Table Degree level gains the second highest respond which

Table 4.1.1
shows the percentage and the number of respondents referring to the gender involved
in this survey. From the survey, it shows that the gender is comprised of 29.1%
(23 respondents) for male and 70.9% (56 respondents) for female respondents
that have involved in this survey.From Table 4.1.2,
the age range gains the highest percentage is between 26-35 years old which is
60.8% (48 respondents).  In comparison,
the age range between 21-26 years old gains the lowest percentage which is only
20.3% (16 respondents), follow with the age range between 36-45 which is 15.2%
(12 respondents) and the age range between 46-55 years old which is only 3.8%
(3 respondents) that have involved in this survey.Table 4.1.3
shows the percentage according to respondent’s marital status.  From the survey, it shows 55.7% (44
respondents) is married, 1.3% (1 respondent) is in others status and 43.0% (34
respondents) is single that have involved in this survey.Based on table 4.1.4, it indicates the
percentage according to respondent’s education level where the highest
percentage of respondent comes from Diploma level which 41.8% (33 respondents).In contrast, the lowest percentage comes
from the others educational level where The Degree level gains the second
highest respond which are 35.4% (28 respondents) and follow by The SPM/STPM
with 20.3% (16 respondents), The Master level with 2.5% (2 respondents)  The regression model consisting of Workload,
Poor Working Condition, Role Ambiguity and Inadequate Monetary Reward as the Independent
Variable significantly predicts the effectiveness of Employee Job Performance
in KPJ Rawang Specialist Hospital. Y = 1.841 + -0.164 Workload + 0.019 Poor
Working Condition + 0.117 Role Ambiguity + 0.621 Inadequate Monetary Reward Based on the table analysis, it indicates
that Inadequate Monetary Reward has higher beta value (b=0.744) compare with
Role ambiguity (b=0.123), Poor Working Condition (b=0.019) and Workload
(b=-0.155).  this can conclude that
Inadequate Monetary Reward has the strongest influence on Employee Job
Performance and plays the most important predictor and significant to the other
independent variables. (p-value > 0.05) Conclusion: Hypothesis 1 is
null hypothesisHypothesis 3 and
4 is supported.

Hypothesis 2 is
not supported

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