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As pointed out in the Lacy, et al. article (Winter, 2001) in order for accurate conclusions to be drawn about any testable situation there must exist an adequate sample size as well as employing an appropriate sampling structure. Further, according to the authors a sample drawn at random is an unbiased sample in the sense that no member of the population has a greater chance of being selected than any other member. At the same time non-random samples are, unfortunately, over or under-representations of a population and have a tendency to skew measurement results. There, are, however, research situations wherein randomization is not possible but this does not necessarily negate the research effort. The implication behind non-randomization is that the results of the study, whether they are differences, relationships, or effects, cannot be levied against a greater...
The results must be solely directed toward the sample itself. In other words, generalizations that a population will mirror the sample results is not possible - even though many researchers commit this particular research protocol transgression.
Not only is the type of sampling important to effective and credible research but the size of the sample selected is also important; and this particular research tenet or rule is the most difficult to achieve. The ruff and ready rule with respect to sample size is to garner the largest size possible. Whenever a mean, a percentage, or any other statistic is computed from a sample, a population value is being estimated (Wilkerson & Olson, 1997). On this population estimation the established testable null hypothesis is either accepted or rejected. The primary question the research
135). Thus among some of the factors that heavily influence job satisfaction is job autonomy i.e. The extent to which people have the freedom to make independent decisions at work. Several studies have already been conducted on the subject but there have been limitations attached to most of them. Some have specifically focused on employees working abroad (e.g. Bhuiman et al. 1996) while others have focused on psychological and sociological
At the level of the individual worker, motivation and job satisfaction among other things, generate a sense of security and confidence. Moreover, it offers them the opportunity for flexibility where they are able to apply varied approaches in meeting work requirements (Adeyinka et al., 2007, pp. 3-15). This makes the work environment interesting thus providing the employees with the pleasure and urge to facing their day-to-day lives at the workplace.
The time frame was from one month February 1st to February 29th. Single-item questions were used while basing the question in terms of "how satisfied are you with your job?" Three response scales were used: normal, very satisfied, not at all satisfied. The framed question was to measure the independent variables, job satisfaction, based on level of job satisfaction from the time they have spent in their work place, (Scott
Job Satisfaction and Disabled Workers Productivity The theoretical frameworks this research will rely on are well-established. The theoretical framework in this study is constructed on Maslow's Hierarchy of Human Needs. Maslow proposed that unless the basic lower needs of the human being were met that the human would not even acknowledge the higher level needs. Maslow conceptualized this hierarchy as shown in the following illustration. Maslow's Hierarchy of Human Needs Personality & Spirituality
Job Satisfaction in Nursing Levels of Job satisfaction in nursing in relation to generational differences The contemporary society has suffered an acute shortage of nurses within the public and the government sponsored hospitals. Indeed the shortage is so intense that it was and still is viewed as one of the impediments that stand on the way of fully experiencing the positives of the Obama Healthcare program that was recently introduced. This has
A task question aids in description. This might include a request to draw a map or show how a task is accomplished. Further data can be gleaned through extension questions such as "tell me more about…," encouragement comments such as "go on…, yes?, and Uh huh?" And example questions such as "can you give me an example of…" Some preliminary interview questions developed for this study include: 1) Tell me