Final Research Report

Employee Engagement Survey

We are a group of Human Resource Management student in University of Technology, Sydney. We are undertaking a survey on employee engagement, which will require 6-8 minutes from you to complete a set of questionnaire. The questionnaire including demographics and questions relating to employee engagement, job fit, co-worker relationship, recognition, organizational justice, stress level, job satisfaction and turnover intention. This survey will be de-identified and not shared directly with any employee at your company. Your information will be presented as an aggregate, solely for the purpose of this research project. Participation in this survey is voluntary, and you may stop the survey at any time.

Thank you for your understanding and support to our academic research.

Theme

Question

Answers

Justification

Demographic

Age, gender, position, years of service, department

Engagement

When I’m at work:

(1) I feel bursting with energy

(2) I am enthusiastic about my job

(3) I am immersed in my work”

1 = Strongly Disagree

2 = Disagree

3 = Neutral

4 = Agree

5 = Strongly Disagree

This is the UWES-3, a reliable scale for work engagement

SCHAUFELI, W. B. et al. An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 

Job fit

When I’m at work:

Perceived Ability-Job Fit：

· I feel that my work utilizes my full abilities

· I feel competent and fully able to handle my job

· My job gives me a chance to do the things I feel I do best

· I feel that my job and I are well matched

· I feel I have adequate preparation for the job I now hold

1 = Strongly Disagree

2 = Disagree

3 = Neutral

4 = Agree

5 = Strongly Disagree

This measure, developed by Abdel-Halim (1981), uses five items to assess an employee's perceived ability-job fit.

Xie, J. L. (1996). Karasek's model in the People's Republic of China: Effects of job demands, control, and individual differences. Academy of Management Journal, 39(6), 1594–1619. © 1996 by Academy of Management. Items were taken from text, p. 1603. Reproduced with permission of Academy of Management in the format textbook via Copyright Clearance Center.

Recognition and Reward

· Completing my work on time gets me greater approval from my immediate supervisor at [company name]

· My immediate supervisor at [company name] gives me more recognition when I get a lot of work done

· If I get my job done on time, I have more influence with my immediate supervisor at [company name]

· My immediate supervisor at [company name] pays added attention to the opinions of the best workers

· When I finish my job on time, my job is more secure at [company name]

1 = definitely not part of my job

2 = Not much of my job

3 = Neutral

4 = almost my job

5 = extremely true of my job

This assesses employee expectancies that better performance will lead to increased influence, supervisory approval, and recognition.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51–59. Items were taken from Table 2, p. 56. Copyright © 1990 by the American Psychological Association. Reprinted with permission.

Co-worker relationship

· I like the people I work with

· I find I have to work harder at my job than I should because of the incompetence of people I work with (R)

· I enjoy my co-workers

· There is too much bickering and fighting at work (R)

1 = disagree very much

2 = disagree moderately

3 = disagree slightly

4 = agree slightly

5 = agree moderately

6 = agree very much.

For the purpose of unification, the scale was changed to 5 points Likert scale as other questions.

This is one part of Job satisfaction survey developed by Spector (1985), uses 36 items to describe nine job facets (four items per facet). Spector, P. Job Satisfaction Survey. Copyright © 1994.

Organizational justice

When I’m at work:

Procedural justice items:

· I have considerable voice in determining my performance evaluation

· I have considerable voice in determining my job duties

· I have considerable voice in determining my job assignment

Distributive justice items:

· Most of my job assignments have been fair

· The treatment that I have generally received here at [company name] has been fair

· I have received fair performance evaluation

1 = Strongly Disagree

2 = Disagree

3 = Neutral

4 = Agree

5 = Strongly Disagree

These measures were developed by Joy and Witt (1992).

Joy, V. L., & Witt, L. A. (1992). Delay of gratification as a moderator of the procedural justice-distributive justice relationship.  Group & Organization Management, 17(3), 297–308. Copyright © 1992 by Sage Publications, Inc. Items were taken from text, p. 301. Reprinted by permission of Sage Publications, Inc.

Stress level

· My job tends to directly affect my health

· I work under a great deal of tensions

· I have felt fidgety or nervous as a result of my job

· If I had a different job, my health would probably improve

· Problems associated with my job have kept me awake at night

· I have felt nervous before attending meetings in the company

· I often “take my job home with me” in the sense that I think about it when doing other things

Responses are obtained as true, coded 2, or false, coded 1.

For the purpose of unification, the scale was changed to 5 points Likert scale as other questions.

This measure, developed by House and Rizzo (1972), describes an employee's psychological or psychosomatic symptoms associated with tension experienced at work. It includes the extent to which tension from work tends to keep employees awake at night and be constantly on an employee's mind.

Cook, J. D., Hepworth, S. J., Wall, T. D., & Warr, P. B. (1981) The experience of work: A compendium of 249 measures and their use. London: Academic Press. Items were taken from text, p. 104. Copyright © 1981 by Academic Press. Reproduced with permission.

Job satisfaction

· How satisfied are you with the nature of the work you perform?

· How satisfied are you with the person who supervises you—your organizational superior?

· How satisfied are you with your relations with others in the organization with whom you work—your co-workers or peers?

· How satisfied are you with the pay you receive for your job?

· How satisfied are you with the opportunities which exist in this organization for advancement or promotion?

· Considering everything, how satisfied are you with your current job situation?

Responses are obtained on a 5-point Likert-type scale where 1 = strongly disagree and 5 = strongly agree

This measure was developed by Schriesheim and Tsui (1980). Tsui, A. S., Egan, T. D., & O'Reilly, C. A., III. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37(4), 549–580. Items were taken from the appendix, p. 588. Copyright © 1992 by Administrative Science Quarterly. Reprinted with permission.

Turnover intention

DURING THE PAST 9 MONTHS…..

· How often have you considered leaving your job?

· How satisfying is your job in fulfilling your personal needs?

· How often are you frustrated when not given the opportunity at work to achieve your personal work-related goals?

· How often do you dream about getting another job that will better suit your personal needs?

· How likely are you to accept another job at the same compensation level should it be offered to you?

· How often do you look forward to another day at work?

The questions were slightly modified to fit 5-point Likert-type scale responses where 1 = strongly disagree and 5 = strongly agree

Bothma, C.F.C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1-12.

Self-designed questions

· What do you think can improve job fit?

· What do you think can upskill?

· What recognition methods do you think can improve employee engagement?

· What do you think can improve co-worker relationship?

· What unfair or unjust treatment have you experienced in the Company?

· What else would you like to tell us about employee engagement?