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PERCEIVED ORGANIZATIONAL COMMITMENT AND ITS IMPACT TO THE TURNOVER INTENTION: Research Instrument

They are required to choose the one that is closest to their viewpoint. Besides, fixed alternatives questionnaire required less interview skill and it will be easier and shorter the time to be answered by the respondents. It also provides a comparability of answer for research to analyze the result.
The questionnaires have been distributed to the Hotel’s Human Resource Department. A brief introduction and purpose of the research been attached in the questionnaire. The questionnaire consists of two sections which are section A and section B.Section A consists of questions on demographic profile. The purpose of demographic question was acquired some basic information of the respondents. The questions included respondents’ gender, age, race, income level, education level and marital status. Section B is formed by questions on the independent variables and dependent variable of survey. It consist the factors on turnover intention which is, organizational commitment. This section helps to identify the most significant factor with the employees turnover intention in the hospitality industry. Lastly, the final part of the question was regarded the dependent variable which is turnover intention. This will help to identify the employees turnover intention in the hospitality industry and further to examine the relationship between the factors and turnover intention.
The questionnaire was adapted from past researchers.
Organizational Commitment: Meyer and Allen proposed three dimensions of organizational commitment: Affective Commitment, Continuous Commitment and Normative Commitment. Affective commitment “…refers to the employees’ attachment to, identification with, and involvement in the organization.” Continuous commitment “.refers to an awareness of the costs associated with leaving the organization.” So the Questionnaire developed by Meyer and Allen was used for measuring the level of affective commitment, continuous commitment and normative commitment as a one variable (organizational Commitment). Affective commitment has eight items, continuous commitment nine items and normative commitment six items Responses were recorded on 5 point likert scale from 1 (Strongly Disagree) to 5 (Strongly Agree). The scale showed good Reliability 00 =.85).
Turnover Intention: Three items turnover intention scale adapted from Michigan Organizational Assessment Questionnaire was used to measure turnover intention. Responses were recorded on 5 point likert scale from 1 (Strongly Disagree) to 5 (Strongly Agree). The scale showed very good Reliability (00 =.85).

This post was written by , posted on February 10, 2014 Monday at 1:50 pm