Stats.

TTA is one of the leading telecommunications companies in the nation. The organization employs tens of thousands of employees and prides itself on recognition as one of the top 100 companies to work for in the United States. TTA wants all of its employees, from executive leaders to call center reps, to feel satisfied in their job and TTA takes an active role to ensure that this is the case.

The human resource management team at TTA is concerned about the level of job satisfaction between day shift employees and back shift employees. In an effort to address this potential problem, the team will look at the relationship between the dependent variable of job satisfaction and if it correlates to the independent variable of the employee shift.

Research Question - Revised

Are second shift (IV) employees less satisfied (DV) than first shift employees?

The human resource team conducted research relative to employee shift and job satisfaction. Peter Finn notes a couple of benefits to shift work which include flexibility in finding a job as well as increased income due to shift premiums. He also notes several drawbacks which include health concerns due to changes in sleep quality, less time spent with family, and a negative impact on social life (Finn, 1981). Additionally, according to Werling (2008), "compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees" (para 2). This detail will help guide the management team to determine overall job satisfaction for second shift employees at TTA.

Hypothesis Statements

1. There is no relationship between worker satisfaction (DV) and certain shifts (IV).

Employee dissatisfaction stems from a disconnection between ideals and work activities. Mundane and monotonous activities account for employee dissatisfaction. The dissatisfaction eventually affects an employee’s work ethic and production levels.

2. There is a relationship between worker satisfaction (DV) and certain shifts (IV).

Content employees are necessary for business representation. Offering alternative work schedules is helpful. Creative shift-schedule options and management-employee scheduling consensus coincide to address business needs, worker preferences and efficiently productive employees with work and home-life balance.

Conclusion

The human resources team can conclude that by using the formula f(x) the independent variable are the shifts because that is what can be changed to affect the dependent variable. The dependent variable or worker satisfaction is what are analyzing to improve overall employee satisfaction at TTA. Employees are the vital resource of any organization. To understand what motivates employees and how to motivate them for employee satisfaction, which will lead to organizational performance, is invaluable. Acknowledgement and recognition will build the difference in employee’s performance.

Werling, M. (2008, August). Survey Details Job Satisfaction Criteria. Benefits Selling. (), . Retrieved from http://search.proquest.com.contentproxy.phoenix.edu/docview/853417963?accountid=458