Equation 25 Variables

β value¹ t-value β value¹ t-value

Q2 .266 1.451 .366*** 2.741 Type of NPO Religious/Nonre- .242*** 4.000 .252*** 5.758

Gender Male/Female .051 1.173

Position Workers/Supervisor .125 1.036

Age

¹ The value of the beta here is from the Unstandardized Coefficients.

In Equation 1, of the 30 independent variables inputted in the backward regression model, 13 have negative parameters of which only one has statistical significance explaining the variance of job satisfaction of fringe benefits. From the other 17 variables that have positive parameters, three have statistical significance explaining the variance of job satisfaction of fringe benefits. For the dimension of the challenge in the aspect of intrinsic motivation, no question shows significance to job satisfaction of fringe benefits. For the dimension of the enjoyment in the aspect of intrinsic motivation, only Q6 has a positive parameter (.267) with the t-ratio (1.707) showing significance at the 10% level to job satisfaction of fringe benefits. For the dimension of the outward in the aspect of extrinsic motivation, there is also only one question showing significance to job satisfaction of fringe benefits. The parameter for Q1 is positive (.265), with the t-ratio (2.279), indicating that it is significance at the 5% level. For the dimension of compensation in the extrinsic motivation, Q 14 shows significance to job satisfaction of fringe benefits. The parameter is negative (-.209) with the t-ratio (-2.003) indicating the significance at the 1% level. For the type of nonprofits, it is significant at the 1% level to job satisfaction of fringe benefits with the positive parameter (.242) and t-ratio (4.000). Gender, position, age, marital status, the highest degree earned, and tenure show no significance to job satisfaction of fringe benefits. These results change from equation to equation.

In Equation 25, six variables show statistical significance to satisfaction of fringe benefits. Of those six variables, two have negative parameters and four have positive parameters.

Result for Null Hypothesis 2-3:

For the dimension of the challenge in the aspect of intrinsic motivation, two questions show significance to job satisfaction of fringe benefits. Q2 has a positive

parameter (.366) with the t-ratio (2.741) showing significance at the 1% level. It is suggested that the more employees enjoy trying to solve complex problems, the more they are satisfied with the fringe benefits. Q8, a reverse question, also has a positive parameter (.134) with the t-ratio (1.893) showing significance at the 10% level, which means if there is a rise in the disagreement that I enjoy relatively simple, straightforward tasks would lead to an increase in job satisfaction of fringe benefits.

As a result, we reject the null hypothesis 2-3 for Q2 and Q8 and accept the alternative that there is statistically significant relationship between the challenge in the aspect of intrinsic motivation and job satisfaction of fringe benefits. The null hypothesis is accepted for the other questions belonging to the challenge in the aspect of intrinsic motivation.

Result for Null Hypothesis 3-3:

For the dimension of the enjoyment in the aspect of intrinsic motivation, only Q12 has a positive parameter (.457) and a t-ratio (3.431) showing significance at the 1% level. The result means that a rise in the agreement that I’m more comfortable when I can set my own goals would lead to a rise in job satisfaction of fringe benefits.

Therefore, we rejected the null hypothesis 3-3 for Q12 and accept the alternative that there is statistically significant relationship between the enjoyment in the aspect of intrinsic motivation and job satisfaction of fringe benefits. The null hypothesis is accepted for the other questions belonging to the enjoyment in the aspect of intrinsic motivation.

Result for Null Hypothesis 4-3:

For the dimension of the outward in the aspect of extrinsic motivation, no questions show significance to job satisfaction of fringe benefits. Therefore the null

hypothesis is accepted that there is no statistically significant relationship between outward in the extrinsic motivation and job satisfaction of fringe benefits.

Result for Null Hypothesis 5-3:

For the dimension of compensation in the aspect of extrinsic motivation, only Q14, a reverse question, has a negative parameter (-.173) and a t-ratio (-2.520) showing significance at the 5% level. The result means that a rise in the disagreement that as long as I can do what I enjoy, I’m not that concerned about exactly what I’m paid would lead to a drop in job satisfaction of fringe benefits. Therefore, we rejected the null hypothesis 5-3 for Q14 and accept the alternative that there is statistically significant relationship between the compensation in the aspect of extrinsic motivation and job satisfaction of fringe benefits. The null hypothesis is accepted for the other questions belonging to the compensation in the aspect of extrinsic motivation.

Result for Null Hypothesis 6-3:

As to type of nonprofits, it is statistically significant to job satisfaction of fringe benefits at the 1% level with a positive parameter (.252) and the t-ratio (5.765).

As a result the null hypothesis 6-3 is rejected and we accept the alternative stating that type of nonprofits has statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 7-3:

The demographic variable, gender, is not statistically significant. As a result the null hypothesis 7-3 is accepted stating that gender has no statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 8-3:

Employees’ position is not statistically significant. Therefore the null hypothesis 8-3 is accepted stating that position has no statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 9-3:

As to the age, using employees with the age of 20 to 29 years old as a reference group, it is not statistically significant. As a result the null hypothesis 9-3 is accepted stating that age has no statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 10-3:

For the marital status, using the married employees as a reference group, it is not statistically significant. As a result the null hypothesis 10-3 is accepted stating that marital status has no statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 11-3:

For the highest degree earned, using employees with the degree of bachelor as the reference group, it is not statistically significant. As a result the null hypothesis 11-3 is accepted stating that the highest degree earned has no statistical significance to job satisfaction of fringe benefits.

Result for Null Hypothesis 12-3:

For the tenure, using employees with the tenure of less than one to five years as the reference group, employees with tenure of six to 10 years has a significance to job satisfaction of fringe benefits with a negative parameter (-.054) and t-ratio

(-1.807), indicating that it is significance at the 10% level. It suggests employees with tenure of six to 10 years have a lower job satisfaction of fringe benefits than those with less than one to five years. As a result, the null hypothesis 12-3 is rejected for employees with tenure of six to 10 years and we accept the alternative that there is statistical difference between tenure and job satisfaction of fringe benefits. For the employees with the tenure of less than one to five and above 11 years, this null hypothesis is accepted.

Table 4.5 is Multiple Regression for independent variables as predictors for job satisfaction of operating conditions. The backward elimination process is repeated 27 times, in 27 equations, until all remaining independent variables reach at least the 10% level of significance. In the table, the R² of Equation 1 is 0.969 which accounts for 96.9% of the variance of job satisfaction of operating conditions while in Equation 27 the R² is 0.963 which explains for 96.3% of the variance of job satisfaction of operating conditions.

Table 4.5. Multiple Regression for independent variables as predictors for job satisfaction of operating conditions

Equation 1 Equation 27