Statistics on Job Satisfaction

Statistics on Job Satisfaction






Job satisfaction is how content a person is with her or his job. Human resource professionals and scholars generally make a distinction between cognitive job satisfaction and affective job satisfaction. Cognitive job satisfaction is the extent of a person’s satisfaction with specific facets of their jobs such as pension arrangements, pay, working hours, and several job aspects. On the other hand, affective job satisfaction is the extent of agreeable emotional feelings a person has about his or her overall job. To ensure successful organization, managers have to ensure that the employees are well satisfied and motivated to work. In job satisfaction research, there are several variables (both quantitative and qualitative) that are vital while undertaking the research. Among the variables are gender (qualitative) and intrinsic (quantitative) components. Several studies suggest that demographic characteristics may be linked to a person’s satisfaction with their work. If gender relates to job satisfaction, this relation might be partly examined and explained by a mediating effect of another set of variables. However, the fact is there is no defined relationship between gender and job satisfaction. Inconsistencies in findings concerning the relationship between job satisfaction and gender may be because of various factors. Not only might females and males in the same firm differ in the job level, pay, promotion prospects and many more, but they may differ in the extent to which the same job satisfies their needs. Intrinsic rewards such as task significance, task autonomy, opportunities to learn new things, task involvement and recognition are vital antecedence to job satisfaction to employees in the organizations.

Qualitative variable is a descriptive variable. They have a greater bearing on the result due to their manipulation on other parameters. Quantitative variables are variables that can be measured. They are purely mathematical in nature. In this study, gender is one of the qualitative variables it is descriptive in nature while intrinsic, benefits, departments and age can be measured hence they comprise the quantitative variables.

Descriptive statistics for gender


Mean 1.777778

Standard Error 0.081533

Median 2

Mode 2

Standard Deviation 0.423659

Sample Variance 0.179487

Kurtosis -2.7E-15

Skewness -1.41623

Range 1

Minimum 1

Maximum 2

Sum 48

Count 27

Confidence Level(95.0%) 0.167594

Explanation of the descriptive statistics for gender

The mean is 1.777778 while the standard deviation and sample variance are 0.423659 and 0.179487 respectively. At 95% confidence level, the SD is the deviation from the central mean. The skewness in -1.41623 therefore job satisfaction tends to be skewed towards the men gender.

Descriptive statistics: Quantitative variable


Mean 5.107143

Standard Error 0.131327

Median 5.3

Mode 4.7

Standard Deviation 0.694917

Sample Variance 0.48291

Kurtosis 13.23354

Skewness -3.07307

Range 4.1

Minimum 2.1

Maximum 6.2

Sum 143

Count 28

Largest(1) 6.2

Smallest(1) 2.1

Confidence Level(95.0%) 0.269461

Chart/Graph for qualitative variable

The graphs explain that job satisfaction is fairly divided between males and females. There is no clear trend that can explain the relationship between job satisfaction and gender. Therefore, I support the argument that gender does not influence job satisfaction in an organization.

Chart/Graph for quantitative variable

The graphical explaination of the intrinsic variable shows that job satisfaction varies randomly. Most according to the graph, most people receive job satisfaction from intrinsic rewards. This supports the literature argument from the introduction that intrinsic rewards are strong determinants of job satisfaction in an organization.

Charts and graphs are vital in this kind of reseaerch because they give a good visual impression of the results. From the graghs, an individual will be able to determine the trend of the data result hence make appropriate judgement and conclusion.


As the results reveal, job satisfaction is dependent on intrisic rewards but independent on gender. The sex of an individual will not determine the amount of satisfaction that an individual will receive from the job. On the other hand, intrinsic rewards will influence the amount of job satisfaction derived from an organization.


Kaps, M., & Lamberson, W. R. (2009). Biostatistics for animal science. Wallingford, Oxfordshire: CABI.

Monsen, E. R., Van, H. L., & American Dietetic Association. (2008). Research: Successful approaches. Chicago: American Dietetic Association.

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