Anova Results

Findings of Study Description of the Respondents Frequency and percentage tables for different demographic characteristics of the medical
sales representatives are shown in the tables given below with bar graphs respectively. There are 295 in total respondents of this study, out of which male medical sales representatives are 253 (86%) and females are 42 (14%) in total. Table 1
Gender Male Female Total
300
Frequency 253 42 295
Percent 86 14 100.0
250
253
200
150
100
50 42 0 Male Female
In total respondents of the study there are 132 (46%) are single and 163 (55%) are married medical sales representatives as shown in table 2 and graph. Table 2
Marital Status Single Married Total Frequency 132 163 295 Percent 45 55 100.0
200
150 132 100
163
50
0 Single Married
In total respondents of the study there are 164 (56%) belong to the age group of 20-30 and 131 (44%) are from 31 and above age group medical sales representatives as shown in table 3 and graph. Table 3
Age 20-30 31 and above Total
200
Percent 56 44 100.0
164 150 131 100
50
0 20-30 31 and above
In total respondents of the study there are 196 (66%) belong to the experience group of up to 5 years and 99 (34%) are from more than 5 years of experience group medical sales representatives as shown in table 4 and graph. Table 4
Experience Up to 5 More than 5 Total
Percent 66 34 100.0
200 196
150
100
99
50
0 upto 5 More than 5
In total respondents of the study there are 99 (34%) belong to the income group of up to 15,000 and 196 (66%) are from income group of more than15,000 medical sales representatives as shown in table 5 and graph. Table 5
Income Up to 15,000 More than 15,000 Total Frequency 99 196 295 Percent 34 66 100.0
200 196
150
100
99
50
0 upto 15,000 More than 15,000
In total respondents of the study there are 199(68%) belong to the National pharmaceutical companies and 96 (32%) are from 31 multinational pharmaceutical companies as shown in table 6 and graph. Table 6
Company Type National Multinational Total Frequency 199 96 295 Percent 68 32 100.0
200
199
150
100 96
50
0 National Multinational
In total respondents of the study there are 160 (54%) are sales promotion officers, territory managers, and medical information officers and 96 (32%) are senior sales promotion officers, senior territory managers, and senior medical information officers as shown in table 7 and graph. Table 7
Designation SPO/TM/MIO SSPO/STM/SMIO Total Frequency 160 135 295 Percent 54 46 100.0
200
150
160 135
100
50
0 SPO/TM/MIO SSPO/STM/SMIO
In total respondents of the study there are 244 (83%) are graduate and 51 (17%) are masters medical sales representatives as shown in table and graph. Table 8
Qualification Graduate Masters Total Frequency 244 51 295 Percent 83 17 100.0
250
244
200
150
100
50
51
Graduate
Masters
Testing of Hypotheses Table 9 shows the results of one-way analysis of variance of satisfaction with compensation and demographic variables. Results indicate that company type, income, academic qualification, and designation significantly contribute to the variation in satisfaction with compensation of the salesforce while gender, job experience, age, marital status do not indicate significant variation. Salesforce of national companies are significantly more satisfied with compensation. The possible reason could be that increasing number of companies are fighting for their better share of market so they give handsome packages to attract salesforce to get competitive edge in the market. Multiple comparisons indicate that satisfaction with compensation increases with increase in the income and salesforce having income 20,000 and above are significantly more satisfied at (=0 .01) with compensation (Table 10). Table 9
Results of One Way-ANOVA of Satisfaction with Compensation and Demographic Variables
Demographic Variables Gender Marital Status
Categories Male Female Single Married 20-25 years 26-30 years 31-35 years
N 253 42 132 163 60 104 131 199 96
Mean 3.34 3.43 3.43 3.29 3.53 3.29 3.33 3.47 3.11 3.28 3.44 3.30 3.37
FStatistic 0.37 2.41
P-value 0.54 0.12
Age
1.64
0.19
Company Type Designation Job Experience
National Multinational
13.0
0.00***
Sales Promotion Officer 160 Senior Sales Promotion 135 Officer Less than 1 years 1-3 years 49 69
2.83 1.13
0.09** 0.34
3-5 years 5-10 years More than 10 years 10,000 14,999 Income 15,000 19,999 20,000 and above Academic Qualification Graduation Masters
78 54 45 99 88 108 244 51
3.36 3.53 3.20 3.56 3.32 3.20 3.40 3.12 4.70 0.03* 5.52 0.00***
* Significant at =0 .05 level. ** Significant at =0 .10 level. *** Significant at =0 .01 level.
Table 10 (I) Income 10,000 15,000 19,000 20,000 and above (J) Income 15,000 19,000 20,000 and above 10,000 - 14,999 20,000 and above 10,000 - 14,999 15,000 - 19,999 Mean Difference (I-J) 0.24 0.37*** -0.24 0.13 -0.37*** -0.13 P-value 0.13 0.00 0.13 0.76 0.00 0.76
* The mean difference is significant at =0 .05 level. ** The mean difference is significant at =0 .10 level. *** The mean difference is significant at =0 .01 level.
Table 11 shows the results of one-way analysis of variance of satisfaction with promotion and demographic variables. Results declares that company type, academic qualification, job experience, and designation significantly contribute to the variation in satisfaction with compensation of the salesforce while gender, income, age, marital status do not contribute significantly in the satisfaction with promotion of medical sales representatives. Multiple comparisons confirm that satisfaction with promotion increases as the job experience of the salesforce increases to 3-5 years category and its trend shows that the satisfaction starts decreasing as the experience goes above this category to 5-10 and 10 years and above (Table 12). Results of academic qualification indicate that the salesforce
having graduate degree are significantly more satisfied with promotion comparing to their counterparts. Table 11
Results of One Way-ANOVA of Satisfaction with Promotion and Demographic Variables
N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51
Mean 3.3 3.2 3.31 3.28 3.30 3.25 3.32 3.37 3.13 3.27 3.33 3.37 3.31 3.46 3.35 3.00 3.33 3.27 3.28 3.32 3.14
P-value 0.89 0.63
Age
0.34
0.71
Company Type Designation
National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years 1-3 years 3-5 years 5-10 years More than 10 years 10,000 14,999 15,000 19,999 20,000 and above
12.40
0.00***
0.82
0.36
Job Experience
5.86
0.00***
Income
0.37
0.69
Academic Qualification
Graduation Masters
4.22
.04*
Table 12 (I) Experience (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) 0.18 -0.09 0.02 0.37* -0.18 -0.27* -0.15 0.19 0.09 0.27* 0.11 0.46*** -0.02 0.15 -0.11 0.34* -0.36* -0.19 -0.46*** -0.34* P-value 0.90 1.00 1.00 0.01 0.90 0.03 1.00 0.75 1.00 0.03 1.00 0.00 1.00 1.00 1.00 0.02 0.01 0.75 0.00 0.02
Less than 1
1-3
3-5
5-10
More than 10
Table 13 shows the results of ANOVA of variance of satisfaction with supervision and demographic variables. Results indicate that gender, marital status, age, and job experience significantly contribute to the variation in satisfaction with supervision of the salesforce while income, company type, academic qualification, and designation do not have significant contributions in defining the behavior of the salesforce with the said factor. Male, married, and salesforce of 20-25 years of age, job experience of 5-10 years have shown significant contribution with this variable. Multiple comparisons do not show any significant change with different groups of age and job experience. However, results indicate that salesforce in age group 20-25 are comparatively more satisfied than other age groups. Same is being observed in job experience groups and salesforce belong to less than 1, 5-10, and more than 10 are comparatively more satisfied with supervision than other age groups of medical sales representatives (Table 14, 15). Results of means variation declare that
salesforce in age group 20-25 years are significantly contributing in the variation of supervision satisfaction. Table 13
Results of One Way-ANOVA of Satisfaction with Supervision and Demographic Variables
N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51
Mean 3.63 3.32 3.49 3.68 3.80 3.53 3.54 3.60 3.59 3.67 3.50 3.78 3.46 3.55 3.80 3.39 3.56 3.67 3.55 0.78 0.91
P-value 0.02* 0.04*
Age
2.67
0.07**
0.01
0.94
3.18
0.75
Job Experience
2.86
0.02*
Income
0.59
0.55
Graduation Masters
0.45
0.51
Table 14 (I) Age 20-25 26-30 31-35 (J) Age 26-30 31-35 20-25 31-35 20-25 26-30 Mean Difference (I-J) 0.27 0.26 -0.27 -0.01 -0.26 0.01 P-value 0.10 0.10 0.10 1.00 0.10 1.00
Table 15 (I) Experience Less than 1 (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) 0.32 0.22 -0.02 0.38 -0.32 -0.10 -0.34 0.06 -0.22 0.10 -0.24 0.16 0.02 0.34 0.24 0.41 -0.38 -0.06 -0.16 -0.40 P-value 0.30 1.00 1.00 0.18 0.30 1.00 0.18 1.00 1.00 1.00 0.86 1.00 1.00 0.18 0.86 0.11 0.18 1.00 1.00 0.11
1-3
3-5
5-10
More than 10
Table 16 shows the results of one-way analysis of variance of satisfaction with rewards and recognition and demographic variables. Only one factor i.e. company type is found significantly explaining the variation of means in describing its impact with this job context. The mean scores of medical sales representatives from multinational companies are significantly (=0.01) different from those of the national companies salesforce. All other factors gender, marital status, age, job experience, income, academic qualification, and designation do not explain significant variation on medical sales representatives satisfaction with rewards and recognition. Table 16 Results of One Way-ANOVA of Satisfaction with Rewards and Recognition and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type Designation National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years Job Experience 1-3 years 3-5 years 5-10 years More than 10 years N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 Mean 3.09 3.21 3.10 3.11 3.17 3.11 3.07 3.02 3.27 3.15 3.05 3.15 3.06 3.01 3.17 3.22 0.89 0.47 1.29 0.26 8.34 0.00*** 0.45 0.63 FStatistic 1.11 0.01 P-value 0.29 0.94
10,000 14,999 Income 15,000 19,999 20,000 and above Academic Qualification Graduation Masters
99 88 108 244 51
3.03 3.14 3.15 3.12 3.03 0.62 0.43 0.90 0.40
Table 17 indicates the results of one-way analysis of variance of satisfaction with operating procedures and demographic variables. Results indicate that company type and job experience significantly contribute to the variation in satisfaction with operating procedure of the salesforce while income, gender, marital status, age, academic qualification, and designation do not explain significance variation. Multiple comparisons do not show any significant changes with different groups of job experience. However, results indicate that salesforces satisfaction with operating procedures increases with the increase in the job experience in the company. Table 17 Results of One Way-ANOVA of Satisfaction with Operating Procedures and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age Company 26-30 years 31-35 years National N 253 42 132 163 60 104 131 199 Mean 2.62 2.49 2.64 2.58 2.57 2.57 2.65 2.54 7.64 0.00*** 0.73 0.49 FStatistic 1.93 0.77 P-value 0.16 0.40
Type Designation
Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years 1-3 years 3-5 years 5-10 years More than 10 years 10,000 14,999 15,000 19,999 20,000 and above
96 160 135 49 69 78 54 45 99 88 108 244 51
2.74 2.56 2.66 2.45 2.50 2.67 2.65 2.75 2.68 2.55 2.59 2.58 2.61 2.34 0.13 1.14 0.32 2.40 0.05** 2.01 0.16
Job Experience
Income
Graduation Masters
Table 18 (I) Experience Less than 1 (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Mean Difference (I-J) -0.04 -0.22 -0.19 -0.30 0.04 -0.16 -0.14 -0.25 0.21 0.16 0.02 -0.08 0.19 0.14 -0.02 -0.10 P-value 1.00 0.42 0.88 0.13 1.00 0.82 1.00 0.26 0.42 0.82 1.00 1.00 0.88 1.00 1.00 1.00
1-3
3-5
5-10
More than 10
Less than 1 1-3 3-5 5-10
0.30 0.25 0.08 0.10
0.13 0.26 1.00 1.00
Table 19 indicates the results of variance of satisfaction with relationship with coworkers and demographic variables. Results explain that company type, job experience, and income significantly contribute to the variation in satisfaction with relationship with coworkers of the salesforce while gender, age, marital status, academic qualification, and designation are not showing any significant variation. Multiple comparisons indicate that satisfaction with relationship with coworkers increases with increase in the job experience and it is observed significantly more satisfaction in more than 10 years experience group comparing with other groups (Table 20). It is also clear from the results that medical salesforce who belong to the income group 15,000 19,999 are comparatively more satisfied comparing to the other income groups (Table 21). Table 19 Results of One Way-ANOVA of Satisfaction with Relationship with Coworkers and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type National Multinational N 253 42 132 163 60 104 131 199 96 Mean 3.49 3.41 3.52 3.44 3.49 3.40 3.53 3.39 3.67 11.84 0.00*** 0.99 0.37 FStatistic 0.54 0.82 P-value 0.46 0.36
Designation
Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years 1-3 years 3-5 years 5-10 years More than 10 years
160 135 49 69 78 54 45 99 88 108 244 51
3.48 3.48 3.47 3.34 3.34 3.66 3.72 3.34 3.61 3.49 3.47 3.54 0.46 0.50 4.13 0.02** 4.09 0.00*** 0.00 0.99
Job Experience
Income
10,000 14,999 15,000 19,999 20,000 and above
Graduation Masters
* Significant at =0 .05 level ** Significant at =0.10 level *** Significant at =0.01 level
Table 20 (I) Experience (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 Mean Difference (I-J) 0.12 0.12 -0.19 -0.25 -0.12 -0.00 -0.32** -0.38* -.012 0.00 -0.31** -0.38* 0.19 0.32** 0.31** -0.06 0.25 0.37* P-value 1.00 1.00 1.00 0.64 1.00 1.00 0.08 0.03 1.00 1.00 0.07 0.02 1.00 0.08 0.07 1.00 0.64 0.03
Less than 1
1-3
3-5
5-10
More than 10
3-5 5-10
0.37* 0.06
0.02 1.00
Table 21 (I) Income 10,000 - 14,999 15,000 - 19,999 20,000 and above (J) Income 15,000 - 19,999 20,000 and above 10,000 - 14,999 20,000 and above 10,000 - 14,999 15,000 - 19,999 Mean Difference (I-J) -0.27* -0.15 0.27* 0.12 0.15 -0.12 P-value 0.01 0.27 0.01 0.61 0.27 0.61
Table 22 shows ANOVA results of satisfaction with work-itself and demographic variables. Findings indicate that age and academic qualification significantly contribute to the variation in satisfaction with relationship with work-itself of the salesforce while gender, marital status, company type, job experience, income and designation explain no variation in the means score of the medical sales representatives satisfaction with work-itself. Multiple comparisons of different age groups show that as the age of the medical sales representatives increases; satisfaction with work-itself also increases (Table 23). Moreover, the salesforce who got graduate degrees are seen more satisfied with work-itself than those of master degree holders. Table 22 Results of One Way-ANOVA of Satisfaction with Work-itself and Demographic Variables Demographic Variables Gender Marital Categories Male Female Single N 253 42 132 Mean 3.65 3.48 3.68 FStatistic 2.06 1.83 P-value 0.15 0.18
Status Age
Married 20-25 years 26-30 years 31-35 years
163 60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51
3.57 3.46 3.63 3.69 3.61 3.63 3.57 3.68 3.65 3.58 3.56 3.68 3.66 3.62 3.63 3.61 3.65 3.46 3.46 0.06** 0.02 0.98 0.39 0.81 1.66 0.19 0.02 0.88 2.45 0.08**
Job Experience
Income
Graduation Masters
Table 23 (I) Age 20-25 26-30 31-35 (J) Age 26-30 31-35 20-25 31-35 20-25 26-30 Mean Difference (I-J) -0.16 -0.23** 0.16 -0.06 0.23** 0.06 P-value 0.37 0.08 0.37 1.00 0.08 1.00
Table 24 shows ANOVA results of satisfaction with communication and demographic variables. Results indicate that company type is the only demographic variable that significantly contribute to the variation in satisfaction with communication of the salesforce while gender, marital status, job experience, income, designation, age, and academic qualification explain no variation in the means score of the medical sales representatives satisfaction with communication. Pharmaceutical sales representatives who serving in multinational companies are significantly more satisfied with the communication process than those of working in the national companies. Table 24
Results of One Way-ANOVA of Satisfaction with Communication and Demographic Variables
N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99
Mean 3.09 3.21 3.10 3.11 3.17 3.11 3.07 3.02 3.27 3.15 3.06 3.15 3.06 3.01 3.17 3.22 3.03
P-value 0.29 0.94
Age
0.45
0.63
National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years 1-3 years 3-5 years 5-10 years More than 10 years 10,000 14,999
8.35
0.00***
1.29
0.26
Job Experience
0.89
0.47
Income
0.90
0.41
15,000 19,999 20,000 and above Academic Qualification Graduation Masters
88 108 244 51
3.14 3.15 3.12 3.04 0.62 0.43
Table 25 shows the results of analysis of variance of satisfaction with job security and demographic variables. Findings indicate that company type and academic qualification significantly contribute to the variation in satisfaction with job security of the salesforce while gender, marital status, age, job experience, income and designation explain no variation in the means score of the medical sales representatives satisfaction with job security. Salesforce of national companies show greater satisfaction with job security than multinational companies sales representatives. The increased number of national companies generating more job opportunities and in their need to sustain more sales people may justify this higher level of satisfaction. There are increased numbers of me-too products hence creating a sense of satisfaction in the minds of the salesforce that to market these products more people are needed. In contrast to this approximately 25 multinational companies giving less attraction to the salesforce to sustain their jobs. Moreover, the salesforce who got graduate degrees are seen more satisfied with job security than those of master degree holders. Possible reason could be the less attractive job market opportunities available in Pakistan due to higher rate of unemployment. Table 25
Results of One Way-ANOVA of Satisfaction with Job Security and Demographic Variables
Categories Male Female Single Married
N 253 42 132 163
Mean 3.29 3.28 3.24 3.32
P-value 0.97 0.44
20-25 years Age 26-30 years 31-35 years Company Type Designation National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years Job Experience 1-3 years 3-5 years 5-10 years More than 10 years 10,000 14,999 Income 15,000 19,999 20,000 and above Academic Qualification Graduation Masters
60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51
3.43 3.27 3.23 3.35 3.16 3.34 3.23 3.33 3.42 3.44 3.06 3.04 3.43 3.29 3.16 3.29 3.26 0.04 0.08** 2.05 0.13 2.41 0.50 0.99 0.32 2.82 0.09** 0.90 0.40
Table 26 shows the results of analysis of variance of growth and development with demographic variables. Findings indicate that job experience and income are significant contributors to the variation in satisfaction with growth and development of the salesforce while gender, marital status, age, company type, academic qualification and designation explain no variation in the means score of the medical sales representatives satisfaction with growth and development. It is clear from the multiple comparisons of different job experience groups that with the increase in job experience the satisfaction decreases with growth and development (table 27). These results may be because of the fact that with the increase in the job tenure; the pharmaceutical salesforce feel stagnant and they might be of the view they are not intrinsically upgraded. Surprisingly same trend is also observed with
the increase in the income they generate from the company. With the increase in the income level of the medical sales representatives the satisfaction with growth and development decreases (table 28). Table 26 Results of One Way-ANOVA of Satisfaction with Growth & Development and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type Designation National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years Job Experience 1-3 years 3-5 years 5-10 years More than 10 years 10,000 14,999 Income 15,000 19,999 20,000 and above Academic Qualification Graduation Masters N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51 Mean 3.66 3.68 3.64 3.69 3.38 3.64 3.64 3.70 3.59 3.69 3.63 3.80 3.74 3.66 3.68 3.39 3.79 3.63 3.58 3.68 3.57 1.37 0.24 3.45 0.03* 3.37 0.01* 0.82 0.37 2.33 0.13 1.03 0.36 FStatistic 0.04 0.38 P-value 0.84 0.54
* Significant at =0 .05 level.
** Significant at =0 .10 level. *** Significant at =0 .01 level.
Table 27 (I) Job Experience (J) Job Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) 0.06 0.14 0.12 0.41*** -0.06 0.07 0.06 0.35* -0.14 -0.07 -0.01 0.26 -0.12 -0.06 0.01 0.28 -0.41*** -0.34* -0.26 -0.28 P-value 1.00 1.00 1.00 0.00 1.00 1.00 1.00 0.02 1.00 1.00 1.00 0.15 1.00 1.00 1.00 0.17 0.00 0.02 0.15 0.17
Less than 1 year
1-3 years
3-5 years
5-10 years
More than 10 years
Table 28 (I) Income 10,000 - 14,999 15,000 - 19,999 20,000 and above (J) Income 15,000 - 19,999 20,000 and above 10,000 - 14,999 20,000 and above 10,000 - 14,999 15,000 - 19,999 Mean Difference (I-J) 0.16 0.21* -0.16 0.04 -0.21* -0.04 P-value 0.19 0.03 0.19 1.00 0.03 1.00
One-way ANOVA results (table 29) depicting the variation in the means of intentions to leave with demographic variables. Findings indicate that job experience is the only significant contributor to the variation in intentions to leave of the salesforce while gender, marital status, age, company type, academic qualification, income and designation explain no variation in the means score of the medical sales representatives intentions to leave. With the increase in the job experience a mix trend is seen in terms of intentions to leave, in few experience groups it decreases and then increases in the end. Finding of the multiple comparisons also confirm the results that experience group 5-10 years have considerable difference in means with the group more than10 years in terms of intentions to leave (table 30). Surprising findings are observed in the comparisons of means that the most senior and higher level of job experienced salesforce having strong desire to leave the company. Table 29 Results of One Way-ANOVA of Intentions to Leave and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type Designation Job Experience National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years 1-3 years 3-5 years 5-10 years N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 Mean 2.67 2.82 2.59 2.78 2.58 2.92 2.56 2.71 2.65 2.80 2.56 2.62 2.90 2.56 2.33 2.10 2.42 0.15 0.05** 0.14 0.70 2.06 0.13 FStatistic 0.38 1.29 P-value 0.54 0.26
More than 10 years 10,000 14,999 Income 15,000 19,999 20,000 and above Academic Qualification Graduation Masters
45 99 88 108 244 51
3.10 2.53 2.71 2.83 2.65 2.88 1.11 0.29 1.08 0.34
Table 30 (I) Experience Less than 1 (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) -0.28 0.06 0.29 -0.47 0.28 0.34 0.57 -0.19 -0.06 -0.34 0.23 -0.54 -0.29 -0.57 -0.23 -0.77** 0.47 0.19 0.54 0.77** P-value 1.00 1.00 1.00 1.00 1.00 1.00 .25 1.00 1.00 1.00 1.00 .41 1.00 .25 1.00 .07 1.00 1.00 .41 .07
1-3
3-5
5-10
More than 10
One-way ANOVA results (table 31) indicating the variation in the means of organizational commitment with demographic variables. Findings indicate that job experience is the only significant contributor to the variation in intentions to leave of the salesforce while gender, marital status, age, company type, academic qualification, income
and designation explain no variation in the means score of the medical sales representatives intentions to leave. Salesforce who belongs to experience groups less than 1 year and 5-10 years have strong organizational commitment. While the pharmaceutical sales representatives fall in the experience category more than 10 years show very little commitment with the companies (table 32). These results are inline with the previous results of intentions to leave. As the experience increases the organizational commitment decreases and the salesforce have strong intentions to leave the companies. Table 31 Results of One Way-ANOVA of Organizational Commitment and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type Designation National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years Job Experience 1-3 years 3-5 years 5-10 years More than 10 years Income 10,000 14,999 N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99 Mean 3.46 3.47 3.47 3.46 3.58 3.42 3.46 3.49 3.41 3.46 3.47 3.54 3.42 3.43 3.61 3.34 3.50 0.91 0.40 2.58 0.04* 0.04 0.83 1.92 0.17 2.11 0.12 FStatistic 0.01 0.05 P-value 0.91 0.82
88 108 244 51
3.49 3.42 3.48 3.41 0.78 0.34
Table 32 (I) Experience (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) 0.12 0.10 -0.07 0.19 -0.12 -0.01 -0.19 0.07 -0.10 0.01 -0.17 0.09 0.07 0.19 0.17 0.26** -0.19 -0.07 -0.09 -0.26** P-value 1.00 1.00 1.00 0.46 1.00 1.00 0.25 1.00 1.00 1.00 0.37 1.00 1.00 0.25 0.37 0.05 0.46 1.00 1.00 0.05
Less than 1 year
1-3 years
3-5 years
5-10 years
More than 10 years
One-way ANOVA results (table 33) indicating the variation in the means of workhome conflict with demographic variables. Findings indicate that gender, marital status, job experience, and academic qualification are the significant contributor to the variation in work-home conflict of the salesforce while, age, company type, income and designation explain no variation in the means score of the medical sales representatives work-home
conflict. Male salesforce have been observed more in conflict with their job activities and the activities they perform at work than those of females. Similarly, the pharmaceutical sales representatives who are single have shown significant difference in work-home conflict than those of married ones. With the increase in job experience the more difference in means can be seen through multiple comparisons (table 34). Pharmaceutical sales representatives fall in the experience category 5-10 years show highest degree of work-home conflict. These results are inline with the previous results of intentions to leave, organizational commitment as this group and the more than 10 years experience groups having high intentions to leave and less organizational commitment. Table 33 Results of One Way-ANOVA of Work-Home Conflict and Demographic Variables Demographic Variables Gender Marital Status Categories Male Female Single Married 20-25 years Age 26-30 years 31-35 years Company Type Designation National Multinational Sales Promotion Officer Senior Sales Promotion Officer Less than 1 years Job Experience 1-3 years 3-5 years 5-10 years More than 10 years Income 10,000 14,999 N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99 Mean 3.36 3.00 3.45 3.20 3.27 3.19 3.42 3.31 3.32 3.25 3.39 3.20 3.19 3.20 3.61 3.45 3.25 0.30 0.74 2.26 0.06** 1.52 0.22 0.01 0.93 1.75 0.18 FStatistic 5.25 4.90 P-value 0.02* 0.02*
88 108 244 51
3.33 3.35 3.26 3.56 4.19 0.04*
Table 34 (I) Experience Less than 1 (J) Experience 1-3 3-5 5-10 More than 10 Less than 1 3-5 5-10 More than 10 Less than 1 1-3 5-10 More than 10 Less than 1 1-3 3-5 More than 10 Less than 1 1-3 3-5 5-10 Mean Difference (I-J) 0.01 -0.00 -0.40 -0.25 -0.01 -0.01 -0.42 -0.26 0.00 0.01 -0.40 -0.25 0.40 0.42 0.40 0.15 0.25 0.26 0.25 -0.15 P-value 1.00 1.00 0.31 1.00 1.00 1.00 0.15 1.00 1.00 1.00 0.17 1.00 0.31 0.15 0.17 1.00 1.00 1.00 1.00 1.00
1-3
3-5
5-10
More than 10
Stepwise regression analysis shows (Table 35) that all the job dimensions except rewards and recognition explain the 72 % variability in intentions to leave of the medical sales representatives. The analysis indicates that supervisor contribute 25% of the variability in their decisions to leave the pharmaceutical company. When pay is added to regression equation, 37% of the variability in intentions to leave can be explained. However, when
security is added, 46% of the overall variability of intentions to leave can be explained. In addition to this, when coworker is added to the regression equation, 55% of the variability in intentions to leave of medical sales representatives can be accounted for. All the job factors except, rewards and recognition explain 72% variability in intentions to leave of the medical sales representatives. However, rewards and recognition does not meet the selection criteria to be entered into the regression equation because of its non significant t-value. Table 35 Regression of Intentions to leave on Dimensions of Job Satisfaction Variables Pay Supervision Operating Procedures Job Security Communication Promotion Opportunity Growth and Development Work-itself Constant F Sig. R2 0.22 0.36 0.47 0.54 0.60 0.65 0.70 0.72 R2 Change 0.22 0.14 0.11 0.07 0.06 0.05 0.03 0.02 0.02 b -0.39 -0.46 -0.70 -0.42 -0.38 -0.64 -0.46 -0.37 -0.35 16.36 69.48 0.00
Relationship with Coworkers 0.68
Stepwise regression analysis shows (Table 36) that four factors including supervisor, work-itself, security, and communication explain the major variability in organizational commitment of the medical sales representatives. The analysis indicates that supervisor contribute 23% of the variability in their decisions to leave the pharmaceutical company. When work-itself is added to regression equation, 32% of the variability in intentions to leave can be explained. However, when security is added, 43% of the overall variability of intentions to leave can be explained. In addition to this, when communication is added to the regression equation, 49% of the variability in intentions to leave of medical sales
representatives can be accounted for. All the job factors except, rewards explain 64% variability in organizational commitment of the medical sales representatives. Table 36 Regression of Organizational commitment and Selected Independent Job Satisfaction Variables (Stepwise Entry) Variables Supervisor Work-itself Security Communication Constant R2 0.23 0.32 0.43 0.49 R2 Change 0.23 0.10 0.10 0.06 b 0.13 0.15 0.12 0.13 0.60
Correlations are calculated to explain the relationships between medical sales representatives intentions to leave and job factors (Table 112). The correlation coefficients ranges between moderate to substantial and are given as follows: pay, r=0.43, promotion opportunities, r = 0.32; supervisor, r = 0.50; rewards, r = 0.35; growth, r = 0.25; operating rules and procedures, r =0.32; coworkers, r = 0.38; pay and fringe benefits, r = .38; job security, r = 0.32; supervisor, r = .48, work-itself, r=0.42, communication, r=0.35. Table 37 Relationships between Intention to Leave and Job Factors
Job Factors Compensation Promotion Opportunity Supervision Rewards and Recognition Operating procedures Relationship with Coworkers Work-itself
r -0.47 -0.32 -0.45 -0.35 -0.37 -0.39 -0.44
Job Security Growth and Development Communication
-0.31 -0.24 -0.41
Correlations are calculated to explain the relationships between medical sales representatives intentions to leave and job factors (Table 113). The correlation coefficients ranges between moderate to substantial and are given as follows: pay, r=0.40, promotion opportunities, r = 0.32; supervisor, r = 0.47; rewards, r = 0.35; growth, r = 0.29; operating rules and procedures, r =0.23; coworkers, r = 0.35; pay and fringe benefits, r = .38; job security, r = 0.29; supervisor, r = .48, work-itself, r=0.45, communication, r=0.35 Table 38 Relationships between Organizational Commitment and Job Factors
Job Factors Pay Promotion Supervisor Rewards Operating procedures Coworker Work-itself
r 0.40 0.32 0.47 0.35 0.23 0.35 0.45
Job Factors Security Growth Communication
r 0.29 0.29 0.35

Anova Results

Enviado por

Dados do documento

Direitos autorais

Formatos disponíveis

Compartilhar este documento

Compartilhar ou incorporar documento

Opções de compartilhamento

Você considera este documento útil?

Este conteúdo é inapropriado?

Direitos autorais:

Formatos disponíveis

Anova Results

Enviado por

Direitos autorais:

Formatos disponíveis

Findings of Study Description of the Respondents Frequency and percentage tables for different demographic characteristics of the medical

Frequency 253 42 295

150 132 100

Frequency 164 131 295

164 150 131 100

0 20-30 31 and above

Experience Up to 5 More than 5 Total

Frequency 196 99 295

0 upto 5 More than 5

0 upto 15,000 More than 15,000

Demographic Variables Gender Marital Status

N 253 42 132 163 60 104 131 199 96

FStatistic 0.37 2.41

P-value 0.54 0.12

Company Type Designation Job Experience

Demographic Variables Gender Marital Status

FStatistic 0.02 0.23

P-value 0.89 0.63

Company Type Designation

Demographic Variables Gender Marital Status

FStatistic 5.43 4.07

P-value 0.02* 0.04*

Company Type Designation

3.03 3.14 3.15 3.12 3.03 0.62 0.43 0.90 0.40

96 160 135 49 69 78 54 45 99 88 108 244 51

Less than 1 1-3 3-5 5-10

0.30 0.25 0.08 0.10

0.13 0.26 1.00 1.00

160 135 49 69 78 54 45 99 88 108 244 51

10,000 14,999 15,000 19,999 20,000 and above

Married 20-25 years 26-30 years 31-35 years

163 60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51

Company Type Designation

Demographic Variables Gender Marital Status

N 253 42 132 163 60 104 131 199 96 160 135 49 69 78 54 45 99

FStatistic 1.11 0.00

P-value 0.29 0.94

Company Type Designation

15,000 19,999 20,000 and above Academic Qualification Graduation Masters

3.14 3.15 3.12 3.04 0.62 0.43

Demographic Variables Gender Marital Status

Categories Male Female Single Married

N 253 42 132 163

Mean 3.29 3.28 3.24 3.32

FStatistic 0.00 0.59

P-value 0.97 0.44

60 104 131 199 96 160 135 49 69 78 54 45 99 88 108 244 51

* Significant at =0 .05 level.

** Significant at =0 .10 level. *** Significant at =0 .01 level.

Less than 1 year

More than 10 years

15,000 19,999 20,000 and above Academic Qualification Graduation Masters

3.49 3.42 3.48 3.41 0.78 0.34

Less than 1 year

More than 10 years

15,000 19,999 20,000 and above Academic Qualification Graduation Masters

3.33 3.35 3.26 3.56 4.19 0.04*

Relationship with Coworkers 0.68

r -0.47 -0.32 -0.45 -0.35 -0.37 -0.39 -0.44

Job Security Growth and Development Communication

-0.31 -0.24 -0.41

r 0.40 0.32 0.47 0.35 0.23 0.35 0.45

Job Factors Security Growth Communication

r 0.29 0.29 0.35

Significant at =0 .10 level. * Significant at =0 .01 level.