Data Collection

In order to obtain sufficient data for the current research, two main sources have been used in the process of data collection, which are noted as primary and secondary sources:

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3.10.1 Primary Sources

The present study uses a questionnaire as the principle primary source, which also incorporates a design to the specific objectives of the study and an in-depth description that provides an explanation and justification for the contents of both tools, as well as to provide additional descriptions in relation to the sources.

3.10.2 Secondary Sources

Scientific books, previous studies, and research that have been published in scientific journals and periodicals aid a researcher in the process of an investigation, which relate to secondary sources, and define the concepts that are addressed throughout the research. The overall work within the current study has been designed through theoretical aspects that have been enabled by new constructs that have been obtained from secondary sources in order to define a clearer detailed background, and to stipulate specific implemented measurements in the process of primary data collection.

3.10.3 The Questionnaire

Questionnaires are essentially a specifically noted list of questions that are often defined as a basic form of acquiring and recording different data or information in relation to a particular topic of study, which are put together with unambiguous instructions, as well as adequate spacing for details of administration and answers. These questionnaires are required to distinguish set aims that are related to the final research objectives of a specific study, while it is imperative that the intended utilisation of results from a questionnaire is outlined with clarity. Moreover, participants need to be informed to the exact manner and time that they will receive feedback in relation to the results, so that they are made clearly aware of the research stated objectives when it is possible to do so (Adams & Cox, 2008).

In general, there is a connection that exists between structured questionnaires and quantitative research, which means that there is an evidential association between questionnaires and research that attempts to focus on numbers, in regards to the questions of how many? how often? how satisfied?. Thus, it is possible for questionnaires to be incorporated in a wide range of survey situations (Greasley,

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2008). Indeed, Phellas et al. (2011) stated that questionnaires are normally utilised for the following reasons:

• To obtain information that is factual, with the aim of utilising the data in order to determine the classification of individuals and their conditions or circumstances.

• To obtain information that is seen as direct and clear in relation to the behaviour of people.

• To analyse the central opinions of a set group of individuals, together with their attitudes that relate to a specific topic.

• To ascertain the different levels of satisfaction from customers in regards to a particular utilised product or service.

• To acquire information and formulate basic form over a defined remit of time with the notion to test different changes.

In regards to the most beneficial practice, questionnaires are required to be used in order for investigations, discussions, and explorations into complex issues that can be utilised in greater depth, as well as to possibly create an exploration into challenging perceived issues of controversy. What is more, questionnaires must not be utilised as merely an option of ease, which are perceived to require minimal effort, as is commonly determined by certain researchers who implement them.

for the current research in order to be conducted correctly, a questionnaire has been incorporated according to the set goals and variables, which is designed is such a manner that ultimately notes and utilises the findings from existing literature that is deemed sufficient for the research purpose. Subsequently, this is adhered to thorough review of the contents that relate to the terms of the determinants the consequently affect (directly and indirectly) turnover intention, as well as overall turnover. This questionnaire was distributed through sending it to university email, which had been anticipated as functioning quicker and more efficiently than conducting online surveys, although it must be noted that this would be challenging in more geographically diverse studies.

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Table 3.5: Advantages and Disadvantages of using questionnaires Source: (Phellas et al., 2011)

Advantages Disadvantages

 Possibility to contact a greater amount of individuals at a competitive and relative low cost, which is by post and by telephone.

 The rates of response are often low by post, while refusal rate are high by telephone and face to face.

 It is not challenging to access individuals who are sometimes spread across a greater geographical area, or who live in isolated placed, which can be both postal and by telephone.

 Bias is a predictable result, which is caused by minimal evident control over those individuals who complete a postal questionnaire.

 Participants are capable of completing questionnaires that are by post without time pressurisation, whilst a return telephone call-back may be arranged for a more convenient moment.

 In regards to individuals who experience reading difficulties and/or impaired vision visual, alongside individuals who fail to understand written English, postal questionnaires are viewed as inappropriate.

 Questionnaires by telephone may make it more feasible for certain disabled individuals to be consulted.

 Questionnaires by post or by telephone are required to be kept short and precise.

 Questionnaires that are face to face are capable of making it less challenging in the identification of obtaining the appropriate individuals for the questionnaire.

 Specifically trained interviewers are a

prerequisite of both telephone and face to face questionnaires.

 Questionnaires that are face to face actually enable the collection of a wider range of information, which utilise visual aids and can be made longer than postal and phone questionnaires.

 It is seen that face to face questionnaires are often more labour intensive and expensive than alternative methods, as well as being excessively time consuming for all involved.

A covering letter was provided together with the questionnaire for each participant that detailed certain issues in order to attract a high response rate, which were: the overall purpose of the study, the response method, the research’s aim, as well as

information privacy. Multiple choice questions were incorporated into the body of the questionnaire for more vital quantitative details, while the variability of the set questions aims to initially meet the objectives of the research, and for data collection that is deemed necessary in the overall support of the research’s result findings, discussion, and recommendations.

The questionnaire consists of the following :(See Appendix1)

- First Section: personal data that include 5 items, which aim to define the sample of the research and provide data in regard to their socio-demographic characteristics, as well their usage in assessing the differences in the response of the sample according to their demographic variables.

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- Second Section: related to quality turnover intention, and divided into the following:

- First dimension is entitled "Job Satisfaction”: this section measures the job satisfaction between Saudi university employees.

- Second dimension is entitled "Organisational Commitment": Determine the organisational commitment which the employees' needs, wants and complaints are addressed.

- Third dimension is entitled "Interpersonal Relationships": refers to the inter- relationship employees and between employees and managers.

- Fourth dimension is entitled "Working Environment": indicates the situation of the work area, and how much relates to the employees' comfort.

- Fifth dimension is entitled "Payment Justice": this dimension demonstrates the revenue of work, is it justice between the employees or there is inequality. - Sixth dimension is entitled "Turnover Intention": this dimension measures the

employees' intention that is related to turnover, in the aim to determinate how the previous dimensions effect upon it.