Dothe employees who attended the recent company outing to CampFeel-Good have a higher job satisfaction score than the employees whodid not?
H0:No difference exist in the job satisfaction score between employeeswho attended and the ones who did not attend the recent companyouting to Camp Feel-Good on job satisfaction.
H1:Differenceexist in the job satisfaction score betweenemployeeswho attended and the ones who did not attend the recent companyouting to Camp Feel-Good on job satisfaction.
Variablesand their Attributes
Inthe study, two variables existed, which include job satisfactionscore and attended variable. The variables have different attributesand job satisfaction score is a discrete, interval dependent variablewhile attended is a categorical, nominal independent variable.
Inthe study we had 40 employees. Out of the forty employees, 20 of themattended at the camp. The other 20 did not attend the camp. From thestudy, it emerges that the mean score for job satisfaction attributeis 34.15 while the standard deviation is 7.156. The mean score forjob satisfaction for the employees who were in attendance of the campwas at 40.15 and the standard deviation stood at 5.112. For those whodid not attend the camp, the mean job satisfaction score stood at28.15 with a standard deviation 3.746.
Measuresof Central Tendency and Variability
Themeasures of central tendency are mean, median, and mode. The mean isthe average score, mode is the middle score when we arrange ourscores in order of magnitude and mode is the most frequent score inour variable. For job satisfaction score it had a mean of 34.15, modeof 24 and a median of 34.
Themeasures of variability are range, variance, and standard deviation.The range refers to the difference between the highest score andlowest score. The range value for the job satisfaction score is28.The variance for the job satisfaction score is 56.49. The standarddeviation for the job satisfaction score is 7.56.
Table1: Descriptive statistics of the two groups of employees
Attendance to company outing
Std. Error Mean
Job satisfaction score
Did not attend
Table2: independent sample t-test
Independent Samples Test
Levene`s Test for Equality of Variances
t-test for Equality of Means
Std. Error Difference
95% Confidence Interval of the Difference
Job satisfaction score
Equal variances assumed
Equal variances not assumed
Thetest conducted was two tailed. Given that the p value of 0.000 isless than 0.05, the null hypothesis is rejected. The study thenreaches a conclusion a difference exist in the job satisfaction scorebetweenemployeeswho attended and the ones who did not attend the outing.
Further,in the study, independent sample t-test was done to carry outcomparison of job satisfaction between the two different groups inorder to affirm the null and the alternative hypothesis(Sedgwick, 2010).From the test, a significant difference emerged in the jobsatisfaction scores among the employees who were at the camp incomparison to those who did not attend. The mean score was at 40.15and the standard deviation was 5.112. The other results included (38)= 8.468, P=0.000.
Fromthe results, it can be deduced that the members of staff who went forthe outing ended up deriving higher job satisfaction scores incomparison to the employees who did not attend. Therefore, the studycan conclude that the outing by the company to Camp Feel-Good hadsignificant effect on job satisfaction of the staff members. Theeffect was positive. The study cannot however conclude that only thecamp contributed to the higher job satisfaction scores of theemployees who attended the camp. Issues that should be consideredwhen interpreting the results is the nature of the variables and theif there was any bias in the data collection process (Wang& Strong, 1996).
Sedgwick,P. (2010). Independent samples t test. BMJ, 340,c2673.
Wang,R. Y., & Strong, D. M. (1996). Beyond accuracy: What data qualitymeans to data consumers. Journalof management information systems,12(4),5-33.