Thesis Format

                                Table of Contents

Declaration of Originality..................................................................................	I
Abstract................................................................................................................	II
Acknowledgment.................................................................................................	III
Chapter 1: Introduction……………………………………………………….	7
1.0 introduction……………………………………………………….	7
1.1 purpose statement ………………………………………………...	9
1.2 objectives ………………………………………………………...	9
1.3 significance ………………………………………………………	10
1.4 research questions ………………………………………………..	11
1.5 key term definition…………………………………………….….	12
Chapter 2: Literature Review……………………………………………...….	13
2.0 theoretical Model ……..………………………………………….	35
Chapter 3: Theoretical Framework…..…………………………………...….	36
3.0 norm of reciprocity ………………………………………………	36
3.1 social exchange theory …………………………………………...	37
3.2 organizational support theory …………………………………….	38
Chapter 4: Data/ Methodology…	40
4.0 tools of data collection …………………………………………...	40
4.1 sampling technique and sample ……………………………….…	41
4.2 measure …………………………………………………………..	42
4.3 methodology ……………………………………………………...	43
Chapter 5: Analysis………….....…..…..…………………………………...….	45
5.0 data screening...…………………………………………………...	45
5.2 results …………………………………………………………….	45
5.2.1 Descriptive summary……………………………………….	46
5.2.2Histogram...………………………………………………….	47
5.2.3 Scatter plot………………………………………………….	51
5.2.4 Correlation………………………………………………….	55
5.2.5 Regression…………………………………………………..	57
Chapter 6: Discussion/ conclusion...…..…………………………………...…..	60
6.0 Discussion ………………………………………………………..	60
6.1 conclusion ………………………………………………………..	63
References ………………………………………………………………….…..	64

Contents to be covered in introduction portion

1.      Background

2.      Problem statement

3.      Deficiencies

4.      Significance (one paragraph in the light of literature review)

Note:

These are the contents that you have to follow in your introduction portion. Just explain it in paragraph form no need to give headings.

Contents to be covered in significance portion

1.      Theoretically

2.      Practically

3.      Methodologically

Note:

These are the contents that you have to follow in your significance portion. Just explain it in paragraph form no need to give headings.

Literature Review Sample:

Maertz et al., (2007) investigated “the effect of perceived organizational support and perceived supervisor support on employee turnover”. The purpose of the study was to clarify the relationship between two type of perceived organizational support and voluntary turnover decisions. They examined the mediating effects of perceived organizational support and perceived supervisor support on turnover cognitions, and their interactive effects on turnover behavior. They collected data from the sample of 375 participant’s social workers from four countries of a state department of family and children’s services located in the southeastern United States. CFA measurements, Structural equation modeling (SEM) with LISERAL and logistical regression were used to test the hypothesis. The results shows that POS effects on turnover will be fully mediated by affective commitment and that the strength of the negative relationship between POS and turnover would be stronger for those low on PSS and weaker for those high in PSS. Their findings show that both POS and PSS are significantly related to turnover behavior and when supervisor provides high support, POS becomes a less important predictor of turnover. The discrepancy in turnover behavior were not discussed in this study, although the hypothesized model was better than the fully mediated model and the overall model fit for both models was also poor by typical standards; and therefore, the given hypotheses were not supported at the highest level possible.

Note:

This is a sample summary of one article. You have to follow this pattern for writing the literature review portion. You have to send me the review of 30 articles on above mention pattern. If you have any query consults with me through mail or call me on the local number of raiwind campus.  The contents which are covered in above sample summary are as follow:

1.      Topic on which the researcher work

2.      Purpose of his research

3.      Variables on which he worked

4.      Methodology

5.      Data collection method

6.      Findings of his research work

7.      Critical eye on his work.

Data Analysis (sample)

Note:

I am sending you sample interpretations of each test that you have to apply according to your topic.

Descriptive Summary

Table 1.1 Descriptive Statistics
	N	Minimum	Maximum	Mean	Std. Deviation
pos	100	2	5	3.63	.537
commitment	100	2	5	3.43	.479
satisfaction	100	2	4	3.31	.492
Turnover intentions	100	2	5	2.75	.622
Valid N (listwise)	100

Table 1.1 presents the descriptive statistics that show the overall picture of all the four variables. There were scales of 5 responses that lead to the options (strongly disagree, disagree, neutral, agree, and strongly agree). Number of observations of each variable is 100. In the above table the mean values and the values of standard deviation of all the 4 variables have been shown. Mean value provides the idea about the central tendency of the values of a variable. For example if we observe the above output to assess the average response rate or the respondent then we come to know the mean of different variables like POS (mean:3.63), commitment(mean:3.43), satisfaction (mean:3.31) and turnover intentions (mean: 2.75). If we observe then for the first three variables (POS, commitment and satisfaction) the average response rate of responded is lie with in the option 3-4 (3 is for neutral and 4 is for agree) and for turnover intention the average response rate of responded is lie in the option 2-3 (2 is for disagree and 3 is for neutral). The minimum option that is ticked by responded is 2 and the maximum option that is ticked by responded is 5. Standard deviation gives the idea about the dispersion of the values of a variable from its mean value. So, if we observe then in the response rate for the variable of commitment is value of standard deviation is (S.D.479) which is the lowest value as compare to other variable values. Which shows that most of the respondent answers were same for the variable of commitment and have consistency in their response rate but if we observe then for turnover intention the value of standard deviation is (S.D .622) which is quite high as compare to other variables which clearly shows that the response regarding turnover intention of mostly respondents were not the same and they don’t have consistency in their answers. 

Histogram

This shows the graphical representation of the variables with the curve to check the normality of the response rate. Let’s discuss the result of each variable’s histogram one by one      

Figure 1.1

Strongly Disagree       =                      1                                 

Disagree                      =                      2                                 

Neutral                                    =                      3                                 

Agree                          =                      4                                 

Strongly Agree            =                      5                                 

The fig.1 shows the graphical representation of the bars that is showing the response of the respondents regarding perceived organizational support. Most of the participant’s lies in the option 3 - 4 (3 is for neutral and 4 is for agree). Similarly small numbers of respondents were marked very low and very high options. The bars in the histogram from a distribution (pattern or curve) that is similar to the normal, bell shaped curve. Thus, frequency distribution of the perceived organizational support is normal.

Scatter Plots

Scatter plot or graph of two variables shows how the scores for an individual on one variable associates with his or her scores on the other variable. Let’s discuss each plot or graph one by one  

Figure 1.1

Figure 1.1 shows the results of scatter plot matrix where we intend to have some idea about the relationship between perceived organizational support and commitment. If we observe then the flow of line is come from right to left which shows the positive relationship between perceived organizational support and commitment. This means that if the organization gives high perceived organizational support then there is also increase in the commitment level of an employee and the above results have been confirmed by the table of correlations

Correlation

Correlation is used to check the mutual relationship among variables. For checking the relationship we will make two hypotheses: null (H0) and alternative (H1). We interpret the findings on the acceptance or rejection of the hypothesis. We used correlation matrix to check the mutual relationship of different variables. The hypothesis which we developed are given below

Hypothesis 1:

H1: there is relationship between POS and organizational commitment

H0: there is no relationship between POS and organizational commitment

Hypothesis 2:

H1: there is relationship between POS and

H0: there is no relationship between POS and job satisfaction

Hypothesis 3:

H1: there is relationship between organizational commitment and job satisfaction

H0: there is no relationship between organizational commitment and job satisfaction

Hypothesis 4:

H1: there is relationship between organizational commitment and turnover intentions

H0: there is no relationship between organizational commitment and turnover intentions

Hypothesis 5:

H1: there is relationship between job satisfaction and turnover intentions 

H0: there is no relationship between job satisfaction and turnover intentions 

Hypothesis 6:

H1: there is relationship between POS and turnover intentions 

H0: there is no relationship between POS and turnover intentions 

Table 1.1 Correlations
		pos	commitment	Turnover intentions	satisfaction
pos	Pearson Correlation	1	.422*	-.201*	.592
	Sig. (2-tailed)		.000	.045	.000
	N	100	100	100	100
commitment	Pearson Correlation	.422*	1	-.232	.792**
	Sig. (2-tailed)	.000		.042	.000
	N	100	100	100	100
satisfaction	Pearson Correlation	.592	.792**	-.212	1
	Sig. (2-tailed)	.000	.000	.032
	N	100	100	100	100
Turnover intentions	Pearson Correlation	-.201*	-.232	1	-.212
	Sig. (2-tailed)	.045	.042		.032
	N	100	100	100	100

Table 1.1 represents the table of correlations.  Where two variables – commitment and satisfaction– are positively correlated to perceived organizational support (r= .422, p = .000, and r= .592, p= .000, respectively). Turnover intention is negatively correlated to the perceived organizational support (r= -.201, p = .045). The magnitudes of the above discussed two correlations are greater than 0.33 in the absolute terms, which shows the moderate correlations between the said pairs of the variables but the correlation of turnover intention is lesser than 0.33 in absolute terms, which shows the weak correlation between POS and turnover intention. If we see the mutual relationship of commitment and satisfaction (r= .792, p = .000) then there is positive relationship exist between both variables and the value of r= .792 which shows that both variables are strongly related to each other and the variables – commitment and satisfaction– are negatively correlated to turnover intentions (r= -.232, p = .042, and r= -.212, p= .032, respectively) but both correlation were lesser than 0.33 which shows that both have weak impact on turnover intentions. All the above correlations are statistically significant at less than five percent level of significant. In the case of these correlations the null hypothesis that were stated above of no correlation are rejected as the P-values are lesser than 0.05.

Regression

Regression is used to check the effect size of independent variable to dependent variable. Let’s discuss the results of regression

Variables Entered/Removedb
Model	Variables Entered	Variables Removed	Method
1	posa	.	Enter
a. All requested variables entered.
b. Dependent Variable: turnover intentions

Model Summary
Model	R	R Square	Adjusted R Square	Std. Error of the Estimate
1	.409a	.167	.158	.570
a. Predictors: (Constant), pos

ANOVAb
Model		Sum of Squares	df	Mean Square	F	Sig.
1	Regression	6.390	1	6.390	19.643	.000a
	Residual	31.881	98	.325
	Total	38.272	99
a. Predictors: (Constant), pos
b. Dependent Variable: turnover intentions

The value of the coefficient of determination (R2) is .167. This shows that the correlation between the observed values of perceived organizational support and the fitted value of the turnover intention is 16% percent. The adjusted coefficient of determination (adj. R2) shows is adjusted for the degrees of freedom. The value of the adjusted coefficient of determination (adj. R2) is not affected. The value of the adjusted coefficient of determination (adj. R2) is .158, which shows that 15% variations in turnover intentions. The value of F-statistic is statistically significant at less than five percent that exhibits that in the estimated model at least one of the partial regressions coefficients is different from zero.          

Coefficientsa
Model		Unstandardized Coefficients		Standardized Coefficients	t	Sig.
		B	Std. Error	Beta
1	(Constant)	1.031	.391		2.633	.010
	pos	.473	.107	.409	4.432	.000
a. Dependent Variable: turnover intentions

                    

The coefficient table presents the results of the regression analysis. The objective of the regression in this study is to find such an equation that could be used to find the impact of perceived organizational support (POS) on turnover intentions (TI).  The specified regression equation takes the following form:

POSi = C + B1TIi +Ei

POSi= 1.031+.473(TIi)+Ei

The results show that the independent variables less significantly affect the employee turnover intentions as shown by the values of the t-statistic and the corresponding P-values. T-test is used to test the significance of the individual partial regression coefficients. Null hypothesis in this test is set as the partial regression coefficient is zero. This test shows that the coefficients of the predictor are statistically significant at less than five percent level of significance.