CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
4.1 Introduction
The chapter will present quantitative analysis of the results and findings of the data obtained
from the research questionnaire with the use of Statistical Package for Social Science (SPSS).
The demographic characteristics of the respondents and presents findings examine the impact
of the impact of job satisfaction on productivity of employees in table water companies in
Minna Metropolis.
4.2 Descriptive Statistics of the Respondents
Table 4.1 Respondent by Gender
Valid Cumulative
Frequency Percent Percent Percent
Valid Male 43 71.7 71.7 71.7
Female 17 28.3 28.3 100.0
Total 60 100.0 100.0
Findings in table: 4.2 Shows that the Majority of the Respondents 43(71.7%), Were Male,
while 17(28.3%).only were Female, However this Table shows that The Majority of
Respondents were Male.
Table 4.2 Respondent by Age
Valid Cumulative
Frequency Percent Percent Percent
Valid 21-30 44 73.3 73.3 73.3
31-40 13 21.7 21.7 95.0
41-50 2 3.3 3.3 98.3
51 and
1 1.7 1.7 100.0
above
Total 60 100.0 100.0
Findings in table 4.3 Summarizes that the age of respondents, which are categorized by 21-
30, 31-40, 41-50 and 51 and above. The ages “between’’21-30, were the most age holds,
which had response rate of 44(73.3%). The second ages were the ages “between’’ 31-40,
which had the rate of 13(21.7%), the third ages were the ages “between” 41-50, which had
the rate of 2(3.3%). The fourth ages were above 51, which had the rate of 1(1.7%).
Table 4.3 Respondent by Marital Status
Valid Cumulative
Frequency Percent Percent Percent
Valid Single 26 43.3 43.3 43.3
Married 34 56.7 56.7 100.0
Total 60 100.0 100.0
Findings in table 4.4 Summarizes, in Marital Status the results shown that married were
majority of respondents of the distributed questionnaire which respondent rate were
34(56.7%), and the second respondents were single which respondent rate were 26(43.3%).
Table 4.4 Respondent by Educational Qualification
Valid Cumulative
Frequency Percent Percent Percent
Valid Diploma 22 36.7 36.7 36.7
HND/BSc 30 50.0 50.0 86.7
Post Graduate 8 13.3 13.3 100.0
Total 60 100.0 100.0
Findings in table 4.5 summarizes that the level of education and the respondents are
categorized by Diploma, HND/BSc and Post Graduate. The majority of the respondents were
HND/BSc which respondent rate were 30(50%), the second respondents were Diploma which
respondent rate were 22(36.7%), the third respondents were Post Graduate which respondent
rate were 8(13.3%).
Table 4.5 Respondent by Position Occupied
Frequenc Cumulative
y Percent Valid Percent Percent
Valid Manager 4 6.7 6.7 6.7
Supervisor 7 11.7 11.7 18.3
Factory
16 26.7 26.7 45.0
Worker
Distributor 11 18.3 18.3 63.3
Other 22 36.7 36.7 100.0
Total 60 100.0 100.0
Findings in table 4.3 Summarizes that the position occupied by respondents, which are
categorized by manager, supervisor, factory worker, distributor and others. The position of
manager had response rate of 4(6.7%). The second position Supervisor, which had the rate of
7(11.7%), the third position factory worker, which had the rate of 16(26.7%). The fourth
position “distributor” had the rate of 11(18.3%), and others had the rate of 22(36.7%)
Table 4.6 Respondent by Work Experience
Cumulative
Frequency Percent Valid Percent Percent
Valid Less than
25 41.7 41.7 41.7
2 years
2-5 years 25 41.7 41.7 83.7
6-10 years 7 11.7 11.7 95.0
11 years
3 5.0 5.0 100.0
and above
Total 60 100.0 100.0
Findings in table 4.3 Summarizes the work experience by respondents, which are categorized
by less than 2 years, 2-5 years, 6-10 years and 11 years and above. Less than 2 years had
response rate of 25(41.7%). 2-5 years, which had the rate of 25(41.7%), 6-10 years, which
had the rate of 7(11.7%). 11 years and above had the rate of 3(5.0%).
4.2 Reliability Statistics
To ascertain the internal consistency and stability of the responses received, the Cronbach
alpha reliability test was conducted. According to Hair Jr, Hult, Ringle, and Sarstedt, (2014)
reliability as the extent to which data collection techniques or analysis will yield consistent
findings. Cronbach alpha of 0.7 is reliable. From the study, the coefficient value of Cronbach
alpha realized for the four variables is 0.898 which is higher implying a high internal
consistency. Table 4.6 presents the results obtained.
Table 4.7 Reliability Statistics
Cronbach's
Alpha N of Items
.898 16
4.3 Inferential Statistics
4.3.1 Correlation Analysis Result
Table 4.8 Pearson-Moment Correlation Result
Productivity of employees
Productivity of employees Pearson Correlation 1
Sig. (2-tailed)
N 60
Recognition Pearson Correlation .589**
Sig. (2-tailed) .000
N 60
Compensation Pearson Correlation .566**
Sig. (2-tailed) .000
N 60
Pay Pearson Correlation .634**
Sig. (2-tailed) .000
N 60
**. Correlation is significant at the 0.01 level (2-tailed).
The results from the correlation analysis obtained from the multiple regression shows a
positive correlation between the independent variables (recognition, compensation, and pay)
and the dependent variable (productivity of employees) with pay and recognition being the
most significant with correlation values of .634 and .589 respectively with compensation
being the least .566 at 0.01(1%) significance level. The results are presented in Table 4.7
4.4 Regression Analysis
Table 4.9 Model Summary
Adjusted R
Model R R Square Square Std. Error of the Estimate
1 .729a .531 .506 .41661
a. Predictors: (Constant), Pay, Compensation, Recognition
The regression analysis shows the entire summary of findings where R square demonstrates
the variation in the independent variables (recognition, compensation, and pay) and the
dependent variable (productivity of employees). The R square value of .531 implies that the
independent variables (recognition, compensation, and pay) have 53.1% influence on the
dependent variable (productivity of employees), while 46.9% is unexplained. This remaining
46.9% could be caused by other factors or variables not built into the model. The high value
of R-square is an indication of a good model.
Table 4.10 ANOVAa
Sum of
Model Squares df Mean Square F Sig.
1 Regression 11.014 3 3.671 21.152 .000b
Residual 9.720 56 .174
Total 20.733 59
a. Dependent Variable: Productivity of employees
b. Predictors: (Constant), Pay, Compensation, Recognition
Testing the statistical significance of the overall model, the F-statistic was used. The model is
said to be statistically significant at 5% level because the F-statistics computed of 21.152 is
greater than the F-statistics table value of 2.77 at df1 = 3 and df2 = 56.
Table 4.11 Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) .641 .359 1.787 .079
Recognition .230 .122 .230 1.885 .065
Compensation .230 .107 .251 2.161 .035
Pay .363 .099 .401 3.657 .001
a. Dependent Variable: Productivity of employees
The results obtained from the statistics shows an insignificant relationship between
recognition and productivity of employees. It can be observed that the beta value obtained
is .230 depicting that when other variables are held constant, 1%(one per cent) increase in
recognition will lead to 23% improvement in productivity of employees at p value greater
than 5% level of significance, hence the null hypothesis of the study was accepted as we
conclude that there is insignificant relationship between recognition and productivity of
employees in Table water companies in Minna Metropolis.
From the statistics, a significant relationship exists between compensation and productivity of
employees. A beta value of .251 was obtained implying that when other variables are held
constant, 1%(one per cent) increase in compensation will lead to 25.1% improvement in
productivity of employees at 5% level of significance hence, the null hypothesis of the study
was rejected as we conclude that there exists a significant positive relationship between
compensation and productivity of employees in Table water companies in Minna Metropolis.
The statistics demonstrates significant relationship between the independent variable (pay)
and the dependent variable (productivity of employees) with beta value of .401. The .401 beta
value implies that when other variables are held constant, 1%(one per cent) increase in pay
will lead to 40.1% improvement in productivity of employees at 5% level of significance
hence, the null hypothesis of the study was rejected as we conclude that a strong positive
relationship exists between pay and and productivity of employees In Table water companies
in Minna Metropolis.
4.5 Discussion of Results
The following hypotheses were tested to provide answers to the research questions:
Ho1: Recognition has no significant influence on the productivity of employees’ in table water
companies in Minna.
HO2: Compensation has no significant impact on the productivity of employees’ in table
Water Company in Minna metropolis.
HO3: Pay has no significant influence on the productivity of employees’ in table water
companies in Minna Metropolis.
4.5.1 Recognition and Productivity of employees
Recognition has no significant influence on the productivity of employees’ in table water
companies in Minna.
The results obtained from the statistics shows an insignificant relationship between
recognition and productivity of employees. It can be observed that the beta value obtained
is .230 depicting that an increase in recognition will lead to .230 increase in productivity of
employees with a t-value of 1.885 and .065 level of significance which is greater than 0.05,
hence the null hypothesis of the study (Ho1: Recognition has no significant influence on the
productivity of employees’ in table water companies in Minna.) was accepted. The result of
the study is in disagreement with the work of Yeneneh et al. (2018) whose study found a
significant positive relationship between recognition and productivity of employees using
commercial bank of Ethiopia as the case study.
4.5.2 Compensation and Productivity of employees
Compensation has no significant impact on the productivity of employees’ in table Water
Company in Minna metropolis.
From the statistics, a significant relationship exists between compensation and productivity of
employees. A beta value of .251 was obtained implying that an increase in compensation will
lead to .251 increase in productivity of employees with a t-value of 2.161 and 5% level of
significance hence, the null hypothesis of the study (HO2: Compensation has no significant
impact on the productivity of employees’ in table Water Company in Minna metropolis) was
rejected. The result of the study is consistent with the study of Zephaniah et al. (2020) whose
study found a significant relationship between compensation and customer loyalty in
Nigerian banks. The work of Saeed et al. (2013) also found a significant relationship between
compensation and employees productivity.
4.5.3 Pay and Productivity of employees
Pay has no significant influence on the productivity of employees’ in table water companies
in Minna Metropolis.
The statistics demonstrates significant relationship between the independent variable (pay)
and the dependent variable (productivity of employees) with beta value of .401. The .401 beta
value implies that an increase in pay will lead to .251 increase in productivity of employees
with a t-value of 3.657 and 5% level of significance hence, the null hypothesis of the study
(HO3: Pay has no significant influence on the productivity of employees’ in table water
companies in Minna Metropolis.) was rejected.
The result of the study supports the work of Yuniaris (2013) who found a partial but
significant relationship between pay and productivity of employees. Also, the work of
Egwuonwu et al. (2017) found some relationship between pay and employees productivity.