Job Satisfaction: A Review of the Statistics - Essay Example

As you may already know, the AIU gathered a large database of survey responses from 288 individuals that agreed to participate in the study. The questions were asked in regards to gender, age, department, position, tenure, overall job satisfaction, and intrinsic/extrinsic job satisfaction. These statistics will be reviewed before providing clarification in which the methods in which the statistics can be further utilized. The hypothesis to test whether or not the average overall job satisfaction (in the population of all workers in the USA) is equal to 4.

5 with a = .05 is further reviewed and determined. An alternative hypothesis suggests that this test will reveal a somewhat decreased number below the suggested 4.5 with a significance level of the standardized .05 or 5%. The critical level, also known as the critical region is any number above or below the designated 4.5 mark. In regards to the job satisfaction by gender, first we found that the percentage for males was 4.43 (531.7 total male overall satisfaction / 120 male) and for females the percentage was 4.26% (715.4 total female overall satisfaction / 168 female).

So, the average overall job satisfaction between the males and females would be the average number between 4.43% (total males) and 4.26% (total females), which equals 4.33% (total overall job satisfaction).Departments The majority of the participants in the survey belonged to administration departments (61.5%). The remaining departments, being human resources and information technology sectors, stood at 3.8% (HR) (11 human resources / 288 total participants) and 34.7% (IT) (100 information technology / 288 total participants), respectively.

The overall satisfaction with gender was rather similar. For males, the percentage was 4.43 (531.7 total male overall satisfaction / 120 male) and for females the percentage was 4.26% (715.4 total female overall satisfaction / 168 female).Intrinsic/Extrinsic Job Satisfaction The hypothesis states that we believe that there are equal "deskbodies" as well as "socialbodies" in the workforce. A "deskbody" is someone whose intrinsic job satisfaction level is higher than his or her extrinsic job satisfaction level (i.e. happy with their job more than their office).

A "socialbody" is someone whose extrinsic job satisfaction level is higher than his or her intrinsic job satisfaction level (i.e. happy with the office more than their job). Our research suggests that there are equal deskbodies and socialbodies in the workforce.