N630M2 Human Resource Management And Assessment Answers

Answer:

Introduction

This chapter has presented the data analysis on basis of surveyed information among the 200 employees in Turkey. Additionally, this chapter has set the questionnaires for the survey to the employees. The questionnaires have tried to gather information related to the flexibility at the workplace, job satisfaction (work pressure), organisation loyalty (work-life conflict) and performance evaluation of the people. The employee performance is the dependent variable for this study whereas the independent variables are flexible work time, job satisfaction and work-life balance of the employees. In this context, the survey form is designed with different segments – the first segment is constructed of the demographic questionnaires whereas the second segment is prepared with the independent variables. Further, the questionnaire is been produced with options for the participants as all the questionnaires are close-ended in the survey form. In addition to this, the questionnaires on independent variables have been designed with Likert scale options so that respondents’ answers can be evaluated in scale form. The data analysis section of this chapter has covered several statistical analyses to discuss the current level of impact on the employees’ performance due to job flexibility, work pressure and balance of work and life. The initial analysis is based on the descriptive analysis where the mean, median and mode are the main statistical instruments. However, the researcher has used the inferential statistical instruments like correlation and regression to analyse and test the hypotheses of the study.

Demographic analysis 

The above diagram shows the differentiation of the gender wise among the respondents in the survey. In this survey, total 200 people have participated in which majority of the participants are female. Therefore, the studies analyses regarding the impact on the performance of the employees are not biased towards the male workers of Turkey only. Additionally, such segmentation in responders has shown a balance between gender wise issues to balance personal life as well as working responsibilities.

The questionnaires (survey form) are distributed among various types of employees. The proof can be observed in the above table where the age wise distribution of the participants can be observed for this context. The majority of the responders are of 31-40-year-old category whereas more than 50 years old people have a low presence in the survey. However, the information has shown that no single age group has crossed 30 % of total respondents. Further, this diversification of participants on age wise indicates that all types of employees have provided their concerns regarding performance improvement and how has it influenced by the factors like work-life balance, satisfaction and work flexibility. The work life flexibility of young employees and older employees are different as their family structure and responsibilities become changed due to age differentiation. In this context, the age wise distribution provides the control of analysis for the variable work life balance and flexibility of work.

The above diagram shows the experience wise distribution of the total sample of the survey. In this context, the majority of the participants have more than 8 years of experience. The diagram also shows that 37 people having 3-5 years of experience have participated in the survey. However, the distribution of survey form to the participants has been provided randomly as well diversified experiences categories have expressed their concern about the impact on performance due to flexibility, satisfaction and work-life balance in the workplace. The balance of experience shows that the responses are not biased towards the family issues or the unsocial cases and the results of this, findings would be appreciable at the end. In this context, the several experiences are necessary to provide their viewpoints regarding improving the performance of the employees in office for different reasons.

The different monthly scales of employees have participated in this survey as witnessed in the above diagram. Such differentiation indicates that this survey would yield the information regarding the family structure as well as the life style of the participants. The various groups of participation on income wise indicate that this survey has the capacity to indicate different issues about the impact on performance. In addition to this, the different income scales of different people make the lives different so that employees need different flexibility to balance work and life. The vast differentiation of the participants indicates that this study can reflect different types of the need of the employees to balance their responsibilities towards work and life.

The savings of the employees indicate the expenses to income ratio for the workers of different levels. The above diagram shows the monthly savings of the participants in Turkey. The higher savings of the people indicates the young people as well as low responsibility towards the family. Further, the higher earnings of the employees have a higher level of expenses due to rich life style. In this context, the majority of the Turkish people can save $100- $150 per month. The ratio of income to expenses indicates the vast types of people have responded to this survey, which would yield a result to find the impact on employee's performance due to specific factors such as satisfaction, flexibility in work and work life balance.   

Summary of demographic data

Table 1: Analysis of demographic presence in the survey

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Measures of dispersion – analysis

Table 2: Measures of dispersion of demography of the responders

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The measure of dispersion shows that majority of the female have participated in this study with a deviation of 0.5. Therefore, the study has contributed the findings with dual sex measurement in an equal way. The age of the employees indicate that majority of the employees in the survey are having nearby to 40-50 and over 50. The small deviation among the participants’ ages indicates that result has not deviated much and the hypotheses can be tested by the inferential analysis. Further, the experience of the people in the survey indicates the higher experienced people have participated in this study. Therefore, with a low standard deviation indicates that different types of experienced people have provided different issues related to impact on performance. The monthly income and savings have shown the almost similar level of dispersion. However, the median value differs from each other for these cases as income of the people has different types of savings ratio. The higher earning people have a higher ratio of expenses than that of a low-income group of people.

Satisfaction of the employees

Table 3: Measures of dispersion of Employees’ work satisfaction

(Source: Created by author)

The satisfaction of the employees is being indicated in the above table. The measures of dispersion have indicated that the overall employees have neutral responses towards the job satisfaction as well as satisfaction towards other factors. The indication is strong from the median value of this regard as all the median values are 3 for different types of satisfaction. However, the Turkish employees are not satisfied with the process of performance evaluation in the office as the majority of the responders have voted ‘not satisfied' in this case. Further, the employees are not much satisfied with the flexibility with a job as they have voted majorly for being neutral in this case. The employees are satisfied with the process of performance evaluation in the office as the majority of the participants have voted for ‘highly satisfied’ in this case. The people are satisfied with work-life balance in the country as shown in the responses of the participants. The result is validated due to small deviation in overall responses of all the responders.

Table 4: Measures of dispersion of Flexibility at work place

(Source: Created by author)

The above table has shown that majority of the office goers cannot manage their household work by their own hands. The mode value of the responders is 5 indicating the majority of the people are dependent on the house maids for the household activities. Further, these participants have agreed with spending weekends with their families. However, the majority of responders have provided anomalous information regarding their responsibilities on gazetted holidays for office work. Additionally, the majority of the people are responsible for public service as they are in workplace during the government holidays. Further, these people have indicated that majority of the people are provided with flexible work schedule by the employers. Thus, it indicated that the majority of the female employees in Turkey are satisfied with the flexibility provided for them due to maintaining the responsibilities in the home.

Table 5: Measures of dispersion of work life balance and performance evaluation of employees

(Source: Created by author)

The above table indicates the measures of dispersion regarding work life balance and performance evaluation mainly. Further, the above table has provided information related to the flexibility of working schedule as well. In this context, the surveyed data shows that majority of the employees do not have the option of travelling with their friends and families every year for outstation tours. The evaluation process of HR departments has also obtained negative responses from the overall responders as they think the process is outdated for current working responsibilities. However, the employees have a positive reaction towards the assessed result of the performance of individual employees. The employees are satisfied with the flexibility at workplace as the majority have obtained ample of time for taking care of the family members. Moreover, the employees are satisfied with work-life balance as well as the process of working styles in Turkish companies.

Correlation matrix

Table 6: Correlation between satisfaction variables

(Source: Created by author)

The correlation matrix is observed in the above table as it indicates the correlation between different factors of satisfaction connecting with employees’ performance. The surveyed information indicates that inferential analysis has provided with different results. Job flexibility satisfaction is negatively correlated with other factors. However, the satisfaction of work life balance, work pressure and the process of performance evaluation has a positive correlation. In this regard, the major development has indicated that satisfaction of job flexibility cannot predict other factors as well as influence those factors either.

Table 7: Correlation between Flexibility variables

(Source: Created by author)

Table 7 has provided with the managing household work has approved with other factors related to the flexibility of work schedule. However, spending time with friends in every week does not mean that the employees can spend outstation travelling with friends or families for every year. In this context, the surveyed information has inferred that weekend time spending with families has a negative relation with holiday work. However, flexibility work schedule has very low correlation with other factors influencing flexibility in the work place.

Regression analysis: 

Table 8: Regression between Satisfaction and performance evaluation process

(Source: Created by author)

The first regression model is based on the dependent variable style of performance evaluation and the dependent variables regarding satisfying factors of the employees in workplace. The model indicates that the model can predict only 0.6% of the reaction of the employees regarding due to balanced answer towards their satisfaction. Further, the model has indicated that reaction of the employees has negative measures with satisfaction about the process of performance evaluation. The style of performance evaluation has been tested negative as satisfaction cannot be attained due to flexible working schedule. F ratio indicates that insignificant impact of flexible working option for the employees with the impact of satisfaction. Thus, the hypothesis is rejected for this case. The regression model has inferred the following predictive model:

Y (style of performance evaluation) = 2.9 +.0092* satisfied with the job flexibility +.028* satisfied with your work-life balance +.535* satisfied with the work pressure - .048* process of performance evaluation

Regression model 2:

Table 9: Regression analysis of performance evaluation and flexibility

(Source: Created by author)

The model 2 has been inferred to evaluate the developing process of performance as the dependent variable whereas the independent variables are related to the flexibility of work. This model can predict 6% of the total developing process of performance evaluation with respect to work flexibility. The dependent variable has a negative relation with the managing household workability of the employees. However, other flexibility variables have a positive relation with the development process of performance. The model has indicated that the hypothesis of developing a process of employees’ performance is accepted. The reason is for having high F ratio indicating the test positive towards acceptance of the hypothesis. The predictive equation of the second model is as follows:

Y (developing process of performance) = 2.87 -0.14* household work +0.19* spend weekend + 0.0019* engaged in holidays + 0.004* flexible work schedule

Regression model 3:

Table 10: Regression analysis between flexibility and Satisfaction

(Source: Created by author)

The third regression model has the capacity to predict 2% of taking care of the individual's family. The predictive model has the dependent variable of flexibility to take care of the family. The independent variables are meeting friends, planning any tour and process of work in for balancing individual’s life. The prediction test shows that only process of work in for balancing individual's life has a positive impact on the dependent variable whereas other two variables have a negative impact on flexible working schedule for taking care of the family. The predictive model 3 has provided that flexible working schedule has improved the balancing act towards the family of the employees as well as the performance of the people. Further, the test has indicated that the hypothesis cannot be rejected due to significant F ratio of the third predictive model.

The predictive equation is as follows:

Y (flexibility to take care of family) = 2.788 - .017* meeting friend - .08* planning tour +0.13 * process of work in office