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
Bibliographic record
Abstract
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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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.003 | 0.008 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.002 | 0.001 |
| Scholarly communication | 0.001 | 0.001 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.002 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".