Response rate and reliability analysis
BUSI 240-Organizational Behavior 1
Liberty University
2022
Response Rate
In the study, a total of 150 of the 213 sampled responded to the study questionnaire. This translates
to a response rate of 70.42%, while 63(29.58%) did not return/respond to the questionnaires. The
response rate of 70.42% gave the study high degree of representativeness that could be relied upon
confidently to generalize the respondents’ views. The study adopted triangulation approach on data
collection tools, which gave the study a robust communication plan, which help to increase
participation in employee surveys, and also the personal follow- ups was proved to have increased
response rate to the acceptable level.
The results concurs with the recommendation of American Association for Public Opinion
Research (AAPOR) report of 2015, which stated that the average and also reasonably acceptable
response rate is 60% ±20 that can be used to generalize the characteristics of the study problem as
expressed by opinions of the respondents in target populations. This means that anything below
40% is not reasonably acceptable and would generate validity issues. Table 4.1 shows the study
response rate.
Table 4.1: Response Rate
Questionnaires Frequency Percent
Response
None Response
Total issued
150
63
213
70.42
29.58
100
Pilot Testing Results
A pre-test and Pilot study was conducted to establish validity and reliability of the study
instruments. The test was done to help find out if there is consistency, sampling
methodology was right, testing technical appropriateness of the instruments, for example,
detect any questionnaire problem, and establish logistics. The Cronbach’s Coefficient
Alpha result was computed to determine how items correlate among themselves. The high
coefficient above 0.7 implied that items correlate highly among themselves. The results
were consistent with the recommendations by Sekaran, (2010), that a value of at least 0.7 is
recommended. Table 4.2 shows the reliability analysis results for the pilot study.
Table 4.2: Reliability Analysis of the pre-test
Independent Variables
N
Cronbach Alpha Comment
Employee engagement 22 0.813 Accepted
Training 22 0.732 Accepted
Talent acquisition 22 0.799 Accepted
Knowledge management 22 0.851 Accepted
Skills Development 22 0.850 Accepted
Employee performance 22 0.732 Accepted
The study adopted Cronbach’s Coefficient Alpha to establish internal consistency (Sekaran,
2010). Expert input from the study advisors was sought in determining the validity of the
instrument while Bartlet Sphericity test was used to verify assumptions of equal
variances –testing homogeneity and the Kaiser-Meyer-Olkin was used to determine sample
adequacy, both tests indicated suitability of the data for structure detection.
Cronbach’s Coefficient Alpha
The study results show that all values for each of the independent variable and dependent
variable are above 0.7. The Cronbach’s Coefficient Alpha result was computed to
determine how items correlate among themselves. The high coefficient above 0.7 implied
that items correlate highly among themselves. The results are consistent with the
recommendations by Sekaran, (2010), that a value of at least 0.7 is recommended. Table
4.3 shows the reliability analysis results.
Table 4.3: Reliability Analysis
Independent Variables
N
Cronbach Alpha Comment
Employee engagement 150 0.713 Accepted
Training
Talent acquisition
150
150
0.733
0.799
Accepted
Accepted
Knowledge management 150 0.850 Accepted
Skills Development 150 0.850 Accepted
Employee performance 150 0.742 Accepted
Bartlett's Test of Internal Consistency
The study results in Table 4.4 show the Bartlett’s test of Sphericity Test Statistics. The
results show that the P-values in all the variables are less than 0.05. This is consistent with
Per (2012), who explained that Bartlett’s Test of Sphericity related shows validity and
suitability of the responses collected to the problem being addressed through the study and
that for the factor to be suitable the Bartlett’s Spherecity must be less than 0.05.
This means that, the null hypothesis of no intercorrelation between the items of each
dimension in the structured questionnaire was rejected at 1 per cent level of significance.
Thus the result shows that all the values are statistically significant at 1 percent level of
significance. This implies that there is internal consistency between the items of each
dimension in the structured questionnaire. Therefore, simple means for Likert items from
each dimension of the structured questionnaire could be used as composites for each
variable without use of factor analysis. Table 4.4shows Bartlet’s test results.
Table 4.4: Bartlett’s Test of Sphericity
Variable df Chi Square P value
Employee Engagement 10 43.16 0.000
Training 10 31.10 0.001
Talent acquisition
6
213.4 0.000
Knowledge management
6
161.94 0.000
Skills development 10 87.51 0.000
Employee Performance 10 39.24 0.000
Test of Sampling Adequacy
To test whether the sample was adequate for data analysis Kaiser-Meyer-Olkin (KMO)
measure were used. The KMO measure varies between 0 and 1, and values closer to 1
are better with a threshold of 0.5. Table 4.5 shows that all the KMO test statistics were
greater than 0.6. This is consistent with the recommendation by Gujarati (2012), that
interpretation of KMO takes values between 0 and 1, but the world-over accepted index is
over 0.6. Thus, the sample used by the study was adequate and representative of the study
population. The KMO test statistics are shown in Table 4.5.
Table 4.5: Kaiser-Meyer-Olkin (KMO )Test
Variable KMO Tests Statistics Comments
Employee engagement 0.748 Accepted
Training 0.732 Accepted
Talent acquisition 0.873 Accepted
Knowledge management 0.769 Accepted
Skills development 0.870 Accepted
Employee performance 0.647 Accepted
Demographic Characteristics of the Study Respondents
This section presents the demographic characteristics of the study respondents. The
demographics presented includes: age, gender, marital status, education, employment
status, designation, salary, period of service and hours of work. The demographic
characteristics were important for the study since the findings could have some
implications in the PSI and the labour market. This means that the demographic results
have policy implications. Mester (2017) stated that demographic trends or information has
policy implications, influence supply of labour, fiscal and monetary policy, and presents
challenges for policymakers.
Age Distribution
The age distributions of the study respondents are summarized in Table 4.6. Based on the
summaries, none of the study respondents are in the age range of 15-17. This means that
none of the respondents was below 18 years. The study also shows that majority
100(66.67%) of the PSGs interviewed were in the age bracket of 18-35 years old. This
implies that the PSI attracts youthful workforce. According to Article 260 of Kenya’s
Constitution, the youth are those who are in the age range of 18-35 years. The study results
concur with that of Omolo (2015) who found that majority (63.03%) of the study
respondents were aged 18-35. Murunga (2015), who conducted a study to establish effects
of PSGs on service delivery in Nairobi County, and found that 83(55.41%) of the security
guards are of age between 21-30 and only 12(12%) are between 41-50 years.
The study results also shows that 40(26.67%) of the study respondents were in the age
range of 36-47 years, 8(5.33%) were in the age range of 48-64 years and 2(1.33%) were in
the age range of 65 years and above. A study by Friedrich Ebert Stiftung (2011) on wages
and working conditions of private security workers in Ghana showed that more than half
(54%) of the study respondents, were between ages 15-35years. Table 4.5 shows the age of
the study respondents.
Table 4.6: Age Distribution
Age Frequency Percent
15 – 17
- -
18 – 35 100 66.67
36 - 47 40 26.67
48 – 64
8
5.33
65 and above
2
1.33
Total 150 100
Gender
The study result in Figure 4.1 shows that 100(66.67%) of the study respondents were
males, while 50(33.33%) were females. The implication is that there are one female
guardette for every two male guards. This is an indication that the PSI is still a male
dominated sector. However, the female employees are slowly coming up and breaking the
occupational segregation barrier. This shows that there is an effort towards narrowing the
gender gap in terms of employment opportunity and labour force participation in this
sector. The study results concurs with that of Murunga (2015), who conducted a study in
Nairobi County, and found that majority(79%) of the security guards were males and 21%
were female.
In Kenya, generally good progress has been made towards achieving gender equality and
women empowerment as one of the key pillars towards achievement of the sustainable
development goals. However, according to RoK (2017), Kenyan women still remain
disadvantaged economically, socially and even politically. Tochi (2018) stated that
according to World Bank report in 2018, achieving gender equality could increase human
capital wealth by 18 per cent. In Kenya, the total number of men in wage employment was
16,748,000 while women stood at 8,796,000. In addition, the share of women in wage
employment in public administration by 2016 was 36% as compared to men at 64% (RoK,
2017). Africa Sustainable Development Report of 2017 indicates that unless gender
disparities are addressed urgently women potential contribution to economic growth will
remain subdued. In conclusion, female employees are still underrepresented in
employment. Table 4.4 shows the gender distribution of the study respondents.
Gende
r
Figure 4.1: Gender of the Study Respondents
Level of Education
The study results presented in Figure 4.2, gives a summary of educational attainment by the
respondents. According to the summary, all the respondents have some level of education.
It shows that 13(8.67%) of the study respondents have attained primary level education,
105(70%) have attained secondary level education, 29(19.33%) have certificate level of
education and, 3(2%) have diploma level of education. The study results on educational
attainment concurs with that of Murunga (2015) who found that majority (53%) of the
security guards in Nairobi County, attained secondary level of education, 26% have
attained certificate level of education and 13% have attained diploma level of education.
The study results also concur with the views of Githinji (2014), who noted that majority of
the PSGs have low levels of education.
Education is an important factor considered for one to access paid employment (World
Bank, 2016). According to the report by Kenya National Bureau of Statistics (KNBS) and
Society of International Development (SID), education is recognized as a key determinant
of human development through more opportunities and enhanced earnings (KNBS and
SID, 2013). In addition, the report also shows that residents of Nairobi County where the
study respondents were drawn, have 2.2 times more access to secondary education than an
average Kenyan. Figure 4.2 shows the level of education of the study respondents.
Level of Education
Figure 4.2: Level of Education of the study Respondents
Marital Status
The study results in Figure 4.3 shows that 30(20.13%) of the respondents were single,
111(74.50%) were married, 5(3.36%) were widowed, and 3(2.01%) were divorced. The
summaries of the marital status of the study respondents presented in Figure 4.3 reflects
that majority (74.50%) of the workforce in the PSI are married. This sends a signal to
employers to improve social protection services to the workers. This finding concurs
with the survey results by Mbuvi (2015) who conducted a study on the development and
growth of the Kenyan private security sector. The study found that 83.6% of the private
security industry employees who were covered by the study were married, 3.3% were
divorced and 3.3% were single. Murunga (2015) found that 82% of the security guards in
Nairobi County who responded to the study were married. Figure 4.3 shows the marital
status of the study respondents.
Figure 4.3 Marital Status of the Study Respondents
Period of Service
The study result in Table 4.7 shows that the PSGs with period of service of less than 1 year
were, 34(23.27%); 1-5 years were 85(44.49%), 6 – 10 years, were 22 (15.06%), 11-15
years 4(2.74%) and finally, between 16 – 20 years, was 1(0.68%). None response was
Marital Status
M
S
4(3.76%), which could be attributed to the PSGs who were standing in for fellow workers.
The study result shows a slight variation when compared to the study results by Mbuvi
(2015) who found that 25(41.0%) of the PSGs interviewed in the study had been in the
private security service for a period between 1–10 years, 18(29.5%) had served for between
11-15 years, 14.8% have served for a period between 16-20 years, 11.5 % have served for
more than 20 years and 3.3% have served for less than one year. The results also concur
with that of Ouma (2014) who found that majority 18(45%) of the security guards had
worked for 2 – 3 years.
Table 4.7: Period of Service
Period of Service (Years) Frequency Percentage
Less than 1 year 34 23.27
1– 5 85 44.49
6 – 10 22 15.06
11 - 15
4
2.74
16 – 20
1
0.68
Total 146 86.24
Salary
The study results in Table 4.9 shows that the security guards are paid monthly gross
salary of up to Ksh30,000. According to the summaries presented, those earning Kshs.6000
and below were 2(1.33%); Kshs.6001-12000 were 94(62.67%); Ksh.12001-18000 were
42(28.0%); Kshs.18001-24000 were 11(7.33%) and Ksh.24001-30000 was 1(0.67%).
The study results also showed that the maximum gross salary was Ksh.30,000 and
minimum gross salary reported was Ksh.6,000.
The results also showed that the modal gross salary was Ksh.10,000, implying that majority
of the firms pays Ksh.10,000. The median gross salary was Ksh.11,500, indicating the in-
between amount earned by the PSGs. The mean gross salary is Ksh.11,743.16 Generally,
the study results showed that about 96(64%) of the study respondents, earns below Kenya’s
minimum wage of Ksh.12.926.55 for day security guards and that of night guard is
Ksh.14,420.90 in Nairobi region in 2017.
The study results concurs with that of Murunga (2015) who found that majority (80%) of
the security guards are paid Ksh.10,000-15000, per month and the majority (60%) of the
clients they serve are paid between Ksh.20,000 – 30,000. The results also concurs with that
of Ouma (2014), who found that 45.5% of private security guards earned salary range of
Ksh.7,0001 – 10,000, and 45% of the respondents earned Ksh.4001-7,000. Ouma (2014)
further reported that only 5% of the guards were earning Ksh.10,001 - 13000. Table 4.8
shows gross salary range for the study respondents.
Table 4.9: Salary
Salary Range in Kshs. Frequency Percentage
6000 and below
2
1.33
6001-12000 94 62.67
12001-18000 42 28.0
18001-24000 11 7.33
24001-30000
1
0.67
Total 150 100
