4.

ANALYSIS

This research is conducted to unveil the impacts of extrinsic rewards and

intrinsic rewards on employees’ motivation. The target population was
employees of International NGOs. The total population in four selected NGOs
was 320, out of which a sample of 80 employees is taken based on equal
distribution of sample i.e. 25% from each organization. As the questionnaire
was the main tool for collecting the data, the selected sample was provided
with a questionnaire of 25 questions related to extrinsic and intrinsic rewards.
After receiving the questionnaires from employees, the collected was analysed
through applying linear regression to check the relation between independent
variables and co-efficient of determination (R2) to check the model fit. The
findings about our 7 hypothesises is as under.

H1: Better salary is a major factor which plays an important role in

employees’ motivation and has a direct impact on it

H1O: Salary does not motivate employees

Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .575 .331 .313 .57
a. Predictors: (Constant), Salary

Coefficients a
Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.024 .535 3.799 .001
Rating instrument is
shared with you
.539 .124 .575 4.335 .000

a. Dependent Variable: Salary

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.331 while adjusted R2 is 0.313. As 0.313 is greater than 0 and less than 1, it
means that our model is acceptable.

The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Salary. The value of standardized coefficients
which is 0.575 in this case, shows the degree of impact that salary has on an
employee’s motivation. As the regression is done on the basis of 5%
confidence interval, which means that 95% of the data is reliable while 5%
data may have some errors. So the value of significance should be less than
0.05. In this case the significance value is 0.000, which shows that the data is
completely valid. On the basis of value of significance we can reject the
assumption H1o. Based on values shown in second table we can have the
equation for employee motivation with respect to salary as:

Employee Motivation = 2.024 + 0.539 (Salary)

From above equation we can conclude that employee motivation is directly

related to salary. If salary is increased the employee motivation will also
increase i.e. if salary is raised by 1%, employee motivation will raise by
0.539%

T TEST FOR SALARY

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 4.335, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that salary has a major impact on employees’
motivation.

H2: A good job title helps in boosting employees’ morale and motivation

H2O: Job title has no impact on employee motivation

Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .588 .346 .329 .56
a. Predictors: (Constant), Job Title

Coefficients a

Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) .1.755 .574 3.056 .004

You want supervisor to

rate performance
.595 .133 .588 4.485 .000

a. Dependent Variable: Employee Motivation

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.346 while adjusted R2 is 0.329. As 0.329 is greater than 0 and less than 1, it
means that our model is acceptable.
The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Job title. The value of standardized coefficients
which is 0.588 in this case, shows the degree of impact that job title has on an
employee’s motivation. As the regression is done on the basis of 5%
confidence interval, which means that 95% of the data is reliable while 5%
data may have some errors. So the value of significance should be less than
0.05. In this case the significance value is 0.000, which shows that the data is
completely valid. On the basis of value of significance we can reject the
assumption H1o. Based on values shown in second table we can have the
equation for employee motivation with respect to job title as:

Employee Motivation = 1.755 + 0.595 (Job Title)

From above equation we can conclude that employee motivation is directly

related to job title. If better job titles are used then the employee motivation
will increase.

T TEST FOR JOB TITLE

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 4.485, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that using better job title can increase employees’
motivation level.

H3: Working conditions have a great impact on employees’ motivation

H3O: Working conditions have no impact on employees’ motivation

Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .402 .162 .140 .64
a. Predictors: (Constant), Better Working Conditions

Coefficients a
Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.571 .647 3.976 .000

You want supervisor to

rate performance
.402 .149 .402 2.708 .010

a. Dependent Variable: Employee Motivation

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.162 while adjusted R2 is 0.140. As 0.140 is greater than 0 and less than 1, it
means that our model is acceptable.

The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Working Conditions. The value of standardized
coefficients which is 0.402 in this case, shows the degree of impact that
working conditions have on an employee’s motivation. As the regression is
done on the basis of 5% confidence interval, which means that 95% of the data
is reliable while 5% data may have some errors. So the value of significance
should be less than 0.05. In this case the significance value is 0.010, which
shows that there is 1% error in our data. On the basis of value of significance
we can reject the assumption H1o. Based on values shown in second table we
can have the equation for employee motivation with respect to working
conditions as:

Employee Motivation = 2.571 + 0.402 (working conditions)

From above equation we can conclude that employee motivation is directly

related to working conditions. If working conditions are improved then the
employee motivation will also increase.

T TEST FOR WORKING CONDITIONS

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 2.708, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that working conditions play an important role in
employees’ motivation.

H4: Autonomy to perform duties causes internal motivation in employees

H4O: Autonomy on job does not causes internal motivation

Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .457 .208 .188 .62
a. Predictors: (Constant), Autonomy on job

Coefficients a
Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.337 .628 3.720 .001

You want supervisor to

rate performance
.457 .144 .457 3.163 .003

a. Dependent Variable: Employee Motivation

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.208 while adjusted R2 is 0.188. As 0.188 is greater than 0 and less than 1, it
means that our model is acceptable.

The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Autonomy on job. The value of standardized
coefficients which is 0.457 in this case, shows the degree of impact that
autonomy has on an employee’s motivation. As the regression is done on the
basis of 5% confidence interval, which means that 95% of the data is reliable
while 5% data may have some errors. So the value of significance should be
less than 0.05. In this case the significance value is 0.003, which shows that
there is .3% error in our data. On the basis of value of significance we can
reject the assumption H1o. Based on values shown in second table we can have
the equation for employee motivation with respect to autonomy as:

Employee Motivation = 2.337 + 0.457 (Autonomy on job)

From above equation we can conclude that employee motivation is directly

related to employees’ autonomy. If employees are given adequate autonomy
on job then the employee motivation level will also rise.

T TEST FOR AUTONOMY

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 3.163, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that autonomy plays an important role in motivating
employees.
H5: Recognition for better performance motivate employees to produce
optimum level of performance

H5O: Recognition for better performance does not motivate employees to

perform well
 Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .436 .190 .169 .63
a. Predictors: (Constant), Recognition

Coefficients a
Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.434 .633 3.846 .000

You want supervisor to

rate performance
.431 .145 .436 2.985 .005

a. Dependent Variable: Employee Motivation

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.190 while adjusted R2 is 0.169. As 0.169 is greater than 0 and less than 1, it
means that our model is acceptable.

The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Recognition. The value of standardized
coefficients which is 0.436 in this case, shows the degree of impact that
recognition has on an employee’s motivation. As the regression is done on the
basis of 5% confidence interval, which means that 95% of the data is reliable
while 5% data may have some errors. So the value of significance should be
less than 0.05. In this case the significance value is 0.005, which shows that
there is .5% error in our data. On the basis of value of significance we can
reject the assumption H1o. Based on values shown in second table we can have
the equation for employee motivation with respect to recognition as:
Employee Motivation = 2.434 + 0.431 (Recognition)

From above equation we can conclude that employee motivation is directly

related to employees’ recognition for better performance. If employees are
given adequate recognition for their better performance then there motivation
level will rise.

T TEST FOR RECOGNITION

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 2.985, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that recognition for better performance motivates
employees to produce optimum level of performance.

H6: Allocation of responsibility according to intellectual capabilities

causes motivation in employees

H6O: Allocation of responsibilities causes downfall of motivation level

 Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
1 .564 .318 .300 .57
a. Predictors: (Constant), Allocation of Responsibilities

Coefficients a
Un standardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.573 .421 6.117 .000

You want supervisor to

rate performance
.409 .097 .564 4.207 .000

a. Dependent Variable: Employee Motivation

The first table shown above shows the value of coefficient of determination
(R2). R2 is used to check the fitness of the model. The general condition for
acceptance of R2 is that its value should be greater than or equal to 0 or less
than or equal to 1. The value for R 2 for the model of our first hypothesis is
0.318 while adjusted R2 is 0.300. As 0.300 is greater than 0 and less than 1, it
means that our model is acceptable.

The second table shows the regression results. Regression shows the impact of
independent variable on dependent variable. The table shows values of
coefficient of linear regression and T values for these coefficients. The table
also shows the significance of dependent variable i.e. employee motivation
and independent variable i.e. Responsibility. The value of standardized
coefficients which is 0.564 in this case, shows the degree of impact that
allocation of responsibilities has on an employee’s motivation. As the
regression is done on the basis of 5% confidence interval, which means that
95% of the data is reliable while 5% data may have some errors. So the value
of significance should be less than 0.05. In this case the significance value is
0.000, which shows that our data is completely valid. On the basis of value of
significance we can reject the assumption H1 o. Based on values shown in
second table we can have the equation for employee motivation with respect to
responsibility as:

Employee Motivation = 2.573 + 0.409 (Responsibility)

From above equation we can conclude that employee motivation is directly

related to allocation of responsibility. If employees are given adequate
responsibility then there motivation level will rise.

T TEST FOR RESPONSIBILITY

For T test we need two values Ttab and Tcal. Tcal is already been calculated by
SPSS and the value is shown in the second table mentioned above. While T tab
value can be seen from an internationally standardized T values table. In this
case the frequency of freedom will be 78 i.e. 80-2 (Sample size – number of
coefficients). According to T test assumptions to accept the hypothesis the
following conditions should be met.
Tcal > Ttab or Tcal < - Ttab
If the above mentioned conditions are met, we accept the hypothesis and reject
Ho. But if the condition is not met, we reject the hypothesis and accept Ho.

In this case the value of Tcal is 4.207, while the value of Ttab is 1.991 which
shows that Tcal is greater than Ttab. So according to assumption of T-test we can
accept the hypothesis that allocation of responsibility according to capabilities
boosts employees’ motivation level.