1

Investigating the
Mediating Effect of job
satisfaction in
information technology
industry of Punjab,
Pakistan.
Sadia
Saddiqa
MCH1300
2

Supervis 2
ed by
 Snapshot of
presentation
Problem
Introduction
statement

Conceptual Research
frame work methodology
3
 Introdu
ction
Perceived discrimination is a person’s own
thinking that he or she is treated discriminately,
unfair and different from others because of his or
her belonging to different class or group of
people (Mirage, 1994; Sanchez and Brock, 1996).

Job is not only the source of income for any

person however job is a part of life and helps in
social status. Job satisfaction and lives of
people are important parts of well being.

Mobley, and Steer proposed that intention to 4

leave is a sign of turnover behavior of the
employees. Mobley also proposed that
 Problem

Statement
There are only 337 software houses
located in Punjab .
Recruitment, selection and training of
newly hired employees.
IT industry has a great potential in
Pakistan. Many opportunities came to
Pakistan from developed countries to
accelerate their businesses.
So, there is a huge gap of development
in IT industry in Pakistan which can be 5

filled by highly skilled labor force to

 Purpose of
the study
To investigate the relationship between
Workplace discrimination and Intention to
leave.
To examine the relationship of Workplace
discrimination and Job satisfaction.
 To investigate the relationship of Job
satisfaction and Intention to leave.
To examine the relationship of Workplace
discrimination on intention to leave with
mediating effect of Job satisfaction.
6
Conceptu
al modelJob
satisf
action

Workp
lace Intent
discri ion to
minati leave
on
7
Method
ology Data
collecti
Strate on
gy
Resear
ch
Design
Metho
dology
Sample
Popula
tion
8
Research
design
Exploratory
research

Descriptive
research

9
Popula
tion Total 1141
software houses
are registered
Outunder PSEB339
of which
are located in
Karachi and 337
are located in
ThesePunjab.
Lahore, 337
companies are
selected as
population of this
study.
10
 Simple
n Johnson
random
& Terner
sampling is
Sample size and
(2011), if
population
used to
collect
Sampling strategy
is equal or
less than
data
through
500, the
questionna
sample
ires. Sam
size will be
50% of Sam plin
population. ple g
size stra
tegy

11
 Data
collecti
on Quantitative

Questionnaire
12
 Data
analysi
Data Analysis Tools
SPSS
s Correlation

AMOS
CFA Model
Path Model
Direct model
13
 Sample
descriptio
Demographic Demographic Features Frequency Percentage

n
20-30 13 5.8
31-40 53 23.6
Age
41-50 113 50.2
51 or greater 46 20.4
Male 168 74.7
Gender
Female 57 25.3
Married 104 46.2
Marital status
Single 121 53.8
Public 61 27.1
Sector Private 164 72.9
Total 225 100.0

14
 Sample
descriptio
Demographic Demographic Features
Less than 100 employees
Frequency
71
Percentage
31.6

n
Establishment size
101-500 employees
501-1000 employees
154
0
68.4
0
More than 1000 employees 0 0
Less than one year 180 80.0
1-5 years 45 20.0
Job tenure
6-10 years 0 0
10 or above 0 0
Less than Rs. 30,000 180 80.0
Rs. 30,001- Rs. 60,000 14 6.2
Monthly salary
Rs.60,001-Rs. 90,000 31 13.8
More than Rs.90,000 0 0

15
 Correlat
ion
Variables M SD WD JS ITL

WD 3.98 .350 1

JS 1..76 .193 -.151* 1

ITL 4.11 .507 .535** -.434** 1

*P<.05, **P<.01; M= Mean; SD= Standard Deviation; WD= workplace

discrimination; JS= job satisfaction; ITL= intention to leave.

16
 Structural
In thisequation
study, structural equation modeling
(SEM) ismodeling
applied to present path analysis
exogenous and endogenous variables
through AMOS 21. Pat
SE h
CFA
M mo
del
17
 Confirmatory
factor
Workplace analysis
discrimination

18
 Workplace
discrimination Acceptable 1-factor
Statistics Fit Indices
Threshold value Model

χ2 As close as to Zero 10.52

DF As close as to Zero 3

Absolute Fit As low as 2 and as

CMIN/DF 3.507
high as 5

GFI >.95 .982

RMR <.05 .018
RMSEA <.08 .010
NFI >.90 .965
Incremental Fit TLI >.90 .915
CFI >.95 .974
Parsimony Fit AGFI >.90 .909
χ2 =Chi-square; DF= Degree of Freedom; CMIN= Minimum Chi-square; GFI= Goodness of fit index; RMR=
Root Mean Square Residual; RMSEA= Root Mean Square Error of Approximation; NFI= Normed Fit Index; 19
TLI= Tucker Lewis Index; CFI= Comparative Fit Index; AGFI= Adjusted Goodness of Fit Index
 Job
satisfacti
on

20
 Job
satisfacti Statistics Fit Indices
Acceptable 1-factor

Threshold value Model

on χ2 As close as to Zero .000

DF As close as to Zero 0

As low as 2 and as
Absolute Fit CMIN/DF 0
high as 5

GFI >.95 1
RMR <.05 1
RMSEA <.08 1
NFI >.90 1
Incremental Fit TLI >.90 1
CFI >.95 1
Parsimony Fit AGFI >.90 1
χ =Chi-square; DF= Degree of Freedom; CMIN= Minimum Chi-square; GFI= Goodness of fit index;
2

RMR= Root Mean Square Residual; RMSEA= Root Mean Square Error of Approximation; NFI= Normed
Fit Index; TLI= Tucker Lewis Index; CFI= Comparative Fit Index; AGFI= Adjusted Goodness of Fit 21
Index
Intention
to leave

22
 Intention
to leave Statistics Fit Indices
Acceptable 1-factor

Threshold value Model

χ2 As close as to Zero .000

DF As close as to Zero 0

As low as 2 and as
Absolute Fit CMIN/DF 0
high as 5

GFI >.95 1
RMR <.05 1
RMSEA <.08 1
NFI >.90 1
Incremental Fit TLI >.90 1
CFI >.95 1
Parsimony Fit AGFI >.90 1
χ =Chi-square; DF= Degree of Freedom; CMIN= Minimum Chi-square; GFI= Goodness of fit index;
2

RMR= Root Mean Square Residual; RMSEA= Root Mean Square Error of Approximation; NFI= Normed
Fit Index; TLI= Tucker Lewis Index; CFI= Comparative Fit Index; AGFI= Adjusted Goodness of Fit 23
Index
Path
model
Pat Dir Indi
h ect rect
mo effe effe
del ct ct

24
Direct
effect

WD= Workplace discrimination; JS= Job satisfaction; ITL= Intention to leave.

25
 Standardize
estimates of Direct
effect
Indications of
relationship of variables
Standardized S.E. C.R. P Results

Estimate
ITL <--- WD .480 .075 9.281 *** Significant
ITL <--- JS -.361 .136 -6.976 *** Significant

WD= Workplace discrimination; JS= Job satisfaction; ITL= Intention to leave.

26
Indirect
effect

WD= Workplace discrimination; JS= Job satisfaction; ITL= Intention to leave.

27
 Standardize
estimates of indirect
effect
Indications of
relationship of
Standardized
S.E. C.R. P Results
variables Estimate

JS <--- WD -.151 .036 -2.286 .022 Significant

ITL <--- JS -.361 .136 -6.976 *** Significant
ITL <--- WD .480 .075 9.281 *** Significant

WD= Workplace discrimination; JS= Job satisfaction; ITL= Intention to leave.

28
 Hypothesis
testing
H1: There is positive significant relationship
between Workplace discrimination and intention to
leave.
Result: The results are in favor of the hypothesis
of the researcher. There is a significant positive
relation in Intention to leave and Workplace
discrimination.

H2: There is insignificant negative relationship

between Workplace discrimination and Job
satisfaction.
29
Result: The conclusions maintain the researcher’s
hypothesis and create an insignificant negative
Hypothesis
H3: There is significant negative relationship
between Job satisfaction and intention to leave
testing
Result: The conclusion of correlation explains
that there is a significant relation in Intention to
leave and Job satisfaction and results are in favor
of the researcher’s hypothesis.

H4: There is a mediating effect of job satisfaction

between workplace discrimination and intention to
leave.
Results: Results explain that there is partial
mediating impact of job satisfaction between
workplace discrimination and intention to leave.
Therefore, the hypothesis of the researcher is in 30
favor.
 Discussion
The objective of the current study is to analyze the
impact of workplace discrimination on the intention
of study
to leave along with the mediating impact of job
satisfaction.

Effect of workplace discrimination and level of job

satisfaction directs towards the decision that to
carry on the job or leave the job.

There is a negative relation between the

workplace discrimination and the job satisfaction of
the employee.

When there is more discrimination in job then

31
there will be less job satisfaction in the job. The
employees are discriminated from the job and they
Limitat

ions
Limited sample size of IT experts from IT
industry were selected due to lack of time
and resource.

Doing research in Pakistan, in Punjab

specifically is an issue because Pakistan is
not a developed country.

The element of biasness may be present

there in research due to security concerns. 32
 Recomme

ndations
Actions must be taken by IT firms in order to
provide viable compensation with market,
taking proposals from employees, recognize
their competencies and verify the possibility
of applying those IT firms.

According to hypothesizes, between job

satisfaction and intention to leave of IT
professionals, there is significant negative
relation. It is vital that the job satisfaction 33
factors of the employees must be identified
by the IT organization and take steps to
 Future
directions
Recommendations for future research that this
research can be done for some other reasons which
can be the reason of intention to leave.

Having the list of IT companies of other three

provinces could make the research easy. So, in this
case the results of the research of other provinces
and results of Punjab can be compared.

Large sample size is used for deep analysis which

can be done in future in other countries.

34
35
36