INTRODUCTION:
Two surveys were conducted to gather data regarding job performance and job commitments.
People were asked to answer two questionnaires and the data was recorded. After the results
came in the relationship between both data variables was calculated and analyzed.
Here job performance is the dependent variable and job commitment is an independent
variable. There is some relationship between the two that, a persons’ commitment to the job
affects his performance at that job.
ANALYSIS AND INTERPRETATION:
After performing statistical analysis on the data, the following values were found
MEAN and STANDARD DEVIATION:
The mean indicates the center where most of the data is located. The standard deviation indicates
how far data points lay from the mean i.e. the variation in the distribution.
The mean for the set of values of the first questionnaire is 3.23. This indicates the average
commitment/ performance relationship of the job. The standard deviation is found to be 1.339.
Calculating the coefficient of variation by linking the mean and standard deviation, it is
discovered that there is a 41.4% variation in the distribution.
The mean for the set of values of the second questionnaire is 3.24. This indicates the average
value of commitment/performance relationship of the job. The standard deviation for this set of
data is 1.286. The variation in the data is 39.6%.
Both sets of data show that there is less variation in their distribution, which means that most of
the data are closely related and most answers’ were close.
CORRELATION ANALYSIS:
The correlation coefficient is used to indicate the strength of a relationship. We used this to
analyze the relationship between job performance and commitment.
The correlation of job commitment is 3.238.
The correlation of job performance is 3.403.
The average correlation of the variables is calculated as 0.180.
The correlation value indicates a weak positive association between the two variables. There is a
slight linear relation between job commitment and job performance. The positivity might
indicate that the variables are directly related i.e. the performance at the job increases if there is
some commitment to the job. There isn’t a proper linear relationship so we aren’t sure how both
variables affect each other. Since there is a weak relationship between these two variables, it is
concluded that the job performance is loosely dependent on a person’s commitment to the job.
Hence, other factors might also play a role in increasing the performance of the job. These
factors may include experience, skillset, environment, employee insurance etc. However, some
part of the performance is affected by the commitment to the job.
These results are on the basis of the questionnaires and using statistical tools which helped form
a relationship between both the variables. This also helps in creating future predictions. For
example, we know that the job performance has many other factors that affect it, so we will not
only look at job commitment and predict or conclude anything for future. We can consider job
commitment a part of analyzing performances but cannot fully depend on it only because
choosing a variable which has a relatively weak relationship can be misleading.
