5.13) Relation between competency importance and job satisfaction
We told the DBBL employee to score (out of 5) the importance of competency (they think). After collecting the data when we analysis the data using SPSS we find out that there is hardly any relation between importance the competency and job satisfaction. Though job satisfaction and competency importance are positively related, we see that r=117 which mean job satisfaction hardly depend on competence importance.

r =0.117        
r2 = 0.014 or 1.4%
b0= 2.2950       
b1=-0.3136

Value of correlation stays between 0 and 1. Our correlation value is 0.117, it is closer to 0, which means there is a low relation on competency importance and job satisfaction.
r2 = 0.014 or 1.4%. It tells us that 1.4% of variation in job satisfaction can be explained by the competency of employee
b0 = 2.2950. This condition means, if there is 0 competency important then the maximum competency will be 2.2950
b1 = 0.3136 means if own importance changed by 1 unit, then job satisfaction will change by 0.3136

5.14) Relation between own importance and job satisfaction:

We told the DBBL employee to score (out of 5) the competence they have. After collecting the data when we analysis the data using SPSS we find out that there is relation between their competency and job satisfaction. We see that if competency important is increasing job satisfaction also increasing. We find that if employee competence is low job satisfaction is also low. So, competency of DBBL employee and job satisfaction is positively related.

r =0.406
r2 = 0.164 or 16.4%
b0= 0.6391
b1=-0.8008

Value of correlation always stays between 0 and 1. Our correlation value is 0.406. Which there a moderate relation is between own importance and job satisfaction.
r2 = 0.164 or 16.4%. It tells us that 16.4% of variation in job satisfaction can be explained by the own importance.
b0 = 0.6391. This condition means, if there is 0 own importance then there will some job satisfaction will remain.
b1 = if own importance changed by 1 unit, then job satisfaction will change by 0.8008. 
So a high own importance is causing high job satisfaction

6) Recommendation

Our study proved our whole hypothesis that we had developed. From our study it is very clear that lack of job satisfaction caused by insomnia and other negative feelings of hostility and fatigue is not affecting the job performance of Dutch Bangla Bank Limited. Our study also showed that job satisfaction is not affected by insomnia.  We found out that insomnia affects the emotions of hostility and fatigue in the workplace. But insomnia does not have any affect on joviality and job attentiveness. We have also found out that hostility and fatigue does not affect job satisfaction. But the level o job satisfaction does have a positive impact on the emotions of joviality and attentiveness. Therefore it is pretty obvious that Insomnia and the negative emotional feelings of hostility and fatigue do not have any impact on the level of job satisfaction among the Employee’s of Dutch Bangla Bank Limited. So these also do not affect their job performance. Insomnia also does not affect job performance. Therefore Dutch Bangla Bank Limited’s problems lie somewhere else.

7) Conclusion
In spite of many limitations, we tried our best to keep the truthfulness of data. By reviewing our analysis we can say that most of our hypotheses proved right accept one or two cases. We have discussed these things in our analysis part. It is clear that these variables like competitiveness and workplace environment are not only interdependent but also the primary part of the overall organization’s performance system. The purpose of this study is to find relationship between different variables like Insomnia, Joviality, Fatigue, Attentiveness, Workplace Environment and Competency. We tried our best to find exactly how one of these variables affects other variables and how they are related.