Questionnaire scale design

3) Marriage: This part is separated into to married, unmarried and others so as to understand the family background of test subjects.

4) Educational level: This part is separated into 5 options, namely, under junior high, junior high, senior high, college and above graduate school.

5) Service seniority: Owing to the high turnover cycle in modern industry, the option given initially begins with 6 months, and the rest options are listed down below:

Table 2. Service seniority

Seniority 6 months 6 months-1 year 1 year-2 years 2 years above 6) Job position: This portion is divided into 3 options like full-time, part-time and

others. The third option could be related to positions like chief manager employee in the shop.

3.4 Questionnaire scale design

This section would be introducing the design of the questionnaire scale, which includes job engagement scale, work value scale and turnover intention scale.

Excluding basic information part, which is consisted of 6 questions, the rest of questionnaire holds in a total of 24 questions.

27 

3.4.1 Work value scale

This research utilizes work value scale originally designed by Wu (1996) (吳鐵雄，

1996) which is categorized in two sections, the terminal value and instrumental value.

For purpose value, the scale is split into self-growth orientation, self-actualized orientation and dignity orientation; Instrumental value is sorted into social interaction orientation, organizational safety and economy orientation, stability and freedom from anxiety orientation and last but not least, leisure health and traffic orientation of 8 types, which the Cronbach’s α value is 0.912. Also, this questionnaire uses Likert scale for execution as scoring standard. By hitting the score of 5 point, the more positive work value millennial employees would gain, the lower turnover intention they would get.

On the opposite, the lower the scores are, the more negative work value they would gain, which resulted in higher turnover intention. The questions relating to work value scale are listed as following:

Table 3. Work value questionnaire

Construct Question

Work value

1. I am able to gain substantial knowledge to take myself to another level while working.

2. I am able to overcome difficulties and resolve problems to achieve personal goals through developing and exceling potential while working.

3. I am able to receive a sense of self-respect as well as the sense of self-satisfaction while working.

4. I am able to receive or being rewarded others’ respect while working.

5. I am able to feel a sense of responsibility and morality to contribute meaningful affairs to social public or society while working.

28 

6. I am able to avert from anxiety, fear, intensity, danger and threat while dedicating into work.

7. I think the working environment should be comfortable and located in a place for employee to commute conveniently.

8. I am able to establish or maintaining respectable social relationship with colleagues in harmony within working unit.

9. Regarding to my occupation and position, I think the remuneration and treatment is balanced and fair.

10. I think the occupation offers full-coverage labour insurance as well health insurance.

3.4.2 Job engagement scale

This research utilizes the definition of Kanungo (1982), who deems that job engagement is the result of whether demand is satisfied or not. When one acknowledges his or her level of demand being satisfied increases, job engagement also increases. On the contrary, when the satisfaction is low or decreases, the latter becomes low or decreases. Under such situation, it is indicated that job engagement is movable which depends on personal acknowledgement as well as cognition of working environment.

In Kanungo (1982) job engagement scale, there are in the total of 10 questions, which the Cronbach’s α value is 0.818. Besides, in this research questionnaire, Likert Scale is utilized to initiate my quantitative research, which sorts in a total of 5 terms, such as strongly disagree, disagree, no comment, agree and strongly agree. The questions relating job engagement are listed as following:

Table 4. Job engagement questionnaire

Construct Question 1. I am willingly to share my working experience with colleagues

within the unit.

2. I am willingly to pay extra effort to enhance my job performance

29 

Job Engagement

to pursue better job achievement.

3. I often propose suggestion and recommendation while indulging in my occupation.

4. I am able to find my interest and joy within the occupation.

5. I spend most of time dedicating into work.

6. I am able to complete the assigned task on time according to my schedule.

7. As an active learner, I never give up on encountering difficulties and would manage to solve problems.

8. Devoting myself into the occupation means significant to me.

9. The occupation plays an essential role in my life.

10. I think the occupation represents a small portion of my life.

3.4.3 Turnover intention scale

This research utilizes the scale drew by Huang (黃開義 1984), which the turnover intention scale is designed according to Mobley (1978) model. This section has 4 questions, which Cronbach’s α value is 0.677 and also uses Likert’s five-point scale, which classified as strongly agree, agree, normal, disagree and strongly disagree. The higher the score is, turnover intention becomes higher. The questions relating turnover intention are listed as following:

Table 5. Turnover intention questionnaire

Construct Question 1. I often consider resigning this occupation.

2. I frequently seek for other job opportunities.

30 

Turnover intention

3. According to my age, educational level, financial condition, I think there is a high possibility for me to locate a better position in other company or job.

4. If there is an opportunity for better occupation, I will consider resigning the occupation.

31