CHAPTER - III RESEARCH METHODOLOGY

Transcription

1 CHAPTER - III RESEARCH METHODOLOGY 83

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3 CHAPTER - III RESEARCH METHODOLOGY 3.1 Introduction The earlier chapters were devoted to a discussion on the background of the present study, review of earlier literature on Job satisfaction, Job Involvement, Organizational Commitment and employee performance and also on examination of some of the major research findings. In this chapter an attempt is made to present research methods and sample of the study including tools of data collection, interpretive guidelines and statistical treatments. The purpose of this study is three-fold. Firstly, it attempts to examine the relationship among four types of variables, namely, Job satisfaction, Job Involvement, Organizational Commitment and employee performance Secondly, it attempts to understand the relationships between the study variables like Job satisfaction, Job Involvement, Organizational Commitment and employee performance and the personal background variables like, age, gender, educational qualifications, and experience in years and designation of the select bank employee s. Lastly, it attempts to understand the relationships between independent variables Job satisfaction, Job Involvement, Organizational Commitment and the dependent variable employee performance. 3.2 Research Design As the study attempts to explore the relationships between Job satisfaction, Job Involvement, Organizational Commitment and employee performance, besides the relationship with the personal background variables, it was decided to adopt, descriptive-analytic research design as the most suitable design. This design is most suitable when scores on independent and dependent variables are presented in a descriptive manner. Further, the relationships between independent and dependent variables are analyzed using statistical tools like correlation and regression analysis. 84

4 3.2.1 Study Area The present study is carried out at SBH and ICICI banks of twin cities of Hyderabad and Secunderabad, The population of these cities was 68 lakhs as per the 2011 census. The twin cities also cater to the 2 lakh floating population, recently some surrounding villages have been bought under Greater Hyderabad Municipal Corporation. Most of the surrounded municipality people are migrants from all corners of the Andhra Pradesh (Telangana) Participants All participants were employees of SBH and ICICI banks situated in around twin cities of Hyderabad and Secunderabad Sampling It appears there is no conventional way of determining a sample size that is representative of the target population as there are diverse views on this issue. According to Bless and Higson-Smith (2000:86) a representative sample must have the same properties as the population from which it is drawn. Moreover, these authors suggest that correct and complete sampling frame should be used to ensure representativeness of the sample. That is to say that a representative sample will reflect characteristics of the target population if the sample is carefully chosen. Sowell (2001:43) defines a target population as a group of people that share common characteristics from which the researcher aims to generalize his/her results. She stresses the need for the researcher to describe an accessible population within the target population from which a sample is taken. Fraenkel and Wallen (2006:93) also concur that a sample should be taken from the accessible population rather than using the target population. They assert that while the target population is ideal in research, the accessible population is realistic. Based on the afore-mentioned point, the researcher drew the sample for this study from the accessible population. 85

5 Gay and Airasian (2003:104) state that the first thing to do in the sample selection process is to identify and define the target population. According to these scholars, the target population is the interest group the researcher intends to study and to which the research result will be generalized. Bless and Higson-Smith (2000:85) emphasize the need to clearly define and describe the target population to make the compilation of the list of people in the population possible and more importantly, to ensure that the sample is selected among those who belong to the target population only. Leedy and Ormrod (2005:207) stress the importance of obtaining a sample that is representative of the target population from which inferences are to be drawn. They argue that it would not be a worthwhile exercise if by the end of the day survey results cannot be accurately generalized to the target population due to under representativeness of the sample. In other words, a sample that is too small can make the generalizability of the study almost impossible and meaningless, this may be used to explain why some scholars, for example, Cohen et al. (2001: 94) believe that the larger the sample, the better. However, Gay and Airasian (2003:111) assert that it is most likely to obtain a representative sample if random sampling technique is used. In addition, Gay and Airasian (2003:111) state that the sample of 10% to 20% of the target population is often used in descriptive research. However, these authors claim that the sample size of 400 is sufficient when the population size is about 5000 units or more. Krejcie and Morgan (in Hill 1998:6) used the United States Office of Education formula to produce a table, which indicates a sample size of a given population. According to Hill (1998:6) the table can be used as long as the definite population size is known. Krejcie and Morgan (in Hill 1998:6) suggest that the following sample sizes for the corresponding specific population sizes can be used. 86

6 Table 3.1 Theoretical sample sizes (S) for definite population sizes (N) N S N S N S N S N S Source: Airasian (2003:113). Cohen et al. (2001:94) suggest that using random sampling technique to determine sample size associated with confidence level and sample error, 87

7 is another way of obtaining sample representativeness. These scholars specify certain population sizes with their corresponding sample sizes at 95 percent confidence level. In essence, there is the likelihood that the sample will be representative if the researcher ensures that sampling error of 5 percent with a confidence level of 95 percent is obtained as indicated in the table below. Table 3.2 Sample size, confidence levels and sampling error Sampling error of 5% with a Confidence of 95% Population(N) Sample size(s) Source: Cohen, Manion & Morrison (2001:95) It is therefore, decided to select the sample which represents all the staff belonging to the twenty branches each of SBH and ICICI in twin cities of 88

8 Hyderabad and Secunderabad. The bank staff has been grouped into three categories, namely Managers/Assistant Managers, cashiers and clerical staff. All the employees were administered with the questionnaires. A detailed picture about the sampling frame is presented in the following table. Table 3.3. Sampling Frame: Designation of Respondents Sl. No Bank Designation of Respondents Managers / Assistant Managers 1 SBH 22 (40) 2 ICICI 28 (45) Total 50 (85) Cashiers 34 (50) 37 (58) 71 (108) Clerical Staff 56 (82) 59 (87) 115 (169) Total 112 (172) 124 (190) 236 (362) Figure 3.3. Sampling Frame: Designation of Respondents Note: (Figures in Parentheses are the actual number of respondents in each bank. Figures without parentheses are the respondents who have provided the filled in questionnaires.) 89

9 As it could be observed from the table, the sample size estimated for the Managers/Assistant Managers (40), Cashiers (50) and Clerical staff (82) to whom the structured questionnaires were administered at SBH. After constantly reminding and repeatedly persuading, 22 Managers/Assistant Managers, 34 Cashiers and 56 Clerical staff only have returned the filled in questionnaires from SBH. Thus, the total sample responded is 112 out of 172 estimated, accounting for a response rate of percent. Similarly, the sample size estimated for the Managers/Assistant Managers (45), Cashiers (58) and Clerical Staff (87) to whom the structured questionnaires were administered at ICICI, 28 Managers/Assistant Managers, 37 Cashiers and 59 Clerical Staff only have returned the filled in questionnaires. Thus, the total sample responded is 124 out of 190 estimated, accounting for a response rate of percent Variables in the Study The variables in this study are as follows Job Satisfaction (Independent variable) Job satisfaction refers to one s feeling towards one s job. It can only be inferred but not seen and is often determined by how well outcomes meet to exceed expectations. Satisfaction is one's job means increased commitment in the fulfillment of formal requirements. Job satisfaction is defined as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience (Hocke, 1971). Churchill et.al. (1974) define job satisfaction according to all the characteristics of the job itself and of the work environment in which employees may find rewards, fulfillment and satisfaction, or conversely, sentiments of frustration and/or dissatisfaction. Expressed more simply, Spector(1997), Judge and Hulin (1993) and Judge and Watanabe (1993) present job satisfaction as the degree to which a person feels satisfied by their job, which has an impact on personal wellbeing 90

10 and even on the life satisfaction of the employee. Watanab s (1993) conceptualization forms the basis for understanding job satisfaction among bank staff in this study Job Involvement (Independent variable) Job Involvement refers to the psychological and emotional extent to which someone participates in their work, profession and company. Showing up to work on time is half the battle. Top performers are engaged in their work and have high job involvement. There have been several studies that directly correlate high job involvement with job satisfaction and how it makes a difference in the organization Organizational Commitment (Independent variable) Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment Employee Performance (Dependent variable) Employee/Job performance has been defined as the overall expected value from employees behaviors carried out over the course of a set period of time (Motowidlo, Borman, & Schmidt, 1997). This definition, although fairly technical, includes specific ideas that are worth breaking down: Performance is a property of behavior, or, plainly stated, what people do at work. An employee s behavior adds expected value to the organization that is, an employee s behaviors may be distinguished as helping or hindering an organization, but the outcomes of employee behaviors are rarely measured so their value is merely expected. 91

11 Performance can further be broken down into two distinct types: Task Performance - These are the actions that contribute to transforming raw materials to goods and services, the things that are typically included in job descriptions. Examples include selling clothes, drilling holes, or teaching a class. Contextual Performance - These are the behaviors that contribute to overall effectiveness through supporting the social and psychological climate of the workplace. Examples include cooperating with teammates, diffusing conflicts, and cleaning up the conference room (Borman & Motowidlo, 1993) Survey Instruments The following survey instruments were used in the present study Job Satisfaction Sale A six item scale has been developed for this study for the measurement of job satisfaction of the employees in the select banks. The items of the scale have been measured using a Five-point Likert Type responses ranging from Strongly Agree to Strongly Disagree (Strongly Agree=5, Agree=4, Neither Agree nor Disagree=3, Disagree=2, Strongly Disagree=1). Item-item, item-part analysis has been made to examine the inter-item and item-scale agreement as part of assessment of the reliability of the scale. There is a strong, positive and significant correlation among the items and also items-part. Further, the alpha coefficient of the scale is All these indicate that the scale is highly internally consistent. Below are the items that constitute the Job satisfaction scale. 1. Use of skills and abilities 2. Sense of accomplishment 92

12 3. Enjoyment in performing variety of tasks 4. Overall job satisfaction 5. Morale of the team 6. Morale of the self Job Involvement A six item scale has been developed for this study for the measurement of job involvement among the employees in the select banks. The items of the scale have been measured using a Five-point Likert Type responses ranging from Strongly Agree to Strongly Disagree (Strongly Agree=5, Agree=4, Neither Agree nor Disagree=3, Disagree=2, Strongly Disagree=1). Item-item, item-part analysis has been made to examine the inter-item and item-scale agreement as part of assessment of the reliability of the scale. There is a strong, positive and significant correlation among the items and also items-part. Further, the alpha coefficient of the scale is All these indicate that the scale is highly internally consistent Below are the items that constitute the Job involvement scale. 1. Personally involved in my job 2. My interests are around my job 3. Strong ties with job 4. Personal life goals are job oriented 5. Job is central to existence 6 Getting absorbed in present job Organizational Commitment Three dimensions of organizational commitment are considered affective, continuance and normative commitment. An eighteen item scale has been developed for this study for the measurement of three dimensions of organizational commitment among the employees in the select banks. The items of the scale have been measured using a Five-point Likert Type 93

13 responses ranging from Strongly Agree to Strongly Disagree (Strongly Agree=5, Agree=4, Neither Agree nor Disagree=3, Disagree=2, Strongly Disagree=1). Item-item, item-part analysis has been made to examine the inter-item and item-scale agreement as part of assessment of the reliability of the scale. There is a strong, positive and significant correlation among the items and also items-part. Further, the alpha coefficient of the scale is All these indicate that the scale is highly internally consistent. Below are the items that constitute the organizational commitment scale. Affective commitment 1. Spending rest of the career in this organization 2. Organization s problems are my own 3. Feel part of this organization 4. Attached to this organization 5. Organization has personal meaning to me 6. Sense of belonging to my organization Continuance commitment 7. Very hard to leave this organization 8. Life will disrupted if leave now 9. Staying with my organization is a necessity 10. Too few options to consider leave this organization 11. Scarcity available alternatives 12. Leaving would require considerable sacrifice Normative commitment 13. Feel obligation to remain my employer 14. Do not feel right to leave this organization 15. Feel guilty to leave this organization 94

14 16. Organization deserves my loyalty 17. Sense of obligation to people of this organization 18. Owe a great to this organization Employee/Job Performance A seven item scale has been developed for this study for the measurement of employee performance of the employees in the select banks. The items of the scale have been measured using a Five-point Likert Type responses ranging from Strongly Agree to Strongly Disagree (Strongly Agree= 5, Agree=4, Neither Agree nor Disagree=3, Disagree=2, Strongly Disagree=1). Item-item, item-part analysis has been made to examine the inter-item and item-scale agreement as part of assessment of the reliability of the scale. There is a strong, positive and significant correlation among the items and also items-part. Further, the alpha coefficient of the scale is All these indicate that the scale is highly internally consistent. Below are the items that constitute the organizational commitment scale. 1. I am a top performer 2. Providing higher service 3. Getting along with customers 4. I am in the top More working knowledge 6. Knowledge of customer expectations 7. Get better tips than most others Data Collection A pilot study was carried out taking twenty respondents from each bank. Therefore, covering both the banks, 40 respondents were contacted and data were collected from them. The purpose of this study was to check the consistency of the scales incorporated in this study. Further, to check for the 95

15 item analyses of the scales included. Having ensured the reliabilities of the scales used in the pilot study, the questionnaire was slightly modified to suit to the main study. As the data are required from both the banks, it was estimated an approximate of three months time. Thus, data collected were collected from April 2014 to June Data Processing and Analysis The questionnaires collected from the respondents were examined for the completeness in all manners. Later a code book was prepared in order to enter the data in the statistical package for social sciences (SPSS v11). Data were processed using the same statistical package. Firstly, frequency tables were prepared for the personal background variables which include age, gender, educational qualifications experience and designation. Secondly, means and standard deviations were computed for the independent and dependent variables in order to present the results pertaining to the employee performance and employee attitudes i.e. job satisfaction, job involvement, and organizational commitment Statistical Treatment To analyze the collected data both descriptive and inferential statistics is used. In descriptive statistics means, standard deviations, frequencies, correlation coefficients and regression analysis were computed. Inferential statistics is used in Analysis of Variance (ANOVA) i.e. F-values were computed and analysis was made based on the f-value. Details are as follows F- Values It is the measurement of distance between individual distributions on given variables. As F value goes up, P goes down (i.e., more confidence in there being a difference between two means). To calculate f value, the formula 96

16 (Mean Square of X / Mean Square of Error) has been used. Thus, using this value, the means difference on given study variables can be examined for significant variations Correlation Analysis Correlation is a technique for investigating the relationship between two quantitative, continuous variables. Correlation is the degree or extent of the relationship between two variables. If the value of one variable increases when the value of the other increases, they are said to be positively correlated. If the value of one variable decreases when the value other variable is increasing it is said to be negatively correlated. If one variable does not affect the other they are considered to not be correlated. Using the formula as mentioned below, the correlation coefficients were computer between independent and dependent variables. The correlation coefficient quantifies the degree of linear association between two variables. It is typically denoted by r and will have a value ranging between negative 1 and positive 1. Thus, the correlation between independent and dependent variables have been computed using the stated formula Regression Analysis It is the relationship between the mean value of a random variable and the corresponding values of one or more independent variables. Regression is a model for predicting one variable from another and a statistical analysis assessing the association between two variables. Regression analysis is a method of analysis that enables you to quantify the relationship between two or more variables (X) and (Y) by fitting a line or plane through all the points such that they are evenly distributed about the line or plane. The formula for computing regression is Y=a+bX 97

17 Using this formula, the predictive relationships between independent variables and the dependent variable have been examined in this study. The regression equation expected is Y = a + b1x1 + b2x2 + b3x3 i.e Employee performance = Constant + (Constant*Job satisfaction) + (constant*job involvement) + (constant*organizational commitment). 3.2 Summary The objective of this research is to examine the relationship between four types of variables, namely, job satisfaction, job involvement, organizational commitment and employee performance and to further understand the relationships between these variables and the employee personal background variables like, age, gender, educational qualifications, and experience in years and designation of the employees belonging to SBH and ICICI It was decided to adopt, descriptive-analytic research design as the most suitable design. A questionnaire with four survey instruments was designed and administered to full time employees of SBH and ICICI. The total sample responded is 112 from SBH and 127 from ICICI bank. Data ware processed using SPSS statistical package and analysis were made using various statistical techniques including computation of means, frequencies, standard deviations, correlation coefficients, regression analysis and F-values using ANOVA. The next chapter discusses in detail the analysis of the data collected using research design presented in this chapter. 98

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