Chapter Four

Data Presentation, Analyzing, and Interpretation

4.0 INTRODUCTION
In this chapter, the results obtained from some selected commercial banks employees are
presented and analyzed. First demographic characteristics of the respondents are presented. Such
information includes demographic profiles and general information of respondents. Then it
follows with a description of the data gathered, discussed, and analyzed the findings carefully to
evaluate internal communication practices in some selected commercial banks. The presentation
of findings has been organized by the study objectives. As stated in the previous chapter, the
questionnaires were distributed to a total of 200 employees of the Bank. Fortunately, All 200
questionnaires were appropriately filled and returned. This gives a total of 100% return rate.
4.1 DEMOGRAPHICS CHARACTERISTICS
4.1.1 Gender of The Respondents

Table 4.1. 1 Gender of the respondents

Frequency Percent
Valid Female 65 32.5
Male 135 67.5
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.1 Summarizes that the Majority of the Respondents 135(67.5%) Were male, while
65(32.5%) only were female, however, the table shows that the majority of the Respondents
were male.

4.1.2 Marital Status of the Respondents

Table 4.1. 2 Marital Status of the Respondents

Frequency Percent
Valid Married 80 40.0
Single 120 60.0
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.2 Summarizes that the Majority of the Respondents 120(60.0%) Were single, while
80(40.0%) only were married, however, the table shows that the majority of the Respondents
were single.

4.1.3 Age of the Respondents

Table 4.1. 3 Age of the Respondents

Frequency Percent
Valid Less than 25 58 29.0
26------ 30 51 25.5
31------ 35 53 26.5
36 ----- 40 29 14.5
41 Above 9 4.5
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.3 Summarizes the age of Respondents, which are categorized by, Less than 25, Ages
between 26—30, 31—35, 36—40, 41 Above, the first age Less than 25: were the most age holds
with 58 respondents (29%), second age, is ages between 26-30: were 51 respondents (25.5%) ,
The Third age is the Ages between 31-35: were 53 respondents (26.5%), The Fourth age is the
Ages between 36-40: were 29 respondents (14.5%), The Fifth age is the 41 and above: were 9
respondents (4.5%), From this data, we can observe that the majority of respondents were the age
less than 25.

4.1.4 Qualification of the Respondent

Table 4.1. 4 Qualification of the Respondent

Frequency Percent
Valid Secondary 45 22.5
Diploma 49 24.5
Bachelor Degree 62 31.0
Mater Degree 39 19.5
PhD 5 2.5
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.4 summarizes the level of education and Respondents are categorized by, Secondary,
Diploma, Bachelor degree, Master degree, And PhD. The majority of the respondents were
bachelor degree which respondents rates were 62(31.0%), the second respondents were Diploma
which respondents rate were 49(24.5%), the third respondents were Secondary which
respondents rate were 45(22.5%), the fourth respondent were Master Degree which respondents
rate were 39(19.5%), the fifth respondent were PhD which respondents rate were 5(2.5%)
4.1.5 Work Experience of the Respondent(In Years)

Table 4.1. 5 Work Experience of the Respondent in years

Frequency Percent
Valid 11 years and More 13 6.5
2 ---- 4 Years 60 30.0
5 ---- 7 Years 52 26.0
8 --- 10 Years 23 11.5
Less than 1 Year 52 26.0
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.5 Summarizes the work experience of Respondents which are categorized by, Less
than 1 year, years “between 2----4, years “between 5----7, years “between 8----10, 11 years, and
more. the experience years “between” 2----4years were the most experience holds, which had
respondents rate of 60(30.0%), the second experience were the experience years “between” 5----
7 years which had rate of 52(26.0%) and experience of less than 1 year which had rate of
52(26.0%), the third experience were the experience years “between” 8---10 which had the rate
of 23(11.5%), the fourth experience were 11 years and more which had the rate of 13(6.5%).
4.1.6 Job Description of the Respondent

Table 4.1. 6 Job Description of the Respondent

Frequency Percent
Valid CSR Department 28 14.0
Human Resource 38 19.0
IT Department 19 9.5
Manager 15 7.5
Marketing 33 16.5
Operations 40 20.0
Others 27 13.5
Total 200 100.0
Primary Data (Source 2024)
Table 4.1.6 summarizes the level of the job of respondents which are categorized by, CSR
Department, Human Resources, IT Department, Manager, Marketing, Operations, and Others.
The Majority of respondents were Operations which had a rate of 40(20.0%), the second
respondent were Human Resource which had a rete of 38(19.0%), the third respondent were
Marketing which had a rate of 33(16.5%), the fourth respondent were CSR Department which
had a rate of 28(14.0%), the fifth respondent were Others which had a rate of 27(13.5%), the
sixth respondent were IT Department which a rate of 19(9.5%), the seventh respondent were
Manager which a rate of 15(7.5%).

4.2 DESCRIPTIVE ANALYSIS

4.2.0 Internal Communication Level of Some Selected Commercial Banks In Buuhodle-
Somalia
4.2.1 Superior-subordinate communication.
The table below shows employees Superior-subordinate communication level for the selected
commercial banks in Buuhodle-Somalia and the result was to some extent below the mean of
(Q1 My superior makes me feel that things I tell him/her are really important.) which was
3.54percent, (Q2 My superior makes me feel free to talk with him/her.) which is 3.57percent, (My
superior makes it easy for me to do my best work.) which is 3.85percent, (Q4 My superior really
understands my job problem.) which is 3.64percent, (Q5 My superior listens to me when I tell
him/her about things that are bothering me.) which is 3.82percent and the (Q6 I can
communicate job challenges to my superior.) which is 3.73percent. This study was designed to
examine how employees, perceive level of internal communication Practice for some selected
Commercial Banks in Buuhodle-Somalia. As indicated in the table below, sample respondents
reportedly have a perception slightly above the "Agree" stage on the dimension of Superior-
subordinate communication under consideration (See table 4.2).
[Link] Opportunity to upward communication
The table below shows employees Opportunity to upward communication level for the selected
commercial banks in Buuhodle-Somalia and the result was to some extent above the mean of
(Q1 My opinions make a difference in the day-to-day decisions that affect my job.) which was
3.57percent, (Q2 I believe my views are respected in my organization) which was 3.76percent,
(Q3 I believe any recommendations I make are heard and considered positively) which is
3.75percent, (Q4 My manager listens to me when I tell him/her about things that are bothering
me) which is 3.80percent, (Q5 I can communicate job frustrations to your supervisor.) which is
3.82percent, and the (Q6 My manager is willing to tolerate arguments and to give a fair hearing
to all points of view.) which was 3.69percent. This study was designed to examine how
employees, perceive Opportunity to upward communication Practice for some selected
Commercial Banks in Buuhodle-Somalia. As indicated in the table below, sample respondents
reportedly have a perception slightly above the "Agree" stage on the dimension of Opportunity to
upward communication under consideration (See table 4.2).
[Link] Superior openness
The table below shows employees Superior openness level of internal communication for the
selected commercial banks in Buuhodle-Somalia and the result was to some extent above the
mean of (Q1 I can tell my superior about the way I feel he /she manage my department.) which
is 3.54perscent, (Q2 My manager encourages me to let him/her know when things are going
wrong on the job.) which is 3.55percent, (Q3 I am free to tell my superior that I disagree with
him/her.) which is 3.77percent, (Q4 People in this organization freely exchange information
and opinion.) which is 3.79percent, (Q5 I am kept informed about how well organizational
goals and objectives are being met.) which is 3.72percent, and the (Q6 It is safe to say what you
are really think to your immediate supervisor.) which is 3.82percent. This study was designed
to examine how employees, perceive level of internal communication Practice for some selected
Commercial Banks in Buuhodle-Somalia. As indicated in the table below, sample respondents
reportedly have a perception slightly above the "Agree" stage on dimension of Superior
openness under consideration (See table 4.2).
[Link] Quality of Information
The table below shows employees Quality of Information of internal communication for the
selected commercial banks in Buuhodle-Somalia and the result was to some extent above the
mean of (Q1 I am kept informed about how well organizational goals and objectives are being
met.) which is 3.57percent, (Q2 I am pleased with the management’s effort to keep employees
upto-date.) which is 3.76percent, (Q3I am notified in advances of changes that affect my job.)
which is 3.68percent, (Q4 I receive information from the sources that I prefer (Example: from
my superior, department meetings, co-workers, newsletters.) which is 3.79percent, (Q5 I can
expect that recommendations I make will be heard and seriously considered.) which is
3.94percent, and the (Q6 I am satisfied with explanations I get from top management about why
things are done as they are.) which is 3.78percent. This study was designed to examine how
employees, perceive level of internal communication Practice for some selected Commercial
Banks in Buuhodle-Somalia. As indicated in the table below, sample respondents reportedly
have a perception slightly above the "Agree" stage on dimension of Quality of Information
under consideration (See table
4.2).

Table 4.2. 1 Employee Perception for Internal Communication Practice

Superior Subordinate Communication Mean Std. Deviation

Q1 3.54 1.088
Q2 3.57 1.091
Q3 3.85 1.023
Q4 3.64 1.166
Q5 3.82 1.037
Q6 3.73 1.102
Opportunity for upward communication
Q1 3.57 1.077
Q2 3.76 1.035
Q3 3.75 .996
Q4 3.80 1.051
 Q5 3.82 1.108
Q6 3.69 1.091
Superior openness
Q1 3.54 1.129
Q2 3.55 1.202
Q3 3.77 1.111
Q4 3.79 .966
Q5 3.72 1.127
Q6 3.82 1.177
Quality of information
Q1 3.57 1.123
Q2 3.76 1.076
Q3 3.68 1.083
Q4 3.79 1.151
Q5 3.94 1.080
Q6 3.78 1.054
Reliability of information
Q1 3.57 1.128
Q2 3.83 1.077
Q3 3.80 1.070
Q4 3.79 1.082
Q5 3.92 1.060
Q6 3.69 1.096

4.2.2 EMPLOYEE ENGAGEMENT LEVEL OF SOME SELECTED COMMERCIAL

BANKS IN BUUHODLE-SOMALIA

This paper was intended to assess the engagement level for some selected Commercial Banks
employees in Buuhodle-Somalia. The results of the analysis revealed that the mean engagement
level of (Q1 I find the work that I do full of meaning and purpose) was found to be 3.56precent,
while (Q2 My job inspires me.) was found to be 3.94 precent and (Q3 I am proud of the work
that I do.) was found to be 4.08precent, and (Q4 I can continue working for very long periods at
a time.) was found to be 3.80precent, and (Q5 At my work I always persevere even when things
don’t go well.) was found to be 3.89precent, and the last question (Q6 When I get up in the
morning, I feel like going to work.) most responses rated in that the mean was 3.97precent, as
can be depicted from the table below, the mean engagement level for some selected Commercial
Banks employees in Buuhodle-Somalia. This result implies that sample respondents are more
inspired and challenged by the jobs they are engaged in.
1.2 Table 4.2. 2 Employees’ engagement level

No. Employees’ Engagement Questions Mean Std. Deviation

1. I find the work that I do full of meaning and purpose. 3.56 1.128
2. My job inspires me. 3.94 .991
3. I am proud of the work that I do. 4.08 1.022
4. I can continue working for very long periods at a time. 3.80 1.061
5. At my work I always persevere even when things don’t 3.89 1.033
go well.
6. When I get up in the morning, I feel like going to work. 3.97 .994

4.3 GOODNESS OF THE MEASURES

4.3.1 Reliability Test
Reliability alludes to the consistency or stability of measurements is done during the analysis
and interpretation of responses. A reliable measure does not vary starting with one perusing
then onto the next (Cozby & Bates,, 2012) .The researcher computed the values of Cronbach
Alpha Coefficient when determining and making a decision on reliability of the instrument with
the threshold taken as 0.7. Some researchers, however, claimed that if Cronbach's alpha exceeds
0.6, it is acceptable. The data in table 4.3.1 below shows that all variables are reliable because
the total variable's Cronbach's alpha exceeded 0.7.
The independent and Dependent variables passed reliability test since the Cronbach Alpha of all
variables exceeded the required points which is 0.7. Table 4.3.1 shows that all variables were
reliable.
1.3 Table 4.3. 1 Model Goodness of Fit Test Reliability Analysis Table

Internal communication Item Numbers No. of Deleted items Cronbach's

(Independent variables) Alpha
Superior Subordinate Communication 6 0 .801
relationship
Superior openness 6 0 .806
Opportunity to upward 6 0 .807
communication
Quality of information and 6 0 .803
Reliability of information 6 0 .826
Employee Engagement 6 0 .840
(Dependent Variable)