1. Prepare a frequency table of the profile of the respondents.
Gender
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
Female
264
28.6
28.6
28.6
Male
658
71.4
71.4
100.0
Total
922
100.0
100.0
Age
Cumulative
Frequency
Valid
Percent
Valid Percent
Percent
30-40
228
24.7
24.7
24.7
40-50
278
30.2
30.2
54.9
50-60
141
15.3
15.3
70.2
Below 30
275
29.8
29.8
100.0
Total
922
100.0
100.0
MaritalStatus
Cumulative
Frequency
Valid
Married
Percent
Valid Percent
Percent
337
36.6
36.6
36.6
53
5.7
5.7
42.3
Single
532
57.7
57.7
100.0
Total
922
100.0
100.0
Separated
2. Prepare a correlation table of the main variables
Correlations
Gendernum
Gendernum
Pearson Correlation
agenum
1
Sig. (2-tailed)
N
922
marnum
.041
-.021
.219
.531
922
922
agenum
marnum
.315**
Pearson Correlation
.041
Sig. (2-tailed)
.219
N
922
922
922
-.021
.315**
1
Sig. (2-tailed)
.531
.000
N
922
922
Pearson Correlation
1
.000
922
**. Correlation is significant at the 0.01 level (2-tailed).
3. There is a significant difference of the respondents’ ICSR perceptions when group
according to gender.
Group Statistics
Gendernum
InternalCSR
N
Mean
Std. Deviation
Std. Error Mean
Female
264
4.4879
.70296
.04326
Male
658
4.4058
.70331
.02742
There is no significant difference of the respondents’ ICSR perceptions when group according to
gender because 0.326 is greater than 0.05. accept null.
4. There is no significant difference of the respondents’ organizational commitment when
group according to age.
ANOVA
OrganizationalCommitment
Sum of Squares
df
Mean Square
Between Groups
100.906
3
33.635
Within Groups
687.539
918
.749
Total
788.445
921
F
44.910
Sig.
.000
There is a significant difference of the respondents’ organizational commitment when group
according to age because the significance of 0.000 is lesser than 0.05.
5. There is a significant difference of the respondents’ organizational justice when group
according to marital status.
ANOVA
OrganizatinalJustice
Sum of Squares
Between Groups
df
Mean Square
19.582
2
9.791
Within Groups
443.324
919
.482
Total
462.905
921
F
Sig.
20.296
.000
There is a significant difference of the respondents’ organizational justice when group
according to marital status because 0.000 is lesser than 0.05
6. Internal CSR positively affects organizational commitment
Correlations
OrganizationalC
InternalCSR
InternalCSR
Pearson Correlation
ommitment
1
Sig. (2-tailed)
N
OrganizationalCommitment
Pearson Correlation
.801**
.000
922
922
.801**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Internal CSR very strongly positively affects organizational commitment because .801 is positive
7. External CSR negatively affects organizational commitment
Correlations
OrganizationalC
ommitment
OrganizationalCommitment
Pearson Correlation
ExternalCSR
.750**
1
Sig. (2-tailed)
.000
N
ExternalCSR
Pearson Correlation
922
922
.750**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
External CSR strongly positively affects organizational commitment because 0.750 is positive
8. Internal CSR positively affects organizational Justice
Correlations
OrganizatinalJus
InternalCSR
InternalCSR
Pearson Correlation
tice
1
Sig. (2-tailed)
N
OrganizatinalJustice
Pearson Correlation
.942**
.000
922
922
.942**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Internal CSR very strongly positively affects organizational Justice because 0.942 is positive
9. External CSR negatively affects organizational Justice
Correlations
OrganizatinalJus
tice
OrganizatinalJustice
Pearson Correlation
ExternalCSR
.898**
1
Sig. (2-tailed)
N
ExternalCSR
Pearson Correlation
.000
922
922
.898**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
External CSR very strongly positively affects organizational Justice because 0.898 is positive
10. Procedural justice has no significant effect on organizational commitment
Correlations
OrganizationalC ProceduralJustic
ommitment
OrganizationalCommitment
Pearson Correlation
e
1
Sig. (2-tailed)
N
ProceduralJustice
Pearson Correlation
.761**
.000
922
922
.761**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Procedural justice has a positive strong significant effect on organizational commitment
11. Distributive justice has no significant effect on organizational commitment
Correlations
DistributiveJustice
DistributiveJusti
OrganizationalC
ce
ommitment
Pearson Correlation
1
Sig. (2-tailed)
.000
N
OrganizationalCommitment
.809**
Pearson Correlation
922
922
.809**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Distributive justice has a very strong positive significant effect on organizational commitment of
0.809
12. Interactional justice has a significant positive effect on organizational commitment
Correlations
InteractionalJustice
Pearson Correlation
InteractionalJust
OrganizationalC
ice
ommitment
1
Sig. (2-tailed)
N
OrganizationalCommitment
Pearson Correlation
.775**
.000
922
922
.775**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Interactional justice has a significant strong positive effect on organizational commitment
because .775 is positive
13. Organizational justice has a significant negative effect on organizational commitment
Correlations
OrganizationalC OrganizatinalJus
ommitment
OrganizationalCommitment
Pearson Correlation
tice
.853**
1
Sig. (2-tailed)
.000
N
OrganizatinalJustice
Pearson Correlation
922
922
.853**
1
Sig. (2-tailed)
.000
N
922
922
**. Correlation is significant at the 0.01 level (2-tailed).
Organizational justice has a significant very strong positive effect on organizational commitment
because 0.853 is positive
14. What are the predictors of organizational commitment? (list down all the models;
exclude organizational justice in the analysis)
ANOVAa
Model
1
2
3
Sum of Squares
Regression
df
Mean Square
61.954
1
61.954
Residual
726.491
920
.790
Total
788.445
921
69.254
2
34.627
Residual
719.191
919
.783
Total
788.445
921
72.397
3
24.132
Residual
716.048
918
.780
Total
788.445
921
Regression
Regression
F
Sig.
78.456
.000b
44.247
.000c
30.939
.000d
a. Dependent Variable: OrganizationalCommitment
b. Predictors: (Constant), marnum
c. Predictors: (Constant), marnum, agenum
d. Predictors: (Constant), marnum, agenum, Gendernum
Coefficientsa
Standardized
Unstandardized Coefficients
Model
1
B
(Constant)
Std. Error
4.705
.074
Coefficients
Beta
t
63.312
Sig.
.000
2
3
marnum
-.274
.031
(Constant)
4.838
.086
marnum
-.242
.032
agenum
-.081
.027
(Constant)
5.059
.139
marnum
-.245
.032
agenum
-.078
Gendernum
-.129
-.280
-8.858
.000
56.301
.000
-.248
-7.480
.000
-.101
-3.054
.002
36.331
.000
-.251
-7.559
.000
.026
-.098
-2.956
.003
.064
-.063
-2.008
.045
a. Dependent Variable: OrganizationalCommitment
Model 1 predictor: Marital status
Model 2 predictor: Marital status and age
Model 3 predictor: Marital status, Age and Gender
Excluded Variablesa
Collinearity
Model
1
2
Beta In
t
Sig.
Partial
Statistics
Correlation
Tolerance
Gendernum
-.068b
-2.148
.032
-.071
1.000
agenum
-.101b
-3.054
.002
-.100
.901
Gendernum
-.063c
-2.008
.045
-.066
.997
a. Dependent Variable: OrganizationalCommitment
b. Predictors in the Model: (Constant), marnum
c. Predictors in the Model: (Constant), marnum, agenum
15. Internal and external CSR perceptions jointly predict organizational justice
ANOVAa
Model
1
Sum of Squares
Regression
Mean Square
410.802
1
410.802
52.103
920
.057
Total
462.905
921
Regression
421.973
2
210.986
40.932
919
.045
Residual
2
df
Residual
F
Sig.
7253.603
.000b
4736.982
.000c
Total
462.905
921
a. Dependent Variable: OrganizatinalJustice
b. Predictors: (Constant), InternalCSR
c. Predictors: (Constant), InternalCSR, ExternalCSR
Coefficientsa
Standardized
Unstandardized Coefficients
Model
1
2
B
Std. Error
Beta
(Constant)
.114
.050
InternalCSR
.949
.011
-.179
.048
InternalCSR
.670
.020
ExternalCSR
.342
.022
(Constant)
Coefficients
t
Sig.
2.277
.023
85.168
.000
-3.736
.000
.665
33.175
.000
.318
15.837
.000
.942
a. Dependent Variable: OrganizatinalJustice
Excluded Variablesa
Collinearity
Model
1
Beta In
ExternalCSR
.318b
t
15.837
Sig.
.000
Partial
Statistics
Correlation
Tolerance
.463
.239
a. Dependent Variable: OrganizatinalJustice
b. Predictors in the Model: (Constant), InternalCSR
Internal and external CSR perceptions jointly predict organizational justice only in model 2
because InternalCSR predicts organizational justice in model 1.