Multiple Regression Analysis
Question 1 The overarching objective is to assess the demographic variables that influence the perceptions of faculty members toward the organizational justice. In particular, the demographic variables include the occupation of the faculty members, rank, experience, and size. Various analyses are performed on the data, including descriptive and inferential analysis. Notably, the measures for occupation, rank, and the perceptions of faculty members are categorical variables that are measured at the ordinal level. These variables are treated as interval level data in the ensuing analysis. Multiple regression analysis is performed with the average faculty perceptions as the dependent variable and the demographic variables as the independent variables. Regression Assumptions The data comprises independent observations from a random sample of 377 faculty members. An analysis of the regression residuals indicates a slight left-skew in the distribution (see Figure 1). However, no gross violation of the normality assumption is inferred. Figure 1. A histogram of residuals for the regression on perceptions of organizational justice Additionally, the residuals have constant variation, which indicates that the homoscedasticity assumption is satisfied. In particular, the scatterplot of predicted values and the regression residuals in Figure 2 shows no distinct pattern in the distribution of residuals. Figure 2. A scatterplot of residuals and predicted values Summary Results The results of the regression analysis indicate a significant regression model, F(4, 372) = 5.35, p < .001. This implies that the demographic variables (occupation, rank, experience, and size) collectively influence the perceptions of faculty members toward the organizational justice. However, these variables account for only 5.4% of the variation in the members’ perceptions (R2 = .054). Individually, the coefficients for experience and size do not influence the members’ perceptions. The coefficient term for occupation is significant, b1 …show more content…
**p < .01, **p < .05, ***p < .05. Collectively, the demographic variables, including occupation, rank, experience, and size, explain 3.4% of the variation in the members’ perceptions to on-faculty job performance (R2 = .034). However, individual coefficient analysis indicates that the rank and experience are not influential on the members’ perceptions to on-faculty job performance. The coefficient for occupation is significant, b1 = .11, t=2.07, p < .05. The coefficient is positive, which indicates a positive association between occupation and the perceptions towards job performance. Additionally, the coefficient term for size is significant, b4 = .22, t=3.21, p < .05. The coefficient is positive, which indicates a positive association with the members’ perceptions to on-faculty job performance. Table 2 presents the results of the regression …show more content…
**p < .01, **p < .05, ***p < .001. All the four dimensions of organizational justice (distributive, procedural, interactional, and information justice) account for 59.4% of the variation in the perceptions towards on-faculty job performance (R2 = .594). However, the analysis of the significance of the individual variables indicates that influence of the interactional and information justice dimensions is not significant. The coefficient for distributive justice is significant in the model, b = .10, t = 2.24, p < .05. In this case, distributive justice is positively associated with job performance. Similarly, the coefficient for procedural justice is significant in the model, b = .59, t = 14.61, p < .001. Table 3 shows the results of the regression analysis.
Table 3
Model Summary for the Regression on the Perceptions towards Job Performance Β SE β
Constant .68** .20
Distributive Justice .10** .05 .09
Procedural Justice .59*** .04 .65
Interactional Justice .05 .04 .07
Information Justice .05 .03 .08
R2
Question 1 The overarching objective is to assess the demographic variables that influence the perceptions of faculty members toward the organizational justice. In particular, the demographic variables include the occupation of the faculty members, rank, experience, and size. Various analyses are performed on the data, including descriptive and inferential analysis. Notably, the measures for occupation, rank, and the perceptions of faculty members are categorical variables that are measured at the ordinal level. These variables are treated as interval level data in the ensuing analysis. Multiple regression analysis is performed with the average faculty perceptions as the dependent variable and the demographic variables as the independent variables. Regression Assumptions The data comprises independent observations from a random sample of 377 faculty members. An analysis of the regression residuals indicates a slight left-skew in the distribution (see Figure 1). However, no gross violation of the normality assumption is inferred. Figure 1. A histogram of residuals for the regression on perceptions of organizational justice Additionally, the residuals have constant variation, which indicates that the homoscedasticity assumption is satisfied. In particular, the scatterplot of predicted values and the regression residuals in Figure 2 shows no distinct pattern in the distribution of residuals. Figure 2. A scatterplot of residuals and predicted values Summary Results The results of the regression analysis indicate a significant regression model, F(4, 372) = 5.35, p < .001. This implies that the demographic variables (occupation, rank, experience, and size) collectively influence the perceptions of faculty members toward the organizational justice. However, these variables account for only 5.4% of the variation in the members’ perceptions (R2 = .054). Individually, the coefficients for experience and size do not influence the members’ perceptions. The coefficient term for occupation is significant, b1 …show more content…
**p < .01, **p < .05, ***p < .05. Collectively, the demographic variables, including occupation, rank, experience, and size, explain 3.4% of the variation in the members’ perceptions to on-faculty job performance (R2 = .034). However, individual coefficient analysis indicates that the rank and experience are not influential on the members’ perceptions to on-faculty job performance. The coefficient for occupation is significant, b1 = .11, t=2.07, p < .05. The coefficient is positive, which indicates a positive association between occupation and the perceptions towards job performance. Additionally, the coefficient term for size is significant, b4 = .22, t=3.21, p < .05. The coefficient is positive, which indicates a positive association with the members’ perceptions to on-faculty job performance. Table 2 presents the results of the regression …show more content…
**p < .01, **p < .05, ***p < .001. All the four dimensions of organizational justice (distributive, procedural, interactional, and information justice) account for 59.4% of the variation in the perceptions towards on-faculty job performance (R2 = .594). However, the analysis of the significance of the individual variables indicates that influence of the interactional and information justice dimensions is not significant. The coefficient for distributive justice is significant in the model, b = .10, t = 2.24, p < .05. In this case, distributive justice is positively associated with job performance. Similarly, the coefficient for procedural justice is significant in the model, b = .59, t = 14.61, p < .001. Table 3 shows the results of the regression analysis.
Table 3
Model Summary for the Regression on the Perceptions towards Job Performance Β SE β
Constant .68** .20
Distributive Justice .10** .05 .09
Procedural Justice .59*** .04 .65
Interactional Justice .05 .04 .07
Information Justice .05 .03 .08
R2