Baye Zedengl SOFT WARE
ADAGO POST GRAGUATION COLLEGE
DEPARTMENT OF PROJECT PLANNIG AND
MANAGEMENT
COURSE NAME: SOFTWARE AND SEMINARE
INDIVIDUAL ASSIGNMENT
NEME ID
1,BAYE ZEDENGL ACPM 012/ 1-15
SUBMITTED TO;
DECEMBER /2023
WOLDIA, ETHIOPIA
1. Do descriptive analysis for all items and demographic variables @
frequency, percentage, mean, and standard deviation
sex of employment
Frequenc Valid Cumulative
y Percent Percent Percent
Vali 1 43 86.0 86.0 86.0
d 2 7 14.0 14.0 100.0
Tota
50 100.0 100.0
l
education level of employe
Frequenc Valid Cumulative
y Percent Percent Percent
Vali 3 5 10.0 10.0 10.0
d 4 22 44.0 44.0 54.0
5 14 28.0 28.0 82.0
6 9 18.0 18.0 100.0
Tota
50 100.0 100.0
l
Descriptive Statistics
Maximu Std. Varianc
N Minimum m Mean Deviation e
age of employee 50 18 50 30.22 6.412 41.114
Valid N (listwise) 50
Statistics
salary benefit promotion working responsibility employee
N Valid 50 50 50 50 50 50
Missing 0 0 0 0 0 0
Mean 2.9560 3.4280 3.4450 3.0400 3.2520 3.2960
Std. Deviation 1.07003 1.18426 1.13394 .87131 .85981 .95382
2. Determine reliability analysis @ Cronbach's Alpha
Reliability Statistics
Cronbach's
Alpha Based
on
Cronbach's Standardized
a
Alpha Items N of Items
-.052 .709 9
a. The value is negative due to a negative
average covariance among items. This violates
reliability model assumptions. You may want to
check item codings.
Summary Item Statistics
Maximum /
Mean Minimum Maximum Range Minimum Variance N of Items
Item Means 6.146 1.140 30.220 29.080 26.509 82.275 9
Inter-Item Covariances -.030 -2.507 1.311 3.819 -.523 .842 9
Inter-Item Correlations .213 -.410 .976 1.386 -2.382 .166 9
ANOVA
Sum of Mean
Squares df Square F Sig
Between People 251.407 49 5.131
Within People Between Items 32910.037 8 4113.755 762.294 .000
Residual 2115.446 392 5.397
Total 35025.483 400 87.564
Total 35276.890 449 78.568
Grand Mean = 6.1463
3. Find outlier if any?
Extreme Values
Case Number Value
employee Highest 1 16 4.80
2 2 4.60
3 38 4.60
4 1 4.40
5 5 4.40a
Lowest 1 32 1.00
2 49 1.40
3 46 1.40
4 50 1.60
5 43 1.80
a. Only a partial list of cases with the value 4.40 are shown in
the table of upper extremes.
employee Stem-and-Leaf Plot for
salary= 1.20
Frequency Stem & Leaf
1.00 3 . 2
1.00 4 . 8
Stem width: 1.00
Each leaf: 1 case(s)
employee Stem-and-Leaf Plot for
salary= 1.40
Frequency Stem & Leaf
2.00 1 . 44
1.00 2 . 8
Stem width: 1.00
Each leaf: 1 case(s)
4 . Assuming employee performance as a dependent variable and all the other
variables as an independent variables (salary, benefit, promotion, working condition,
and responsibility), determine correlation, regression assumptions (histogram,pp plot,
collinarity… etc) and regression analysis (by having the null hypothesis (H01) all the
independent variables have no significant ef ect on the dependant
Correlations
employee salary benefit promotion working responsibility
Pearson Correlation employee 1.000 .555 .595 .633 .575 .754
salary .555 1.000 .697 .687 .474 .765
benefit .595 .697 1.000 .976 .569 .734
promotion .633 .687 .976 1.000 .560 .735
working .575 .474 .569 .560 1.000 .642
responsibility .754 .765 .734 .735 .642 1.000
Sig. (1-tailed) employee . .000 .000 .000 .000 .000
salary .000 . .000 .000 .000 .000
benefit .000 .000 . .000 .000 .000
promotion .000 .000 .000 . .000 .000
working .000 .000 .000 .000 . .000
responsibility .000 .000 .000 .000 .000 .
N employee 50 50 50 50 50 50
salary 50 50 50 50 50 50
benefit 50 50 50 50 50 50
promotion 50 50 50 50 50 50
working 50 50 50 50 50 50
responsibility 50 50 50 50 50 50
Model Summaryb
Std. Change Statistics
Error of
R Adjuste the
Mod Squar dR Estimat R Square
el R e Square e Change F Change df1 df2
1 .788
a
.621 .577 .62005 .621 14.391 5 44
a. Predictors: (Constant), responsibility, working, promotion, salary, benefit
b. Dependent Variable: employee
ANOVAa
Sum of Mean
Model Squares df Square F Sig.
1 Regression 27.663 5 5.533 14.391 .000b
Residual 16.916 44 .384
Total 44.579 49
a. Dependent Variable: employee
b. Predictors: (Constant), responsibility, working, promotion, salary, benefit
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients 95.0% Confidence
Model B Std. Error Beta t Sig. Lower Bound
1 (Constant) .291 .373 .780 .439 -.461
salary -.059 .136 -.066 -.435 .666 -.333
benefit -.594 .353 -.737 -1.680 .100 -1.306
promotion .725 .365 .862 1.985 .053 -.011
working .158 .136 .145 1.166 .250 -.115
responsibility .688 .195 .620 3.533 .001 .295
a. Dependent Variable: employee
Collinearity Diagnosticsa
Condition Variance Proportions
Model Dimension Eigenvalue Index (Constant) salary benefit promotion working
1 1 5.825 1.000 .00 .00 .00 .00 .00
2 .077 8.702 .33 .06 .01 .01 .07
3 .046 11.304 .00 .55 .02 .01 .06
4 .036 12.774 .54 .01 .00 .00 .67
5 .014 20.168 .10 .37 .00 .00 .20
6 .002 50.016 .03 .01 .97 .97 .01
a. Dependent Variable: employee
ADAGO COLLEGE
Exam 50 %
one who sends out of the specified date and time will not be
considered. Thanks
Required:
Having those given data in mind (50 respondents)
Feed the data and do the following with their interpretations.
1. Do descriptive analysis for all items and demographic variables @
frequency,
percentage, mean, and standard deviation
2. Determine reliability analysis @ Cronbach's Alpha
3. Find outlier if any?
4. Assuming employee performance as a dependent variable and all
the other
variables as an independent variables (salary, benefit, promotion,
working
condition, and responsibility), determine correlation, regression
assumptions
(histogram,pp plot, collinarity… etc) and regression analysis (by
having the
null hypothesis (H01) all the independent variables have no
significant effect
on the dependant variables)
SAMPLE QUESTIONNAIRES FOR SOFTWARE ANALYSIS
No Indicators Scales
5 4 3 2 1
Salary
Your salary is enough for the
1
work you do
2 Salary increase is timely
Being on time for a pay rise will
3 be a good reason for your
performance
Over time payment is implement
4
in your hotel
Having overtime pay will
5
increase your performance
B. Benefit
Benefit packages are
implemented within the
1
institution to strengthen
employee competitiveness
The issuance of benefit packages
2 policy plays an important role for
employee performance
My benefits meet my (and my
3
family’s) needs well
4 I am compensated fairly.
My hotel has expressed interest
5
in my health and wellness.
Promotion
The institution provides equal
1 opportunity for each employee to be
promoted
The institutions promotion policy is
2 clearly communicated to all
employees
Equal promotion of employees creates
3 motivation for high
performance.
My opportunities for upgrading are
4
limited.
The organization gives enough chance
5
for professional growth.
6 Staff promotion is fair and
transparent.
In the hotel job promotion is based on
7 job performance and
achievement.
Being promoted makes me satisfied
8
more than anything.
Working condition
Creating a suitable work environment
encourages high-performance
1
employees to continue their
performance
Having a safe working environment
2 contributes to high performance in
the work of employees
3 Am enjoying my hotel’s culture
4 I feel connected to your coworkers
5 managers value your feedback
Responsibility
They say that appreciating motivating
1 employees in an hotel is the key
to good performance.
They were rewarded for their excellent
2
work in the hotel
Employees have clear job
3
responsibilities in the hotel
Rewarding employees allows them to
participate in decisions that have
4
a positive impact on their
performance.
The implementation of the reward will
5 enable employees to fulfill their
responsibilities
Employee performance
Having a motivation increase my
1
commitment and performance
The presence of motivation practices
2 in the office will be a good reason
for the performance of the employee
I feel that applying motivation will
3 enable me to do my job more
efficiently and effectively.
After employees are motivation, their
4 attitude is that they are willing to
accept more challenging tasks.
The presence of effective motivation system practices in
the institution
5
makes employees feel more responsible for doing their
job well
