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Chapter 3 Methods
Based on the research framework and hypotheses proposed in Chapter 2, this chapter focuses on the methods adopted in this study. Section 3-1 presents the samples and research procedures of the study, Section 3-2 elaborates the measures included in the questionnaire, and Section 3-3 explains the statistical procedures used for data analysis.
3-1 Sample and Procedure
Using the convenient sampling procedure, approximately 300 research
questionnaires were distributed at the beginning of April, 2010 mainly through friends and relatives of the researcher and though acquaintances who were generous to help.
By mid-May, 2010, a total of 254 samples were received. After careful examination, 11 unqualified samples were eliminated, resulting in a total of 243 samples. The samples consist of employees from different industries such as manufacturing, information technology, finance, services, medical and biotechnology, trade, educational and governmental organizations.
Questionnaires were distributed in four ways. One approach was to send hard copies to participants along with self-addressed envelopes. Of the total sample collected, 50 samples were sent to a good friend of the researcher who worked in a manufacturing company and given 3 week‟s time to distribute and accomplish.
Without any delay, a total of 50 samples were returned. The second approach was to distribute hard copies to students of extension education programs in National Taipei University of Technology. All of these students are full-time employed and therefore are qualified to respond to the questionnaires. A total of 45 samples were collected
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from them. The third approach was to send electronic questionnaires to friends and relatives of the researchers and asked them to help distribute the questionnaires. To maintain the anonymity and confidentiality of the respondents, answered
questionnaires were first gathered by friends and then sent to the researcher all at once.
A total of 122 samples were thus received via e-mail. The rest of the samples were obtained from friends and relatives of the researcher who each helped collect several samples from their colleagues or friends. To encourage respondents to participate in the survey, a small gift was given or sent to them after they finished the questionnaire.
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3-2 Measures
Based on the research framework, Chinese-translated questionnaire consists of measures related to career plateau, workplace spirituality, psychological processes and related employee outcomes (see Appendix). The back translation procedure (Brislin, 1970) was used to ensure the semantic equivalence The following paragraphs elaborate more on the definition of each measure.
1. Career plateau
Both hierarchical and job content plateau were measured on a 5-point agreement scale (1 = strongly disagree to 5 = strongly agree) developed by Milliman (1992). Respondents answered a total of twelve items based on their perceptions of their current work. Six items were used to assess each plateau;
sample statements for hierarchical plateau include “I have reached a point where I do not expect to move much higher” ( = .89), and for job content plateau “My job tasks and activities have become routine for me.” ( = .79).
2. Workplace spirituality: Inner life and community
Individuals‟ inner life and belongingness to the workplace community were accessed on a 7-point agreement scale (1 = strongly disagree to 7 = strongly agree) developed by Ashmo and Duchon (2000; 2005). Five items were used to measure individual‟s inner life (e.g., “I feel hopeful about life.” or “I consider myself as a spiritual person.” ; = .80 ), whereas seven items are used to measure community (e.g., “I feel part of a community in my immediate workplace.” ; = .81).
3. Future career uncertainty
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The measure for future career uncertainty consists of three items measured on a 5-point Likert-type scale (1 = strongly disagree to 5 = strongly agree). One item was developed by Seegers and van Elderen (1996) (e.g., “Do you expect to be in your job in the next 5 years?”). The other two items were developed by the researcher based on the study by Brotheridge‟s (2001) studie, which considered variables such as career control and career dependence as factors of uncertainty framework in their career stress model. These two items are “I feel that I am in control of my career in this organization in the next five years,”
and “I feel that I am capable of taking on other interesting positions in the organization in the next five years.” ( = .69)
4. Subjective monotony
The 4-item measure for subjective monotony was modified from the study by Melamed et. al (1995). Unlike Melamed‟s measure, which asked respondents to decide whether certain adjectives such as boring, not varied enough, monotonous and routine describe their current work, these adjectives were further modified into complete statements on a 5-point Likert-type (1 =
strongly disagree to 5 = strongly agree). These four items are “I think my job is boring”, “I think my job is not varied enough.”, “I think my job is
monotonous.” and “I think my job involves only routine work.” ( = .91) 5. Emotional exhaustion
Emotional exhaustion was assessed with five items by Maslach and Jackson (1981) on a 5-point Likert-type scale (1 = strongly disagree to 5 = strongly agree). Items such as “I feel emotionally drained from my work.” or “I feel burned out from my work.” are examples ( = .89).
6. Job satisfaction
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Job satisfaction was measured using a three items on a 7-point Likert-type scale (1 = strongly disagree to 7 = strongly agree) developed by Cammann, Fichman, Jenkins and Klesh (1983). Sample items include “All in all, I am satisfied with my job,” and “ In general, I don‟t like my job,” (reverse scored).
( = .85)
7. Job involvement
Job involvement was measured using a 7-point Likert-type scale (1 = strongly disagree, to 7 = strongly agree) developed by Kanungo (1982). A total of ten items were used, with sample statements such as “I am very much involved personally in my job,” and “Most of my interests are centered around my job.”
( = .83)
8. Affective organizational commitment
Affective organizational commitment was assessed with six items on a 7-point Likert-type scale (1 = strongly disagree to 7 = strongly agree) developed by Allen, Meyer and Smith (1993), and sample items include “I really feel as if this organization‟s problems are my own” ( = .84)
9. Demographic variables
Respondents were also asked to answer items regarding their gender, age, educational level, job tenure, religion (if any), managerial position (if any), and industries in which they work. Past researches of career plateau have indicated that individuals‟ age, job tenure and educational level are associated with career plateau (Allen, et al., 1999; Gould & Penley, 1984; Tremblay &
Roger, 1993). Since religion is said to be one of an approach to foster spirituality (Howard, 2002), it is possible that individuals‟ religion would
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influence the outcomes. Thus, all the demographic variables are regarded as control variables in this study.
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3-3 Data Analysis
Data analyses were proceeded through several stages using SPSS 14. First, frequency distribution analysis was conducted on demographic variables as to have a general view of the samples and to see whether there was miss-keyed data.
Reliability analysis using Cronbach‟s alphawas next performed on each measures to ensure that the samples collected are reliable. Correlation Analysis was then
conducted using Pearson‟s two-tail significance to examine the correlation between variables. To examine mediation and moderation effect, hierarchical multiple regression analysis were performed several times.
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