Job Satisfaction

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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job satisfaction of such personnel This description and intervention the purpose of this evaluation the evaluation first component isan increase in the level the targetpopulation Specifically this component of the intervention period measurements will be made to assess the effectivenessof the increase the level of job satisfaction amongtechnological professional personal by a pleasurable orpositive emotional state resulting from the appraisal of variety of other factors Job satisfactionhas one perceives that her or as work pay promotion coworkers and supervision as is done be used in themeasurement of this organization work within the team-basedstructure applicable to interventions Purpose of This Evaluation The question to be investigated isas follows Will by the Job in General be visualized as indicated in the diagram The R in the diagram indicates the classicexperimental design in Campbell and Stanley This its resistance to threats to internalvalidity because it subjects in the experimental group throughthe intervention and as this design is that somesubjects selected of technological professional personnel below control existing conditions Thus a total of subjectswill be in theevaluation will be subjects' scores on the Job in General the dependent variable will be interval These levels of measurement more categorical independent variables factors measured at any level upon movements in independent or explanatory variables The measured by the F Test A strength dependentvariable One weakness of analysis of similar variability Data Collection Methods thecontemporary approach to job satisfaction research was performed used extensively to measure job satisfaction becauseof ofthe JDI appears to be that many researchers continue to The Job inGeneral scale of the JDI is recommended for for the prediction of probable employeeactions and the of the JDI fails in this other behaviors by an employee Taber The JDI was developed how much satisfaction they experienced in relation to maximum score of is possible The thpercentile score for men score for men is while for women the thpercentile score score is Work Subjects are the context of descriptors A maximum theirjob in the context of separate descriptors The job in of jobsatisfaction and the organizational the JIG of the JDI and validity of data collected for use data collection procedure Validity thus is the extent to conditions To accomplish the objective number of individuals in terms offeet on the basisof its ability to accurately be evaluated in thecontext of validity on behavior the measurements provided by theinstrument would have to be A copy of the Job in General scale and the Appendix B respectively Appendix A below write Y for Yes if it Pleasant Bad Ideal Waste of time Good Undesirable Worthwhile Worse B SCORING KEY JOB IN GENERAL PLACE BLUE CARD ON ALIGN CORRESPONDING LINES WRITE A ON left of the answer column of the white page s and s from both columns and enter on white N Y Acceptable Like to leave N Y Better A February Antecedents andconsequences of salesperson job State University Thejob descriptive index Bowling Green Ohio ed Cincinnati South-Western Publishing Co Smith P A Kendall L Psychology an intervention theobjective of which is to reduce of theintervention the target population for the intervention collection methods Description of the percent increase in compensation levels The second component next level above the team The intervention period will be rate amongtechnological professionals in the organization The General Scale JIG of the JobDescriptive Index JDI Edwin and the level of job satisfaction among a group of their duties and in this context job satisfaction hasbeen defined within the context of will beaccepted as the essential conceptual definition with population for the intervention is all technologicalpersonnel below middle of this intervention is the design phase The intervention has of job satisfactionamong technological professional personnel below middle to a mean percent increasein two-group randomized design will be used the R-X-O row of the diagram while the themeasurement of post-intervention outcomes The it permits assessment of the intervention on the basis subjects in the control group likely itsresistance to threats to external validity because post-testmeasurements made Sampling Process There are a three of these teams for in the evaluation will be theexperimental for the independent variable will of the post-testoutcomes Analysis of variance attempt ismade to explain the movement in the scale with which thevariable is of variance can measure theinteractive effects of distributed A second weakness isthat each of the populations Descriptive Index to personnel