"Running head: STATISTICAL ANALYSISImpact of high performance work practices on employee retention in the pharmaceuticalindustryName of the studentName of the UniversityAuthor note:STATISTICAL ANALYSIS1Table of ContentsChapter 4: Results ...................................................................................................................... 2Introduction: ............................................................................................................................... 2Empirical Results: ...................................................................................................................... 2Descriptive study: ...................................................................................................................... 8Inferential study: ........................................................................................................................ 9Summary: ................................................................................................................................. 11Chapter 5: Discussion .............................................................................................................. 12Introduction: ............................................................................................................................. 12Discussion: ............................................................................................................................... 12Summary: ................................................................................................................................. 13Reference list: .......................................................................................................................... 14STATISTICAL ANALYSIS2Chapter 4: ResultsIntroduction:This chapter focuses on identifying and analyzing the impact of High PerformanceWork Practices (HPWP) on the job satisfaction and employee retention of the pharmaceuticalindustry. The analysis has been performed with the descriptive analysis, correlation,regression analysis and the mediation analysis on the dependent and independent variables.Empirical Results:Based on the literature review, the three hypotheses are as follows:H1: HPWP positively influences employee's job satisfaction.H2: HPWP positively influences employee's retention.H3: Employee job satisfaction mediates the relationship between HPWP and employeeretention. Now, from the given database, the scatter diagram has been made to understand the nature oftheir relationship.STATISTICAL ANALYSIS3Scatter diagram 7 6 5 4 3 2 1 0 0 1 2 3 4 5 6 7 HPWP Figure 1: Scatter diagram of HPWP and employee’s retentionSource: (As created by author)The above figure showcases the positive relation between the HPWP and the employee'sretention. It indicates that HPWP positively influences the employee's retention.Scatter diagram 7 6 5 4 3 2 1 0 0 1 2 3 4 5 6 7 HPWP Figure 2: Scatter diagram of HPWP and employee’s job satisfactionSource: (As created by author)JS RETSTATISTICAL ANALYSIS4This figure also showcases the positive relation between the HPWP and the job satisfaction ofthe employee. Now, to test the validity of the above-stated hypotheses, the correlation, regression andmediation analysis have been done, and the results are presented in the following manner.Table 1: Descriptive Statistics of HPWP and employee’s retentionSource: (As created by author)Table 2: Correlation of HPWP and employee’s retentionSource: (As created by author) STATISTICAL ANALYSIS5Table 3: Regression analysis of HPWP and employee’s retentionSource: (As created by author) Table 4: Descriptive Statistics of HPWP and employee’s job satisfactionSource: (As created by author) STATISTICAL ANALYSIS6Table 5: Correlation of HPWP and employee’s job satisfactionSource: (As created by author)Table 6: Regression analysis of HPWP and employee’s job satisfactionSource: (As created by author) STATISTICAL ANALYSIS7Table 7: Descriptive Statistics and Correlation of the HPWP with the employee'sretention and job satisfactionSource: (As created by author) STATISTICAL ANALYSIS8Table 8: Regression analysis of the HPWP with the employee’s retention (dependentvariable) and job satisfaction (mediator variable)Source: (As created by author)Descriptive study:The descriptive statistics reveals the fact that both the mean and standard deviationare statistically significant for the independent variable HPWP and the dependent variableemployee’s retention. The correlation matrix gives the result that there is a high correlationbetween them and the correlation is 0.824. It signifies the strong and positive relationbetween the above-stated variables. Moreover, the positive and high correlation value alsoindicates that HPWP has a positive influence on the employee’s retention.STATISTICAL ANALYSIS9On the other hand, the significant mean and standard deviation along with highcorrelation value (0.871) highlight the positive relation between the HPWP and theemployee's job satisfaction. It signifies that if there is a positive change in HPWP, then itinfluence to change the job satisfaction of the employees. Apart from this, the descriptivestatistics and the correlation matrix for both the variables employee’s retention (dependentvariable) and employee’s job satisfaction (mediator variable) with the HPWP as theindependent variable indicate that there is a strong relation between them. However, thecorrelation value of job satisfaction (0.871) is higher than the employee’s retention (0.824).Thus, the mediator variable influences to maintain the positive relation between the HPWPand employee’s retention. Inferential study:To test the validity of the hypothesis, the research needs to concentrate on theregression analysis (Montgomery, Peck and Vining 2015). According to the first hypothesis,to test the positive relation between the HPWP and employee’s job satisfaction, theregression analysis has been measured in which the null hypothesis defines that there is norelation between them whereas, the alternative hypothesis states that there is a positiverelation between them. The regression result provides the significant F value (652.140) and2 the standardized value of ß (0.871). The 75.9% value of R indicates the goodness of fit andthe model describes most of the variability of the given response data along with its mean.Now, if the value of P < a where a = 0.05, then it indicates the F value is significant. Here, itis 0.00. Again, the significant F value indicates to reject the null hypothesis and accept thealternative one (Cameron and Trivedi 2013). Thus, the first hypothesis is justified.STATISTICAL ANALYSIS10On the other hand, as per the second hypothesis, the assumed null hypothesis is thatthere is no relation between the HPWP and the employee’s retention. Again, the alternativehypothesis is that there is a positive relation between them. It may be represented as follows:H0: ß = 0 and H1: ß > 0. The regression result depicts the fact that the value of ß (0.824) is moderate andhigher and the F value (436.270) is statistically significant, and the significance level is 0.00.2 Furthermore, the 67.8% value of R states that it can explain 67.8% variability of the givenresponse data around the mean value. Therefore, the second hypothesis is also justified. Now, to analyze the fact that employee job satisfaction mediates the relationshipbetween the HPWP and employee retention, the multiple regression has been done in whichemployee’s job satisfaction is considered to be the mediator variable. The descriptivestatistics and the correlation matrix show that both the variables have a strong positiverelation with the HPWP. In this perspective, it can be notified that the value of correlation isslightly higher for the mediator variable (0.871) or the job satisfaction of employee than thedependent variable (0.824) which is the retention rate of the employee. It signifies that jobsatisfaction of the employee is more positively influenced by the HPWP than the employee’s2retention rate. On the other hand, the value of R is 79.7% which indicates the goodness of fitof the regression model for both the variables. Moreover, it also incorporates the meaningthat this regression model can be able to explain approximately 79.7% variability of thecollected response data around with the mean value. Furthermore, the F value (405.291) isstatistically significant for both the variable. However, the significance level is slightly higherfor the mediator variable (0.00) compared to the dependent variable (0.01). On the otherhand, the value of ß (0.703) is much higher for job satisfaction of the employee compared tothe value of employee’s retention (0.211). In the words of Draper and Smith (2014), the beta "