Evaluation Of A New Survey

Based on our data, Division 1(manufacturing), reported significantly lower levels of job satisfaction in comparison to the other 4 divisions. Manufacturing employees reported lower comparative satisfaction levels in the following attitude measures: JDIPRO, UNDER, IMP1 and IMP4. This may be a result of limited job complexity. On the other hand, the research and development employees in division 3, reported significantly higher levels of satisfaction based on JDIW attitude measures. Higher satisfaction levels in R&D can be a result of higher skill variety and task identity in comparison to other divisions.

Starting with the introduction of the survey they seemed to be too specific in their intro of what was going to be in the survey by describing each type of question that would be presented throughout the survey. I feel like this information isn’t necessary and over excessive in an introduction. That part of the introduction should be taken out and instead maybe include something along the lines of “Please read every question carefully and thank you for participating” or something along those lines.

In survey design and administration, there are various approaches, which can be utilized to assess validity and reliability of a survey instrument. These approaches are used to make certain that the survey instrument accurately captures the data that is need as well as provides reliable results of over time (Phillips, Phillips, Aaron, 2013). To assess, the validity and reliability of a survey instrument, researchers conduct a review of validity and reliability during survey pilot testing (Phillips et al., 2013).

You are a psychologist working for a consulting firm that specializes in survey development. Your firm has been contacted by Mothers Against Drunk Driving (M.A.D.D.) to develop a survey that will identify teenagers who are at-risk for driving while intoxicated. M.A.D.D. has provided a list of questions that its research suggests will help to identify risk factors contributing to this behavior. M.A.D.D. needs your firm to work with its members to establish reliability and validity of this survey so that they can begin using it to establish risk in young adults across the nation.

There was a total of 236 participants in this survey, 173 of them being female (as shown in Table 1). The survey was distributed through various social media outlets, including: Facebook, Group Me, Twitter, email, and other online sites. The survey was intended for University of Pittsburgh undergraduate students, but due to being posted on social media, there is a possibility our survey was taken by students at other universities. We originally had 313 participants, but 77 were excluded due to their failure to complete the quality check question, or because they did not fully complete the survey by not giving us their year in school information. Materials and Procedure

Looking at survey polls, there are various ways we can detect if we should trust these surveys or not. These surveys are portrayed as inductive arguments which mean that the person conducting the surveys is looking to validate his argument, or provide that there is a guarantee of truth in the conclusion. The website conducting the surveys is also trying to prove that their assumptions are correct. However, we cannot simply just believe the data that these polls provide, there has to be something that makes them weak or strong. Taking into consideration the amount of people surveyed, we can determine if a poll is able to represent the target population. Since a survey is an inductive generalization, a sample is taken from the target population

Questions one through three, and question five deal with personal job satisfaction rather company satisfaction. Question four, however, should not be considered as part of the employee satisfaction survey due to the nature of the question. Let’s review the results of these questions.

5. Use at least two (2) quality academic resources in this assignment. Note: Wikipedia and other

My Self-Assessment survey outcomes are as follows: Communication – 15, Attitude/Behavior – 24, Image/Appearance – 4, and Business Practice – 20. Attitude and Business Practice are the areas in which I will focus on because those are the areas I scored highest. Upon arriving to work each morning, the first thing I do is greet each person by name. You never know how a simple “Good Morning” can impact a person’s day. Some of the areas in attitude/behavior I scored high in dealt with sharing information and spending time talking with others to find out what’s happening in the company. As a Supervisor, I try to stay alert of the happenings in our office mainly, because when information is brought to you second hand it’s not always exact.

Survey result data from the Impact Lufkin Veteran Appreciation Dinner was input into a system called Survey Processing Software (SPS). This data was processed to determine how the responses were answered. A sample of the coding can be seen below.

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The survey was created to help employees in BIMS to help management find what is causing the turn over by giving their opinion with the company. There are ten questions in the survey, the first one asks employees to express how they feel with their employment. Communication is also pointed out in the survey, to see how communication is between employee and management. These questions have to be answered by circling a number from one to five. One for very negative and five for very positive. That’s is for questions one to ten. There are also four extra questions that need to be answered different, there is one that the employee has to state what sex they are either male or female, also about how long they have worked for the company, so these questions can not be answered in a one to five format. As well as to in what area they work in. taking a look at the answers one can connect points and see that there was a small communication between employee and manager. Also another point is that there are many hours assigned to workers and they are not satisfied with the pay.

Jean Converse in her work Survey Research in the United States historicizes the method of survey research from the years of 1865-1960. The value and legitimatization of the survey research method stems from the wartime experiences of WWI and WWII. Early wartime research was a small scattered field prior to WWI consisting of a small tight knit group of a few hundred researchers (163). “Most of those who had major responsibilities for wartime opinion research were, at some time or other, working for or advising one another in this small world” (163). Historicizing survey research provides an invaluable insight into government funded survey organizations. A linear pathway from government based practitioners, to quasi-academic

After receiving responses from nine workers, five student workers and four full time, the concluding results were 43% of participants were dissatisfied with their employment, while 47% were satisfied. Although the percentage of satisfaction is higher than the other option, it was still close to being split in half. Other comments concerning poor communication among the managers/employees were voiced, as well as stealing within the company, which are both negative comments. In addition,

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,