QTB Final Project

QUANTITATIVE
TECHNIQUES IN
BUSINESS
1 | Page
SUPERIOR UNIVERSITY, LAHORE
TABLE OF CONTENTS
ACKNOWLEGEMENT:.......................................................................................................... 3
Purpose of Project:............................................................................................................ 5
Introduction of Project and Topic....................................................................................... 5
Research Topic:................................................................................................................. 6
Relationship between Motivation and Organizational Performance:..........................................6
Variables Names and Definitions....................................................................................... 6
ORGANIZATIONAL PERFORMANC.................................................................................... 6
EMPLOYEE MOTIVATION:................................................................................................. 6
Research Question:........................................................................................................... 6
Research Hypothesis:........................................................................................................ 6
Alternative Hypothesis:....................................................................................................... 6
Null Hypothesis:................................................................................................................ 6
Significance of the Study:.................................................................................................. 7
Variables Types and Relevant Tests/Tables:.......................................................................7
Categorical Variables:........................................................................................................ 7
Scale Variables:................................................................................................................ 7
Analysis:............................................................................................................................ 8
Factor Analysis of Employee Motivation................................................................................ 8
Factor Analysis of Organizational Behaviour..........................................................................8
Frequency Distribution:..................................................................................................... 9
Bar Charts....................................................................................................................... 11
Histogram:...................................................................................................................... 13
Scatter Plot:..................................................................................................................... 14
Box Plot:.......................................................................................................................... 15
Chi-Square Test:.............................................................................................................. 19
Kendalls tau-b:............................................................................................................... 20
Correlations:.................................................................................................................... 22
Regression:...................................................................................................................... 23
Conclusion:...................................................................................................................... 25
2 | Page
ACKNOWLEGEMENT:
We would like to acknowledge extremely valuable assistance provided by all the Officers
and other staff members of National bank, Habib Bank, Mezaan Bank and United bank
Limited for their great cooperation.
We offer our sincerest gratitude to Ms Shabnum Khan who has supported us throughout our
Project with her patience and knowledge.
She supported us during our studies and was always there to guide and help us whenever
needed.
Lastly, we would like to thank our family and friends who supported and helped us in
completing our work.
3 | Page
ASSIGNMENT
QUANTITATIVE TECHNIQUES INBUSINESS
FINAL TERM PROJECT
SUBMITTED TO:
MISS SHABNAM KHAN
SUBMITTED BY:
MEHBOOB TAHIR SANDHU (MBPE15106)
MUHAMMAD QASIM
(MBPE15108)
ALI ASHRAF
(MBPE15120)
HUSNAIN NASIR
(MBPE15126)
AQIB REHMAT
(MBPE15127)
BABR MUSHTAQ
(MBPE15128)
SHAHZAD MEHBOOB
(MBE
-15105)
CLASS:
MBA PROFESSIONAL EVENING (2)
4 | Page
5 | Page
Purpose of Project:
The term quantitative techniques covers a broad range of statistical gathering techniques
that are all focused on getting numerical data for statistical analysis. These statistics are
often then used for research and analysis leading to business decisions. Data gathering is a
fine art that many people havent mastered. In business and in science, you will often see
sets of data that have been gathered using suboptimal techniques, leading to poor quality
predictions and marring any insight that you might gain from analyzing these data sets. In
general, for most purposes, you want to gather quantitative data. Quantitative data is a data
type which revolves around collecting numerical data rather than qualitative data. Qualitative
data is much briefer, lacking the impact and being much less useful than quantitative data.
You will find that you can act upon quantitative data, as the numbers are easily measurable.
Qualitative data is often collected in fields where you cannot gain numerical answers, such
as psychology and other social sciences. If you are having trouble devising a system that
allows you to collect sufficient quality and quantity of qualitative data for your business or
project, you could try out this Inferential Statistics in SPSS course, which is based in the
SPSS statistical analysis program written by IBM, but can be applied to any type of statistics
work.
All quantitative techniques fall broadly under the umbrellas of mathematical, statistical, or
programming based techniques and each has their own benefits and drawbacks. Most
businesses will use multiple techniques simultaneously as this will give the company a more
rounded picture of how to use the data correctly. The main Purpose of this project is to
check the impact of Employees Motivation on the Organizational performance in the banking
sector of Pakistan Which will be very helpful in determine the issues regarding performance
of the banking institutes in Pakistan.
Introduction of Project and Topic

Employee Motivation and Organizational Performance
6 | Page
Research Topic:
Relationship between Motivation and Organizational Performance:
Motivation and performance of the employees are essential tools for the success of any
Organization in the long run. Measuring the performance of the organization is critical for the
management. There is a positive relationship between employee motivation and
organizational effectiveness, reflected in numerous studies. Employees Dissatisfaction
caused by Job or Pressure from clients might weakens the Organizational Performance. Our
aim to analyze the high levels of organizational performance are the results of employee
motivation in banking sectors of Pakistan.
Variables Names and Definitions

ORGANIZATIONAL PERFORMANC
Organizational performance comprises the actual output or results of an organization as
measured against its intended outputs (or goals and objectives).
EMPLOYEE MOTIVATION:
Employee motivation is a factor or factors that cause an employee to pursue work tasks or
goals. It's what causes you to act in a certain way.
Research Question:
What is the relationship between Employee Motivation and Organizational performance?
Research Hypothesis:
Alternative Hypothesis:
There is the relationship between employee motivation and Organizational Performance.
Null Hypothesis:
There is no relationship between employee motivation and Organizational Performance.
7 | Page
Significance of the Study:

Every concern requires corporeal, Monetary and human resources to accomplish the
objectives. It is done through driving the human resources that can be utilized by making full
use of it. The level of an employee does not only depend upon his qualifications and skills.
The gap between ability and willingness has to be filled for getting best of his work
performance. The employees when they act in a purposive way and are goal-directed, leads
to achievement of organizational goals.
Variables Types and Relevant Tests/Tables:

Categorical Variables:
Age
Gender
Qualification
Salary
Sector
Following tests are applied on categorical variables.

Bar chart, Frequency Distribution Table, Chi-Square, Kendalls tau-b.
Scale Variables:
On scale variables following tests are applied.
Principle Component analysis, Five Figure Summary, Box Plot, Reliability test, Correlation,
Regression.
8 | Page
Analysis:
Factor Analysis of Employee Motivation
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy.
Approx. Chi-Square
Bartlett's Test of Sphericity
Df
.641
198.020
10
Sig.
.000
o The above is the PCA Analysis for the factor 1. The Sig value is .000, which is less
than value 0.05 that means data is accurate.
o Table shows the KMO value at .641 which is greater than .5, which indicates that
data is reliable.
Factor Analysis of Organizational Behaviour

KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy.
Approx. Chi-Square
Bartlett's Test of Sphericity
Df
.790
305.193
36
Sig.
.000
o The above is the PCA Analysis for the factor 2. The Sig value is .000, which is less
than value 0.05 that means data is accurate.
o Table shows the KMO value at .790 which is greater than .5, which indicates that
data is most reliable.
Component Transformation Matrix

Component
.690
.656
.305
.714
-.551
-.432
-.116
.516
-.849
Extraction Method: Principal Component Analysis.

Rotation Method: Varimax with Kaiser
Normalization.
9 | Page
Frequency Distribution:
Gender of Participant
Frequency
189
110
1
300
Valid Male
Female
Missing
Total
Percent
63.0
36.7
.3
This is an frequency distribution table of Gender of the participants we can see out of total 300
participants we have 189 male which is 63.0% of the total participants and female participants are 110
with 36.7% of total and 1 value is missing
Valid Under 30 years

30-39
40-49
50-59
Above 60 years
Missing
Total
Age of Participants
Frequency
86
121
74
17
1
1
300
Percent
28.7
40.3
24.7
5.7
.3
.3
100.0
This is an frequency Distribution table of Age of the participants which tells us 86 out of 300
participants are with the ages under 30 years which is 28.7% of the total and 121 participants are in
the age between 30-40 years which us 40.3% of the total and 74 participants are in the age between
40-49 which is 24.7% of the total and 17 participants are in the age between 50-59 which is 5.7% of
the total and one of participant is above 60 years of age and there is one missing value in the data.
Sector of Working
Valid
Frequency
Percents
Public
166
55.3
Private
134
44.7
Total
300
100
This is an frequency Distribution table of sector of working of the participants which tells is 166 of
300 participants are working in the public sectors which is 55.3% of the total and 134 of 300 are
working in the private sector which is 44.7% of the total participants.
10 | P a g e
Qualification of Participants
Valid
Frequency
Percents
M.phil or PhD
31
10.3
Masters Degree
162
54.0
Graduation
94
31.3
Intermediate
11
3.7
Matric or less
.3
Missing
.3
300
100.0
Total
This is an frequency distribution table of qualification of the participants which tells us that out of 300
31 partcipants are M.phil or PhD which is 10.3% of total, 162 participants are Masters Degree holder
which is 54.0% of the total, 94 participants are Graduate which is 31.3% of the total, 11 participants
are Intermediate which is 3.7% of the toal and 1 participant have less than matric qualification and
one missing value is present in the data.
Salary Range of Participants
Valid
Frequency
Percents
Below rupees 30K
71
23.7
Rs 30k to 50k
131
43.7
Rs 51k to 80k
74
24.7
Above 80k
21
7.0
Missing
1.0
300
100.0
Total
This is an frequency distribution table of salary range of the participants which tells us out of 300 71
participants have salary below 30k which is 23.7% of the total, 131 participants have the salary range
between 30k to 50k which is 43.7% of the total, 74 participants have the salary range between 51k to
80k which is 24.7% of the total, and 21 participants are earning more the 80k which is 7.0% of the
total and there are 3 missing values in the data.
11 | P a g e
Bar Charts:
o This is a bar graph and runs on the
categorical variables. This bar chart
of Gender of the participants. It show
that no of the male participants are
more than female that is approx. 189
and 110 for female participants. The
third bar shows the missing value
that is 1.
o Its a bar chart of Age. Which shows

that
the
maximum
no
of
the
participants were between age 30-39.

On second place the no of participants
were under 30 years age. Third was
between 40-49. There are less than
20 Participants between age 50-59
and
lowest
is
above
60
aged
participants.
12 | P a g e
o Its a bar chart of Qualification. It runs

on Ordinal Variables. The graph
shows
that
participants
the
number
with
the
of
the
master
Qualifications are more than others.

And there are very less who have
done intermediate and Matriculation.
o Its a bar chart of sector it shows that

the maximum no of the respondents
were from Public sectors as compare
to the private sector.
13 | P a g e
o Its a bar chart of Salary Range. The

salary range is taken on x-axis and
on Y-Axis no of the participants. The
graph shows that the maximum no of
the respondents have salary range
between Rs.30k 50k. There are
very less respondents with the salary
range above Rs.80k.
14 | P a g e
Histogram:
The histogram is used to check data normality. Its run on scale variables, the bell shape
curve shows that the date is normal. If curve is moving right word it shows that it is positive
sequness, if moving left side it means it is negative sequness. If the Bell is to up it shows the
peak values.
o Its a histogram of factor 1.1. In

which factor is independent
variable
and
frequency
is
depended variable. Mean is
-8.33E-17 standard deviation is
1.00000. Its a probably bell shape
curve which shows that the data is
normal.

which factor is independent variable
and frequency is depended variable.
Mean
is
-4.08E-17
standard
deviation is 1.00000. Its a bell
shape curve which shows that the
data is Perfectly Normal.
15 | P a g e

which factor is independent variable
and
frequency
is
depended
variable.
Mean
is
-2.71E-16
standard deviation is 1.00000. Its a
bell shape curve which is squeezed
at peak. The Graph shows that the
data is Normal.
o Its a histogram of factor 2.2. In which

factor is independent variable and
frequency is depended variable. Mean
is 7.63E-17 standard deviation is
1.00000. Its a bell shape curve which
is squeezed at peak. The Graph shows
that the data is Normal.
Scatter Plot:
The scatter plot is used to check the linearity
of the data. It runs on scale values. In this analysis of both factors factor 1 Employee
Motivation and the factor 2 Organizational Performance takes place. Below are the different
combination of factors 1 and factors 2. On x-axis is in depended variable and on y-axis
depended variable.
16 | P a g e
Box Plot:
Factor 1. Employee Motivation (Score 1)
Case Processing Summary
Cases
Valid
N
REGR factor score 1 for
analysis 1
Missing
Percent
284
94.7%
Total
Percent
16
5.3%
Percent
300
100.0%
This is analysis of our factor 1 score 1. Box plot is carried on the scale variable. It shows that the no
of the missing value is 16 that is 5.3% of the total. Valid percent value is 94.7%. Total percent is
100.0%
17 | P a g e
o The graph shows that the Upper whisker is below 2.00000 and the lower whisker is
below -2.00000 and the upper quartile is on above on .00000 and lower is below .
00000 and the mean, mode and median is around .00000. There are only two values
at out lair.
Factor 1. Employee Motivation (Score 2)
Cases
Valid
N
analysis 1
Missing
Percent
284
94.7%
Total
Percent
16
5.3%
Percent
300
100.0%
o This is analysis of our factor 1 score 2. Table shows that the number of the missing
value is 16 that is 5.3% of the total. Valid percent value is 94.7%. Total percent is
100.0%
The graph shows that the

Upper whisker is below
2.00000 and the lower whisker
is below -2.00000 and the
upper quartile is on above on .
00000 and lower is below .
00000 and the mean, mode
and median is around .00000.
There are only one value at out
lair more than -2.0000
18 | P a g e
Factor 2. Organizational Performance (Score 1)

Cases
Valid
N
Percent
263
analysis 1
Missing
N
87.7%
Total
Percent
37
12.3%
Percent
300
100.0%
100.0%
The graph shows that the

Upper whisker is below
2.00000 and the lower whisker
is below -2.00000 and the
upper quartile is on above on .
00000 and lower is below .
00000 and the mean, mode
and median is around .00000.
There are only one value more
than -4.0000
Factor 2. Organizational Performance (Score 2)

Cases
Valid
N
Missing
Percent
263
87.7%
Total
Percent
37
12.3%
19 | P a g e
Percent
300
100.0%
analysis 1
100.0%
o The graph shows that the Upper whisker is below 3.00000 and the lower whisker is
below 0.00000 and the upper quartile is on above on .00000 and lower is below .
00000 and the mean, mode and median is around .00000. There are only one value
at out lair more than 9.0000
Chi-Square
Test:
Cases
Valid
N
Gender
20 | P* aSector
ge
Missing
Percent
300
100%
Total
Percent
1
.0%
Percent
300
100.0%
Expected Count
Sector
Public
Gender
male
female
Total
Total
Private
104.3
84.4
189.0
60.9
49.
110
166
134
299
Chi-Square Tests
Value
df
Asymp. Sig. (2sided)
Pearson Chi-Square
5.033
.081
Likelihood Ratio
5.402
.067
Linear-by-Linear Association
4.498
.034
N of Valid Cases
300
Symmetric Measures
Value
Nominal by Nominal
N of Valid Cases
Approx. Sig.
Phi
.130
.081
Cramer's V
.130
.081
300
Its a chi square test which is applied on nominal variables. This is applied to check the association
between two nominal variables and it should be assumed that data should be independent. And the
expected count value greater than 5. At least 80% of the expected frequencies should be greater
than or equal to 5.
The upper given Chi-square is run to examine the relationship of two nominal variables, i.e. gender
and the working sector
The results shows all the expected counts are greater than 1 and all the values are greater than 5 so
we should use Pearson chi square to examine the relationship between working sector and gender.
The sig value of Pearson chi square is .081 which is greater than .05 so we conclude there is no
relationship between gender and working sectors.
Kendalls tau-b:
Kendalls Tau-b is applied on Ordinal Variables. It is used the check the direction and
strength among two ordinal variables.
1) Relationship between age and the qualification of the respondents.
21 | P a g e

Cases
Valid
N
Age * Qualification
Missing
Percent
298
99.3%
Total
Percent
2
.7%
Percent
300
100.0%
Count
Qualification
Total
Symmetric Measures
M.phil or
PhD
Value
under 30 years
Ordinal by Ordinal
Kendall's tau-b
30-39
N of Valid Cases
Age
40-49
4
-.195
8
300
8
Matric
b
Masters
Asymp. Std.Graduation
Approx. TIntermediate
Approx. Sig.
or less
Errora
42
34
6
0
.054
-3.570
.000
73
37
3
0
86
121
42
20
73
50-59
17
above 60 years
30
162
94
11
298
Total
The analysis indicated a significant negative association between Age and Qualification, tau
=-.195, sig=.000 , this means according to Cohens table there is a negative weak
relationship between age and Qualification of the respondent.
22 | P a g e
2) Relationship between age and salary range of the respondent

Cases
Valid
N
Age * salary range
Missing
Percent
298
Total
Percent
99.3%
.7%
Percent
300
100.0%
Count
Qualification
Total
Symmetric Measures
Below 30k
30k-50k
51k-80k
Above 80k
Missing
Value
Asymp. Std.
Approx. Tb
Approx. Sig.
Age
under 30 years
43
52
9
2
0
86
Errora
30-39
24
70
23
3
1
121
Ordinal by Ordinal
Kendall's tau-b
.468
.043
10.287
.000
4
35
7
0
73
N of Valid40-49
Cases
298 27
50-59
17
above 60 years
71
131
74
21
298
Total
The analysis indicated a significant Positive association between Age and Salary,
tau =-.468, sig=.000 , this means according to Cohens table there is a positive Moderate
relationship between age and salary range of the respondent.
23 | P a g e
Correlations:
Correlation is a statistical process that determines the mutual (reciprocal) relationship
between two (or more) variables which are thought to be mutually related in a way that
systematic changes in the value of one variable are accompanied by systematic changes in
the other and vice versa.
It is used to determine:
o The existence of mutual relationship that is defined by the significance (p) value.
o The direction of relationship that is defined by the sign (+,-) of the test value
o The strength of relationship that is defined by the test value
Employee
Employee
Organizational
Orginzational
Motivatio
Motivation
performance
performance
n factor
factor
factor 1
factor 2
1
1
2
.000
.488
.323
1.000
.000
.000
284
1
253
.345
253
.137
.000
.029
253
1
253
.000
Employee
Pearson
Motivation
correlation
Factor 1
Sig.(2 tailed)
Employee
N
Pearson
Motivation
correlation
factor 2
Sig.(2 tailed)
1.000
Orginzational
N
Pearson
284
.448
284
.345
performance
correlation
factor 1
Sig.(2 tailed)
.000
.000
Orginzational
N
Pearson
253
.323
253
.137
263
.000
performance
correlation
factor 2
Sig.(2 tailed)
.000
.029
1.000
253
253
263
284
.000
1.000
263
1
263
These are our correlation analysis on different combination of factors which shows mutual
relationship between factors 2 tailed mean 2% error in analysis. And also shows the normal and
linear relationship between variables. Negative value shows the negative relationship. When our
scale factor is linear, scale and normal, Pearson correlation takes place so its mean our data is scale
linear or normal all condition fulfill in this analysis.
24 | P a g e
Regression:
1) Regression for Organizational performance factor 1 and Employee
motivation factors
Model Summary
Model
R Square
Adjusted R Square
Std. Error of the

Estimate
.574
.329
.324
.793
The sig value of both the independent factors is .000 and beta value for employee
motivation factor 1 is .445 and .348 for factor 2. Its the multiple regressions so we
check Adjusted R2 which is .33 means the 33% change in dependent variable factor 1 is
due to change in independent variable.
ANOVA
Model
Sum of Squares
Regression
df
Mean Square
77.156
38.578
Residual
157.285
250
.629
Total
234.441
252
Coefficients
Model
Unstandardized Coefficients
Standardized
Sig.
61.319
.000
Sig.
Coefficients
B
(Constant)
1
Std. Error
-.001
.050
Employee Motivation factor 1
.445
.050
.348
.050
Organizational
performance
+.348(Employee Motivation F2)
(F1)
Beta
-.025
.980
.459
8.852
.000
.358
6.914
.000
=-.001+.445(Employee
25 | P a g e
Motivation
F1)
2) Regression for Organizational performance factor2 and Employee

motivation factors
Model Summary
Model
R Square
Adjusted R Square
Std. Error of the

Estimate
.355
.126
.119
.689
ANOVA
Model
Sum of Squares
Regression
df
Mean Square
17.152
8.576
Residual
118.979
250
.476
Total
136.131
252
Coefficients
Model
Unstandardized Coefficients
Standardized
Sig.
18.020
.000
Sig.
Coefficients
B
(Constant)
1
Std. Error
-.042
.043
.242
.044
.109
.044
Beta
-.961
.337
.328
5.537
.000
.147
2.484
.014
The sig value of the employee motivation factor 1 is .000 and factor 2 is .014 and
beta value for employee motivation factor 1 is .242 and .109 for factor 2. Its the
multiple regressions so we check Adjusted R2 which is .13 means the 13% change
in dependent variable factor 2 is due to change in independent variable.
Organizational performance
+.109(Employee Motivation F2)
(F2)
=-.042+.242(Employee
26 | P a g e
Motivation
F1)
Conclusion:
In this project we find that there is a relationship between Employee motivation and
Organizational performance. According to literature this project is very useful for the
businesses to understand how much their business is depends upon the satisfaction and the
motivation of the Employees of the business. Employee motivation is the key element which
plays a vital role in the success or failure of the business because all the business repute
and performance is depends upon the performance of their employees. The more
employees are satisfied and motivated, the more they work for the objectives and goals of
the business. In this survey we conclude from our findings there is an impact of Employees
Motivation on the Organizational performance. We also conclude from our findings that
about 22% change in the Organizational performance is due to change in the Motivation of
their employees which means the independent variable have 22% power to change our
dependent Variable.
27 | P a g e

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QUANTITATIVE

SUPERIOR UNIVERSITY, LAHORE

Introduction of Project and Topic

Variables Names and Definitions

Significance of the Study:

Variables Types and Relevant Tests/Tables:

Following tests are applied on categorical variables.

Factor Analysis of Organizational Behaviour

Component Transformation Matrix

Extraction Method: Principal Component Analysis.

Valid Under 30 years

Below rupees 30K

o Its a bar chart of Age. Which shows

participants were between age 30-39.

o Its a bar chart of Qualification. It runs

Qualifications are more than others.

o Its a bar chart of sector it shows that

o Its a bar chart of Salary Range. The

o Its a histogram of factor 1.1. In

o Its a histogram of factor 1.2. In

o Its a histogram of factor 2.1. In

o Its a histogram of factor 2.2. In which

The graph shows that the

Factor 2. Organizational Performance (Score 1)

The graph shows that the

Factor 2. Organizational Performance (Score 2)

Case Processing Summary

SUPERIOR UNIVERSITY, LAHORE

Asymp. Sig. (2sided)

Case Processing Summary

2) Relationship between age and salary range of the respondent

Std. Error of the

Employee Motivation factor 1

Employee Motivation factor 2

2) Regression for Organizational performance factor2 and Employee

Std. Error of the

Employee Motivation factor 1

Employee Motivation factor 2

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