Table 4.5
Cross-Tabulation of Expected Employees Turnover and Gender
Crosstab
678mhlai
Total Expected
Retention
Expected turnover Gender
Female Count 141 99 240
% within 678mhlai 58.75% 41.25% 100.0%
Male Count 88 72 160
% within 678mhlai 55.0% 45.0% 100.0%
Total Count 229 171 400
% within 678mhlai 57.25.0% 42.75.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Exact Sig.
(2-sided)
Exact Sig.
(1-sided)
Pearson Chi-Square .552a 1 .458
Continuity Correctionb .409 1 .522
Likelihood Ratio .551 1 .458
Fisher's Exact Test .472 .261
Linear-by-Linear
Association .550 1 .458
N of Valid Casesb 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 68.40.
b. Computed only for a 2x2 table
In the table, the portion of female respondents who want to stay with 58.75% is higher than those of male respondents with 55%. As a result, the portion of male respondents who want to leave is higher than those of female respondents. This figure reflects the fact that female employees want more stable job and have a tendency to stay with existing jobs than that of male
employees. But the difference is not much high. The significance of Chi- square is greater than 0.05 (Sig = 0.458). This means that there is no significant relationship between gender and expected turnover.
Table 4.6
Cross-Tabulation of Expected Employees Turnover and Age
Crosstab
678mhlai
Total Expected
Retention
Expected turnover
Ages 18-30 Count 144 106 250
% within 678mhlai 57.6 42.4 100.0%
31-40 Count 40 24 64
% within 678mhlai 62.5 37.5 100.0%
41-50 Count 30 31 61
% within 678mhlai 49.18033 50.81967 100.0%
Over 50 Count 15 10 25
% within 678mhlai 60 40 100.0%
Total Count 229 171 400
% within 678mhlai 57.25 42.75 100.0%
In the table, the employees with age range from 18-30 are 250, accounted for 62.5% of the total respondents; in which 57.6% want to stay and 42.4% want to leave. Age range from 31-40 and from 41-50 is 64 and 61, accounting for 16% and 15%, respectively. The respondents with age range
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 2.434a 3 .487
Likelihood Ratio 2.425 3 .489
Linear-by-Linear Association .220 1 .639
N of Valid Cases 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.69.
over 50 are 25, accounted for 6.25%. The expected retention rates for the age ranges 31-40, 41-50 and over 50 are 62.5%, 49.1% and 60%, respectively. However, the significance of Chi-square is greater than 0.05 (Sig
= 0.478) . This means that there is no significant relationship between age and expected turnover.
Table 4.7
Cross-Tabulation of Expected Employees Turnover and Education
Crosstab
678mhlai
Total Expected
Retention
Expected turnover Education
Other Count 33 28 61
% within 678mhlai 14.4% 16.4% 15.2%
Graduate school Count 146 109 255
% within 678mhlai 63.8% 63.7% 63.8%
Higher education Count 43 29 72
% within 678mhlai 18.8% 17.0% 18.0%
MBA Count 7 5 12
% within 678mhlai 3.1% 2.9% 3.0%
Total Count 229 171 400
% within 678mhlai 100.0% 100.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square .433a 3 .933
Likelihood Ratio .433 3 .933
Linear-by-Linear Association .360 1 .549
N of Valid Cases 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 5.13.
The table shows that 229 respondents with 74.75% want to stay.
However, the significance of Chi-square is greater than 0.05 (Sig = 0.933).
This means that there is no relationship between education and expected turnover.
This results does not follow the findings of Magid Igbaria (1992) which edshow that age, organizational level, organizational tenure, job tenure, and number of years in the computer field are negatively correlated with the intention to leave the organization. Education was found to be positively correlated with turnover intentions, and while project leaders are more likely to leave the organization, the managers are less likely.
Table 4.8
Cross-Tabulation of Valuation of Job Title and the Satisfaction from Benefits Crosstab
678mhlai
Total Expected
Retention
Expected turnover Valuation of
job title
No improvement in satisfaction from the benefits
Count 130 126 256
% within
678mhlai 56.8% 73.7% 64.0%
Improvement satisfaction from benefits
Count 99 45 144
% within
678mhlai 43.2% 26.3% 36.0%
Total
Count 229 171 400
% within
678mhlai 100.0% 100.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Exact Sig.
(2-sided)
Exact Sig.
(1-sided)
Pearson Chi-Square 12.158a 1 .000
Continuity Correctionb 11.435 1 .001
Likelihood Ratio 12.376 1 .000
Fisher's Exact Test .001 .000
Linear-by-Linear Association 12.128 1 .000
N of Valid Casesb 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 61.56.
b. Computed only for a 2x2 table
The table shows that 229 respondents with 57.25% want to stay regardless if companies offer more benefits or not while the remaining 42.7%
would leave. In relation to the “no satisfaction of benefits” 130 out of 256 respondents want to stay and with the “satisfaction of benefits”, only 99 out of 144 respondents want to stay, and the remaining still want to leave. The significance level of 0.000 is less than 0.05, which means that there is a significant relationship between valuation of job title and the satisfaction of benefits.
This results is similar with the results of Mowday et al., 1982; Cotton and Tuttle, 1986; Hom and Griffeth, 1995; Hayes et al., 2006; Griffeth et al., 2000 which was presented in chapter II.
Table 4.9
Cross-Tabulation of Work Satisfaction and Gender Crosstab
Work satisfaction mh
Total If otherwise Not satisfaction
Count % within Work
satisfaction mh Count % within Work
satisfaction mh Count % within Work satisfaction mh
Gender Female 153 59.1% 87 61.7% 240 60.0%
Male 106 40.9% 54 38.3% 160 40.0%
Total 259 100.0% 141 100.0% 400 100.0%
Chi-Square Tests Value Df Asymp. Sig.
(2-sided)
Exact Sig. (2- sided)
Exact Sig. (1- sided)
Pearson Chi-Square .263a 1 .608
Continuity Correctionb .165 1 .685
Likelihood Ratio .263 1 .608
Fisher's Exact Test .669 .343
Linear-by-Linear
Association .262 1 .609
N of Valid Casesb 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 56.40.
b. Computed only for a 2x2 table
The table shows that 141 respondents (35.25%) are not satisfied with their job, among which 61.7% are female and 38.7% are male. The significance level is 0.608, greater than 0.05. The figure shows that there is no significant relationship between levels of job satisfaction and the gender.
Table 4.10
Cross-tabulation of Work Satisfaction and Age Crosstab Work satisfaction mh
Total If otherwise Not satisfaction
Count
% within Work satisfaction
mh
Count
% within Work satisfaction
mh
Count
% within Work satisfaction
mh
Ages 18-30 160 61.8% 90 63.8% 250 62.5%
31-40 40 15.4% 24 17.0% 64 16.0%
41-50 45 17.4% 16 11.3% 61 15.2%
Over 50 14 5.4% 11 7.8% 25 6.2%
Total 259 100.0% 141 100.0% 400 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 3.217a 3 .359
Likelihood Ratio 3.295 3 .348
Linear-by-Linear Association .109 1 .742
N of Valid Cases 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 8.81.
The table shows that 141 respondents (35.25%) are not satisfied with their job; 90 respondents with age range from 18-30 accounted for 63.82%.
The significance level is 0.359, greater than 0.05. The figure shows that there is no significant relationship between levels of job satisfaction and age.
Table 4.11
Cross-Tabulation of Work Satisfaction and Education Crosstab
Work Satisfaction mh
Total If otherwise Not satisfaction
Count
% within Work satisfaction
mh
Count
% within Work satisfaction
mh
Count
% within Work satisfactio
n mh
Education Other 38 14.7% 23 16.3% 61 15.2%
Graduate
school 165 63.7% 90 63.8% 255 63.8%
Higher
education 48 18.5% 24 17.0% 72 18.0%
MBA 8 3.1% 4 2.8% 12 3.0%
Total 259 100.0% 141 100.0% 400 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square .296a 3 .961
Likelihood Ratio .296 3 .961
Linear-by-Linear Association .274 1 .601
N of Valid Cases 400
a. 1 cells (12.5%) have expected count less than 5. The minimum expected count is 4.23.
The table shows that 141 respondents (35.25%) are not satisfied with their job; 90 respondents who attained graduate school degree accounted for 63.8%; 24 respondents with higher education degree accounted for 17%. The significance level is 0.961, greater than 0.05. The figure shows that there is no significant relationship between levels of job satisfaction and education.
This results is similar with the results of the study by Angela M.,Paula B.,Kevin C. (2006) that stated that staff retention and employee satisfaction significantly improved over time and these increase were attributed to
workplace improvements. Stable predictors of job satisfaction included minor daily stressors, positive work experiences, job control, and perceived supervisor support
Table 4.12
Cross-Tabulation of Emotional Attachment and Gender Crosstab
Emotional attachment
Total If otherwise Not
satisfaction Gender
Female Count 149 91 240
% within Gender 62.1% 37.9% 100.0%
Male Count 99 61 160
% within Gender 61.9% 38.1% 100.0%
Total Count 248 152 400
% within Gender 62.0% 38.0% 100.0%
Chi-Square Tests
Value Df Asymp. Sig.
(2-sided)
Exact Sig.
(2-sided)
Exact Sig.
(1-sided)
Pearson Chi-Square .002a 1 .966
Continuity Correctionb .000 1 1.000
Likelihood Ratio .002 1 .966
Fisher's Exact Test 1.000 .524
Linear-by-Linear
Association .002 1 .966
N of Valid Casesb 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 60.80.
b. Computed only for a 2x2 table
The table shows that 152 respondents with 38% are not satisfied; in which 91 are female and 61 are male. The significance level is 0.966, greater than 0.05. This means that the emotional attachment has no significant relationship with gender factor.
Table 4.13
Cross-Tabulation of Emotional Attachment and Age
Crosstab
Emotional attachment
Total If otherwise Not
satisfaction Ages
18-30 Count 155 95 250
% within Ages 62.0% 38.0% 100.0%
31-40 Count 35 29 64
% within Ages 54.7% 45.3% 100.0%
41-50 Count 43 18 61
% within Ages 70.5% 29.5% 100.0%
Over 50 Count 15 10 25
% within Ages 60.0% 40.0% 100.0%
Total Count 248 152 400
% within Ages 62.0% 38.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2- sided)
Pearson Chi-Square 3.362a 3 .339
Likelihood Ratio 3.399 3 .334
Linear-by-Linear Association .204 1 .652
N of Valid Cases 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 9.50.
The table shows that 152 respondents with 38% are not satisfied, in which 95 have age range from 18-30, 29 respondents from 31-40, 18 respondents from 41-50. The significance level is 0.339, higher than 0.05.
This means that the emotional attachment has no significant relationship with age factor.
Table 4.14
Cross-Tabulation of Emotional Attachment and Education
Crosstab
Emotional attachment
Total If otherwise Not
satisfaction Education
Other Count 38 23 61
% within Education 62.3% 37.7% 100.0%
Graduate school Count 159 96 255
% within Education 62.4% 37.6% 100.0%
Higher education Count 44 28 72
% within Education 61.1% 38.9% 100.0%
MBA Count 7 5 12
% within Education 58.3% 41.7% 100.0%
Total Count 248 152 400
% within Education 62.0% 38.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square .108a 3 .991
Likelihood Ratio .108 3 .991
Linear-by-Linear Association .069 1 .793
N of Valid Cases 400
a. 1 cells (12.5%) have expected count less than 5. The minimum expected count is 4.56.
The table shows that 152 respondents with 38% are not satisfied, in which 96 respondents are from graduate school, 28 respondents are with high education. The significance level is 0.991, higher than 0.05. This means that the emotional attachment does not have a significant relationship with education factor.
This follows the notion that leadership skills and seniority have a positive relationship with employee retention and the level of readiness and initiative regarding learning is negatively related to retention based on the
study on Employee Retention: Organisational and Personal Perspectives, Eva Kyndt & Filip Dochy & Maya Michielsen & Bastiaan Moeyaert (2009).
Table 4.15
Cross-Tabulation of Valuation of Job Title and Gender Crosstab
Valuation of job title
Total No improvement
in satisfaction from the benefits
Improvement satisfaction from benefits Gender
Female Count 151 89 240
% within Gender 62.9% 37.1% 100.0%
Male Count 105 55 160
% within Gender 65.6% 34.4% 100.0%
Total Count 256 144 400
% within Gender 64.0% 36.0% 100.0%
Chi – Square Test
Value df
Pearson Chi-Square .306a 1
Continuity Correctionb .199 1
Likelihood Ratio .306 1
Fisher's Exact Test
Linear-by-Linear Association .305 1
N of Valid Casesb 400
b. Computed only for a 2x2 table
The table shows that for the job title, 256 respondents with 64% find no increase in satisfaction in the case of increasing benefits, 151 of them are female and 105 are male. The significance level is 0.306, greater than 0.05.
This figure means that there is no significant relationship between the job title and the gender factor.
Table 4.16
Cross-Tabulation of Valuation of Job Title and Age Crosstab
Valuation of job title
Total No
improvement in satisfaction
from the benefits
Improvement satisfaction from benefits Ages
18-30 Count 157 93 250
% within Ages 62.8% 37.2% 100.0%
31-40 Count 41 23 64
% within Ages 64.1% 35.9% 100.0%
41-50 Count 47 14 61
% within Ages 77.0% 23.0% 100.0%
Over 50 Count 11 14 25
% within Ages 44.0% 56.0% 100.0%
Total Count 256 144 400
% within Ages 64.0% 36.0% 100.0%
Chi-Square Tests
Value df Asymp. Sig. (2- sided)
Pearson Chi-Square 9.005a 3 .029
Likelihood Ratio 9.122 3 .028
Linear-by-Linear Association .011 1 .916
N of Valid Cases 400
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 9.00.
The table shows that for the job title, 256 respondents with 64 find no increase in satisfaction in the case of increasing benefits, 157 of them are from the age bracket of 18-30, 41 from age bracket of 31-40, and 47 from age bracket of 41-50. The significance level is 0.029, less than 0.05. This figure
means that there is a significant relationship between the job title and the age factor.
Table 4.17
Cross-Tabulation of Valuation of Job Title and Education Crosstab
Valuation of job title
Total No improvement
in satisfaction from the benefits
Improvement satisfaction from benefits Education
Other Count 33 28 61
% within Education 54.1% 45.9% 100.0%
Graduate school
Count 167 88 255
% within Education 65.5% 34.5% 100.0%
Higher education
Count 52 20 72
% within Education 72.2% 27.8% 100.0%
MBA Count 4 8 12
% within Education 33.3% 66.7% 100.0%
Total Count 256 144 400
% within Education 64.0% 36.0% 100.0%
The table shows that for the job title, 256 respondents with 64% find no increase in satisfaction in the case of increasing benefits, 167 of them have graduate school degree and 52 have higher education. The significance level
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 9.852a 3 .020
Likelihood Ratio 9.600 3 .022
Linear-by-Linear Association .515 1 .473
N of Valid Cases 400
a. 1 cells (12.5%) have expected count less than 5. The minimum expected count is 4.32.
is 0.020, less than 0.05. This figure means that there is a significant relationship between the job title and the education factor.