Overall
p-value=0.436, which is high than level of entailment = 5%, thus, we do not bewilder sufficient founding to decimate license of speculate satis occurrenceion and intuitive termination do destination. Thus these two perceptions are in subordinate as per the overall survey. But a further analysis of one-on-one firms go forth give quite different results, as discussed next.
p-value=0.897, which is higher(prenominal) than level of significance = 5%, thus, we do not have sufficient basis to deny null hypothesis of equation of means of belief that Intuitive Decision Making leads to job satisfaction and cognition holds correct most of the time. Thus, ratings depute by individual employees are equal. This leads to conclusion that employees whos intuition holds correct most of the time believe that giving them more than freedom in intuitive decision do will lead to higher job satisfaction.
Airtel
p-value=0.036, which is lower than level of significance = 5%, thus, we have sufficient basis to reject independence of job satisfaction and intuitive decision making conclusion. Thus these two perceptions are dependent in point case of Airtel.
Such a dependene may be atttributed to the fact that employees percieve who believe their organization promotes intuitive decision making culture are generally show higher levels of job satisfaction.
BSNL
p-value=0.000, which is higher than level of significance = 5%, thus, we have strong basis to reject independence of job satisfaction and intuitive decision making culture. Thus these two perceptions are dependent in case of BSNL too.
Vodafone
p-value=0.305, which is higher than level of significance = 5%, thus, we do not have sufficient basis to reject independence of job satisfaction and intuitive decision making culture. Thus these two perceptions are independent in case of Vodafone.
We tried to interpret these...If you want to get a full essay, order it on our website: Orderessay
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