T-Test on Job Satisfaction

BUS520 SLP 2
Student's Name
University
BUS520 Business Analytics and Decision Making
Due Date
BUS520 SLP 2
We often wish to compare two different samples to draw inferences about plausible differences between the two sampled populations. A statistical test that helps assess whether two samples are significantly different is the t-test. This project will conduct hypothesis testing for the four measures (Job Satisfaction, Intrinsic Job Satisfaction, Extrinsic Job Satisfaction and Organizational Commitment) using the t-test to establish whether differences exist.
Job Satisfaction t-Test
This project conducted a t-test to establish whether job satisfaction in the industry is the same for both genders. The variables used for this analysis were job satisfaction and gender. The hypotheses were formulated as follows:
(Null Hypothesis) H0: μ1 – μ2 = 0(Alternate Hypothesis) H1: μ1 – μ2 ≠ 0
H0: Males rate job satisfaction the same as femalesH1: Males rate job satisfaction differently than females
A t-Test: Two-Sample Assuming Unequal Variances was carried out at α = 0.05 level, as seen in the table below.
Table SEQ Table \* ARABIC 1
A T-Test of Job Satisfaction and Gender
t-Test: Two-Sample Assuming Unequal Variances






 

Job Satisfaction

Gender

Mean

4.782911392

1.5

Variance

0.890470451

0.251592357

Observations

158

158

Hypothesized Mean Difference

0


df

239


t Stat

38.61381489


P(T<=t) one-tail

5.1819E-105


t Critical one-tail

1.651254165


P(T<=t) two-tail

1.0364E-104


t Critical two-tail

1.969939406

 

Given that the p-value (.000) is less than the alpha (.05), the Null hypothesis is rejected; therefore, there is support for the Alternate Hypothesis that males rate job satisfaction differently than females.
These findings carry essential implications for management in the industry. Gender differences in job satisfaction imply that either males or females are more satisfied with their job and this may impact productivity, performance, turnover and absenteeism. The management needs to be aware of which factors affect job satisfaction for males and which ones affect job satisfaction for females. However, they should strive to improve overall job satisfaction for both genders by ensuring that the employees' morale is high, the job environment is positive, and the workers have all the resources required to accomplish the assigned work.
Several studies have made a connection between gender and job satisfaction. Some have found that gender differences exist in job satisfaction (Redmond & McGuinness, (2020); Andrade et al., (2022); Miao and Bian, (2017), while others, like Mesh'al Kh and Adnan (2018), did not find any significant difference.
The IBISWorld research pointed to an empowered domestic airline industry with workers generally satisfied with their work. However, the report did not include how each gender views their work in the industry. The current study found that males rate j...