Evaluation Of A Research Method

Several studies have been conducted on the job satisfaction of employees. The study of Society of Human and Resource Management (SHRM) in 2012 showed that 81% employees of the United State reported that they were satisfied with their job, out of which 38% of employees reported that they were very satisfied and 43% of employees were somewhat satisfied and about 79% employees reported that they were satisfied with the relationship of their co-workers. Compare to the study of Human and Resource Management (SHRM) 2012 and 2007 both showed that the majority of employees were satisfied with their salaries. Their satisfaction level was approximately same in different years. Likewise the study of Human and Resource Management (SHRM) 2007and the study of Australian Journal of Business and Management Research in 2011 conducted a survey

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

Nonexperimental research design is one of the broad categories of research designs, in which the researcher observes the phenomena as they occur naturally, & no external variable are introduced. It is a research design in which variables are not deliberately manipulated, nor is the setting controlled. In nonexperimental research, researchers collect data without making changes or introducing treatments.

Two methods will be employed for this study; surveys and interviews. The participants of this study will be perpetrators of DV, as well as the children of convicted batterers. To figure out if perpetrators of DV can be good parents, we need to ask the children.

Prior to Bush, Moch, and Pooyan’s popular study in 1987, research indicated that demographic differences are associated with job satisfaction, but the evidence had been inconsistent and there was still much to learn about the stability of the reported relationships. To fill the gap that was missing in previous research, Bush et al. (1987) conducted a meta-analysis which collected results across numerous independent samples to better understand existing relationships among populations. The authors included age, race, gender, education, job tenure, and organizational tenure in their demographic variables. Data was collected from 21 organizations where the mean age was 36.8 and over half of the participants had a college education. Participants averaged 7.3 years in their current job and 10.3 years at the organization.

Intensive research has been conducted over getting the most of the employee in order to maximize profitability and performance. The most notable of these researchers being Elton Mayo, Frederick Winslow Taylor and Abraham Maslow, Job satisfaction has been credited as being a heavy influence on performance. According to Colquit, ‘Job satisfaction is one of several individual mechanisms that directly affects job performance and organizational commitment.’ This view has been challenged and agreed with to such an extent that most researchers have begun to assume that we know all there is to know about the topic and its

The aim of this action research was to find out if cognitive learning was impacted by the implementation of free-flow play. This was carried out by collecting primary and secondary research through a range of different tools, to gather the facts and opinions needed to gain an overall picture on whether to prove or disprove the hypothesis (Bell, 2010).

As with any research, there are limitations to take into account with this study. The study took place over a month long span, so it was not possible to follow up with those residents who participated to see how they progressed through the shelter program. The study also did not include children as participants, which is a direction to consider in the future since there are a significant number of children who experience homelessness. A limitation that brings up questions is that there was more participation among the men and they were more forthcoming than were the women. The reason for this could be that the researcher was a white male, so there could have been a degree of discomfort in divulging information with the women who may have had sensitive histories pertaining to their past that they did not wish to share. If a female were to have interviewed the women, there may have been more participation and the interviews may have had more depth. Research studies have shown that the researcher’s demographics can affect the quality and quantity of the data when investigating a phenomenon experienced by the opposite gender or a different race. The men seemed to be empowered and open about sharing their past history as if the interview session was an opportunity to vent or absolve themselves of wrongdoing, whereas the women were more reserved and preferred not to disclose their histories. Another possibility for the men being more forthcoming than the

Since years, there have been many theories behind the causes of job satisfaction, and till date there is no such theory that has been fully validated. Initial studies in this area by Straw and Ross (1985) showed that employee satisfaction has stability over time, even when the employee changes his job over time. Evidence also indicates that job satisfaction of identical twins reared apart is statistically similar (Arvey, Bouchard, Segal, & Abraham, 1989). There have been many critics to this literature (Davis-Blake & Pfeffer, 1989) and numerous amount of evidences depicted how differences in satisfaction of jobs among people depends not only on disposition but also temperament (House, Shane & Herold, 1986). Research also indicates that a few personality traits like

This chapter describes the research methodology that was chosen and why it was the most suitable for the research propositions. This chapter also covers the data collection and analysis and discusses issues of validity and reliability.

Determinants of job satisfaction are various features of the job environment and which are considered the causes of job satisfaction. These features include characteristics of jobs and job tasks, as well as various aspects of the organization (Spector, 2000). According to Spector (1997), determinants of job satisfaction can be classified into two major categories; First, the job environment itself and factors associated with the job are important influences on job satisfaction. This includes how people are treated, the nature of job tasks, relations with other people in the workplace, and rewards. Second, there are individual factors that the person brings to the job. This includes both personality and prior experiences; both categories of the determinants often work together to influence employee job satisfaction. While Furnham (1992) and Ting (1996, 1997) noted that despite the variety of variables suggested as having a major, minor or moderating effects on job satisfaction, it is possible to divide these factors into three distinct groups (1) Job characteristics, these included five sub variables: supervisory position, skill utilization, satisfaction with pay, satisfaction with the tasks, and satisfaction with working conditions (2) Organizational characteristics, these included two sub

First research question – interview. The interview for the first research question occurs after the pre-screening call, at a time set by the researcher and the participant. It will start with an overview explaining the purpose of the research, affirming the time commitment, answering questions the participants have, assuring the participants that their input will be kept confidential and confirming to them that they can leave at any point without repercussions.

This term paper evaluates the formats of different type of research papers available today. The additional knowledge for the comparison have been gained from the textbook Research Methodology: A Step-by-step Guide for Beginners – Fourth Edition (2014) with the available types of research papers and research methodologies. This paper includes the types of research paper and presents the appropriate suggestion. The paper will help the faculty member of Information Assurance to improve the format of available research paper format. This term paper will also add to the available knowledge base of MSIA community.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

The topic of my study is ‘Job dissatisfaction is a result of turnover intention among Nashua City employees.’ My study is significant because it will look at some issues that are negatively impacting non-management employees in the Works Division of the City of Nashua, resulting in poor performance. Although turnover intention is cited as one of the many factors associated with job dissatisfaction (Farooq & Farooq, 2014; Yücel, 2012), other factors that are viewed as job satisfiers more or less contribute to job dissatisfaction, depending on the organizational culture and management behavior (Shahnawaz & Jafri, 2009). The purpose of the study is to examine if job dissatisfaction that leads to poor job performance is related to turnover intention, or other factors such as employees’ trust of the organization, human resource management practices, inadequate training, employees job attitudes, and the role of organizational justice (Karim & Rehman, 2012). The study’s findings will assist the City of Nashua decision makers chat the way forward in circumventing job dissatisfaction by taking a closer look at turnover intention and other factors that might be the cases of the discontent.