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International Islamic University, Islamabad Faculty of Management Sciences Dear Respondent

The document contains a survey for research on training and development, organizational commitment, employee motivation, and job performance. It includes scales to measure these constructs on a 5-point agreement scale. There are also demographic questions on gender, marital status, age, work status, position, and years of experience. The researcher is conducting this study to determine relationships between these variables and will analyze the results for academic purposes, ensuring confidentiality of responses.

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94 views4 pages

International Islamic University, Islamabad Faculty of Management Sciences Dear Respondent

The document contains a survey for research on training and development, organizational commitment, employee motivation, and job performance. It includes scales to measure these constructs on a 5-point agreement scale. There are also demographic questions on gender, marital status, age, work status, position, and years of experience. The researcher is conducting this study to determine relationships between these variables and will analyze the results for academic purposes, ensuring confidentiality of responses.

Uploaded by

Khan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

INTERNATIONAL ISLAMIC UNIVERSITY, ISLAMABAD

FACULTY OF MANAGEMENT SCIENCES

Dear Respondent,
The undersigned will conduct a research entitled, "___________________". This study will
attempt to determine the _______. There is no right or wrong answers as long as you did it
honestly that your answers to this questionnaire will be treated with utmost confidentiality. The
survey result will be analyzed for academic purpose.
Thank you for your kind cooperation in the conduct of this study. Your responses will contribute
to this academic research.

Muhammad Arbaz Ashraf


Researcher

Scale: Responses to each item are measured on a five-point scale with the anchors labeled:
(1) strongly disagree, (2) disagree, (3) neither disagree nor agree, (4) agree, (5) strongly agree.
An “(R)” denotes a negatively phrased and reverse-scored item.

Section A
TRAINING & DEVELOPMENT (T&D)

1. Our organization conducts extensive (T&D) programs for Employees. 1 2 3 4 5


2. Employees at each job normally go through T&D programs every year. 1 2 3 4 5
Training needs are identified through a formal performance appraisal
3. 1 2 3 4 5
mechanism.
There are formal training programs to teach new employees the skills
4. 1 2 3 4 5
they needed.
Trainings need identified are realistic, useful and based on the
5. 1 2 3 4 5
organizational strategy.
There are formal training evaluation methods to assess the effectiveness
6. 1 2 3 4 5
of the training.
The organization has a system for calculating the cost and benefit of
7. 1 2 3 4 5
training.
8. T&D has helped reduce employee turnover in our organization. 1 2 3 4 5
9. T&D has resulted in higher employee performance in our organization. 1 2 3 4 5
T&D has resulted in higher productivity and financial returns for the
10. 1 2 3 4 5
organization.

Masood, T. (2010). Impact of Human Resource Management (HRM) Practices on Organizational Performance: A
mediating role of employee performance. MOHAMMAD ALI JINNAH UNIVERSITY ISLAMABAD.

Page 1 of 4
Section B
ORGANIZATIONAL COMMITMENT

I would be happy to spend the rest of my career with my


1. 1 2 3 4 5
organization.
2. I feel as if my organization’s problems are my own. 1 2 3 4 5
3. I do not feel a sense of “belonging” to my organization.(R) 1 2 3 4 5
4. I do not feel “emotionally attached” to my organization.(R) 1 2 3 4 5
5. I do not feel like “part of the family” at my organization.(R) 1 2 3 4 5
6. My organization has a great deal of personal meaning for me. 1 2 3 4 5

Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test
of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551.

Section C
EMPLOYEE MOTIVATION

1. I feel a sense of personal satisfaction when I do this job well. 1 2 3 4 5


2. My opinion of myself goes down when I do the job badly. 1 2 3 4 5
3. I take pride in doing my job as well as I can. 1 2 3 4 5
4. I feel unhappy when my work is not up to my usual standard. 1 2 3 4 5
5. I like to look back at a day’s work with a sense of a job well done. 1 2 3 4 5
6. I try to think if ways of doing my job effectively. 1 2 3 4 5
Warr, P., Cook, J., & Wall, T. (1979). Scales for the measurement of some work attitudes and aspects of psychological well-
being. Journal of Occupational Psychology, 52, 129-148.

Section D
JOB PERFORMANCE

1. Adequately completes assigned duties. 1 2 3 4 5


Engages in activities that will directly affect his or her
2. 1 2 3 4 5
performance evaluation.
3. Fails to perform essential duties. (R) 1 2 3 4 5
4. Fulfills responsibilities specified in job description. 1 2 3 4 5
5. Meets formal performance requirements of the job. 1 2 3 4 5
6. Neglects aspects of the job he or she is obliged to perform. (R) 1 2 3 4 5
7. Performs tasks that are expected of him or her. 1 2 3 4 5

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of
organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.

Page 2 of 4
DEMOGRAPHIC QUESTIONS

Please Circle the Appropriate Answer.

1. Gender:

A. Male B. Female

2. Marital Status:

A. Single B. Married

3. Age:

A. 18-25 B. 26-40 C. 41-60 D. Over 60

4. Work Status:

A. Full Time B. Part Time

5. Position:

A. Supervisor/Management B. Maintenance C. Customer Service D. Clerical

6. Years of job experience with current Organization:

A. 0-5 B. 6-10 C. 11-20 D. 21-30 E. Over 30

Page 3 of 4
THEORETICAL FRAMEWORK

Employee
Motivation

Training and Organizational Job


Development Commitment Performance

Page 4 of 4

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