One way analysis of variance (ANOVA) test between

In this section the findings are as shown in Table 4-11: One-way ANOVA test results: Demographic Variables vs. Perceived Quota Difficulty. This research find out that:

1. Marital Status differences does result significant difference on their perception of quota difficulty, single employees perceive goal more difficult than married employees. This can contribute to the married staff usually are more mature and able handle more work pressure and thus regard sales goal less troublesome than single staff.

2. Asset management related experience resulted significant difference on their views on the challenges being assigned. The more experienced the salesperson has related to wealth management, the better he/she can handle the assigned quota. That is why financial advisor related positions frequently demands interested entrants with related experiences.

3. With respect to all other aspects of demographics variables, no significant differences were observed.

4.3.2 One way analysis of variance (ANOVA) test between demographic variables and customer orientation

With respect to all aspects of demographics variables, no significant differences were observed related to customer orientation. However, it is interesting to observe that individuals with only high school degree tend to be slightly more customer oriented than the other groups, this may be attributed to that have lower education level were recruited a long time ago by the banks, hence they are familiar with their customers and thus more customer oriented. (Table 4-12)

4.3.3 One way analysis of variance (ANOVA) test between demographics variable and job satisfaction (Table 4-13)

1. Gender differences does result significant difference on their job satisfaction level, the result yield that male employees are more satisfied with their job both intrinsically and generally than female employees. The main reason may be generalized by the fact that men tend to get more acknowledgements at work than women and usually men are less demanding than women.

2. With respect to all other aspects of demographics variables, no significant differences were observed related to job satisfaction.

4.3.4 One way analysis of variance (ANOVA) test between demographic variables and turnover intention (Table 4-14)

1. Gender differences does result significant difference on their job satisfaction level and their turnover intention. Male have lower turnover intention than female.

The main reason may be contributed that men in the society play a role as the main family stake provider, thus they have higher tolerance over their job thus have lower tendency to leave their job than women.

2. With respect to all other aspects of demographics variables, no significant differences were observed related to turnover intention.

Table 4-11: One-way ANOVA test results: Demographic Variables vs. Perceived Quota Difficulty

Perceived Quota Difficulty

Personal Variables Mean Std. Dev. t/F Value p-value Scheffe Male 2.6500 0.8601

Gender

Female 2.6912 0.7414 .103 .748

< 25 2.8571 0.5565

Table 4-12: One-way ANOVA test Results: Demographic vs. Customer Orientation

Customer Orientation

Personal Variables Mean Std. Dev. t/F Value p-Value Male 4.2792 .49807

Gender

Female 4.1422 .52595 2.665 0.105

< 25 3.5714 .70289

Table 4-13: One-way ANOVA test results: Demographic Variables vs. Job Satisfaction

Married 3.5755 3.1843 3.4882

Single 3.4500 3.1378 3.3887

Marital

College 3.4983 3.1701 3.4156

Univ. 3.5440 3.1850 3.4709

Table 4-14: One-way ANOVA test Results: Demographic vs. turnover intention

Turnover Intention

Personal Variables Mean Std. Dev. t/F Value p value Scheffe Male 2.5611 0.9236

High School 3.2222 0.1925 College 2.7986 0.9037 University 2.7179 0.9269 Education

Grad. degree 2.7000 0.8440

0.377 0.770

4.4 Correlation Analysis

This section utilizes correlation analysis (via Pearson’s Product Moment Correlation) to analyze the relationships between perceived quota difficulty, customer orientation, job satisfaction and turnover intention. (Refer to Table 4-15)

During the analysis between perceived quota difficulty with respect to all other variables, the aspects related to customer orientation, intrinsic job satisfaction, extrinsic job satisfaction and general job satisfaction all yield a negative correlation, and with internal job satisfaction has the most significant effect. Negatively correlation with customer orientation may be true in the case that when an account officer is troubled with difficult assigned quota, he/she will be devoting less effort in servicing his customers and will not as concerned with satisfying their needs. The more difficult the salespeople perceive about his quota, the less satisfied he/she will be. It is interesting to notice that although all aspects of job satisfaction have strong negative relationship with perceived goal, hard to achieve goals impose higher pressure on intrinsic job satisfaction than extrinsic job satisfaction. Thus, if company’s management team can assign reasonable goals to achieve, employees will be more satisfied with their job. On the other hand, positive relationship was established regarding turnover intention. If the bank’s account officer recognized his quota as being beyond his/her reach, he is likely to withdraw and intend to leave the existing position.

On the subject of customer orientation, it has positive correlation regarding all three aspects of job satisfaction; in this case intrinsic job satisfaction was more significant. This is true for customer oriented behaviors allow salespeople the ability to help customers via interaction, utilize their professional expertise and feel the sense of accomplishment. Hence close customer oriented behavior will foster higher level of job satisfaction. The reverse is true that since the salesperson is satisfied with their customer oriented service, he/she will be less likely to have the desire to leave their existing position.

With reference to employee job satisfaction, it has very strong correlation with turnover intention. The result is clear-cut. A satisfied employee will be less likely to have intention to quit than unhappy ones, for if he/she leaves the position, the respective sense of satisfaction may be reduced due to uncertainty and unfamiliarity.

Table 4-15: Correlations analysis of studied variables (n=162)

Job Satisfaction

Satisfaction -0.369** 0.348**

Extrinsic

Satisfaction -0.232** 0.224** 0.612**

Job Satisfaction

Overall

Satisfaction -0.365** 0.333** 0.955** 0.803**

Turnover Intention 0.315** -0.274** -0.428** -0.563** -0.528**

* Correlation is significant at the 0.05 level (2-tailed). p < 0.05

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