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Summary 20%

Summary 20%. Analysis of Worker satisfaction of British workers Link between job sat and HRM and Unionisation What is the best way to manage people? Used secondary data from two surveys to test theories/hypothesis

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Summary 20%

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  1. Summary 20% • Analysis of Worker satisfaction of British workers • Link between job sat and HRM and Unionisation • What is the best way to manage people? • Used secondary data from two surveys to test theories/hypothesis • Findings: satisfaction depends on supervision style, chance to learn, reduce inequalities. No link to pay! • Value Useful findings – but hard to apply in local situations – might not be relevant to all strata of workers – innovative – joining two new ideas • Contribution – little contribution to knowledge – but gives a contribution to methods-advice to management is it high or low – perhaps the findings are too general for individual companies • Implications – limited on academia but gives some advice to practice.- culturally limited

  2. Context 10% • Theory – motivational theory – but needs development • Academic disciplines – HR, psychology & economics • Audience – managers, HR, students, researchers using secondary survey data, consultants, owners of the data.

  3. Critique 30% • Lack of references to analytic method • Question the value of the many older references • Valid as deductive • Data is a bit old – look for critiques of the surveys • Raise questions about representativeness • Concerns over the representation of the data especially the smaller CRES. • Concern over the reliability of the CERS survey • Potential for bias in satisfaction scales • Non response bias • WERS survey collapse to a binary scale too restrictive • Cultural context to sat is ignored • Point estimate – problems of inferring from cross sectional data - RD

  4. Variables poor defined/measured – job loyalty – experience - exogenous influence • Aggregation of job type/industry too large – self reporting leads to inflation of job type • No demographic summary of who completed the survey – no proportions. • Questions not specific enough • How effect size (%) were determined has not been made clear. • No Cultural context

  5. Improvements 15% • Triangulate by using other methods • Give demographic summaries • Think of a longitudinal approach • More specific questions • Discuss non response bias • Triangulate with a specific survey

  6. Reliability & Validity 15% Reliability – issues over surveys and measures Validity Face – concerns of survey – little depth – why do people want more learning – non response – cross section is a problem Construct – how does one measure sat Generalisability – limited to UK Tiangulate with a specific survey

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