In this chapter, the findings of the study hypotheses were presented. The descriptive statistics analysis was presented in the first part. The result of the correlation analysis among workplace spirituality, job involvement and perceived organizaitonal support was showed as follow. The third part showed the validity of the study. The final part focused on the findings of hypothesis testing by using hierachical regression anaylsis.
Descriptive Statistics
The data was collected from 550 participants who had been through M&A circumstance in their working experience, 281 of the samples fit the requirement of the study which are the one who is still working in the company even they have been through M&A. To collect the information of the respondents, gender, age, education level, position, tenure, yearly income and company type were included. The gender of the respondents was pretty equal. Most of them were aged from 26 to 35 years old (40.2%). When it came to the education background, over 65.1% participants had bachelor degree. Regarding their working position, most of them were general employees (56.6%) and their tenure was principally for 1 to 5 years (33.8%).
The frequency and percentage of the demographic information are summarized in Table 4.1.
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Table 4.1.
Descriptive Statistics (n=281)
Item Sample characteristics Frequency Percentage
Gender Female 143 50.9
Educational level Elementary and below 4 1.4
Middle school 4 1.4
High school 51 18.1
College 183 65.1
Graduate school and above 39 13.9
Total 281 100
Company type Local 165 58.7
Foreign 115 40.9
Missing value 1 0.4
Total 281 100
Position General employee 159 56.6
Supervisor 76 27.0
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Table 4.1 (continued)
Correlation Analysis
In order to understand the relationship among workplace spirituality, job involvement and perceived organizaitonal support, the Pearson correlation analysis was demostrated. The means, standard deviations, reliabilities, and correlations among all the variables are shown in Table 4.2. Workplace spirituality was postively correlated to job involvement (r=.43, p<.001) and perceived organizaitonal support was positively and significantly related to workplace spirituality (r=.70, p<.001). Job involvement was moderately correlated with perceived organizaitonal support (r=.39, p<.001).
Salary 500,000NTD and below 97 34.5
500,001NTD-700,000 NTD 81 28.8
700,001NTD-800,000 NTD 38 13.5
800,001NTD-1,000,000 NTD 25 8.9
Above 1,000,001NTD 40 14.2
Total 281 100
Tenure Less than 1 year 10 3.6
1-5 years 95 33.8
6-10 years 78 27.8
11-15 years 37 13.2
16 years and above 61 21.7
Total 281 100
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Table 4.2.
Mean, Standard Deviation, Correlations, and Reliability (n= 281)
Mean SD 1 2 3 4 5 6
1. Company type 1.41 .49
2. Job Position 1.62 .84 .22**
3. Salary 2.40 1.40 .17** .46***
4. Workplace spirituality 4.98 1.07 .21*** .35*** .29*** (.97)
5. Perceived organizational support 4.48 1.00 .03 .26*** .09 .70*** (.89)
6. Job involvement 3.61 .62 .22*** .30*** .28*** .43*** .39*** (.90)
Note. Numbers parentheses represent the Cronbach’s Alpha values of the variables.
*p<.05, **p<0.01, ***p<0.001
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Hierarchical Regression Analysis Workplace Spirituality and Job Involvement
Hierarchical linear regression analysis and was used to examine the hypothesis and the result was summarized in Table 4.3. In the first step, the control variables such as company type, job position and salary were entered. In the second step, the independent variable was entered in order to test the hypothesis. Hypothesis 1 proposed that workplace spirituality had a positive effect on job involvement. In Model 1, all the control variables showed significant effect on job involvement except the experienced time. As in Model 2, workplace spirituality was added to examine its relationship with job involvement. The result showed that workplace spirituality was significantly positive related to job involvement (β=.34, p<.001).
Therefore, workplace spirituality had a positive effect on job involvement. It implied that employees who develop higher workplace spirituality have higher job involvement in their current job. Thus, Hypothesis 1 was supported.
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Table 4.3
Result of Regression Analysis for Job Involvement (n=281)
Variable Job involvement
Moderating Effect of Perceived Organizaitonal Support on The Relationship Between Workplace Spirituality and Job Involvement
Hypothesis 2 in the study proposed that perceived organizaitonal support positively moderates the relationship between workplace spirituality and job involvement. In order to test the moderating effect of perceived organizaitonal support, the three steps were conducted in hierarchical regression analysis. In step 1, the control variables such as company type, job position and salary were entered. In step 2, the independent variable and moderating variable were entered. In step 3, the interaction term of workplace spirituality and perceived organizaitonal support was entered and the beta coefficient as well as the significance of the interaction was examined. Table 4.5 summarized the regression results of testing Hypothesis 2.
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Model 3 presents that the interaction of workplace spirituality and perceived organizaitonal support was significant when job involvement was entered as the dependent variable, and the beta coefficient was positive (β=.13, p<.05). Base on the result, Hypothesis 2 was supported. It meant that the degree of perceived organizaitonal support would moderate the relationship between workplace spirituality and job involvement.
Table 4.4.
Result of Hierarchical Regression Analysis for POS as a Moderator (n=281)
Variable Job involvement
Note.***p< .001 **p< .01 *p< .05, WS= Workplace spirituality, POS= Perceived organizational support
To interpret the moderating effect in detail, perceived organizaitonal support was divided into high and low level group based on the mean. Figure 4.1 showed the interactional graphs
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between workplace spirituality and perceived organizaitonal support. As expected, workplace spirituality had a relatively more positive effect on job involvement for individuals when the perceived organizaitonal support getting higher; however, workplace spirituality had a more slightly positive effect on job involvement for individual when the perceived organizaitonal support is considerately lower. Hence, perceived organizaitonal support showed significantly positive moderating effect between workplace spirituality and job involvement.
In conclusion, the summary of hypotheses testing results was shown in Table 4.5.
Figure 4.1. Interaction plot for the moderating effect of perceived organizational support
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Table 4.5
Result of Hypotheses Testing
Hypotheses Result
H1. Workplace spirituality has a positive effect on job involvement. Supported
H2. The relationship between workplace spirituality and job involvement is moderated by perceived organizational support.
Supported
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