Research Portfolio on Job Security, Satisfaction, and BT Company

This research portfolio investigates the relationship between job security, job satisfaction, organizational commitment, and employee characteristics within the context of a BT organization. The report begins by developing a questionnaire to gather primary data, formulating both null and alternative hypotheses to examine the correlation between job insecurity, satisfaction, and individual employee traits. The questionnaire focuses on key aspects of job satisfaction, including commitment, attitude, and the impact of organizational changes. The study then outlines the use of SPSS statistical software for data analysis, explaining its benefits in testing hypotheses and identifying relationships between variables such as job insecurity and organizational commitment. The report also discusses factors affecting the validity of results, like employee honesty, homogeneity, test length, and the reliability of the chosen statistical methods. The aim is to provide insights for the HR department of BT to enhance employee retention and improve job satisfaction.

Research Portfolio

Table of Contents
Task 1 Develop a questionnaire and explain and justify theoretical point of hypotheses you
would test.....................................................................................................................................1
Task 2 Outline statistical techniques to be used in analysis........................................................4
Task 3 Discuss factors that affect validity of results...................................................................5
REFERENCES................................................................................................................................7

Task 1 Develop a questionnaire and explain and justify theoretical point of hypotheses you
would test
In present time, job security is the most important factor that helps in increasing job
satisfaction. This is the only thing that allows business to retain employee for long time period
(Meifort, 2016). Also, when an employee is not satisfied with job it clearly show lack of job
security among them. It also occurs when certain commitment are not accomplished by
organisation. It directly influences on staff characteristics in negative way. A high level of job
satisfaction creates a positive environment. It automatically transforms staff characteristics in
positive way. Through this, it becomes easy to retain them. Job satisfaction depends on what
organisation commitment are and growth opportunities provided by them. It has been analyzed
that in many organisation employee satisfaction depends on many factors. Generally, it is
affected by organisational commitment. Besides this, there are some other factors as well due to
which satisfaction is impacted. In this job security plays a crucial role. Moreover, there occur
several issues as well due to which job satisfaction is influenced. The level of satisfaction
depends on employee behaviour and behaviour is related to employee features. So, any change in
behaviour will highly impact on their job satisfaction. Apart from it, the attitude and nature of
staff towards work reflects their satisfaction level. This can be influence easily with change in
organisational commitment (Cramm, Levi and Segev, 2017). However, job insecurity
perceptions and characteristics such as age gender, etc. play vital role in job satisfaction. But this
also varies from one person to another. So, it is essential to identify how each individual is
influenced. Moreover, it depicts how well individual respond to that change. This reflects their
characteristics towards job. It means to show how well an employee is satisfied with their job.
Henceforth, during times of lack of motivation the staff behaviour becomes negative. There is no
feeling of job security. Due to this staff behaviour and attitude regarding job is diverted into
negative way. Moreover, their mental ability is affected and performance is degraded. An
employee characteristic is related to his or her job satisfaction. This is influenced if there is any
change in it.
It has been evaluated that job satisfaction can be improved through commitment of
organisation. This is because it changes staff perception and they feel that their job is secured.
But it also varies on features of staff that how much they are been influenced with change in
organisational commitment. It has been observed that generally satisfaction is influenced due to
1

insecurity in job. It highly impact on attitude and nature of employees. However, there are some
internal factors as well. This can also result in job insecurity. But it highly depend on
characteristics of person that how he or she view job roles, perception regarding designation,
company objectives, growth, etc. Hence, change in organisation commitment influence job
satisfaction.
In order to conduct study in BT organisation and collect data from employees it is
necessary to design questionnaire. This is because it helps in gathering primary data from staff
(Kurth and et.al., 2017). It has been identified that in BT staff there is negative influence on
them due to dismissal. Therefore, for me it is necessary to identify dependent and independent
variables so that hypothesis can be tested. This will help me to design questionnaire on basis of it
and then gather data. It is because without hypothesis testing the relationship between job
insecurity and organisational commitment can not be identified. Basically, there are two
hypothesis developed one is null and other is alternate.
H0- There is no significant relationship between job insecurity, job satisfaction and individual
characteristics of employees
H1- There is significant relationship between job insecurity, job satisfaction and individual
characteristics of employees.
This hypothesis is taken as it will determine how job insecurity and satisfaction is related
to characteristics of employees. Also, what happen when employee feels their job is insecure and
how much it impact on satisfaction level. The hypothesis will support in relating job insecurity
with perception, motivation level, performance, etc of staff. Therefore, I will be able to analyze
this by segregating on basis of age and gender. It will help me in finding out how much they are
influenced. So, on basis of it I will be able to give advice to HR of BT company. Hence, I will be
able to find correlation in it.
So, by developing hypothesis, it will be easy for me to identify to how much extent
dependent variable that is job satisfaction depends on organisational commitment. Moreover, it
will be ease me in defining correlation between job insecurity and satisfaction with individual
characteristics. Along with it, it will be easy for me to find out how much is negative influence
job insecurity have on job satisfaction (Cuthbert, 2015). Another reason for selecting this
hypotheses is it relate insecurity with commitment.
2

In order to test the hypothesis I designed a questionnaire. It is because this will be easy
for me gather data from staff and apply test on it. The choices that I made in designing
questionnaire is I included only relevant question regarding staff job role. Moreover, I deigned
close ended questionnaire as it gave only specific answers. Also, I used licker scale question so
that there is clarity in finding out views and opinions of employee. Therefore, I inserted five
options in each question that are strongly agree, agree, neutral, disagree and strongly disagree. I
used this because it will be give clear understanding on views of staff. Also, I have already
designed such questionnaire.
Questionnaire
Name
Age
Gender
Designation
Q-1 Q-1 From how much time are you working in the organisation?
 Less than a year
 1-2 years
 2-3 years
Q-2 Are you satisfied with your job?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q-3 Do you think that commitment made by BT is enough for you to work for long time in the
company?
 Strongly agree
 Agree
 Neutral
 Disagree
3

 Strongly disagree
Q-4 Do you have a positive attitude towards the job role that is assigned to you?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q-5 Do you think that lack of job satisfaction results in negative attitude and behaviour towards
BT?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q-6 Does non fulfilment of organisational commitment influence in negative way on job
satisfaction?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q-7 Do you prefer job satisfaction over job security?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q-8 Do you feel motivated when there is high job satisfaction and job security in BT?
 Strongly agree
 Agree
 Neutral
4

 Disagree
 Strongly disagree
Q-9 Do you believe that high job satisfaction is required in job security?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Task 2 Outline statistical techniques to be used in analysis
It s very important to chose proper statistical method to analyse data so that relevant results
are obtained. Also, the overall research outcomes are based on techniques or methods that is
selected. If proper method is not taken then the results may vary and deviation occurs. Besides
this, the scholar must have knowledge and skills of using that technique and how data is
interpreted. The techniques are applied as per nature of research that can be either qualitative or
quantitative. There are various types of statistical techniques available like thematic, SPSS, etc.
In present study SPSS technique will be used to analyze data (Liggins and et.al., 2015). It is
software that provide in depth analysis of data. SPSS allows researcher to store metadata
dictionary. The dictionary acts as centralised storage of information. There are some other
benefits of SPSS as well. It helps in testing relationship between dependent and independent
variables. By this it can be easily analyzed with help of statistical analyses.
This technique is chosen because it will be used to test hypotheses whether there any
relationship between job insecurity and satisfaction and organisational commitment. It will help
in doing descriptive analysis including frequencies, ratio statistics, etc. this gives in depth
analysis and provide mean, mode, median, etc. of data. Through this, it is easy to interpret
results. Moreover, with help of it different tests can be applied such as regression, T tests, chi
square, etc. By all this it is easy to identify relationship between dependent and independent
variables. In addition to it, by identifying the significant value it is easy to accept or reject
hypothesis. By using SPSS complex data can be easily analysed in less time. SPSS will enable in
finding any correlation between job insecurity, satisfaction and organisational commitment.
Thus, researcher can make analysis of things and how there is need to get things done.
5

The technique will also show how much is the negative influence does job insecurity has
on job satisfaction and commitment of employees. Also, whether is there any relationship
between job insecurity and satisfaction (Brown, 2018). Therefore, from SPSS precise and
relevant outcomes will be generated. So it can be used by HR department of company to develop
strategies and take effective measures. By this, it will be easy for BT company to retain
employees for long term.
Along with it, SPSS will help in determining that which factor is highly related to each
other. Then, accordingly interpretation is done and it is compared with secondary data. In this
one and two tailed tests can be applied by which it is easy to identify significant value. Thus,
correlation can be easily identified by using SPSS.
Task 3 Discuss factors that affect validity of results
It is said that selection of statistical method is not only important but also the validity of
outcomes should be maintained. This is because if validity is not maintained than it can result in
variances and deviation in results. Also, there are several other factors as well that affect the
validity of results. This overall impact on research aims and objectives. Validity refers to the
extent which conclusion likely corresponds in real world. Usually, internal and external factors
affect the validity of results. So, in present study there are several factors that affect on validity
of results. The employees may give answer that is not related to their job insecurity.
Homogeneity is another factor due to which validity is affected. It means that having similar
traits or characteristics of staff affect outcomes (Dawson and et.al., 2019). Another factor is
length of test that affects its reliability. It will make results irrelevant and inappropriate. Thus,
test score will be affected.
The testing method used may not be appropriate with variables or factors. So, it may affect
the outcomes. Another is validity and reliability of SPSS software. The software use may not be
properly checked. So, it the outcomes obtained are not accurate and irrelevant. It will affect
validity of results. In validity, reliability is included as well. It simply means that a degree to
which research method used produces the consistent and stable results. Particular measure is
considered as reliable if its application on similar objects of measurements in various times
produces the same results. It will allow the researcher to test if study fulfils the aims and
objectives and also ensures that the results are based on the study and not on any extraneous
6

variables. If outcomes are not valid the overall research objectives are affected. Alongside it,
correlation between variables is not measured.
Also, ethics are included in it as well because there are many things related to it. The
scholar might not take written consent of staff. So, due to this data gathered may be wrong and it
leads to irrelevant obtaining of outcomes. Moreover, SPSS used in it may interpret outcomes
inappropriately. Thus, there will be ineffective outcomes and aims and objectives are not
attained.
So, in order to maintain validity of results factors needs to be identified and measures are
taken to solve it. By this it will be easy to get things done in proper way. Furthermore, SPSS
software should be properly checked and verified so that accurate results are generated. By this
validity of software will be maintained. It will help in getting valid outcomes by analysing data
in proper way.
7

REFERENCES
Books and Journals
Brown, G.K., 2018. Implementing school-based interventions for mental health: a research
portfolio.
Cramm, S.L., Levi, B. and Segev, D., 2017. Developing a Research Portfolio as a Medical
Student. In A How To Guide For Medical Students (pp. 67-94). Springer, Cham.
Cuthbert, B.N., 2015. Research Domain Criteria: toward future psychiatric
nosologies. Dialogues in clinical neuroscience, 17(1), p.89.
Dawson, S.R. and et.al., 2019. Ophthalmology research in the UK’s National Health Service: the
structure and performance of the NIHR’s Ophthalmology research portfolio. Eye, 33(4),
p.610.
Kurth, M. and et.al., 2017. A portfolio decision analysis approach to support energy research and
development resource allocation. Energy Policy, 105, pp.128-135.
Liggins, C. and et.al., 2015. Opportunities for global landscape portfolio analysis of funded
research: Update on international Alzheimer's disease research portfolio
(IADRP). Alzheimer's & Dementia: The Journal of the Alzheimer's Association, 11(7),
p.P862.
Meifort, A., 2016. Innovation portfolio management: A synthesis and research agenda. Creativity
and Innovation Management, 25(2), pp.251-269.
8