Developing the research-measuring instrument

This study uses the quantitative method of research and, therefore, a measuring instrument in the form of a questionnaire was constructed and distributed to gather the data.

A literature review was conducted to establish the variables influencing job

the respondents agreed or disagreed with each statement: “strongly disagree”, “mostly disagree”, “agree”, “mostly agree”, and “strongly agree”. Table 3.3 below provides a summary of the variables and the items chosen to measure each variable. The source of each questionnaire item is also indicated.

Table 3.3 Source of questionnaire-measuring instrument items

CODE Job Performance SOURCE

JP1 I would rate my

performance as…

(“The Assessment of Job Satisfaction,” n.d.)

JP2 I receive useful

feedback on my

performance

(“The Assessment of Job Satisfaction,” n.d.)

JP3 My performance is

assessed against a clear criteria

(Sonnentag, Volmer, & Spychala, n.d.)

JP4 I have performance objectives that are within my control (Sonnentag et al., n.d.) JP5 I am able to access relevant learning and development opportunities (Sonnentag et al., n.d.) JP6 I have had productive conversations with my manager on my performance in the past 3 months (Kessler et al., n.d.)

Employee

Engagement in the Workplace

EE1 My company has a

clear set of priorities and objectives

(“Satisfaction of Employees in Health Care (SEHC) Survey ( English ). .... | Download Scientific Diagram,” n.d.)

EE2 I have a clear

understanding of my company’s strategic goals

(“Satisfaction of Employees in Health Care (SEHC) Survey ( English ). .... | Download Scientific Diagram,” n.d.)

EE3 My manager always

makes sure I am

informed about

decisions that will affect me

(“Employee performance scale

communication of corporate visi…,” n.d.)

leadership

EE4 I receive the

recognition when doing a good job

(“Employee performance scale

communication of corporate visi…,” n.d.)

leadership

EE5 My work is valued by the company

(“Employee performance scale

communication of corporate visi…,” n.d.)

leadership

EE6 The benefits we

receive are as good

as most other

companies

(“Employee performance scale

communication of corporate visi…,” n.d.)

leadership

Trust in the Workplace

TW1

Information and

knowledge are

shared openly within my company

(“Satisfaction of Employees in Health Care (SEHC) Survey ( English ). .... | Download Scientific Diagram,” n.d.)

TW2 My manager is

approachable and

easy to talk to

(“Satisfaction of Employees in Health Care (SEHC) Survey ( English ). .... | Download Scientific Diagram,” n.d.)

TW3 My manager follows

through on

commitments

(“The Assessment of Job Satisfaction,” n.d.)

TW4 There is an

atmosphere of trust in my company

(Developing Country Studies, 2011)

TW5 My manager always

informs me about

decisions or

changes that affect me

(“Employee performance scale leadership

communication of corporate visi…,” n.d.)

TW6 I have adequate

opportunities to

develop my

professional skills

(Kessler et al., n.d.)

Goal Setting in the Workplace

GS1 I know what to do to reach my goal

(“A PRIORI STRUCTURE OF THE GOAL SETTING QUESTIONNAIRE | Download Table,” n.d.)

GS2 My manager always

addresses poor

performance appropriately

GS3 The amount of work I am expected to do is reasonable

(“A PRIORI STRUCTURE OF THE GOAL SETTING QUESTIONNAIRE | Download Table,” n.d.)

GS4 I receive useful and constructive

feedback from my manager

(“A PRIORI STRUCTURE OF THE GOAL SETTING QUESTIONNAIRE | Download Table,” n.d.)

GS5 Many of our rules

and procedures

make doing a good job difficult

(“Performance Survey Template Gallery - Template Design Ideas,” n.d.)

GS6 I am able to discuss my goals with my manager

(“2+ Management Survey Template Free Download,” n.d.)

Training in the Workplace

TRW1 I have the tools and resources I need to do my job well

(“Purpose of Job Analysis : Employee Performance Coaching : Lean Business Club, Inc.,” n.d.)

TRW2 Regular training and information is given to me to perform my job

(“Purpose of Job Analysis : Employee Performance Coaching : Lean Business Club, Inc.,” n.d.)

TRW3 I have received the training to do my job well

(“Purpose of Job Analysis : Employee Performance Coaching : Lean Business Club, Inc.,” n.d.)

TRW4 Training given is worthwhile (DARRAH, 1995) TRW5 Inspires me to begin or continue my career

(“questionare example - Kairo.9terrains.co,” n.d.)

TRW6 I have learned many new job skills in this position

(“Purpose of Job Analysis : Employee Performance Coaching : Lean Business Club, Inc.,” n.d.)

Job Fit in the Workplace JF1 I sometimes feel my job is meaningless (Kessler et al., n.d.) JF2 I am given the opportunity to apply for different job positions

(“(PDF) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia,” n.d.)

JF3 All vacant positions are advertised in advance before they are filled

(“(PDF) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia,” n.d.)

JF4

I like doing the things I do at work

(“(PDF) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia,” n.d.)

JF5

Jobs are well

organized

(“(PDF) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia,” n.d.)

JF6

I have the skills required to do my job

(“(PDF) The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia,” n.d.)