Abstract

The Federal Employee Viewpoint Survey, which took place in 2018, was used to get input from public employees across a variety of specialties and occupational categories. Both nominal and ordinal data were present in the survey findings. Over 500,000 people responded, with a balance of both sexes and academiclevels ranging from less than a bachelor's degree to degrees higher than a bachelor's degree. The Mann-Whitney U test was used in one of the two studies, while the Kruskal-Wallis test was used in the other. The Mann-Whitney U test results show that the null hypothesis is not accepted because p<.001. In essence, there is a relationship between the worker's gender and whether or not the supervisor at the federal agency gives the staff member a chance to show off his or her leadership abilities. Since there is a statistically significant difference in the consensus regarding whether the federal agency supervisor gives the employee possibilities to show his or her ability to lead based on the educational attainment levelof the employee, the null hypothesis is not accepted for the Kruskal-Wall test.

Keywords: Nonparametric testing, employee, survey, education, gender

Introduction

Most contemporary definitions of administration conceive it as an interaction in which leaders influence followers' decisions and/or behaviour (Neuhuser, 2012). Great leaders constantly work to position their staff for future leadership roles. While doing so increases employee dedication and productivity, it also simplifies the roles of supervisors by ensuring that employee advancements into key positions are predictable. A variety of structures can be used in this interaction including practices from the errand and relationship domains; the use of various forms of force such as areward,master, and referent force; the development of both formal and informal relationships; and the use of economic and social trades (Neuhuser, 2012). Recently, professionals and researchers alike have developed a basic interest in the topic of public sector employee motivation.

Experts are interested in discovering the impact that employee motivation in the public sector has on the essential human resource. Many believe that public service employee motivation significantly influences public worker traits, including practices. Such assertions are typically supported by evidence. For instance, according to Bader et al. (2018), those who are highly motivated to work in the public sector tend to be female, more qualified, and in supervisory positions with shorter periods of time on welfare. The authors further indicate that workers with high rates of public service employee motivation are less certain about their motivation than those who seek out money incentives and desire more non-financial motivating factors. There is also evidence that experts with high public service employee motivation rates appreciate progressive office procedures and flag behaviours that are detrimental to public interest more frequently.

In many organizations, nonparametric testing has proven relevant (Byrne et al., 2017). Organizations can experience unfavourable situations, especially with downturns in economic activity. It is essential to run a successful business, provide unmatched customer service, and offer products that customers will be happy with. There are numerous tools available that would come in handy in efforts to ensure that the best decisions are made to support the success of an enterprise and keep the clients satisfied. We have the nonparametric tests available to provide us with additional options. These tests can be used to analyse several aspects of two reaction elements, such as usefulness and fulfilment. It is important to note that the Federal Employee Viewpoint Survey offers us a crucial examination window into the opinions of reliable experts. A system of the review outcomes from 2018 is presented in this report. It gives experts the freedom to share their opinions and knowledge on how well senior leaders' methods and practices work for them.

A survey asking for input received responses from more than 500,000 federal workers in 2018. The poll aimed to comprehend the multifaceted dynamics of public employees in a number of areas, such as relationships between supervisors and employees, chances for career advancement, and leadership philosophies. To establish the statistical significance in two different regions, two nonparametric investigations were carried out. The Mann-Whitney U test was employed to assess significance in the initial research area. The Mann-Whitney U test is less powerful than the Independent t test, but it should still be employed if the presumptions can be met (Cronk, 2020). The Kruskal-Wallis test was utilized in the second area of research. The other nonparametric test used to compare data from a minimum of three groups on a dependent variable with at least one ordinal level is Kruskal-Wallis. Kruskal-Wallis H-tests are used to check if samples come from the same population similarly to the one-way ANOVA (Cronk, 2020).

Theory/ Literature Review

The satisfaction of employees is shown to be correlated with successful leadership behaviour such as providing encouragement and training for advancement, and the supervisor's courteous interactions with the workers. Employees have...

…abilities, which is the answer to the first research question. There is still a sizable percentage of the employer population which does not give women the same opportunities in the job as they do to men, even in the present period when equality, inclusion, and diversity in the workplace are key themes. In the public sector, this is likewise typical and accurate. It has been found that women in public work, particularly in the armed forces, have less opportunities to show leadership and, as a result, fewer opportunities for progression than their male colleagues (Bader et al., 2018). Although these patterns are shifting, fewer possibilities still exist as of the time of this survey in.

According to the findings for the otherresearch question, whether or not supervisors give workers a chance to show off their leadership abilities varies in a statistically significantly manner based on educational level. According to Watts et al. (2021), the higher the employee's level of education, the more probable it is that the supervisor will let them show their leadership potential. This test's findings are reasonable. It is assumed that an employee will have a broader knowledge base to handle the numerous responsibilities and obstacles at work with increase in education.

Conclusion

The two tests that were utilized to answer the research questions enable the researcher to learn more about how managers of subordinate staff operate. In the public sector, treating women differently and providing them less opportunities than men is practically a tradition. Because the practice happens to be rather widespread, it's possible that supervisorseven female supervisorsdo not realize the prejudice they are engaging in. As opposed to the first test, the second test gives employees the chance to exhibit the tools and abilities they have learnt, potentially opening up prospects for promotion. Grouping the same data on educational attainment by age group could be another interesting association to investigate. However, while gender identification is not a suitable metric for managers to utilize in seeking to permit staff to show leadership capacity, educational advancement happens to be a significant metric. In order to identify any cycle changes that can have an impact on a company's success, public administrators can use quantifiable research. It was determined through the use of statistics that there is a statistically significant difference i opinion regarding whether the supervisor of a federal agency gives a worker opportunities to showcase his or her leadership abilities.…