Measures

The employees were ask to respond on the criterion of demographic as their

age and length of experience in terms of years, their sex, position they hold
in the company, their academic background. To understand their attitude
towards the satisfaction towards the job, the section was divided into three
parts their satisfaction with the pay structure, their satisfaction with the
nature of the work, and their relationship with the supervisor. Each section
was than again divided in three questions each.

The references were followed from the questionnaire of Minnesota

satisfaction and the attitude of company index. Out of three there was a
satisfaction from the two sections satisfaction with the nature of job and
the relationship with the supervisor where majority of the people were
satisfied with it. Around 0-4% of the employees were dissatisfied with the
nature of the job and in the case of relationship with the supervisor only 2-
6% of the employees were dissatisfied out of 100% but in the case of the
satisfaction with the pay only 6- 12% were satisfied with the structure of
the pay and majority of the employees were dissatisfied. So in the
satisfaction towards job the ratio was 2:1, in two cases employees were
satisfied and in other cases employees were dissatisfied.

A part of questionnaire was used from the porter’s et al 15-item

commitment to organisation, but there was overlapping of the factors so it
was cropped down to 8 items to understand the intentions to turnover.
There was a good feedback on the basis of the 8 questions asked, it showed
that employees were more reliable and committed to the organisation around
64% of employees were satisfied and were committed to the organisation.
The factor that made employees think twice was they feel very loyal to the
organisation. Than we discussed the nature of the employees to job-hopping,
and it was divided in to three questions. The result of this section was
outstanding as all the employees who participated in the survey were not at
all interested in job hopping; this showed their stability with the
organisation. The items included in the job-hopping was a result of the
surveys and the interviews, three questions were developed as a result if it.

Another section in the questionnaire was the intentions to turnover, only two
factors fitted in to the section as many of the questions were overlapping
with the others, so it was edited to two questions and it included “I will
likely actively look for a new job in the next year”, “I often think about
quitting”. The feedback received was that employees were no ready for it
and most of the answers were disagree and strongly disagree and the
measure was taken from the Michigan organisational assessment.

There were four items that were used in the perceived alternative
employment opportunities (PAEO), originally they were 6 items taken from
the Mowdey et al, 1984; Billings and Wemmerus, 1983; Arnold and Feldman,
1982 and Michaels & Spector, 1982. The outcome showed a good
authenticity. The result showed a strong disagreement of 24% from
employees.

These were the measures used in the questionnaire for the feedback and
the result showed a number of mixed responses from employees.
Furthermore the section c of the questionnaire included the open ended
questions asking about their thinking, how they will react to certain situation
and what they actually think.