Cronbach's Alpha Values For Innovation, Stability And Task Organization

A reliability analysis was run on the results of the surveys that were distributed and the results were then entered into the SPSS software. The table shows the results of the 10 independent variables and the single dependent variable of the research. The Cronbach’s Alpha value for CEVs was 0.906 and CEV1 was deleted to get this value. This value shows there was consistency in the variables and the statement. For authentic leadership and organizational purpose the Cronbach’s Alpha value was 0.782 and 0.787 and none of the statements were deleted to achieve this value. This shows that there was consistency between the variables and the statements. Cronbach’s Alpha values for Innovation, Stability and Task Organization were 0.926, 0.846 and 0.927
In addition to this, the adj. R-squared value is 0.70, or 70%. Both values reflect high degrees of confidence in the results of the MLR analysis.
4.1.1: Parametric Tests of Significance:
In order to identify a possible positive relationship between the dependent variable and an independent variable, a parametric test of significant is utilized. The P value (calculated probability) in this test is the estimated probability of rejecting the null hypothesis (H0) when that null hypothesis is true. Thus, the P-value can be understood as the probability of finding the observed, or more extreme, results when the null hypothesis is true.
If the P value is less than the chosen significance level (0.05), then null hypothesis is rejected. Hence, it is ascertained that the sample gives enough evidence to support the alternative hypothesis.
4.1.2: Analysis of findings
1. Corporate Ethical Values p-value = 0.006 <
This is a concomitant of the rejection of the null hypothesis that ‘rules and procedures’ do not have a significant relationship with employee performance.
Establishing too many laws, rules and formal processes will often obstruct the ability to motivate and inspire employees. The more static a process is, the less likely it is going to be accomplished precisely. Motivation of employees by instilling the fear of losing their job due to not following rules results in less motivation and drive to undertake routine tasks. This will have the complete opposite of the wanted effect.
However, a completely rule-free corporate culture will be detrimental to employee performance as well. Without a general cookie-cutter outline to follow, employees might tend to stray from their original job tasks and delve into fruitless endeavors. Hence, a right mix of the two approaches is required – certain, well defined rules and procedures that have withstood the test of time.
H1: Job