A Quantitative Study of Employees' Perceptions of the Relationship Between the Organizational Culture of a Toronto-Based Technology Company, and Their Job Satisfaction and Engagement
Notice bibliographique
Résumé
Problem There are gaps in the literature related to organizational culture, job satisfaction, and employee engagement. Researchers have noted that these variables, and the relationships amongst them, have not been studied enough and there exists a need for further research. The purpose of this study was to examine employees’ perceptions of the relationship between the organizational culture of a Toronto-based technology company, and their job satisfaction and engagement. Method This study utilized a quantitative, non-experimental, correlational method, while employing a cross-sectional approach with secondary data. This study used data collected by a Toronto-based technology company in June of 2016. The goal of this survey was to measure employee engagement and overall employee happiness, for the purpose of determining what areas of the organization’s culture, if any, needed to be improved. The participants for this study were all full-time employees of the organization. Seventy-three percent of the employee workforce - 76 out of a total of 104 employees - completed the survey. The hypotheses were tested using bivariate correlation analysis to examine the relationship between the variables. Results The results showed that (1) employees’ perceived organizational culture was positively correlated with their job satisfaction; (2) employees’ perceived organizational culture was positively correlated with their engagement; (3) there is no statistically significant correlation between employees’ length of time with the organization, and their job satisfaction; and (4) employees’ gender was not correlated with their job satisfaction. Two of the hypotheses were supported, while two were not. Research Hypothesis H1: There is a statistically significant relationship between employees’ perception of the organizational culture of a Toronto-based technology company, and their job satisfaction. This hypothesis was supported Research Hypothesis H2: There is a statistically significant relationship between employees’ perceptions of the organizational culture of a Toronto-based technology company, and their job engagement. This hypothesis was supported. Research Hypothesis H3: There is a statistically significant relationship between employees’ length of time at a Toronto-based technology company, and their job satisfaction. This hypothesis was rejected Research Hypothesis H4: There is a statistically significant relationship between employees’ gender and their job satisfaction. This hypothesis was rejected. Conclusions The results of this study confirmed that there is a strong positive, significant, relationship between organizational culture and the job satisfaction and engagement of employees. Organizations should therefore strategically plan to develop an organizational culture that will lead to high levels of job satisfaction and engagement among their employees, as
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Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,003 | 0,008 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,002 | 0,001 |
| Communication savante | 0,001 | 0,001 |
| Science ouverte | 0,000 | 0,001 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,002 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».