GPS Survey Analysis… · Web view · 2012-10-04GPS Survey Analysis. Michael D’Ambrosia, Sarah...

Running head: GPS SURVEY ANALYSIS 1

GPS Survey Analysis

Michael D’Ambrosia, Sarah Foster, Melissa Hawkins, Christina Mitchell, Brenda Mummert,

Colleen Nestruck, Lyndley O’Dell, John Olsh, Kathryn Shibelski, Brooke Thomas

McDaniel College

GPS SURVEY ANAYLSIS 2

Executive Summary—

The College of Graduate and Professional Studies (GPS) at McDaniel College is

comprised of full-time faculty, full- and part-time staff members, adjunct faculty members, and

administrative staff members. As a part of taking a global look at employee satisfaction across

departments at McDaniel, President Casey asked Dean Henry Reiff to determine employee

attitudes and perceptions within GPS. Employees were asked to complete an Employee

Satisfaction Survey (ESS), and for the purpose of this study, adjunct faculty members were not

included in the surveying process. Out of the 48 employees who were asked to participate, 29

responded with an overall positive response rate. The results of this survey will be used to gage

the perceptions that employees have within the department, and also will create a framework that

can be used to align the goals of the department with the goals of the institution.

Problem Statement—

Job satisfaction is an important facet of employee engagement, morale, and productivity.

In order to maintain a positive work environment, McDaniel must understand employees’

attitudes and perceptions.

Results from a previous ESS yielded a possible disconnect between employee perception

and actual feelings about working at McDaniel. These findings led to the survey on job

satisfaction within GPS. By analyzing job satisfaction, specific problems affecting satisfaction

can be targeted and solved. This in turn will improve employees’ attitudes and perceptions of

their work environment, which ultimately increases engagement, morale, and productivity.

These combined outcomes assist in attracting and retaining high-quality employees within

McDaniel College’s GPS.


Research Objectives—

The purpose of this research is to discover the level of employee satisfaction within the

GPS program. We are specifically looking at the attitudes and perceptions of how employees

feel they are being treated. The survey conducted will further explain the following within the

GPS program:

1. How employees feel they are valued.

2. How well information is communicated.

3. Whether there is a sense of teamwork within the group.

4. Whether supervisors play an important role in employee’s growth.

5. Whether employees have a sense of engagement within their work environment.

The survey results will show where there is room for improvement within satisfaction levels.

Relevant Review—

After consulting with Dean Reiff, we determined the types of questions that needed to be

asked to ensure desirable results and feedback. Each member of the cohort individually

conducted research and chose questions based upon several different sources. These sources

included: prior McDaniel employee surveys, other employee satisfaction surveys from various

companies, and professional organization recommendations (i.e. SHRM, ASTD). The cohort

then decided on four main topics that the questions should fit into: value, engagement,

teamwork, supervisory satisfaction, and communication. Each question was analyzed to ensure it

fit into one of the aforementioned topics.


Importance/Benefits of the Study—

The importance of the study will be to identify any areas of disconnect within GPS. This

will be addressed by measuring employee satisfaction in the areas of value, communication,

teamwork, supervision, and engagement. By determining the perceptions of their employees,

GPS can develop a strategic plan to create an environment with higher morale and employee

commitment. This would allow the department to move forward with institutional goals and

achievements.

Research Design—

We developed a 22 question survey to understand the attitudes and perceptions of the

employees who work in the College of GPS. After reviewing surveys that were previously used

for a similar purpose, it was decided that we would use a rating scale to measure the participants’

attitudes. Specifically, a five point Likert scale was used in the survey to classify the interval data

that was measured.

We used a communication study to collect data via a computer-administered survey; an

email was sent out to the participants with an attachment containing the survey. Included in this

email was a statement which informed the participants of the need for the survey, and how their

participation would be beneficial to the McDaniel community. Also, directions were included on

the survey to help everyone respond to the questions to the best of their ability.

This was a cross-sectional study that occurred in the field under real environmental

conditions. The collection of data for the study was a non-probability purposive judgment sample

because the target audience conformed to certain criterion for which we were looking (i.e. an

employee in the GPS department).


While conducting research, we considered using measures of variability, such as standard

deviation during our exploratory data analysis. It was also important to address ethical issues

before we conducted the research. All participants involved in the research were assured

anonymity from all people outside of Cohort XIV.

Data Collection—

Data was collected through a survey sent out using McDaniel’s Qualtrics™ account. This

software enables users to create their own Web-based surveys and conduct statistical analyses.

Respondents received an email asking them to take the survey within a seven day period.

Anyone who had not taken the survey by day four received a follow up reminder. As results were

submitted, the Qualtrics™ Research Suite recorded the completed responses and built the final

database. The data was then analyzed online and exported to Microsoft Word.

Data Analysis—

The survey was sent out to total of 48 participants and the response rate was 60 %. The

respondents completed a questionnaire that had 15 questions that focused on five target areas of

job satisfaction and a demographic section. There were five questions related to value, three

questions on engagement, three questions relating to supervisors, two questions on

communication, and two questions on teamwork.

Demographics:

The demographics analyzed were gender, years of employment at McDaniel College and

years of employment within the College of GPS. The participants were also asked to identify

their job title. Lastly, the survey asked participants if they were planning on leaving the College


of GPS for different careers. Seventy-two percent of the participants were identified as female

and 28% as male. The percentage of the participants that are self-identified as Staff is 17%,

Faculty 62%, and Administrative staff 45%. Over half of the participants (52%) have worked at

McDaniel College for over ten years. None of the participants have worked at McDaniel College

for less than one year. The percentages for those who had worked at McDaniel College for 1-5

years are very similar to the 5-10 year results. The 1-5 year grouping is 21% and 5-10 is 28%.

Eighty percent of the surveyed staff has worked at McDaniel College a minimum of five years.

The majority of participants (79%) have been in the College of GPS for a minimum of five years.

Twenty one participants commented as to whether or not they were considering leaving

the organization within the next two years. Sixty-six percent of those respondents have no plan to

leave GPS. The other 33% said they are considering leaving for the following reasons: better pay

and benefits, retirement, and desire to keep their options open. In addition, some were unsure if

they would actually leave.

All participants were asked to answer whether they thought McDaniel College projects an

image of a friendly and caring place to work. This was asked in order to determine if there was

be a disconnect between an individual’s view of the college and whether that view is accurate for

themselves. All of the participants (100%) said that McDaniel College does project an image of a

friendly and caring place to work.

Response Analysis:

Of the 15 job satisfaction questions asked, there were 435 possible responses. Fifty-six

percent of those responses are strongly agree, 32% are agree, 6% are neither agree or disagree,

3% were disagree, and less than one percent responded strongly disagree.


There were five questions that focused on value and there were 145 possible responses

for these questions. Only one participant responded with “disagree” (The question was “I feel

valued at McDaniel College”). The responses show that 90% of the participants find value in

their jobs, meaning that the participants answered “strongly agree” or “agree” to these questions.

The next series of questions focused on engagement. There were three questions with 87

response possibilities. Again, only one participant responded with a response of “disagree” (The

question was “Considering everything I am satisfied with my job”). Overall, 96.5% of the

participants responded to having high job engagement.

Three questions focused on supervisory relations, and there were 87 response

possibilities. This portion of the survey had the most varied responses. The majority of

participants (82.7%) responded positively to the questions asked. However there were strong

reactions regarding supervisors taking a supportive role in the participant’s professional growth

and having the proper resources to do their jobs well. This aspect was acknowledged again in the

additional comments section regarding overall work satisfaction within GPS. However, most

participants (93%) believe that their supervisors treat them with respect.

The two questions that focused on communication had a possibility of 58 responses. Out

of those possibilities, 82.7% were positive in regards to GPS’s communication process. Both the

questions that asked about performance and changes in policy/practices yielded three negative

responses (10.3% of participants) disagreeing with the statements asked. However, none of the

participants marked strongly disagree.

The last two questions on the job satisfaction survey were about teamwork and had 58

possible responses. The percentage of responses that rated teamwork positively is 91.3%. The


results show that overall most of the participants find that GPS promotes teamwork and that most

of their co-workers are willing to work together to ensure work is completed (see Appendices A

for complete graphs).

Outcomes/Suggestions—

Out of the 29 employees that participated in the survey, all of them feel valued within

GPS. The data shows that GPS is a great place to work and people are happy to work there. A

significant number of employees feel respected by their supervisors; 24 out of the 29 employees

that participated in the survey “strongly agreed” with the statement, and the other five “agreed”

with the statement.

The results indicate that there is a need for resources in GPS. The department may want

to delve deeper to find out what kind of resources employees need. Resources are an important

part of helping a department run smoothly. Another area of growth that GPS may want to

consider looking into would be teamwork and collaboration between employees within GPS.

The last area of growth that GPS may want to address is constructive feedback from supervisors.

Some respondents did not feel that they received constructive feedback.

Conclusion—

President Casey of McDaniel College identified a need to measure and better understand

the level of employee job satisfaction within GPS. Using a five- point Likert scale, the survey

was designed to determine the level of employee job satisfaction within the GPS program. Based

on the results, 60% of the full-time faculty participated in the ESS. Although 66% of the

respondents have no immediate plans to leave GPS, 33% said they were considering leaving for


better pay and benefits. All participants view McDaniel College as a friendly and caring place to

work.

The survey was successful in measuring employee satisfaction and identifying some

areas for improvement. The information derived from the survey will be valuable in establishing

a road map or action plan to transform GPS at McDaniel College from a friendly, caring place to

work to one of the best places to work. Cultivating a sense of teamwork and improving

communications are two areas to consider targeting first because they are high-impact and low-

cost initiatives. A second improvement initiative would be a program designed to train

supervisors to be managers, mentors, and constructive critics. This type of program may be a

worthwhile investment even though it may involve more time, resources, and structure.


Appendix A— Graphs

1. I feel valued at McDaniel College

# Answer Response %

1 Strongly Agree 10 34%

2 Agree 13 45%

3 Neither Agree nor Disagree 5 17%

4 Disagree 1 3%

5 Strongly Disagree 0 0%

Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.90

Variance 0.67

Standard Deviation 0.82

Total Responses 29


2. I feel valued in the Division of Graduate and Professional Studies

# Answer Response %


2 Agree 8 28%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.48

Variance 0.47


Total Responses 29


3. I would recommend Graduate and Professional Studies as a place to work

# Answer Response %


2 Agree 9 31%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.45

Variance 0.40


Total Responses 29


4. I get personal satisfaction from working in Graduate and Professional Studies

# Answer Response %


2 Agree 9 31%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.38

Variance 0.32


Total Responses 29


5. Considering everything I am satisfied with my job

# Answer Response %


2 Agree 11 38%


4 Disagree 1 3%


Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.55

Variance 0.54


Total Responses 29


6. I believe I contribute to the overall success in Graduate and Professional Studies

# Answer Response %


2 Agree 10 34%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 2

Mean 1.34

Variance 0.23


Total Responses 29


7. I understand how my work impacts Graduate and Professional Studies

# Answer Response %


2 Agree 7 24%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.31

Variance 0.29


Total Responses 29


8. I have the tools and the resources to do my job well

# Answer Response %


2 Agree 13 45%


4 Disagree 4 14%


Total 29 100%

Statistic Value

Min Value 1

Max Value 5

Mean 2.14

Variance 1.27


Total Responses 29


9. My supervisor takes a supportive role in my professional growth and development

# Answer Response %


2 Agree 11 38%


4 Disagree 3 10%


Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.90

Variance 0.95


Total Responses 29


10. My supervisor provides ongoing constructive feedback about my work performance

# Answer Response %


2 Agree 9 31%


4 Disagree 3 10%


Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.83

Variance 1.00


Total Responses 29


11. I am kept up to date on any organizational changes in policy or practices

# Answer Response %


2 Agree 15 52%


4 Disagree 3 10%


Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.90

Variance 0.81


Total Responses 29


12. Graduate and Professional Studies encourages cooperation and teamwork

# Answer Response %


2 Agree 7 24%


4 Disagree 2 7%


Total 29 100%

Statistic Value

Min Value 1

Max Value 4

Mean 1.59

Variance 0.82


Total Responses 29


13. My supervisor treats me with respect

# Answer Response %


2 Agree 3 10%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.24

Variance 0.33


Total Responses 29


14. The people I work with cooperate to get the job done

# Answer Response %


2 Agree 8 28%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.34

Variance 0.31


Total Responses 29


16. 1. What is your gender?

# Answer

Response %

1 Male 8 28%

2 Female 21 72%

Total 29 100%

Statistic Value

Min Value 1

Max Value 2

Mean 1.72

Variance 0.21


Total Responses 29


17. What job category do you fall under? (Choose all that apply)

# Answer Response %

1 Staff (Clerical) 5 17%

2 Faculty 18 62%

3 Administrative Staff (Coordinators, Deans, Directors) 13 45%

Statistic Value

Min Value 1

Max Value 3

Total Responses 29


18. How long have you been with McDaniel College?

# Answer Response %

1 Under 1 year 0 0%

2 1-5 years 6 21%

3 5-10 years 8 28%

4 Over 10 years 15 52%

Total 29 100%

Statistic Value

Min Value 2

Max Value 4

Mean 3.31

Variance 0.65


Total Responses 29


19. Employees in Graduate and Professional Studies are treated with respect regardless of their job

# Answer Response %


2 Agree 10 34%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 3

Mean 1.48

Variance 0.40


Total Responses 29


20. How long have you been with the Division of Graduate and Professional Studies?

# Answer Response %

1 Under 1 year 0 0%

2 1-5 years 9 31%

3 5-10 years 7 24%

4 Over 10 years 13 45%

Total 29 100%

Statistic Value

Min Value 2

Max Value 4

Mean 3.14

Variance 0.77


Total Responses 29


22. McDaniel College projects an image of a friendly and caring place

# Answer Response %


2 Agree 13 45%


4 Disagree 0 0%


Total 29 100%

Statistic Value

Min Value 1

Max Value 2

Mean 1.45

Variance 0.26


Total Responses 29

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