Contemporary Business Studies - Academy of Knowledge Process ...

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International Journal of Contemporary Business StudiesVol: 4, No: 2. February, 2013 ISSN 2156-7506Available online at http://www.akpinsight.webs.com5.2 Profile of the RespondentsBased on the survey, the male respondents represented 41.6 percent of the total respondents while femalerespondents represented 58.4 percent. This is a normal phenomenon because majority of the respondentswho are considered fresh graduates are female. The highest proportion of respondents are Chinese (79 %or 288 respondents), followed by Indian (11% or 40 respondents), Malay (9 % or 33 respondents), andothers (1 % or 3 respondents). Majority of the respondents are Chinese, because most students in theselected higher learning institution are Chinese.5.3 Reliability TestAccording to George &Mallery (2003), reliability is the degree to which measure are free from error andtherefore yield consistent results. The reliability of a measure indicates the stability and consistency withwhich the instrument measures the concept and helps to assess the ‘goodness’ of a measure (Cavana,Delahaye and Sekaran, 2001). According to Sekaran (2003), the closer the reliability coefficient gets to1.0, the better it is, and those values over .80 are considered as good. Those values in the .70 is consideredas acceptable and those reliability value less than .60 is considered to be poor (Sekaran, 2003). All theconstructs were tested for the consistency reliability of the items within the constructs by usingCronbach’s alpha reliability analysis. Based on Table 5.1 below, the results indicated that the Cronbach’salpha for all the eight constructs were well above 0.70 as recommended by Sekaran(2003). Cronbach’salpha for the constructs ranged from the lowest of 0.734 (social capital) to 0.884 (openness to changes atwork). In conclusion, the results showed that the scores of the Cronbach’s alpha for all the constructsexceeded the threshold of 0.70 indicating that the measurement scales of the constructs were stable andconsistent.Table 5.1: Cronbach’s Alpha Reliability TestConstructAlphaCoefficientNumber ofItemsOpenness to changes at0.884 3workWork and Career0.735 4proactivityCareer motivation 0.838 3Work and career resilience 0.758 4Work identity 0.882 3Social capital 0.734 5Human capital 0.883 5Perceived employability 0.788 42013©Academy of Knowledge Process18
International Journal of Contemporary Business StudiesVol: 4, No: 2. February, 2013 ISSN 2156-7506Available online at http://www.akpinsight.webs.com5.4 Inferential Analysis5.4.1 Pearson Correlation CoefficientPearson's correlation coefficient (r) is a measure of the strength of the association between the twovariables. According to Sekaran (2003), in research studies that includes several variables, beyondknowing the means and standard deviations of the dependent and independent variables, the researcherwould often like to know how one variable is related to another. Theoretically, there could be a perfectpositive correlation between two variables, which is represented by 1.0 (plus 1), or a perfect negativecorrelation which would -1.0 (minus 1). While correlation could range between -1.0 and +1.0, theresearcher need to know if any correlation found between two variables is significant or not (i.e.; if it hasoccurred solely by chance or if there is a high probability of its actual existence).As for the information, asignificance of p=0.05 is the generally accepted conventional level in social sciences research. Thisindicates that 95 times out of 100, the researcher can be sure that there is a true or significant correlationbetween the two variables, and there is only a 5% chance that the relationship does not truly exist.The correlation matrix between dependent variable and independent variables are exhibited in Table 5.2below. The findings from this analysis are then compared against the hypotheses developed for this study.Hypothesis 1:Ho:H 1 :There is no significant relationship between openness to change at work and perceivedemployability.There is significant relationship between openness to change at work and perceivedemployability.Table 5.2: Correlation Between Openness to Change at Work and Perceived EmployabilityOpennessPearson CorrelationSig. (2-tailed)NEmployability Pearson CorrelationSig. (2-tailed)NOpenness1364.608**.000364Note: Correlation is significant at the **0.01 level (2-tailed)Employability.608**.0003641364From the table above, there is positive relationship between openness to change at work and perceivedemployability because of the value for correlation is positive (0.608). This means, when perceivedopenness to change is high, perceived employability is high. Based on the result provided, p-value is0.000 which is lesser than alpha value 0.01. Therefore, null hypothesis (H 0 ) is not accepted but alternativehypothesis (H 1 ) is accepted. As a result, there is significant relationship between openness to change atwork and perceived employability.2013©Academy of Knowledge Process19
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