SuperPart Employee Survey Analysis

This assignment analyzes data collected from a survey of SuperPart employees. It examines the relationship between working hours and job satisfaction, explores average working weeks for union and non-union members, investigates worker retention rates, and assesses the proportion of unionized employees compared to national statistics. The analysis uses statistical methods to draw conclusions about these factors within the SuperPart industry.

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Introduction
The research is designed to manipulate and summarize the data so that meaningful
information can be obtained. Through adequate interpretation of the analyzed results, it will
be easier to link the findings to the real-world situation. At the same time, it will help in
making decisions. The research will analyze the Annual Employee Survey of SuperPart
Industries, in which sound response to the Memorandum from Hannah Zhou, the Vice‐
President of Human Resources at SuperPart Industries.
It was established that the company should not be alarmed by the retirement of the workers as
the distribution by age is quite good. Age of the workers was not associated with occupation,
but was negatively correlated with the number of hours worked, and negatively correlated
with before‐taxes income. In accord with the new relations law, the workers had a higher
level of satisfaction. Importantly, it was pointed that the number of working hours was not
associated with the job satisfaction. Lastly but not least, it was indicated that the non-
unionized members did not work more than 45 hours, and the proportion of those in the union
is not less than the national statistics of 20%.
Results and Discussion
1. An overall view of an employee’s age at SuperPart
It was established that the total number of workers by age were fairly well distributed in all
age groups. The summary of the frequency of age by gender shows that the data had a bell-
shaped distribution, which means that there were few young and old people. This also means
that there are more people with middle age. There were only three people who were aged 65
years and above, three aged 64 years, four were aged 63, and so on. This means that there
was no need for alarm. On the other hand, similar distribution of the young people in the
organization. Among the employees, 158 workers were aged 35 years and under, and 88 of

FOUNDATION SKILLS IN DATA ANALYTICS
them were aged 30 years and below. This is a substantially large number in an organization.
This implies that the company is attracting both young and old people equally. This age
distribution is observed on both male and female in the SuperParts industries.
2. Exploring Associations
a. Occupation within SuperPart
Based on the summary of the age of employees by their occupation. It is pointed that there is
an even distribution of workers of different ages into different categories. The distribution
shows that there is no department that can be affected adversely, due to factors associated
with age like retirement. Therefore, there is substantial evidence that there is no association
between the occupation within SuperPart and the age. This evidence is based on the
distribution, which suggested that if a randomly selected person is selected, from each
department, there are almost equal chances of getting an individual of different ages. For this
reason, the company has workers of different ages in all the departments.
b. The number of hours worked
An assessment to determine whether there exists a significant association between the age
and the number of hours an employee executes his/her duties. The findings indicate that there
was a significant negative correlation between the number of hours one work and their age (r
= -0.114*). This means that as the age of individual increases, their number of working hours
decreases. Therefore, we can claim that, with 95% confidence, when the increase in a
personage their workload or the number of hours they work reduces. Nonetheless, even if the
association is significant, it is weak.
c. Before
‐taxes Income

FOUNDATION SKILLS IN DATA ANALYTICS
An assessment whether there is an association between the pretax income and the age of an
individual age was carried out using correlation analysis. It was established that there was a
weak positive association between the before-tax income and the age (r = 0.221**) (Gelman,
et al., 2014). However, the association is significant. This means that there is enough
evidence to claim that as the age increases, people are expected to earn more pre-taxed
income. At the 99% level of confidence, we can state that the as the age progresses for
workers, in the SuperPart industries, their before-tax income increases.
3. Differences in levels of job satisfaction
To determine whether the company complies with the state industrial relations law, an
assessment was carried out on a number of issues.
(a) Can you please provide a summary report on worker satisfaction at SuperPart?
It was determined that 46.25% of the workers were very satisfied with their job at the
SuperPart companies, 42.75% were moderately satisfied, 6.75% little dissatisfied and only
4.25% were very dissatisfied. This shows that the majority or large proportion of the workers
were satisfied working at the company. The level of discontentment shows that the workers
are okay with the current working condition, among other crucial aspect of the working
environment.
(b) Is there any difference in the level of job satisfaction and union or non
‐union
membership?
There seem to be no connection or association between the job satisfaction and the
membership of the union. This is because there is a proportional trend for both groups of
those that are members and those that are not. That is, whether a person is a union member or
not does not in any way affect the job satisfaction. In this way, the company needs to
establish what might be the cause of the dissatisfaction.

FOUNDATION SKILLS IN DATA ANALYTICS
(c) Are there are any differences in hours worked based on job satisfaction?
At this level, it was ideal to determine whether working long hours in the SuperPart
industries are associated with the dissatisfaction. There appears to be no association between
the number of working hours and the job satisfaction. This is because, it should be expected
that those that work for long hours to be very dissatisfied with their job, and opposite is true.
This is not the case, since there is an even distribution of workers in all levels of satisfaction.
Thus, we can claim that the number of hours worked does not affect the job satisfaction.
4. Worker Retention
Using the collected data, it was impossible to quantify the rate of worker retention. Therefore,
it was not able to determine whether, by the end of two years, 1,000 or more employees
would have left the SuperPart industry.
5. Union Memberships
a. What is the estimated average working week for all SuperPart employees? What is
the estimated average working week for union members? For non
‐union members?
On average, the employees work for approximately 45.4325 hours per week. Those that are
not union members work for 45.4924 hours, and the member of the union works for 45.1449
hours. The average of the nonmembers and the members do not differ much only a difference
of 0.3475 hours, which is approximately 20 minutes in a week.
b. The summary of number of working hours for the non-union members.
There are in total 152 workers that are non-union members that work for more than 40 hours.
Also, 65 employees that are not members of the union work for more than 50 hours.
c. Some speculation that the non
‐unionized workers work on average more than 45
hours per week.

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We test whether the non-union member works for more than 45 hours in a week. The analysis
shows that there is no sufficient evidence to warrant the support of the claim (p > .05)
(Lowry, 2014). This means that no sufficient evidence supported the claim that the workers
that are not union members work for more than 45 hours. This means that the non-unionized
workers are not working for more than 45 hours.
d. The test for the proportion of workers registered with the union.
It was claimed that the company has less than 20% members in the union. Therefore, an
assessment was carried out, and it was established that there was not enough evidence to
support the claim (p = 0.0846) (Afifi & Azen, 2014). Therefore, the proportion of members
of the union in the SuperPart industries was not significantly below the national statistics.
6. Future Surveys
If the company wants to follow up research, a larger sample than 400 should be used. The
company should use a larger sample since the statistics are strict and therefore, a larger to
detect any difference due to chance. In fact, a sample of approximately 38,415 sample
workers is required to detect any difference attributed to chance.

FOUNDATION SKILLS IN DATA ANALYTICS
References
Afifi, A. A., & Azen, S. P. (2014). Statistical analysis: a computer oriented approach.
Academic press.
Gelman, A., Carlin, J. B., Stern, H. S., Dunson, D. B., Vehtari, A., & Rubin, D. B. (2014).
Bayesian data analysis. 2. Boca Raton, FL: CRC press.
Lowry, R. (2014). Concepts and applications of inferential statistics.