Proposal of Research Method
Chapter One
1.0 Introduction
Nowadays, job
satisfaction and employee involvement related research is needs in a rapidly
developing non-western country like Malaysia. This is because the topic of job
satisfaction is important due to its relationship with cost reduction by
reducing absences and turnover. Hence, organizations are looking for ways to
implement effective business strategies in order to complete in the fast and
global environment. Therefore, job satisfaction in the work force is an ongoing
topic of social interest that is what types of job satisfaction that the
employees involved themselves in the organization.
1.1Background of
the study
Along these
lines, job satisfaction is the main causes the employee’s performance and
worker productivity is expected increase. Job satisfaction is defined as the
affective feeling that an individual has towards a job or position, which is
separated into intrinsic and extrinsic job satisfaction or considered as
different facets such as satisfaction with itself, co-workers, supervision,
customers, promotion, and advancement opportunities (Schermerhon, 1993; Sohi,
1996).
1.2 Problem of statement
There are
several type of gap are using in this statement such as the theoretical gap. It
is difficult to explain the relationship between job satisfaction and employee
involvement in term of whether job satisfaction causes employee involvement or
employee involvement causes job satisfaction (Judge, Bono, Thoresen & Patton,
2001). For the empirical gap, some research showed that there is no
relationship between job satisfaction and employee involvement ( Petty, McGee,
& Cavender, 1984; Iaffaldano, & Muchinsky, 1985; Crossman & Bassem
Abou-Zaki, 2003). Whereas, other researchers showed that there is a
relationship between job satisfaction and employee involvement (Nimalathasan
& Brabete, 2010; Arham Abdullah, Abdulquadr Ade Bilau, Wallace Imoudu
Enegbuma, Akintunde Musibau Ajagbe, & Kherun Nita Ali, 2011). For the
practical gap, according to the January 2010 Employee Job Satisfaction report
by the Society for Human Resource Management (SHRM), more employees are
satisfied in their job. They are more loyal, high performance, high
productivity and tend to stay in the organization. Thus, the porpuse of this study is to investigate and
explore the relationship between job satisfaction and employee involvement in
the organization.
1.3 Objective of
the study
The objective of
this study were divided into two categories, which is were general objectives
and specific objectives.
1.3.1 General
Objectives
This
proposal aims to determine the relationship between job satisfaction and
employee involvement in the organization.
1.3.2 Specific Objectives
1)
To
determined the relationship between pay and employee involvement in the
organization.
2)
To
determined the relationship between work itself and employee involvement in the
organization.
3)
To
determined the relationship between promotion and employee involvement in the
organization.
4)
To
determined the relationship between supervision and employee involvement in the
organization.
5)
To
determined the relationship between co-workers and employee involvement in the
organization.
1.4 Research
Hypothesis
This
section identified the types of relationship that were studied in this
research. This explanation will become the basis of identifying and determining
of an appropriate research in this study. The following hypotheses were
formulated for this study:
Ha1: There is a
significant relationship between pay and employee involvement in the
organization.
Ha2: There is a
significant relationship between work itself and employee involvement in the
organization.
Ha3: There is a
significant relationship between promotion and employee involvement in the
organization.
Ha4: There is a
significant relationship between supervision and employee involvement in the
organization.
Ha5: There is a
significant relationship between co-workers and employee involvement in the
organization.
1.5 Conceptual
Framework
Figure
1.1 shows the conceptual framework developed based on related journal or
literature which the relationship between job satisfaction ( independent
variable) and employee involvement in the organization( dependent variable).
Those independent variables are pay, co-workers, promotion, supervision and
work itself.
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Independent
Variable
Job
Satisfaction
·
Pay
·
Work itself
·
Promotion
·
Supervision
·
Co-workers
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Dependent
Variable
Employee
Involvement in the Organization
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Figure 1.1 Research Framework of the Study.
(Source: Crossman &
Bassem Abou-Zaki, 2003)
1.6 Limitations of the study
The
limitation of this study it is complicated to identify whether the types of job
satisfaction has influence the respondent that make them too involved
themselves in the organization. Besides that, the respondent of this study
might have others contributes to involve them in the organization.
1.7 Definitions of terms
In
this study, the researchers explained about the term of job satisfaction and
employee involvement in the organization. The explanation are describes in
conceptual and operational definition of terms.
1.8 Summary
Job
satisfaction and employee involvement in the organization there are have
relationship each other. Job satisfaction is the most important to influence
the employees performance and productivity in the organization. Job satisfaction is the employee’s
satisfaction to fulfil their needs in a task and it is affect employee’s
motivation and performance.
Chapter Two
2.1 Introduction
This chapter
determine the literature review involves in this study. This chapter includes
four sections. The first section discuss about the concept and element of the
job satisfaction and concept of employee involvement in the organization. The
second section revealed the review of the related theories and third section
revealed the review of the related studies. Lastly, the fourth section
explained the conclusion of this chapter. The literature review was important
in supporting the need for study as well as to formulate the research framework
and research methodology.
2.2 Issues
In
this study, the researcher explained about conceptual of terms.
2.2.1 Pay
In general, pay
or remuneration refers to the amount and fairness or equity of the financial
rewards that employees receive and provided by employers. Money is important as
a motivator at work and it will influence employee’s performance and
productivity.
2.2.2 Work
itself
Schermerhon,
Hunt, and Osborn (1991) referred work itself as the responsibility, interest,
and growth of an individual in their
jobs. Lussier (2002), mentioned that an individual get pleasure from performing
the work itself has a major effect on the overall job satisfaction.
2.2.3
Promotion
According to
Moorhead and Griffin (1992), promotion is the one of the component of rewards
that can influence job satisfaction.
2.2.4
Supervision
Supervisors are important to help
employees to react or go beyond their targeted goals. Supervision is the one
who stays first level of management that means the employee needs to report to
the supervisor first instead of reporting to the managers (Certo, 2003).
2.2.5
Co-Workers
According
Bennett (1994), co-workers referred to employees as an important part of the
cohesive group and the support of its norms and goals have experienced higher
job satisfaction in comparison with others. This is because they are able to
get social support from each other and receive assistance or help by working in
a group.
2.2.6
Employee Involvement
Employee involvement seeks to increase
member’s inputs into decisions that affect organization performance and
employee well-being. It can be described in terms of four key elements that
promote worker involvement such as power, information, rewards, knowledge and
skill.
2.3 Theories related to the study
There
are numerous theories have been used to explain job satisfaction. The most
widely used theory was Maslow’s Hierarchy of needs theory. On the other hand,
another common used theory was Herzberg’s two factor theory and equity theory.
2.4 Findings from past studies
In
this study, there are several related empirical studies supporting the
relationship between job satisfaction and employee involvement in the
organization as well as related findings with job satisfaction and other
issues. According to Randail and
O’Driscoll (1999) in their article “Perceived
Organizational Support, Satisfaction with Rewards, and Employee Job Involvement
and Organisational Commitment”, have explain that job satisfaction is the
one factor that employee involve their self in the organization and will give
the good performance in the organization. Other researcher, like Iaffaldano and
Muchinsky (1985), in “Job Satisfaction
and Jon Performance: A Meta-Analysis”, give assumption that job
satisfaction and job performance are related has much intuitive appeal, they
concludes in the final finding that these variable are no strong pervasive
relation each others. So, in this study some of the major part in the
relationship between job satisfaction and employee involvement will be
investigated to find the relationship of variables in final research.
2.5 Summary
This
chapter had discussed the concept of job satisfaction and employee involvement
in the organization, theories related to the study and findings from past
studies. These reviews assist us to know and understand more about the
relationship between job satisfaction and employee involvement in the
organization.
Chapter Three
3.0
Introduction
This chapter was divided into nine
sections, which research design, research location, population, and sample,
research instrument, pilot study, data screening, reliability and validity,
data collection method and procedures, data analysis technique, and chapter
summary. Besides that, the procedures of data collection and analysis of data
collection were discussed in this chapter.
3.1
Research Design
Survey research
design is used for this proposal to get the true finding of information in this
study and no biases to answer the questionnaire.
3.2
Population, Sample and Sampling
The population of employee in an oil
palm company from different position of statues in the department. I will
randomly choose 50 respondents to volunteer answer the questioners.
3.3
Instrument
A questionnaire is
chosen to collect data for this study. The questionnaire consist of seven sections
namely Section A, Section B, Section C, Section D, Section E, Section F and
Section G. The questionnaire involves closed-ended questions and five-point
Likert-Type Rating Scale that provided a greater uniformity of response and
more easily to analysis.
Table 3.1:
Likert- Type Rating Scale
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2
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3
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4
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5
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Strongly Disagree
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Disagree
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Neutral
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Agree
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Strongly Agree
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3.4 Pilot study
A
pilot study is planned to verify the questionnaires.
3.5 Validity and reliability
Cronbach Alpha
test and factor analysis is used in this study to determine the validity and
reliability of the questionnaire employed in this study.
3.6 Ethics of the study
Firstly,
the researcher should be getting the permission with get the signatures from
the respondents that are needed from the permission form. The respondent cannot
to force to answer the questionnaire if the employees are not willing to become
a respondent in this study. In researcher also must be kept the truth identity
of respondent and kept it secretly from the public. In this study also have
explained what are needed in this study to make the respondent understand what
the researcher wants in their study and to avoid the respondent confused to
answer the questionnaires.
3.7 Data collection procedure
The
questionnaires are distributed to the company to collect data from the
employees and to gather data for analyzing the process after get the permission
from the faculty and company. The respondent gives the construction and
respond. The questionnaire is collect back to gather the data in this study.
3.8 Data analysis procedure
In this study,
the Statistical Package for the Social Sceinces (SPSS) version 17.0 for windows
is used to analyze the data. SPSS was used to analyze two types of statistical
that is the descriptive statistic and inferential statistic.
3.9 Summary
As summary, this
chapter discussed about the research methodology that used in this study. This
study conducted in selected oil palm companies in Sibu, Sarawak with population
of different position in the company and the minimum sample 30 employees. The
data were analyzed by using the Statistical Package for Social Science (SPSS)
version 17.0.
Work schedule / Time frame
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Activity
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Month
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March
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April
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May
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1.)
Search title for the proposal and sent title of
proposal to approve by lecture.
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2.)
Collect data for proposal.
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3.)
Analysis of collected data
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4.)
Conclusion
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5.)
Sent draft to lecture for approval.
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6.)
Do correction from checked draft.
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7.)
Submit the complete proposal.
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Budget
1.) Photocopy
Questionnaire (50 set) => RM
0.10X 50 set= RM5.00
2.) Rent
Transport to collect data
=> RM
32.00(6 Hours)
3.) Top
up to get the information => RM 10.00
and
permission from company
4.) Print
draft Proposal
=> RM 2.00
5.) Print
complete proposal => RM
2.10
Total => RM 51.10
References
Arham Abdullah, Abdulquadr Ade Bilau, Wallace Imoudu
Enegbuma, Akintunde Musibau Ajagbe, & Kherun Nita Ali. (2011). Evaluation
of job satisfaction and performance of employees in small and medium sized
construction firms in Nigeria. International
Conference on Construction and Project Management , 15, 225-229.
Bennett, R. (1994). Organization behaviour (2nd ed.). Singapore: Longman
Group UK Limited.
Certo, S. C. (2003). Supervision: Concept and skill building (4th
ed.). New York: Mc.Graw-Hill Companies, Inc.
Crossman, A., & Bassem Abou-Zaki (2003). Job
satisfaction and employee performance of Lebanese banking staffs, Journal of Managerial Psychology, 18(4),
368-376.
Greenberg, J. (1996). Managing behaviour in organization. United of State of America:
Prentice-Hall, Inc.
Greenberg, J., & Baron, R.A., (2008). Behaviour in Organization (9th
ed.). New Jersey: Pearson Prentice Hall.
Iaffaldano, M. T., & Muchinsky , P. M. (1985).
Job satisfaction and job performance: A meta-analysis. Psychological Bulletin, 97(2), 251-273.
Judge, T. A., Bono, J. E., Thoresen, C. J., &
Patton, G. K. (2001). The job satisfaction- job performance relationship: A
qualitative and quantitative review. Psychological
Bulletin, 127(3), 376-407.
Lussier, R. N. (2002). Human relations in organization: Applications and skills buildings
(5th ed.). New York: McGraw-Hill.
Moorhead, G., & Griffin, R. W. (1992). Organization behaviour (3rd
ed.). Boston: Hougthon Mifflin Company.
Nilamathasan, B., & Brabete, V. (2010). Job
satisfaction and employee’s work performance: A case study of people’s bank in
Jaffna peninsula, Sri Lanka. Management
and Marketing Journal, 8(S 1), S 43-S 47.
Petty, M. M., McGee, G. W., & Cavender, J. W.
(1984). A meta-analysis of the relationship between individual job satisfaction
and individual performance. Academy of
Management Review, 9(4), 712-721.
Randail, M. D. & O’Driscoll, P. M. (1999). Perceived
Organizational Support, Satisfaction with Rewards, and Employee Job Involvement
and Organisational Commitment. International
Association of Applied Psychology, 48
(2), 197-209.
Schermerhon, J. R., Hunt, J. G., & Osborn, R. N.
(1991). Management for productivity
(4th ed.). Canada: John Wiley & Sons, Inc.
Sohi, R. S. (1996). The effect of environmental
dynamism and heterogeneity on salespeople’s role perceptions, performance, and
job satisfaction. European Journal of
Marketing, 30(7), 49-67.
Appendix
SECTION A /
BAHAGIAN A: Personal
Background / Latar Belakang Peribadi
Please answer all the following
question. Please indicate your choice with a tick( ) in the boxes below.
Sila jawab semua soalan di bawah.
Tandakan jawapan anda dengan menggunakan (
) di ruangan jawapan anda.
1.
Age / Umur
20 and below /
dank e bawah ( )
21-30 ( )
31-40 ( )
41-50 ( )
51 and above /
dank ke atas ( )
2. Gender /
Jantina
Male / Lelaki ( )
Female /
Perempuan ( )
3. Race / Kaum
Malay /Melayu ( )
Chinese / Cina ( )
Others /
Lain-lain ( )
4.
Income ( Salary
and Allowance)(RM) / Pendapatan (Gaji dan elaun lain)(RM)
RM1 000 and
below/ dan kebawah ( )
RM1 001 ( )
RM2 001 ( )
RM3 001 ( )
RM4 001 and above
/ dan keatas ( )
5. Length of service in the company / Tempoh
perkhidmatan dalam syarikat ini.
0-5 years /
Tahun ( )
6-10 years /
Tahun ( )
11-15 years /
Tahun ( )
16- 20 years /
Tahun ( )
21 and above /
dan keatas ( )
Please indicate in what extent you agree or disagree
to each of the items below by giving the scale in which corresponds to your
response. Please indicate your choice with a tick ( ) in the boxes below.
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1
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2
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3
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4
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5
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Strongly Disagree
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Disagree
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Neutral
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Agree
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Strongly Agree
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SECTION B / BAHAGIAN B: Pay / Gaji
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Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
My pay is satisfying.
Gaji saya adalah memuaskan.
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2.
My fringe benefits is satisfying.
Faedah sampingan saya adalah memuaskan.
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3.
My income is sufficient for normal expense .
Pendapatan saya adalah mencukupi bagi perbelanjaan
biasa.
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4.
My company pays better than others competitors do.
Syarikat saya membayar lebih baik daripada pesaing
lain.
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5.
I am being paid a fair amount for the work I do.
Saya dibayar dengan jumpah yang saksama untu tugas
yang saya telah lakukan.
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6.
I am appreciates by the company when I think they
pay me.
Saya berasa dihargai oleh syarikat apabila saya
berfikir tentang gaji yang diberikan.
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7.
The chances for salary increase are satisfying.
Peluang untuk kenaikan gaji adalah memuaskan.
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8.
The pay system is equitable in my company.
System gaji adalah saksama dalam syarikat saya.
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SECTION C / BAHAGIAN C: Work itself
/ Kerja itu sendiri
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Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
My work is satisfying
Kerja saya adalah memuaskan
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2.
My work is enjoyable
Kerja saya adalah menyeronokkan
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3.
My work is challenges
Kerja saya adalah mencabar
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4.
My work is interesting
Kerja saya adalah menarik
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5.
My work is meaningful
Kerja saya adalah bermakna
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6.
My work is not burdensome
Kerja saya adalah tidak membebankan
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7.
I am proud of my work
Saya berasa bangga dengan kerja saya
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8.
The work assignment are often fully explained
Tugasan saya sering diterangkan dengan jelas.
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SECTION D / BAHAGIAN D: Promotion / Kenaikan Pangkat
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Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
I am satisfied with my chances for promotion.
Saya berpuas hati dengan peluang saya untuk naik
pangkat.
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2.
I feel that those who do well on the job stand a
fair chance for being promoted.
Saya berasa sesiapa sahaja mempunyai peluang yang
sama untuk untuk dinaikkan pangkat berdasarkan prestasi kerjayanya.
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3.
I feel that there is always a chance for the
promotion on the job.
Saya berasa terdapat peluang untuk kenaikan
pangkat dalam pekerjaan saya.
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4.
My company has a fair promotion policy.
Organisasi saya mempunyai polisi kenaikan pangkat
yang adil.
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5.
The opportunities for promotions are high in my
company.
Peluang untuk kenaikan pangkat adalah tinggi dalam syarikat saya.
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6.
The promotion policy is basedon job performance.
Dasar untuk kenaikan pangkat adalah berdasarkan
prestasi kerja.
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7.
I have a good chance of my promotion at work
Saya berpeluang untuk mendapat kenaikan pangkat dalam
pekerjaan saya.
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SECTION E / BAHAGIAN E: Supervision / Penyeliaan
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Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
I like my immediate supervisor
Saya suka dengan penyelia terdekat yang ada
sekarang.
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2.
I am treated with respect.
Saya dilayan dengan hormat.
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3.
My immediate supervisor is always thanks me for
doing job well.
Penyelia terdekat saya memuji saya apabila kerja
dijalankan dengan lancar.
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4.
My immediate supervisor always cares about my
feelings.
Penyelia terdekat saya selalu mengambil berat
tentang perasaan saya.
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5.
My immediate supervisor is willing to listen to
me.
Penyelia terdekat saya bersedia untuk mendengar
saya.
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6.
My immediate supervisor in treated me with fairly.
Penyelia terdekat saya melayan saya dengan baik.
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7.
My immediate supervisor manages his or her
subordinates with effectively.
Penyelia terdekat saya mengurus pekerjaan dengan
berkesan.
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8.
My immediate supervisor cares for me as a person.
Penyelia terdekat saya mengambil berat tentang
saya sebagai seorang manusia.
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SECTION F / BAHAGIAN F: Co-Worker / Rakan Sekerja
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Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
I like the people I work with.
Saya suka dengan orang yang sama-sama bekerja
dengan saya.
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2.
I enjoy my co-workers.
Saya selesa denga rakan sekerja saya.
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3.
I work well with my co-workers.
Saya bekerja dengan baik dengan rakan sekerja
saya.
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4.
I like to socialize with my co-workers in the
workplace.
Saya suka bersosial dengan rakan sekerja saya di
tempat kerja saya.
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5.
My co-workers are responsible at work
Rakan sekerja saya amat bertanggungjawab terhadap
kerja.
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6.
My co-workers and I work as a team.
Rakan sekerja saya dan saya bekerja sebagai satu
kumpulan.
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7.
My co-workers always help each other out when
someone face the problems.
Rakan sekerja saya selalu membantu sesiapa sahaja
yang mengalami masalah.
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8.
The people I work with are very friendly.
Rakan sekerja saya adalah sangat ramah.
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SECTION G / BAHAGIAN G: Employee Involvement / Penglibatan Pekerja
|
Statement
/ Penyataan
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1
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2
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3
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4
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5
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1.
I am very interested in doing my job.
Saya sangat berminat dalam menjalankan tugas saya.
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2.
I could finish my job within given the period.
Saya dapat melaksanakan tugas yang diberikan
kepada saya dalam masa yang telah ditetapkan.
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3.
I would perform better if my work is recognized.
Saya akan melakukan yang lebih baik jika
kerja-kerja saya diiktiraf.
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4.
I can get along with others well.
Saya senang bergaul mesrah dengan orang lain.
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5.
I always achieves my work goals.
Saya sering mencapai matlamat kerja saya.
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Thank
you due your willingness and cooperation.
