the overall summary of variable we will used descriptive statistics in which we
will come to know about the nature of response that we will get from respondent like the value of
We will use frequency distribution which is a descriptive measure used for a graphical
representation of the data to check the frequency (occurrence of one option) of the data as well as
To check the overall picture for identifying the relationship between dependent and independent
variable we will use scatter-plots. This matrix shows all the possible two dimension plots of the
variables. Scatter plot will used to see the graphical picture of relationship between the
We will use regression analysis to find out the effect size of independent variable on dependent
variable that how much change will occur in dependent variable due to change in independent
variable by using regression equation for analysis. Where we will check the value of f-test to
check the goodness of fit of the model. We will also make focus on the value to T to check the
significance level of relationship for the acceptance or rejection of our alternative hypothesis. We
will also make focus on the value of R square to see the contribution level of variable mean how
much independent variable contribute in changing the value of dependent variable. Since the
objective of this study is to check the impact of perceive organizational support on turnover
intentions in higher educational sector of Pakistan. So, here in this study ordinary least square
(OLS) method of simple regression will be used to find such equation which could be used to
find the impact of perceived organizational support on turnover intentions and the specified
POSi = C + B(TIi) + Ei
The equation which shows above where POSi is the dependent variable and C is the value of
constant, B(TIi) is the value of independent variable shows the partial regression coefficient
represents the change in dependent variable, due to one unit change in independent variable. Ei is
We will also use correlation to find the relationship among variables as well as check the
strength of the relationship of different variables. It will also show the direction of relationship
Analysis
The result of the study analysis is presented in this chapter. Descriptive analysis used to describe
the data by using descriptive summary as well as histogram with normal distribution curve.
Inferential analysis used to describe the relation between variables by checking the acceptance or
rejection of hypothesis and to see the nature of relationship between variables. In inferential
portion the study tested the relationship between perceived organizational support (POS), job
Data screening and preparation is focused on ensuring that the data contained the appropriate
range of scores for all analyzed variables including the identification of possible outlines. We
used questionnaire for collection of data. After that the most complicated work is to make
analysis of the data. So, for that purpose the first step is data screening in which we ensure that
all the participants were filled the questionnaire correctly and completely and after that we coded
all returned questionnaires in to Spss software for data analysis. For every variable we used 7
questions so, firstly we compute all the variables to get the final shape of our data variables and
after that used different test for analysis. Let’s discussed the detail of each variable one by one in
5.2 Results:
In this portion all the results with their interpretation were shown and being discussed one by one
Table 1.1 presents the descriptive statistics that show the overall picture of all the four variables.
There were scales of 5 responses that lead to the options (strongly disagree, disagree, neutral,
agree, and strongly agree). Number of observations of each variable is 100. In the above table the
mean values and the values of standard deviation of all the 4 variables have been shown. Mean
value provides the idea about the central tendency of the values of a variable. For example if we
observe the above output to assess the average response rate or the respondent then we come to
satisfaction (mean:3.31) and turnover intentions (mean: 2.75). If we observe then for the first
three variables (POS, commitment and satisfaction) the average response rate of responded is lie
with in the option 3-4 (3 is for neutral and 4 is for agree) and for turnover intention the average
response rate of responded is lie in the option 2-3 (2 is for disagree and 3 is for neutral). The
minimum option that is ticked by responded is 2 and the maximum option that is ticked by
responded is 5.
Standard deviation gives the idea about the dispersion of the values of a variable from its mean
value. So, if we observe then in the response rate for the variable of commitment is value of
standard deviation is (S.D.479) which is the lowest value as compare to other variable values.
Which shows that most of the respondent answers were same for the variable of commitment and
have consistency in their response rate but if we observe then for turnover intention the value of
standard deviation is (S.D .622) which is quite high as compare to other variables which clearly
shows that the response regarding turnover intention of mostly respondents were not the same
5.2.2 Histogram
This shows the graphical representation of the variables with the curve to check the normality of
the response rate. Let’s discuss the result of each variable’s histogram one by one
Figure 1.1
Strongly Disagree = 1
Disagree = 2
Neutral = 3
Agree = 4
Strongly Agree = 5
The fig.1 shows the graphical representation of the bars that is showing the response of the
respondents regarding perceived organizational support. Most of the participant’s lies in the
option 3 - 4 (3 is for neutral and 4 is for agree). Similarly small numbers of respondents were
marked very low and very high options. The bars in the histogram from a distribution (pattern or
curve) that is similar to the normal, bell shaped curve. Thus, frequency distribution of the
Figure 1.2
Strongly Disagree = 1
Disagree = 2
Neutral = 3
Agree = 4
Strongly Agree = 5
The fig.1 shows the graphical representation of the bars that is showing the response of the
respondents regarding organizational commitment. Most of the participant’s lies in the option 3 -
4 (3 is for neutral and 4 is for agree). Similarly small numbers of respondents were marked very
low and very high options. The bars in the histogram from a distribution (pattern or curve) that is
similar to the normal, bell shaped curve. Thus, frequency distribution of the commitment is
approximately normal.
Figure 1.3
Strongly Disagree = 1
Disagree = 2
Neutral = 3
Agree = 4
Strongly Agree = 5
The fig.1 shows the graphical representation of the bars that is showing the response of the
respondents regarding job satisfaction. Most of the participant’s lies in the option 3 - 4 (3 is for
neutral and 4 is for agree). Similarly small numbers of respondents were marked very low and
very high options. The bars in the histogram from a distribution (pattern or curve) that is similar
to the normal, bell shaped curve. Thus, frequency distribution of the job satisfaction is slightly
Figure 1.4
Strongly Disagree = 1
Disagree = 2
Neutral = 3
Agree = 4
Strongly Agree = 5
The fig.1 shows the graphical representation of the bars that is showing the response of the
respondents regarding turnover intentions. Most of the participant’s lies in the option 2 - 3 (2 is
for disagree and 3 is for neutral). Similarly small numbers of respondents were marked very low
and very high options. The bars in the histogram from a distribution (pattern or curve) that is
similar to the normal, bell shaped curve. Thus, frequency distribution of the intentions is
approximately normal.
associates with his or her scores on the other variable. Let’s discuss each plot or graph one by
one
Figure 1.1
Figure 1.1 shows the results of scatter plot matrix where we intend to have some idea about the
relationship between perceived organizational support and commitment. If we observe then the
flow of line is come from right to left which shows the positive relationship between perceived
organizational support and commitment. This means that if the organization gives high perceived
organizational support then there is also increase in the commitment level of an employee and
Figure 1.2
Figure 1.2 shows the results of scatter plot matrix where we intend to have some idea about the
relationship between perceived organizational support and satisfaction. If we observe then the
flow of line is come from right to left which shows the positive relationship between perceived
organizational support and satisfaction. This means that if the organization gives high-perceived
organizational support then there is also increase in the satisfaction level of an employee and the
Figure 1.3
Figure 1.3 shows the results of scatter plot matrix where we intend to have some idea about the
relationship between commitment and satisfaction. If we observe then the flow of line is come
from right to left which shows the positive relationship between commitment and satisfaction.
This means that if the commitment level of an employee is increase then there is also increase in
the satisfaction level of an employee and both variables are mutually correlated with one an other
Figure 1.4
Figure 1.4 shows the results of scatter plot matrix where we intend to have some idea about the
relationship between commitment and turnover intentions. If we observe then the flow of line is
come from left to right that shows the negative relationship between commitment and turnover
intentions. This means that if the commitment level of an employee is high then there is low
turnover intentions occur for an employee and the above results have been confirmed by the
table of correlations.
Figure 1.5
Figure 1.5 shows the results of scatter plot matrix where we intend to have some idea about the
relationship between satisfaction and turnover intentions. If we observe then the flow of line is
come from left to right that shows the negative relationship between satisfaction and turnover
intentions. This means that if the satisfaction level of an employee is high then there is low
turnover intentions occur for an employee and the above results have been confirmed by the
table of correlations.
Figure 1.6
Figure 1.6 shows the results of scatter plot matrix where we intend to have some idea about the
then the flow of line is come from left to right that shows the negative relationship between
perceived organizational support and turnover intentions. This means that if the perceived
organizational support level of an employee is high then there is low turnover intentions occur
for an employee and the above results have been confirmed by the table of correlations.
5.2.4 Correlation
Correlation is used to check the mutual relationship among variables. For checking the
relationship we will make two hypotheses: null (H0) and alternative (H1). We interpret the
findings on the acceptance or rejection of the hypothesis. We used correlation matrix to check
the mutual relationship of different variables. The hypothesis which we developed are given
below
Hypothesis 1:
Hypothesis 2:
Hypothesis 3:
Hypothesis 4:
Hypothesis 5:
Hypothesis 6:
Table 1.1
Correlations
Table 1.1 represents the table of correlations. Where two variables – commitment and
satisfaction– are positively correlated to perceived organizational support (r= .422, p = .000, and
organizational support (r= -.201, p = .045). The magnitudes of the above discussed two
correlations are greater than 0.33 in the absolute terms, which shows the moderate correlations
between the said pairs of the variables but the correlation of turnover intention is lesser than 0.33
in absolute terms, which shows the weak correlation between POS and turnover intention. If we
see the mutual relationship of commitment and satisfaction (r= .792, p = .000) then there is
positive relationship exist between both variables and the value of r= .792 which shows that both
variables are strongly related to each other and the variables – commitment and satisfaction– are
negatively correlated to turnover intentions (r= -.232, p = .042, and r= -.212, p= .032,
respectively) but both correlation were lesser than 0.33 which shows that both have weak impact
on turnover intentions. All the above correlations are statistically significant at less than five
percent level of significant. In the case of these correlations the null hypothesis that were stated
above of no correlation are rejected as the P-values are lesser than 0.05.
5.2.5 Regression
Regression is used to check the effect size of independent variable to dependent variable. Let’s
Variables Entered/Removedb
Variables Variables
Model Entered Removed Method
1 posa . Enter
ANOVAb
Total 38.272 99
The value of the coefficient of determination (R2) is .167. This shows that the correlation
between the observed values of perceived organizational support and the fitted value of the
turnover intention is 16% percent. The adjusted coefficient of determination (adj. R2) shows is
adjusted for the degrees of freedom. The value of the adjusted coefficient of determination (adj.
R2) is not affected. The value of the adjusted coefficient of determination (adj. R2) is .158,
which shows that 15% variations in turnover intentions. The value of F-statistic is statistically
significant at less than five percent that exhibits that in the estimated model at least one of the
partial regressions coefficients is different from zero.
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
The results show that the independent variables less significantly affect the employee turnover
intentions as shown by the values of the t-statistic and the corresponding P-values. T-test is used
to test the significance of the individual partial regression coefficients. Null hypothesis in this
test is set as the partial regression coefficient is zero. This test shows that the coefficients of the
predictor are statistically significant at less than five percent level of significance.