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JOB TURNOVER & JOB SATISFACTION.
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Research design to determine if increasing job satisfaction among technological professionals reduces turnover rate.... More...
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Paper Abstract:
Research design to determine if increasing job satisfaction among technological professionals reduces turnover rate.
Paper Introduction:
RESEARCH DESIGN: REDUCING TURNOVER THROUGH ENHANCING JOB SATISFACTION AT CCMP
Introduction
A research design is described and explained for an intervention the objective of which is to reduce the turnover rate among technological professionals through enhancing the job satisfaction of such personnel. This description and explanation is presented within the contexts of (1) a description of the intervention, (2) the goal and objective of the intervention, (3) the target population for the intervention, (4) the stage of development of the intervention, (5) the purpose of this evaluation, (6) the evaluation design, (7) the sampling process, (8) the dependent and independent variables, (9) the levels of measurement for the variables, and (10)
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The 5 th percentile score for men is 4 , while for women the 5 thpercentile score is 39. Analysis of variance is a statistical technique that assesses theeffects of one or more categorical independent variables (factors),measured at any level upon a continuous dependent variable that is usuallyassumed to be measured at an interval level. Locke, E. 1 BESIDE EACH Y ANSWER WHICH MATCHES A Y ON THE CARD.2. The reason for the lack of accuracy in the use ofthe JDI appears to be that many researchers continue to attempt to measurejob satisfaction by either summing or averaging the scores on the originalfive scales of the index in the face of an admonition from the instrument'screators to avoid such use (Department of Psychology, 1985). The Job inGeneral scale of the JDI is recommended for the quantitative measurement ofoverall job satisfaction (Department of Psychology, 1985). The job in generalcomponent was added to the JDI to provide a quantitative measure of jobsatisfaction (Department of Psychology, 1985). Slide the blue card to the left so that Col. L. The Job in General Scale of the JDI asks respondents to assess theirjob in the context of 18 separate descriptors. (Ed.). In the blank beside each word below, write __Y__ for "Yes" if it describes your job, __N__ for "No" if it does not describe it, or __?__ if you cannot decide. (7th ed.). The measurement of job satisfaction through the use of the Job inGeneral Scale of the JDI, however, has been found to reliably predict anintention to leave and other behaviors by an employee (Taber, 1991). InDunnette, M. A maximum score of 54 is possible. Evaluation Design A basic two-group randomized design will be used in the evaluationprocess. This design wasselected because of its ease of application in the problem setting andbecause it permits assessment of the intervention on the basis of post-testmeasurements. Juniormanagement level personnel in this organization work within the team-basedstructure applicable to technological development operations in theorganization. Write a 1 on the white page under Col. D. or omission.4. L. ALIGN CORRESPONDING LINES. Align corresponding lines. Much ofthe contemporary job satisfaction research, however, is more narrowlyoriented than is the JDI, focusing on specific factors that influenceperceptions of job satisfaction. Personnel Psychology, 44,577-6 . Department of Psychology, Bowling Green State University. 2 for every N answer which matches an N on the card.3. (2nd ed.). All in all, what is it like most of thetime? Thus, a total of 3 subjectswill be in the control group and 3 subjects will be in the experimentalgroup. 2 beside each ? PLACE BLUE CARD ON CORRESPONDING PAGE OF SUBJECT'S WHITE ANSWER BOOKLET, COVERING ALL BUT THE ANSWERS, SO THAT COL. The level of measurement for the dependent variable will be interval.These levels of measurement for the variables will permit the use ofanalysis of variance (ANOVA) procedures in the evaluation of the post-testoutcomes. (1993 February). A. Co-workers. Write a 3 on the white page under Col. Pay. These teams are comparable in every way. Stage of Development of the Intervention The state of development of this intervention is the design phase.The intervention has been conceptualized and assessed in relation toalternative interventions. To accomplish the objective of validity in measurement, it isnecessary to have some standard which is external to the measurementprocedure, in order to evaluate the validity of the procedure. The pioneering work in thecontemporary approach to job satisfaction research was performed by Smith,Kendall, and Hulin (1969). The second component is anenhancement of the decision-making prerogatives of personnel in the targetpopulation. Job satisfactionhas been linked to the degree of autonomy employees feel that they have inthe performance of their duties, and, in this context, job satisfaction hasbeen defined as the extent to which one perceives that her or hisorganizational needs are satisfied by the job (Sisk, 1992). Journal of Marketing Research, 3 , 63-77. Chicago: Rand McNally. For purposes of thiscurrent study, Locke's (1983) definition of job satisfaction will beaccepted as the essential conceptual definition, with a realization thatadditional specific factors will be identified to be used in themeasurement of job satisfaction among technological professional personnelat the organization. Data Collection Methods Data will be collected through the administration of the Job inGeneral Scale of the Job Descriptive Index to personnel assigned to boththe experiment group and the control group. Antecedents andconsequences of salesperson job satisfaction: Meta-Analysis and assessmentof causal effects. 3. T., & Stanley, J. A., Kendall, L. Appendix A JOB IN GENERAL SCALE OF THE JOB DESCRIPTIVE INDEXThink of your job in general. M., & Hulin, C. Subjects are requested to assess promotionswithin the context of nine descriptors. The JDI was developed as a five-component instrument designed toanalyze subject descriptions of the job (Smith, Kendall, & Hulin, 1969).The original instrument was not intended as a measure of job satisfactionper se. 2. At the end of theintervention period, measurements will be made to assess the effectivenessof the intervention. The measurement of job satisfaction is of no particular value unlesssuch measurement provides a basis for the prediction of probable employeeactions and the development of strategies to counter such actions wherenecessary. Bowling Green, Ohio: Bowling Green State University. WRITE A 3 ON THE WHITE PAGE UNDER COL. (1992). Analysis of variance is measured by the F Test. reseARCH DESIGN: reducing turnover through enhancing JOB SATISFACTION AT CCMP Introduction A research design is described and explained for an intervention theobjective of which is to reduce the turnover rate among technologicalprofessionals through enhancing the job satisfaction of such personnel.This description and explanation is presented within the contexts of (1) adescription of the intervention, (2) the goal and objective of theintervention, (3) the target population for the intervention, (4) the stageof development of the intervention, (5) the purpose of this evaluation, (6)the evaluation design, (7) the sampling process, (8) the dependent andindependent variables, (9) the levels of measurement for the variables, and(1 ) data collection methods. Campbell, D. 2 is to the left of the answer column of the white page. Management & organization. The first component isan increase in the level of compensation for personnel in the targetpopulation. The quality of any statistical analysiscan be only as good as is the quality of the data upon which it is based;thus, the reliability and validity of data collected for use in statisticalanalysis is of paramount importance. An important use of job satisfaction measurements is theprediction of an intention by an employee to leave an organization. The design described above most closely reflects the classicexperimental design in Campbell and Stanley (1966). Smith, P. P., & Peterson, R. Target Population for the Intervention The target population for the intervention is all technologicalpersonnel below middle management level at the CCMP organization. A maximum score of 54 is possible.The 5 th percentile score for men is 43, while for women the 5 thpercentile score is 42. Reliability refers to the accuracy and precision of aof data collection procedure. Description of the Intervention The intervention selected has two components. A maximum score of 54 is possible. Subjects are requested to assess supervisionwithin the context of 18 descriptors. 13 ). Specifically, this component of the intervention empowerspersonnel in the target population to make operational decisions at theteam-level without consulting management at the next level above the team. The nature and causes of job satisfaction. Subjects are requested to assess pay within the contextof nine descriptors. Another strength of this design is itsresistance to threats to external validity because it does not rely onrepeated measurement. One weakness of analysis of variance is that the data must bedrawn from populations that are normally distributed. (1991, Autumn). The specific objective ofthis intervention is to increase the level of job satisfaction amongtechnological professional personal by a mean level of 2 percent, as jobsatisfaction is measured by the Job in General Scale (JIG) of the JobDescriptive Index (JDI). Handbook of industrial and organizationalpsychology. (1966). _________________________________________________________ ..............................................................JOB IN GENERAL [WHITE PAGE]Column 1 Column 2________ ____ Pleasant ________________ ____ Bad ________________ ____ Ideal ________________ ____ Waste of time ________________ ____ Good ________________ ____ Undesirable ________________ ____ Worthwhile ________________ ____ Worse than most ________________ ____ Acceptable ________________ ____ Like to leave ________________ ____ Better than most ________________ ____ Disagreeable ________________ ____ Makes me content ________________ ____ Inadequate ________________ ____ Excellent ________________ ____ Rotten ________________ ____ Enjoyable ________________ ____ Poor ________________ <--------------- Totals ---------------> ________ Total from Column 1 ________ JOB IN GENERAL TOTAL ________ [Source: Department of Psychology, 1985]__________________________________________________________ Appendix B SCORING KEY--JOB IN GENERAL1. They postulated that job satisfaction is theproduct of work, pay, promotion, coworkers, and supervision and that eachof these factors influences perceptions of job satisfaction. (1983). Rather, the instrument was intended to measure subject perceptionsof how much satisfaction they experienced in relation to five aspects-pay,promotions, co-workers, work, and supervision-of a job. Edwin Locke (1983) defined job satisfaction as "a pleasurable orpositive emotional state resulting from the appraisal of one's job or jobexperiences" (p. Subjects are requested to assess co-workerswithin the context of 18 descriptors. Levels of Measurement for the Variables The level of measurement for the independent variable will be nominal. Thus, if itwere desired to measure the height of a number of individuals in terms offeet and inches, it would be necessary to have a measuring instrument whichwas calibrated in feet and inches. Themisuse of the initial five scales of the JDI fails in this context (Taber,1991). A maximum score of 54 is possible.The 5 th percentile score for men is 18, while for women the 5 thpercentile score is 14. The dependent variable in theevaluation will be subjects' scores on the Job in General Scale of the JobDescriptive Index. The 5 thpercentile score for men is 45, while for women the 5 th percentile scoreis 44. A. Sampling Process There are a large number of technological development teams in theorganization comprised of technological professional personnel below thelevel of middle manager. The validity of this measuringinstrument calibrated in feet and inches would be determined on the basisof its ability to accurately measure feet and inches in accordance with anexternal standard, such as a master measurement instrument maintained bythe National Bureau of Standards. The specific evaluation question to be investigated isas follows: Will compensation increases of 7.5 percent and the devolutionof operational decision-making authority to the team-level of organizationin technological development operations lead to a mean 2 percent increasein job satisfaction among technological processionals as job satisfactionis measured by the Job in General Scale of the Job Descriptive Index? Specifically, this component of the intervention provides a7.5 percent increase in compensation levels. Jobsatisfaction is also frequently defined within the context of thecomponents of a job that affect perceptions of satisfaction, such as work,pay, promotion, coworkers, and supervision, as is done in the JobDescriptive Index (Smith, Kendall, & Hulin, 1969). The scale and the scoring sheet may be foundin Appendix A and Appendix B, respectively. Triangulating job attitudes withinterpretive and positivist measurement methods. New York: John Wiley & Sons. The JDI has been used extensively to measure job satisfaction becauseof its relative simplicity (Brown & Peterson, 1993). The JDI remains in the199 s as a major instrument for the measurement and assessment of jobsatisfaction and the organizational outcomes of job satisfaction. Thejob descriptive index. Thus, if an instrument were designed to provide a measurementof a tendency toward abnormal behavior, the measurements provided by theinstrument would have to be consistent with those of other instruments ofproven reliability in the measurement of tendencies toward abnormalbehavior. A strength of this design is its resistance to threats to internalvalidity because it is not a single-group design. (1985). Job satisfaction, however, is a complex factor,and the level of job satisfaction among a group of individuals is theproduct of the interaction of a variety of other factors. Randomprocedures will be applied to select three of these teams for assignment toexperimental (intervention) conditions and three additional teams forassignment to control (existing) conditions. A second weakness isthat each of the populations frown which data are drawn must becharacterized by similar variability. The constructs ofthese five components of the JDI are as follows: 1. A weakness of thisdesign is that subjects in the control group likely will be aware of theadditional benefits accorded to subjects in the experimental group throughthe intervention, and, as a consequence, may become even more dissatisfiedwith their own positions. Unfortunately, testsof the model frequently have found it wanting within the context ofaccuracy (Taber, 1991). 4. Another weakness of this design is that somesubjects selected for the experimental and control groups could leave theorganization before the intervention has been completed and the post-testmeasurements made. Boston: Houghton-Mifflin. The"R" in the diagram indicates the random assignment of subjects, while the"X" reflects the intervention treatment, and the "O" reflects themeasurement of post-intervention outcomes. The reliability and validity of the JIG of the JDI were established bythe developers of the instrument. Subjects are requested to assess work within thecontext of 18 descriptors. (1969). 5. Goal and Objective of the Intervention The goal of this intervention is to reduce the turnover rate amongtechnological professionals in the organization. Total all 3s and 1s from both columns, and enter on white page where indicated.__________________________________________________________ JOB IN GENERAL [BLUE CARD]COLUMN 1 COLUMN 2 ..............................................................Y Pleasant Bad N Y Ideal Waste of time N Y Good Undesirable N Y Worthwhile Worse than most N Y Acceptable Like to leave N Y Better than most Disagreeable N Y Makes me content Inadequate N Y Excellent Rotten N Y Enjoyable Poor N [Source: Department of Psychology, 1985]__________________________________________________________ References Brown, S. Experimental and quasi-experimental designs for research. Taber, T. MAKE NO MARKS UNDER COLUMN 1 OR COLUMN 2. A strength of the analysis of variance procedure when compared withchi-square or t-test is that analysis of variance can measure theinteractive effects of more than one independent variable on a dependentvariable. This design may be visualized as indicated in the diagram below.|Evaluation Design ||R |X |O ||R | |O | The experimental group is reflected in the R-X-O row of the diagram,while the control group is reflected in the R- -O row of the diagram. Supervision. Promotions. Purpose of This Evaluation The purpose of this evaluation is to determine the effectiveness ofthe intervention as a means of increasing the level of job satisfactionamong technological professional personnel below middle management level inthe organization. For most surveys, where an external standard of measurement maynot be available, the pretest serves to establish the validity of thequestionnaire. Validity refers to the extent towhich data or a data collection instrument measures what it is actuallydesired to measure. Work. The interval levelrequirement for measurement of the dependent variable means that anequality of interval exists between the points on the scale with which thevariable is measured. 1 ON BLUE CARD IS TO RIGHT OF ANSWER COLUMN OF WHITE PAGE. Sisk, H. In other words, an attempt ismade to explain the movement in a dependent variable through the analysisof movements in independent, or explanatory, variables. An instrument designed to measure somepsychological characteristic or factor would have to be evaluated in thecontext of validity on the basis of its ability to yield results consistentwith those of another instrument whose validity has previously beenestablished. The intervention period will be five work weeks. Cincinnati:South-Western Publishing Co. D. The measurementof satisfaction in work and retirement. Dependent and Independent Variables The independent variable in the evaluation will be theexperimental/control status of the subjects. A maximum score of 54 is possible. Validity, thus, is the extent to whichdifferences found through a particular data collection procedure reflecttrue differences among those variables being measured, while reliabilityrefers to the capacity of an instrument to yield similar measurements undersimilar conditions. A copy of the Job in General scale and the scoring sheet for theinstrument is included in this description and explanation of the researchdesign for the intervention. The 5 thpercentile score for men is 34, while for women the 5 th percentile scoreis 32.
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