Main Analysis

The main analysis would be carried out using the Pearson’s correlation coefficient method. The hypothesis would be tested using the Pearson’s correlation coefficient matrix. This particular test would be carried out to see if there is a relationship between the dependent and independent variables of the research (Freedman, 2006). This test is carried out to test the strength of the linear relationship between the paired data (Chance and Rossman, 2005). The Pearson’s correlation coefficient can take a range of values from +1 to -1. A value of 0 indicates that there is no correlation while a value greater than 0 indicates a positive association. This means that as the value of a particular variable increases, so does the value of the other variable. The stronger the association of the two variables, the closer the Pearson’s correlation coefficient would be to either +1 or -1 and this is depending on weather the relationship is positive or negative (Freedman, 2006). The Pearson’s r value is provided in brackets.

In relation to hypothesis 1, the researcher wants to show whether efficient job crafting at the organization would result in better organizational identification, which in turn, influences the level of work engagement of employees at the organization. From the Pearson’s correlation tests carried out on the variables, it was found that there was a weak but positive linear relationship between job crafting and organizational identification (.105). The results also showed that a weak but positive linear relationship between organizational identification and work engagement (.238). From these results, it can be said that efficient job crafting at the organization results in better organizational identification, which in turn, influences the level of work engagement of employees at the organization. Hence, research hypothesis 1 is accepted.

The next analysis was about testing research hypothesis 2, which was to determine whether the workload of the employees affects the level of stress of the employees in a way that increases turnover at the organization. From the Pearson’s correlation tests carried out on the variables, it was found that there was a weak but positive linear relationship between the workload of the employees and stress (.293). The results also show that a weak but positive linear relationship existed between stress and employee turnover in the organization (.052). From these results, it can be said that too much workload at the organization would result in stress, which then results in an increase in turnover at the organization. Hence, research hypothesis 1 is accepted.

From this analysis, it can be said that both hypothesis 1 and 2 are accepted.

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