H1: There is a significant relationship between
reward and employees ability to perform. The data collected were analyzed and
calculated using Pearson Product Moment Correlation Co-efficient.
Applying the Decision Rule:
Reject HO and accept H1,
if calculated value is greater than the critical table value. Here after
testing the hypothesis, the result showed that the calculated value ‘r’ =
0.334, whereas critical table value = 0.622 at 0.005 (95%) confidence level
using 6 degree of freedom ( n-2).
Decision:
Since the calculated value
(0.334) is less than the critical table value (0.622), we accept null
hypothesis and reject alternative hypothesis H1 and concluded that
there is no significant relationship between reward and employees’ performance.
H02: There
is a significant relationship between reward and labour turn over. The data collected
were analyzed and calculated using the Pearson Product Moment Correlation
Co-efficient.
Applying the Decision Rule
Reject HO and accept H1,
if calculated value is greater than the critical table value. Here after
testing the hypothesis, the result revealed that the calculated value ‘r’ =
0.626, whereas critical table value = 0.622 at 0.005 (95%) confidence level
using 6 degree of freedom ( n-2).
Decision
Since 0.626 is greater than
0.622, we reject null hypothesis HO and accept the alternative hypothesis
H1 and conclude that there is a relationship between reward and
labour turn-over.
HO3:
There is significant relationship between forms of reward and employees
performance. The data collected were
analyzed and calculated using the Pearson Product moment Correlation
Co-efficient.
Applying the Decision Rule
Reject HO and accept H1,
if calculated value is greater than the critical table value. The result showed that the calculated value
‘r’ = 0.25, whereas critical table value = 0.622 at 0.005 (95%) confidence
level using 6 degree of freedom ( n-2).
Decision
Since the calculated value = 0.25 is less than the table value = 0.622,
we accept null hypothesis HO and reject the alternative hypothesis H1
and conclude that there is no significant
relationship between reward and job design (Participation practices).