 Data analysis is the process of determining the statistical tool to be

used in a quantitative research study. It can either be inferential or

non- inferential statistics. Hypothesis testing is process of testing
level of significance of the research hypothesis at: .05 level of
significance

Encoding Data in Excel

 In encoding the data gathered from a survey questionnaire in an

EXCEL spreadsheet, the use of dummy variable using number, is
recommended in preparation to SPSS application

Example

Name (Optional): __________________________________________

School: Holy Cross of Mintal________________________

Gender: X___ male ______ female

Age ______ below 30 yrs

X 31 – 40 yrs
______ above 40 yrs

Nature of Work 5 4 3 2 1

1. I sometimes feel my job is meaningless /

2. I like doing the things I do at work /

3. I feel a sense of pride in doing my job. /

4. My job is enjoyable /

Promotion

1. There is really too little chance for promotion on /

my job

2. Those who do well on the job stand a fair /

chance of being promoted

3. People get ahead as fast here, as they do in /

other places.

4. I am satisfied with my chances for promotion /

Supervision
 Page |2

1. My supervisor is quite competent in doing /

his/her job.

2. My supervisor is unfair to me /

3. My supervisor shows too little interest in the /

feelings of subordinates

4. I like my supervisor /

EXCEL Spreadsheet

work prom Overall

Rest school Gender Age w1 w2 w3 w4 level p1 p2 p3 p4 level JS
1
1 1 2 4 4 5 5 4.50 3 3 3 3 3.00 3.75
2
3
4
5
Legend
School
HCM 1
SPCT 2
ADDU 3
HCC 3

Gende
r
male 1
female 0

Age
below
30 1
31- 40 2
above
40 3

W1- 4 is the respondent’s choice in item 1 of indicator nature of work in the

questionnaire
W2- 4
W3- 5
W4- 5

The Statistical Techniques

The differences between univariate, bivariate and multivariate statistical

techniques are:

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Univariate Data Analysis

• Univariate data analysis examines one variable at a time. It is common
for univariate analysis to be descriptive in nature such as frequency,
central tendency, mean, median, mode, measures of dispersal

Bivariate Data Analysis

• Bivariate data analysis is used to determine the relationship between
two variables under study. Statistical techniques used are test for
differences and test for correlation
• Statistical test for difference involves testing hypothesis for
significant difference between obtained mean scores of the variables
in the study. Parametric test for difference includes: t-test, One-Way
ANOVA. Non-parametric test involves Mann-Whitney U Test, and
Kruskal Wallis Test.
• Statistical test for relationship involves testing hypothesis for
significant relationship between the variables in the study.
Parametric test includes: Pearson r, Spearman’s test. Non-
parametric test involves Chi square and Cramer’s V

Multivariate Data Analysis

• Multivariate data analyses are used to determine the relationships
between more than two variables. Statistical techniques commonly used
are multiple regression and MANOVA

Which statistical test should be used with nominal, ordinal, and ratio-
interval data when looking for significant difference?

Two-sample test k- sample test

Measurement
Scale One-sample Related samples Independent Related Independent
case samples samples samples

Nominal  Binomial  McNemar test  Fisher exact  Cochran Q  X2 for k

 X2 one test samples
sample test  X2 two
samples test

Ordinal  Kolmorov-  Sign test  Median test  Friedman 2-  Median

Smirnov one  Wilcoxon  Mann way ANOVA extension
sample test matched- pairs Whitney U  Kruskal
 Runs test test  Kolmorov- Wallis 1-way
Smirnov ANOVA
 Wald-
Wolfowitz

Interval and  t-test  t-test for paired  t-test  Repeated  One way
Ratio  Z test samples  Z test measures ANOVA
ANOVA  n- way
ANOVA

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Which can be used with nominal, ordinal, and interval and ratio datawhen
looking for significant relationship?

Measurement scale Coefficient Comments and Uses

Nominal  Chi square  Chi square based on 2 x 2 table

 Cramer’s V  CS based; adjustment when one
table dimension is > 2
 Contingency Coefficient  CS based; flexible data and
C distribution assumptions
 PRE based interpretation
 Lambda  PRE based with table marginal
 Goodman and Kruskal’s emphasis
tau  Useful for multidimensional tables
 Uncertainty coefficient  Agreement measure
 Kappa

Ordinal  Gamma  Based on concordant-discordant

pairs: (P – Q): proportional
reduction in error (PRE)
 Kendal tau b interpretation
 Kendal tau c  P – Q base: adjustment for tied
ranks
 Somer’s d  P – Q based; adjustments for table
dimensions
 Spearman’s rho  P – Q based; asymmetrical
extension of gamma
 Product moment of correlation for
ranked data

Interval and ratio  Pearson r Product  For continuous linearly related

Moment of Correlation variables
 Correlation ratio (eta)  For non linear data or relating a
main effect to a continuous
 Biserial correlation dependent variable
 One continuous and one
dichotomous variable with an
underlying normal distribution
 Partial correlation  Three variables; relating two with
the third’s effect taken out
 Multiple Correlation  Three variables; relating one
variable with two others
 Bivariate Linear  Predicting one variable from
regression another’s scores

LESSON 5 THE PRESENTATION OF RESULTS OF ANALYSIS OF DATA

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QUARTER 2 - (WEEK 5 – 7)

OBJECTIVES:

At the end of the lesson, the learner must be able to:

a. Present the results of the study in tabular form in

reference to the research questions
b. Describe and explain and basically the tabular results
of the study

Q2 – Week 5 – Meetings 25 -26

Data Presentation

 The analyzed data are presented either in tabular or graphical form.

It is necessary to present the data in such manner to reduce data
presentation in the most concise form
 The data are tested and analyzed using the Science Statistical
Package (SPSS)- a statistical tool application commonly used in
research studies.

Presenting SPSS Data Results in Tabular Form (APA Format)

Based on RQ1- What is the employee’s demographic profile in

terms of age and gender?

SPSS Result
gender

Cumulative
Frequency Percent Valid Percent Percent
Valid male 74 49.3 49.3 49.3
female 76 50.7 50.7 100.0
Total 150 100.0 100.0

Table 1

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Respondent’s Demographic Profile in terms of Gender

_________________________________________________
Gender Frequency Percentage
________________________________________________________

Male 74 49.30
Female 78 50.70
Total 150 100.00
________________________________________________________
Note: Valid percent and Cumulative percent columns were not included

Interpretation

Presented in Table1 is the respondent’s demographic profile in

terms of gender. Results showed that majority of the respondents are
female with 78 counts or 50.70 percent as compared with their male
counterpart with 74 counts or 49.30 percent

Based on RQ 3- What is the employee’s level of job satisfaction

in terms of pay and promotion?

SPSS Result

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation

Promotion1 150 2 5 3.23 .715
promotion2 150 1 5 4.01 .799
promotion3 150 1 5 3.27 .833
promotion4 150 1 5 4.04 .853
promotion_level 150 2.75 4.00 3.6817 .24083
work1 150 1 5 2.87 1.032
work2 150 1 5 3.91 .838
work3 150 1 5 3.63 .832
work4 150 1 5 3.76 .910
work_level 150 2.00 5.00 3.5417 .56641
OverallJS 150 2.33 4.50 3.6114 .45434
Valid N (listwise) 150

Note: work 1 is Item or Question 1 of Indicator Nature of Work

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Table 3
Respondent’s Overall Level of Job Satisfaction
_____________________________________________________

Job Satisfaction Mean SD

Description

_____________________________________________________

Promotion 3.68 0.24 High

Nature of work 3.54 0.57 High
Overall 3.61 0.45 High

_____________________________________________________
Note: When using the IMRAD format in research, only the overall indicator
level must be presented but the detailed table must be placed in the
APPENDIX

Interpretation

Shown in Table 2 is the respondent’s overall level of job

satisfaction. Results revealed that respondents level of job
satisfaction was described to be high as reflected by the overall
mean score of 3.61 with std dev =0.45 indicative that
respondent’s manifest extreme level of job satisfaction. The
generated overall mean score was the result obtained on the
mean scores of the two (2) indicators under study. It was also
established that indicators promotion and nature of work was
described to be high with an obtained mean score of 3.68 and
3.54 respectively.
The first indicator of job satisfaction is promotion which was
described to be high. This means that employees of respondents
have extreme level of job satisfaction in this indicator and this
was. brought about by the high scores given on the four (4) item
questionnaire which include: There is really too little chance for
promotion on my job; Those who do well on the job stand a fair
chance of being promoted; People get ahead as fast here, as
they do in other places; I am satisfied with my chances for
promotion.

The second indicator of job satisfaction is nature of work

which was described to be high and indicative that majority of
the respondents have extreme level of job satisfaction. This was
brought by the high scores on the four (4) item questionnaire
which include: I sometimes feel my job is meaningless; I like
doing the things I do at work; I feel a sense of pride in doing my
job; and my job is enjoyable.

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Q2 – Week 6 – Meetings 27 – 28

Test of Difference

Based on RQ 4- Is there a significant difference in the

employee’s level of job satisfaction when
analyzed according to their demographic
profile?

SPSS Result T-Test

up Statistics

gender N Mean Std. Deviation Std. Error Mean

plevel male 78 3.1314 .23743 .02688
female 72 3.1944 .24185 .02850
promotion_level male 78 3.5801 .54875 .06213
female 72 3.5000 .58593 .06905
OverallJS male 78 3.5542 .38342 .04341
female 72 3.5369 .52307 .06164

Independent Samples Test

Levene's Test for
Equality of Variances t-test for Equality of Means
95% Confidence
Interval of the
Difference
Sig. (2- Mean Std. Error
F Sig. t df tailed) Difference Difference Lower Upper
work_level Equal variances
9.788 .004 1.610 148 .110 .06303 .03915 .14040 .01433
assumed
Equal variances
1.609 146.563 .110 .06303 .03918 .14046 .01440
not assumed
promotion_leve Equal variances
8.473 .003 .865 148 .389 .08013 .09265 .10295 .26321
l assumed
Equal variances
.863 144.918 .390 .08013 .09289 .10347 .26372
not assumed
OverallJS Equal variances
10.220 .002 .232 148 .817 .01729 .07449 .12991 .16449
assumed
Equal variances
.229 129.517 .819 .01729 .07540 .13188 .16646
not assumed

Note: Go to t-test for Equality of Means and look for the values of t, sig (2 tailed), and mean
difference. Use equal variances assumed if Levenes test significant (<0.05)

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The Rule in Rejecting and Accepting Null Hypothesis Using p

value

If the obtained p value is less than 0.05 level, REJECT Ho

If the obtained p value is greater than 0.05 level, ACCEPT Ho

Table 3
Table of Difference in the Respondents Level of Job Satisfaction
when Analyzed According to Profile

______________________________________________________________

Gender t-value p-value Significance Decision Ho

Nature of Work 1.61 0.11 Not significant Accept

Promotion 0.87 0.39 Not significant Accept

Overall Job
Satisfaction 0.23 0.82 Not significant
Accept
______________________________________________________________
_

Note: Figures are rounded off. p-value is the Sig (2 tailed) obtained value

Interpretation

Presented in Table 3 is the table of difference in the respondents

perceived level of job satisfaction when analyzed according to gender.
Overall statistical results using t-test (equal variances assumed)
revealed that there is no significant difference that was established in
the respondents job satisfaction level when analyzed to gender as
reflected by the obtained t-value of 0.23 and p- value greater than 0.05
leading to the acceptance of the null hypothesis. It was also established
that no significant difference were established in the respondents
perceived level on indicators nature of work and promotions as depicted
by their respected obtained t-values of 1.61 and 0.87 and with p-values
greater than 0.05 level of significance leading to the acceptance of the
null hypothesis, The results implied that the level of respondents level of
job satisfaction in terms of nature of work and promotion is similar or the
same regardless of their gender

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Q2 – Week 7 – Meetings 29 -30

Based on RQ 5- Is there a significant relationship between

employee’s level of quality of work life and
their level of job satisfaction?

SPSS RESULT- Pearson r

Correlations

[DataSet0]

Correlations

ftlevel holevel sulevel QWL wlevel plevel JSLEVEL

ftlevel Pearson Correlation 1 .612** .516** .877** .469** .514** .553**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

holevel Pearson Correlation .612** 1 .362** .798** .579** .395** .525**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

** ** ** ** **
sulevel Pearson Correlation .516 .362 1 .771 .527 .538 .594**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

QWL Pearson Correlation .877** .798** .771** 1 .641** .593** .683**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

wlevel Pearson Correlation .469** .579** .527** .641** 1 .595** .848**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

plevel Pearson Correlation .514** .395** .538** .593** .595** 1 .931**
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

JSLEVEL Pearson Correlation .553** .525** .594** .683** .848** .931** 1
Sig. (2-tailed) .000 .000 .000 .000 .000 .000

N 150 150 150 150 150 150 150

**. Correlation is significant at the 0.01 level (2-tailed).

Note: Refer to highlighted column and figures for the correlations value
Example: Family time level (ftlevel) and Job satisfaction

r-value = 0.553 p-value = 0.000

Table 5

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Significant Relationship Table between Employee’s Level Quality of

Work-life and Job Satisfaction

Job Satisfaction r-value p-value Significance Decision

Ho

Family time 0.553 0.000 Significant Reject

Health outcomes 0.525 0.000 Significant Reject
Skills utilization 0.594 0.000 Significant Reject
Overall QWL- JS 0.683 0.000 Significant Reject
______________________________________________________________
___

Interpretation

Presented in Table 5 is the relationship table between respondent’s perceived

level of quality of work-life and their level of job satisfaction. Overall, statistical
results using Pearson r revealed that there is a significant relationship between
employees level of quality of work-life and their level of job satisfaction as
reflected by the overall obtained r value of 0.683 with p value less than 0.05
leading to the rejection of the null hypothesis. Results also showed that all
three (3) indicators of quality of work-life, namely: family time, health
outcomes, and skills utilization are significantly correlated to job satisfaction as
indicated by their respective obtained r-values of 0.553, 0.525, and 0.594 and
p values lesser than 0.05 level of significance which leads to the rejection of
the null hypothesis.

NOTE: It is important to note that in the presentation of the results of the study,
NO implications will be discussed but only the figures of the results of
the study must be presented

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LESSON 6- THE DISCUSSION OF THE RESULTS OF THE STUDY,

CONCLUSION AND RECOMMENDATIONS

Q2 –WEEK 8

OBJECTIVES

At the end of the lesson, the learner must be able to:

a. Discuss comprehensively the results of the study

in reference to the research questions
b. Make a conclusion based from the results and
discussions of the study
c. Make a recommendation based from the results
and conclusions of the study

Q2 - Week 8 – Meetings 31 - 32

The Purpose of Discussion

 The purpose of discussion is to interpret and describe the

significance of your findings in light of what was already known
about the research problem being investigated, and to explain
any new understanding or fresh insights about the problem after
you have taken the findings into consideration. It must always
connect to the introduction by way of the research questions or
hypothesis you have formulated and the literature you have
reviewed. The discussion should always explain how your study
has moved the readers understanding of the research problem
forward from where you left them at the end of the introduction.
The discussion is where you explore the underlying meaning of
your research, and present the importance of your study
(Sacred Heart University Library, 2019)
 It must be noted that NO figures must be presented in this part
of research paper

Presenting the discussion section in your research paper

Example – based on RQ 2- What is the employees level of

quality of work-life in terms of family time, health outcome, and
skills utilization?

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The Level of Quality of Work-life

Overall

The employee’s overall perceived level of quality of work-life is good

which is indicative that most of the employees show extreme
happiness on the variables in the study. This good level of overall
level of quality of work-life by the employees is good to the secondary
school institutions. According to Gaurav (2012), quality of work life has
become the watchword in today’s industrial scene, because when
there is proper quality of work life for the employees it will lead to the
satisfaction of the employees. Serey (2006) defined that QWL was
associated with meaningful and satisfying work. Employees are likely
to have higher wellbeing if they are satisfied with their work and
organization and they perceive their Quality of Work Life (Chan and
Wyatt 2007, Srivastava 2007). Finally, Ahmad (2013) stated that the
core pillar of QWL was to create a work environment that employee
can work cooperatively with each other in order to achieve to
organization objectives.

Per Indicator

Family time is the first indicator of quality of work-life used in this

study. The average level of employee’s quality of work-life in terms of
family time is suggestive that most of the employees show moderate
level of happiness on this indicator. It seems that majority of the
employee’s feels that they less enjoy the quality of family time they are
experiencing. This situation has to be addressed since literature
showed that a supportive work environment provides the employee
with emotional resources, such as understanding, advice, and
recognition (van Daalen et al., 2006). Balancing work and family
means giving oneself equally to both areas of their life and not neglect
one over the other. Creating this balance does not always come
naturally and needs organization and discipline. The benefits of a
happy family and a successful career are worth the effort (Thompson
et al., 1999).

Health outcome is the second indicator of quality of work-life used in

this study. The good level of quality of work-life in terms of health
outcomes is reflective that most of the employees manifest extreme
happiness on this indicator and therefore, has to be sustained and
improve. Research has indicated that the quality of work life affects
staff’s health, high stress and burnout levels, more complaints,
higher direct medical expenses and patient’s morbidity and
mortality rates have been noted as the repercussions of low
levels of quality of work life (An, et al, 2011; Nayeri et al.,
2009).The work-life balance must be maintained effectively to
ensure that all employees are running at their peak and free
from stress in the (George and Jayan, 2011). The working life
quality reduces psychological stress in the workplace
(Pardakhtchy et. al., 2009). It was also found out that for
organizations, stress-related problems result in low job
satisfaction, poor quality of performance, increased absence
from work and high turn-over (Montowidlo, et al., 1986).

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Example- Based on RQ 5- Is there a significant relationship

between employee’s perceived level of quality of work-life and
their level of job satisfaction?

The high relationship established between employees perceived

overall level of quality and their level of job satisfaction is
indicative of a remarkable association between the two
variables. This finding collaborates some of the findings in
previous researches conducted. It was concluded that the
quality of working life can affect on staff job satisfaction and also
life out of work environment such as family life, social life and
leisure time. If staff demands at work are not met, they will get
stressed which can cause negative consequences on their
welfare, performance, and satisfaction (Emadzadeh, Khorasani
& Nematizadeh, 2012). Some studies showed that
implementation of quality of working life program leads to the
reduction of job complaints and absences, improvement of
positive attitude among staff, more participation in decision
making, and job satisfaction (Gordon Judith, 1993). On the other
hand, taking staff demands into consideration helps
organizations to optimize and increase long term efficiency
(Shareef, 1990). Sharma and Gupta suggested that quality of
working life is a vital factor for organizational performance and
an effective factor to motivate staff at work (Gupta & Sharma,
2011). Armstrong showed that staff satisfaction is achieved by
realization of their demands using the resources, activities, and
the outcomes of participation in workplace activities (Armstrong,
Riemenschneider, & Allen, 2007). Federico indicated that the
quality of working life can lead to making job satisfaction for the
staff and selecting, protecting, and keeping staff (Federico,
2003). Fourie concluded there is a significant and positive
relation between job satisfaction and different aspects of quality
of working life (Fourie, 2004). Nasle Seraji and Dargahi (2006)
showed that the quality of working life improves staff satisfaction
and their learning at work, and helps them to manage working
changes; otherwise dissatisfaction negatively influences all staff
regardless their position

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The Research Conclusion

 In general, the research conclusions are considered to be the

researcher’s contribution to a science. It is part of the research report
where the research questions are answered while drawing
generalizations, if not, stating implications, inferences, and
interpretations of the research findings (Amorado & Talili, 2017)

 The conclusion is intended to help the reader understand why your

research should matter to them after they have finished reading the
paper. A conclusion is not merely a summary of your points or a re-
statement of your research problem but a synthesis of the key points. A
w2ell written conclusion provides you with several important
opportunities to demonstrate your overall understanding of the research
problem to the reader (Sacred Heart university Library, 2019)

General Rules in Stating the Conclusion of your Study

 State your conclusion in clear simple language

 Do not simply reiterate your results or the discussion
 Indicate opportunities for future research, as long as you have
not done so in the discussion section of your paper

Stating the research conclusion

Based on Research Title: Quality of Work Life and Job

Satisfaction of Employees of Private
Sectarian Senior High School in Davao
City
Example

This section presents the conclusions of the study which are

based on the findings that undergone in-depth analysis.

 The employee’s overall good level of quality of work-life is

indicative that most of the employees show extreme
happiness on their family time, health outcomes, and
skills utilization. They are extremely enjoying the quality
of their work-life in their respective careers.

 The employees overall high level of job satisfaction

indicates that majority of the employees have extreme
contentment in their respective jobs. A number of the

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respondents appreciate the promotional system of their

respective institutions. Private sectarian senior high
school institutions in Davao City have also provided a
nature of work and promotion’s program acceptable to
most of their employees.

 There is a high degree of association or direct

relationship between employees level of quality of work-
life and job satisfaction. A high level of quality of work-life
can lead to a high level of job satisfaction among the
employees concerned.

The Research Recommendation

 This part of the research report is usually based on the findings and
conclusions of the research study conducted. It is defined as a critical
suggestion regarding the best course of action in a certain situation

Formulating the Research Recommendation

Example

The following recommendations are based from the findings and

conclusions of the study:

1. An enhancement program on quality of work-life, as well as

on job satisfaction must be developed so as to improve the
level of quality of work-life and job satisfaction of the current
and future employees of private sectarian senior high
schools in Davao City. The program will ensure the
sustainability of improving further the employee’s level of
quality of work-life and their job satisfaction. Sharma and
Gupta (2011) suggested that quality of working life is a vital
factor for organizational performance and an effective factor
to motivate staff at work; and Nasle Seraji and Dargahi
(2006) showed that the quality of working life improves staff
satisfaction and their learning at work, and helps them to
manage working changes

2. School officials must conduct regular evaluation and

assessment of their current policies on improving their
employee’s quality of work-life and job satisfaction. A bi-
annual or annual survey on employee’s quality of work-life
and job satisfaction must be conducted to serve as the basis
of information for creating new policies.

3. Teaching and non-teaching employees on the other hand

must work hand in hand with school administrators in looking

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for new indicators that would lead to improvement of their

quality of work-life and job satisfaction

4. To enhance this study, it is very highly recommended that

other variables not included in this research undertaking
must be used in future similar research to be conducted

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