(Luận văn) factors affecting employee commitment in banking industry in ho chi minh

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business t to ng hi ep w n Nguyễn Thị Minh Thuyên lo ad ju y th yi pl ua al n FACTORS AFFECTING EMPLOYEE COMMITMENT IN BANKING INDUSTRY IN HO CHI MINH CITY n va ll fu oi m at nh z z k jm ht vb om l.c gm MASTER OF BUSINESS (Honours) an Lu n va ey t re Ho Chi Minh City – Year 2014 UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business t to ng hi ep w n Nguyễn Thị Minh Thuyên lo ad ju y th yi pl FACTORS AFFECTING EMPLOYEE COMMITMENT IN BANKING INDUSTRY IN HO CHI MINH CITY n ua al n va ll fu oi m at nh z z k jm ht vb ID: 21110023 an Lu SUPERVISOR: DR NGUYỄN ĐÔNG PHONG om l.c gm MASTER OF BUSINESS (Honours) n va ey t re Ho Chi Minh City – Year 2014 Acknowledgements t to The time of studying MBus program in International School of Business (ISB) ng hi and the time of doing this master thesis, I had chances to work with many great ep professors and be supported from ISB staff Finishing this program, I not only learn w n more knowledge, skills and experience of the economy and management, but also lo ad provide many aspects of social life such as very nice friendship with many new y th ju interesting members of the program who work in many other fields yi pl Therefore, I would like to express my sincere gratitude and deepest appreciation ua al to my supervisor, Dr Nguyen Dong Phong, for his continuous support of my thesis n va n And I would like to thank all professors, leaders and members of ISB for their fu ll enthusiastic supporting me during whole program oi m Last at all, I would like to thank my friends and colleagues not only for their at nh enthusiastic supporting, participation and launching to help me finish research survey, z z k jm ht vb but also take the best advantages during all my studying period om l.c Nguyen Thi Minh Thuyen gm Ho Chi Minh City, April, 2014 an Lu n va ey t re Abstract t to Employee retention is one of the most important practices of human resources ng hi management It contributes to achieve the target and it’s also an important factor to ep identify the sustainable development of an organization Especially in recent crisis w n stage, the banking sector is going down, employee’s turnover is a serious problem of lo ad some vietnamese banks Because employee’s turnover is an human resource y th ju organizational threat, so it’s worth to research We also have many theories and study yi pl for employee retention or commitment in many fields but there is not any closed ua al research for vietnamese banking industry in Ho Chi Minh city, especially in this crisis n n va period fu ll Purpose – This study analyzes the impact of the five variables based on reliable oi m previous research are training, leadership, working environment, remuneration and at nh policy to the employee commitment in banking industry in Ho Chi Minh city The z z k jm their employees ht vb result may help bankers have suitable HR practices to motivate, encourage and retain l.c gm Design/ methodology/ approach – A five-point Likert survey was conducted involving 170 banking employees in Ho Chi Minh city Scale reliability (Cronbach’s om relationship between independents variables and dependent variable an Lu Anpha), Factor Analysis and Regression were performed to test and analyze the ey practices depending on their conditions and their strategies t re Commitment Basing on this research, bankers will have more alternative suitable HR n practices, Employee’s Utility, Elements of Career Development to the Employee va Findings – This study prove the significant impact of Effectiveness of Leadership Keywords – Human resource practices, employee, commitment, retention, leadership, working environment, remuneration t to ng hi ep w n lo ad ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re Table of Contents t to CHAPTER 1: INTRODUCTION ng hi 1.1 Research background ep 1.2 Research problems w n 1.3 Research objectives and questions lo ad 1.4 Research scope y th ju 1.5 Research methodology yi pl 1.6 Structure of the Thesis ua al CHAPTER 2: LITERATURE REVIEW AND HYPOTHESIS n va n 2.1 Original theories fu ll 2.2 Previous researches and conceptualization 11 oi m 2.3 The conceptual model and hypotheses of the research 21 at nh CHAPTER 3: RESEARCH METHODOLOGY 23 z z ht vb 3.1 Research design 23 k jm 3.1.1 Qualitative research 23 l.c gm 3.1.2 Quantitative research 26 3.2 Data analysis method 27 om an Lu 3.3 Research process 31 CHAPTER 4: RESEARCH RESULT 32 n va 4.1 Demographic Sampling 32 4.3 Exploratory factor analysis (EFA) 36 4.3.1 Scale of employee commitment 36 ey t re 4.2 Testing of reliability by Cronbach's alpha coefficient 34 4.3.2 Scale of research factors 37 4.4 Regression analysis 39 t to CHAPTER 5: IMPLICATION AND CONCLUSION 46 ng 5.1 Discussion of finding 46 hi ep 5.2 Practical implication 48 w 5.3 Limitation and suggestion for further research 54 n lo ad REFERENCE 56 y th APPENDIX Group discussion outline 61 ju yi APPENDIX Questionaire 64 pl al n ua APPENDIX Descriptive Statistics 68 n va APPENDIX Testing reliability by Cronbach’s Alpha 72 ll fu APPENDIX Exploratory Factor Analysis (EFA) 73 m oi APPENDIX Regression Analysis 76 at nh z z k jm ht vb om l.c gm an Lu n va ey t re List of Figures t to Figure 1.1 Components of operating costs of Vietnamese banks in 2012 ng hi Figure 2.1 Maslow’s original hierachy of needs five-stage pyramid ep Figure 2.2 Research model 22 w n Figure 3.1 Research design process 31 lo ad Figure 4.1.1 Gender structure 32 y th ju Figure 4.1.2 Marital status 32 yi pl Figure 4.1.3 Age group structure 33 ua al Figure 4.1.4 Education structure 33 n va n Figure 4.1.5 Type of Bank structure 33 fu ll Figure 4.4.1 Final research model 45 oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re List of Tables t to Table 3.1 Adjusted measurement scale and scale encoding 25 ng hi Table 4.2.1 Cronbach’s Alpha reliability coefficient of employee commitment 34 ep Table 4.2.2 Cronbach’s Alpha reliability coefficient of research factors 35 w n Table 4.3.1 KMO and Bartlett’s Test for employee commitment 36 lo ad Table 4.3.2 EFA result of employee commitment 36 y th ju Table 4.3.3 KMO and Bartlett’s Test for research factors 38 yi pl Table 4.3.4 EFA result of research factors 38 ua al Table 4.4.1 Pearson Correlation model 41 n va n Table 4.4.2 ANOVA Testing result 42 fu ll Table 4.4.3 Model Summary 42 oi m Table 4.4.4 Regression Coefficients 43 at nh Table 4.4.5 Testing hypotheses 44 z z ht vb Table 5.2.1 Descriptive statistics of COM 49 k jm Table 5.2.2 Descriptive statistics of EUTI 49 l.c gm Table 5.2.3 Descriptive statistics of ELEA 51 Table 5.2.4 Descriptive statistics of ECAR 52 om an Lu n va ey t re List of Abbreviations t to HR Human resource ng hi HRM Human resource management ep SPSS Statistical Package for the Social Sciences – a statistic software w n EFA Exploratory Factor Analysis lo ad ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re t to Tơi khó mà gắn bó lâu dài với ngân hàng ng There is little to stick with this bank indefinitely (negative) Tôi sẵn sàng nỗ lực để giúp ngân hàng thành cơng hi ep Tơi tự hào thành viên ngân hàng I am willing work hard to help this bank be successful w I am proud to tell others that I am a member of this bank Tôi thật quan tâm đến tương lai ngân hàng n lo ad I really care about the future of this bank ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re th 63 t to APPENDIX 2: QUESTIONNAIRE ng IN ENGLISH hi ep Dear participants, I am Nguyen Thi Minh Thuyen, a student of the program "Master of Business Administration w and Commerce" of International School of Business - University of Economics in Ho Chi Minh n lo City At the present, I have been doing a research to indentify some factors to affect to ad organizational commitment of core employees in Vietnamese banking industry Please kindly y th ju share your own thinking on the issues given in this questionnaire All your ideas will help for yi the success of my research pl al ua A INDIVIDUAL INFORMATION n Please kindly provide some information about yourself by tick  in the appropriate box: n  Married  Other ll  Female  Single Marital status: fu  Male va Gender:  Colleges Education: nh  Under 30 years old oi m Age:  Bachelor at  30 - 40 years old z z  Over 40 years old k jm  Joint - Venture Bank  Wholly Foreign - Owned Bank/ Foreign Bank‟s n va ey t re  Under years  2- years  6- 10 years  Over 10 years an Lu Experience time at your current bank: om  Back officer  Manager l.c gm Your current professional position:  Teller  Credit officer ht  State - Owned Bank  Joint - Stock Commercial Bank Branch vb Type of the ownership of your current bank:  Under bachelor Your current average gross salary per month: th  Under millions/month  - 11 millions/month  12 - 20 millions/month  Over 20 millions/month 64 B CONTENT OF THE QUESTIONNAIRE t to Please kindly rate your agreement with the following statements by tick  in the appropriate box: ng hi Rating scale: ep [1] Strongly disagree [2] Disagree [3] Neutral [4] Agree [5] Strongly agree Measurement of Scale Rating w n TRAINING AND CAREER DEVELOPMENT I am properly orientated and trained upon joining this bank This bank has career development activities for employees lo ad 5 Leadership practices help me to become a high performing employee Leadership practices enhance my job satisfaction 5 Leadership practices make a positive contribution to the overall effectiveness Employees are well informed on matters important to them This bank has sufficient effort to determine the thought and responses of employees Organisational structure encourages horizontal & vertical communication 5 5 5 l.c 5 ju k y th LEADERSHIP yi pl n ua al n va ll fu 10 Overall this bank is a harmonious place to work 11 The physical working conditions are pleasant at My working life balances with my family life nh oi m WORKING ENVIRONMENT z z REMUNERATION AND REWARDS Employees are given positive recognition when they have high performance 13 This bank pays well 14 This bank offers a good benefits package compared to other organizations 15 This bank offers good opportunities for promotion jm ht vb 12 gm 1 om ORGANIZATIONAL CULTURE AND POLICIES Policies and procedures are helpful, well understood and up to date 17 Progress towards meeting planned objectives is periodically reviewed 18 The organizational structure facilitates the way we things 19 This bank has a defined vision/mission to meet its goals an Lu 16 5 n va 4 21 This bank really inspires me best to my job performance 22 My values and this bank's values are very similar 23 I will stick with this bank indefinitely 24 I am proud that I am a member of this bank 65 th I feel a strong sense of belonging to this bank ey 20 t re ORGANIZATIONAL COMMITMENT t to IN VIETNAMESE ng Xin chào Anh/Chị, hi ep Tôi tên Nguyễn Thị Minh Thuyên, học viên Cao học ngành Quản Trị Kinh Doanh Viện Đào tạo Quốc tế - Trường Đại học Kinh tế TP Hồ Chí Minh – Khóa năm 2011 Hiện tơi thực đề tài nghiên cứu yếu tố ảnh hưởng đến gắn kết nhân viên với tổ chức (phạm vi Ngân hàng thương mại Việt Nam) Rất mong anh/chị dành thời gian thực bảng khảo sát bên Tất ý kiến Anh/Chị có ý nghĩa với thành công nghiên cứu w n lo ad y th A THÔNG TIN CÁ NHÂN ju yi Anh/Chị vui lịng cung cấp số thơng tin cá nhân cách đánh dấu  vào ô tương ứng:  Nam  Nữ Độ tuổi:  Dưới 30  30 – 40  Trên 40 pl Giới tính:  Độc thân  Đã kết  Khác Trình độ học vấn:  Dưới Đại học  Đại học  Trên Đại học n ua al Tình trạng nhân: n va fu ll Loại hình Ngân hàng thƣơng mại Anh/Chị làm việc (phân loại theo hình thức sở hữu): oi m  Liên doanh  100% vốn nước ngoài/ Chi nhánh Ngân hàng nước at nh  Nhà nước  Cổ phần z  Nhân viên nghiệp vụ hỗ trợ  Cấp quản lý om l.c an Lu n va  Dưới triệu đồng/ tháng  -11 triệu đồng/ tháng  12 – 20 triệu đồng/ tháng  Trên 20 triệu đồng/ tháng gm Mức lƣơng binh quân Anh/Chị: k  Dưới năm  2- năm  6- 10 năm  Trên 10 năm jm Thời gian công tác Anh/Chị Ngân hàng tại: ht vb  Giao dịch viên  Nhân viên kinh doanh z Công việc Anh/Chị Ngân hàng: ey t re th 66 B NỘI DUNG NGHIÊN CỨU CHÍNH t to Anh/Chị vui lịng cho biết mức độ đồng ý phát biểu sau việc đánh dấu  vào ô tương ứng: ng hi ep [1] Hồn tồn khơng đồng ý [2] Khơng đồng ý [4] Đồng ý [5] Hồn tồn đồng ý Tiêu chí đánh giá [3] Trung hịa (khơng có ý kiến) Mức độ đồng ý w ĐÀO TẠO VÀ PHÁT TRIỂN Tôi định hướng đào tạo gia nhập vào Ngân hàng Ngân hàng có chương trình phát triển nghề nghiệp cho nhân viên n lo ad 5 Lãnh đạo Ngân hàng giúp tơi thể tốt đạt hiệu suất công việc cao Lãnh đạo Ngân hàng làm tăng hài lòng với công việc 5 Lãnh đạo Ngân hàng có đóng góp tích cực đến hiệu chung Ngân hàng thông tin đầy đủ với nhân viên vấn đề quan trọng liên quan đến họ Ngân hàng quan tâm, ghi nhận suy nghĩ phản ứng nhân viên Cơ cấu tổ chức Ngân hàng giúp phát huy hệ thống thông tin dọc ngang ju ua y th LÃNH ĐẠO yi pl al n n va ll fu oi m MƠI TRƢỜNG LÀM VIỆC Cơng việc hài hòa, cân sống tơi 10 Nhìn chung Ngân hàng nơi hài hoà để làm việc 11 Điều kiện, công cụ làm việc trang bị tốt, đầy đủ 5 5 5 5 at nh z z 14 Ngân hàng có chế độ đãi ngộ cạnh tranh 15 Ngân hàng tạo điều kiện tốt để nhân viên thăng tiến CHÍNH SÁCH om l.c Ngân hàng có chế độ đãi ngộ hợp lý gm 13 k Nhân viên ghi nhận đánh giá tích cực đạt hiệu cao jm 12 ht vb LƢƠNG THƢỞNG Chính sách, quy trình Ngân hàng hữu ích, dễ hiểu tân tiến 17 Tiến độ thực mục tiêu xem xét định kỳ 18 Cơ cấu tổ chức Ngân hàng hỗ trợ tốt cho công việc 19 Ngân hàng có định hướng rõ ràng để hồn thành mục tiêu đề an Lu 16 n va 21 Ngân hàng tạo động lực tốt để tơi hồn thành công việc 22 Các quan điểm, giá trị Ngân hàng phù hợp với 23 Tôi gắn bó lâu dài với Ngân hàng 24 Tơi tự hào thành viên Ngân hàng 67 th Tơi thấy thuộc tổ chức ey 20 t re SỰ GẮN KẾT VỚI TỔ CHỨC t to APPENDIX 3: DESCRIPTIVE STATISTICS ng hi ep Gender Percent Frequency w n 74 96 170 lo ad Valid Male Female Total Valid Percent ju y th 43.5 56.5 100.0 43.5 56.5 100.0 yi Married Percent pl Frequency Cumulative Percent 43.5 100.0 Valid Percent Singel Married Other Total 103 65 170 60.6 38.2 1.2 100.0 n n va Valid ua al Cumulative Percent 60.6 98.8 100.0 ll fu 60.6 38.2 1.2 100.0 m oi Age Percent Valid Percent nh Frequency Cumulative Percent at 3.5 170 100.0 Total 96.5 3.5 100.0 100.0 Edu Frequency 145 22 170 85.3 12.9 100.0 85.3 12.9 100.0 1.8 87.1 100.0 ey 1.8 t re 1.8 n Bachelor Upper bachelor Total Cumulative Percent va Valid Valid Percent an Lu College Percent om l.c gm Over 40 25.3 k 25.3 jm 43 71.2 ht 30 - 40 71.2 vb Valid z 71.2 z 121 Under 30 th 68 t to Type Frequency Percent ng hi ep State - Owned Bank Joint - Stock Commercial Bank Joint – Venture Bank Valid Wholly Foreign - Owned Bank/ Foreign Bank‟s Branch Total Valid Percent 16.5 71.2 16.5 71.2 13 4.7 7.6 4.7 7.6 92.4 100.0 170 100.0 100.0 w 28 121 Cumulative Percent 16.5 87.6 n lo ad ju y th yi pl ua al Job Percent Frequency Valid Percent n Cumulative Percent 20.0 55.9 83.5 100.0 va 34 61 47 28 170 n ll fu 20.0 35.9 27.6 16.5 100.0 20.0 35.9 27.6 16.5 100.0 oi m Valid Teller Credit officer Back officer Manager Total at nh z z Valid Percent an Lu Cumulative Percent 25.9 72.4 93.5 100.0 n va Valid Percent om Salary Frequency Percent 21.8 55.3 21.2 1.8 100.0 Cumulative Percent 21.8 77.1 98.2 100.0 l.c 21.8 55.3 21.2 1.8 100.0 gm 37 94 36 170 k Valid Under years - years - 10 years Over 10 years Total jm ht vb Experience Frequency Percent 25.9 46.5 21.2 6.5 100.0 69 th 25.9 46.5 21.2 6.5 100.0 ey 44 79 36 11 170 t re Under millions/ month - 11 millions/ month Valid 12 - 20 millions/ month Over 20 millions/ month Total t to ng Descriptive Statistics of COM hi ep N w Com3 Com1 Com4 Com2 Com5 Valid N (listwise) Minimum Maximum n lo ad Statistic 170 170 170 170 170 170 Statistic Mean Statistic 5 5 Statistic Std Error 3.41 048 3.26 058 3.36 062 3.26 053 3.76 053 Statistic 630 758 812 693 691 ju y th 1 Std Deviation yi pl al n ua n va ll fu oi m at nh z z k jm ht vb Rem4 Led5 Env2 Led6 Pol1 Rem3 Rem2 Valid N (listwise) N Statistic 170 170 170 170 170 170 170 170 Descriptive Statistics of EUTI Minimum Maximum Mean Std Deviation Statistic Statistic Statistic Std Error Statistic 3.48 053 690 3.34 061 793 3.59 055 718 3.50 060 779 3.44 058 753 3.12 072 935 3.51 058 756 Statistic Statistic Statistic 770 871 810 824 800 649 720 705 904 an Lu n va ey th 70 t re 5 5 5 5 Statistic Std Error 3.38 059 3.25 067 3.29 062 3.32 063 3.38 061 3.59 050 3.57 055 3.31 054 3.34 069 om 1 1 1 Std Deviation l.c Led3 Pol3 Led1 Led2 Pol2 Pol4 Tra2 Led4 Env1 Valid N (listwise) Statistic 170 170 170 170 170 170 170 170 170 170 gm N Descriptive Statistics of ELEA Minimum Maximum Mean t to ng hi ep w Tra1 Env3 Rem1 Valid N (listwise) n lo ad Descriptive Statistics of ECAR N Minimum Maximum Mean Std Deviation Statistic Statistic Statistic Statistic Std Error Statistic 170 3.68 063 818 170 3.64 058 751 170 3.51 054 707 170 ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re th 71 t to APPENDIX 4: TESTING RELIABILITY BY CRONBACH’S ALPHA ng hi ep Item-Total Statistics Group Times Scale Mean if Item Deleted Scale Variance if Item Deleted Corrected Item-Total Correlation Cronbach's Alpha if Item Deleted Tra1 3.57 519 546 Tra2 3.68 670 546 Led1 Led2 Led3 Led4 Led5 Led6 Env1 Env2 Env3 Rem1 Rem2 Rem3 Rem4 Pol1 Pol2 Pol3 Pol4 Com1 Com2 Com3 Com4 Com5 16.85 16.82 16.75 16.83 16.79 16.64 7.22 6.98 6.93 10.11 10.11 10.50 10.14 10.22 10.28 10.41 10.08 13.80 13.80 13.66 13.70 13.30 9.231 8.576 9.359 9.326 9.419 9.630 1.536 2.082 1.971 3.788 3.271 2.808 4.035 4.459 3.955 3.640 4.604 4.279 4.729 4.688 4.259 5.051 626 769 641 730 601 566 597 527 548 528 694 657 444 663 798 824 758 623 530 632 564 412 843 815 840 826 848 854 593 672 647 739 652 674 777 888 838 829 860 706 739 710 730 776 Variable w n Training and cereer development ad ju y th 1st lo 1st yi pl n ua al Leadership at z z N of items 703 861 729 771 887 k jm ht vb om l.c gm an Lu Organizational commitment nh 1st oi Organizational culture and policies m 1st ll Remuneration and reward fu 1st n Working Environment va 1st Cronbach's Alpha 775 n va ey t re th 72 t to APPENDIX 5: EXPLORATORY FACTOR ANALYSIS (EFA) ng hi EFA result of commitment scale ep KMO and Bartlett's Test w 790 217.437 10 000 n Kaiser-Meyer-Olkin Measure of Sampling Adequacy Approx Chi-Square Bartlett's Test of df Sphericity Sig lo ad ju y th yi pl Total Variance Explained ua al Component Initial Eigenvalues n % of Cumulative Variance % 53.300 53.300 15.300 68.600 Total n va Total Extraction Sums of Squared Loadings 684 13.678 488 9.751 92.029 399 7.971 100.000 2.665 ll fu 2.665 765 % of Cumulative Variance % 53.300 53.300 oi m at nh 82.278 z vb jm ht k Component Matrixa an Lu n va ey t re 792 788 750 712 590 om l.c gm Component Com3 Com1 Com4 Com2 Com5 z Extraction Method: Principal Component Analysis th Extraction Method: Principal Component Analysis a components extracted 73 t to EFA result of research factors ng KMO and Bartlett's Test hi ep 912 2072.212 171 000 Kaiser-Meyer-Olkin Measure of Sampling Adequacy Approx Chi-Square Bartlett's Test of Sphericity df Sig w n lo ad y th Total Variance Explained ju yi % of ua Variance Cumulative al Total Extraction Sums of Squared Loadings pl Initial Eigenvalues Component Total % 48.666 1.719 9.049 57.715 1.006 5.294 63.009 901 4.745 67.754 881 4.635 72.389 706 3.716 76.104 652 3.432 79.536 613 3.224 82.761 502 2.643 85.404 10 419 2.206 87.610 11 397 2.087 89.697 12 344 1.808 91.505 13 323 1.700 93.205 14 292 1.539 94.744 15 261 1.371 96.115 16 228 1.202 97.318 17 201 1.059 98.376 18 165 870 99.246 19 143 754 100.000 Variance % 9.246 Total % of Cumulative Variance % 48.666 5.277 27.772 27.772 1.719 9.049 57.715 4.052 21.328 49.100 5.294 63.009 2.643 13.909 63.009 n va 48.666 ll 1.006 oi m at Cumulative nh 48.666 % of fu 9.246 n Rotation Sums of Squared Loadings z z k jm ht vb om l.c gm an Lu n va ey t re th Extraction Method: Principal Component Analysis 74 t to ng hi ep Rotated Component Matrixa Component Led3 840 103 121 Pol3 736 368 240 Led1 679 239 369 Led2 664 477 051 Pol2 663 252 390 Pol4 658 444 239 Tra2 627 -.053 596 Led4 615 434 169 Env1 568 344 368 Rem4 172 749 -.051 Led5 285 743 -.043 Env2 -.012 714 432 Led6 235 664 216 Pol1 456 584 239 Rem3 498 564 132 Rem2 412 482 467 Tra1 114 006 789 Env3 337 255 555 Rem1 489 170 493 Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization a Rotation converged in iterations w n lo ad ju y th yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re th 75 t to APPENDIX 6: REGRESSION ANALYSIS ng hi Pearson Correlations ep COM w n lo Pearson Correlation ad ju y th yi pl Sig (1-tailed) n ua al n va N 1.000 472 664 229 000 000 001 170 170 170 170 EUTI 472 1.000 000 000 000 500 500 170 170 170 170 ECAR 664 000 1.000 000 000 500 500 170 170 170 170 ll fu COM ELEA EUTI ECAR COM ELEA EUTI ECAR COM ELEA EUTI ECAR ELEA 229 000 000 1.000 001 500 500 170 170 170 170 oi m at nh Model Summary R a Predictors: (Constant), ECAR, EUTI, ELEA gm 715 139.047 Sig .000b 169 ey 169.000 F 139.047 t re Total Mean Square 40.297 166 290 n Residual df va Sum of Squares 120.892 48.108 an Lu Model Regression 000 om ANOVAa 166 l.c 710 53834025 k jm ht 715 Sig F Change vb 846a R Square Change Change Statistics F df1 df2 Change z R Adjusted R Std Error Square Square of the Estimate z Mod el th a Dependent Variable: COM b Predictors: (Constant), ECAR, EUTI, ELEA 76 t to Coefficientsa ng Model hi Unstandardized Coefficients ep B Standardized Coefficients Std Error 041 ELEA 472 EUTI 664 ECAR 229 a Dependent Variable: COM 041 041 041 w n lo Sig Beta 1.002E-013 (Constant) t ad 1.000 11.394 16.024 5.527 000 000 000 ju y th 472 664 229 000 yi pl n ua al n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re th 77