Name:Anubhuti Baruah

Enrollment no.: A1698923078

Course: MA OP(B)
Subject: Introduction to SPSS

Report: Analysis and Findings of Employee Survey Data

1.Introduction:

The Statistical Package for the Social Sciences, or SPSS, is a popular option among
researchers and analysts since it provides an extensive set of tools and features specifically
designed for statistical analysis. We can compute descriptive and inferential statistics,
visualize results, and produce insightful findings with ease using SPSS. Our goal is to use
SPSS's ability to find important patterns and trends in the information, which will help guide
organizational strategy and decision-making. In this investigation, we use SPSS to examine
and analyze a company's employee survey data. A dataset named
"employee_survey_data.sav" contains the survey responses in addition to attributes like
employee ID, age, gender, department, work-life balance, years at the company, and salary.

This analysis aims to shed light on the longevity, work-life balance, job satisfaction, and
demographics of the company's workforce.

Methodology:

SPSS, a statistical program, was used to do the analysis. To comprehend the central
tendency, variability, and distribution of the variables, descriptive statistics were produced,
such as mean, median, mode, standard deviation, and frequency distributions. Additionally,
to investigate associations between variables, inferential statistics like correlation and
ANOVA were run. Pie charts and histograms were utilized to display bar graphs.

Findings:
1. Descriptive statistics:
After analyzing the variables Age, Job Satisfaction, Work-Life Balance, Years worked at
the company, and Salary, we found that the variable Age has a range of 10, the youngest
employee is 22 years, and the oldest employee is 32 years. The mean age of employees is
26.80 years with a standard deviation of 3.225 years and a variance of 10.400 between
the data. For Job satisfaction, the job satisfaction scale was given to the employees on
which their score range is 1 with a minimum of 3 and a maximum of 4. The mean score is
3.70with a standard deviation of .483 and a variance of .233 between the data. For work-life
balance, the scale was given to the employees on which their score range is 1 with a
minimum of 3 and a maximum of 4. The mean score is 3.70 with a standard deviation of .483
and a variance of .233 between the data. For years working at the company has a range of
3, the minimum years worked is 1 year, and the oldest employee is working for 4 years. The
mean years of work is 2.60 years with a standard deviation of 1.075 and a variance of 1.156
between the data. For Salary, the range lies at Rs. 60000, with the minimum salary of
Rs.20000 and maximum salary of Rs.80000 . The mean salary is Rs.40000 with a standard
deviation of Rs.19293.062 and a variance of 372222222.2

2. Visual Representation

Analyzing the graphs depicting Age Distribution, Job Satisfaction, Work-Life Balance, Years
Worked at the Company, and Salary offers valuable insights into the distribution and
correlations among these variables within the employee survey dataset. The age distribution
graph typically displays a histogram, indicating how employees are distributed across
different age ranges. A bell-shaped curve suggests a normal distribution, with most
employees clustered around the mean age, while any deviation from this pattern may
highlight specific age demographics within the workforce. Job Satisfaction and Work-Life
Balance are typically represented as pie charts, illustrating the frequency or proportion of
employees reporting various levels of satisfaction and work-life balance. The distribution of
Years Worked at the Company, work life balance and job satisfaction are typically
represented as bar charts, illustrating the frequency or proportion of employees reporting
various levels of satisfaction and work-life balance. A higher concentration of responses
towards the positive end of the scale indicates overall satisfaction and balance, while a more
scattered distribution may suggest differing satisfaction levels among employees. A
symmetrical distribution suggests a consistent salary structure, while outliers may represent
individuals with significantly higher or lower salaries. Overall, interpreting these graphs helps
identify patterns, outliers, and potential areas for improvement within the organization.
Additionally, exploring correlations provides deeper insights into the factors influencing
employee satisfaction, retention, and overall organizational well-being.
3. Relationships between Variables:

Correlation Analysis: A correlation analysis was conducted to examine the

relationships between variables such as age, job satisfaction, work-life balance,
years at the company, and salary. The results indicate that job satisfaction and
work-life balance are correlated with each other with a correlation coefficient of
0.994 when Pearson's correlation was conducted. Job satisfaction and Years
worked at the company have a correlation coefficient of .048, which means they
are positively correlated, and if one variable increases the other increases too. Job
satisfaction and Salary have a correlation coefficient of 0.60. Similarly, work-life
balance and Years worked at the company have a correlation coefficient of .599,
which means they are positively correlated, and if one variable increases the
other increases. Work-life Balance and Salary have a correlation coefficient of
-0.119. And Salary and Years at the company have a correlation coefficient of
0.536.

4. Analysis of variance (ANOVA) between each group:

The ANOVA table shows that the sum of squares (SS) is 1.600 for between groups, degrees
of freedom (df) is 5, and mean squares (MS) is .320. The F-value indicates the ratio of the
variance between groups to the variance within groups which is 2.560 with a significance of
.192. A significant p-value (usually < 0.05) suggests that at least one group's mean is
significantly different from the others. Hence we can say that our value is significant. Overall,
interpreting the ANOVA table helps determine the significance of group differences and
provides insights into the relationships between variables within the dataset.

In conclusion, the analysis provides valuable insights into various aspects of the company's
workforce, including tenure, salary, work-life balance, and demographics. Understanding
these variables can greatly aid in decision-making processes related to staff retention,
satisfaction, and overall company advancement. To effectively address any areas of concern
highlighted in the analysis, further study and proactive actions may be necessary. By
leveraging this information, the company can strategically enhance its organizational health
and foster a more positive work environment for its employees.