SuperPart Company Research Report: Job Satisfaction and Retention

This research report, commissioned by SuperPart Company, investigates employee job satisfaction through a survey of 400 workers. The study employs descriptive statistics to analyze demographic data, including age and salary distribution, and correlation tests to examine relationships between variables like age, working hours, and pretax income. The findings reveal a normal age distribution among employees, with a majority reporting job satisfaction. Statistical analysis found no significant correlation between age and working hours or pretax income. Furthermore, the report explores employee retention rates and union membership, concluding that a significant portion of employees are satisfied with their jobs, though a small percentage express dissatisfaction. The study also determines that there is a significant difference in the level of satisfaction and union membership and work hours. The report concludes that the unionized employees are less than 20% in the company.

SuperPart Company research report 1
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SuperPart Company research report 2
Introduction
This short report conducted by Superpart Company was aimed at finding a premise from where
the company was able to increase job satisfaction for its employees. To be able to get workers
opinion about their job satisfaction, the company conducted a survey on a random sample of 400
of its workers. The questionnaires were distributed among the employees by inter-office mail.
This questionnaire was a closed type of questionnaire where the respondents were confined to
given answers where they were supposed to choose from. They had questions that enabled the
research and data analysis department to profile the employees demographically. It also focused
on establishing the salary distribution among workers of various ages, education status, years of
experience and whether they are unionized or not. Various test statistics were used to analyze the
data. Descriptive statistics was used to establish measure of central tendency such as the mean,
mode and median. Measures of dispersion such as variance and standard deviation were also
used to determine how much the salary deviated from the average amount. This statistics was
also used to profile the age of the employees. Measures of associations such as correlation tests
were used to determine how a single variable influenced another variable. T –test statistics was
also employed to test whether there were significant differences between variables.
This research study found that most of the employees were more young employees than the old
employees. Looking at the distribution of the employees in terms of their ages, the report found a
normal distribution of employees in terms of their ages. There were few old and very young.
Majority of the workers were middle aged. Regarding job satisfaction, most of the employees’
respondent positively. However a few of the workers said that they were not satisfied.

SuperPart Company research report 3
1. Employee demographics
Age summary
statistics
Mean 39.41
Standard Error 0.530550147
Median 38
Mode 33
Standard Deviation 10.61100294
Sample Variance 112.5933835
Kurtosis -0.362561321
Skewness 0.476206313
Range 51
Minimum 18
Maximum 69
Sum 15764
Count 400
Table 1
Age
group
Numbe
r
10 to 20 4
21 to 30 84
31 to 40 148
41 to 50 97
51 to 60 47
61 to 70 20
Table 2
10 to 20 21 to 30 31 to 40 41 to 50 51 to 60 61 to 70
0
20
40
60
80
100
120
140
160
Distribution of employees by age
Age group
Number of employees

SuperPart Company research report 4
Figure 1
This research study has found the age distribution of the employees’ age at the company was
normally distributed. This is to mean that no particular age group had been recruited in the
company in excess. The Company taken into consideration in that the middle aged workers had
to be more than the young and the old workers. This can be assumed to be a good approach to
recruitment since the middle aged had experience to help the young in the company and still the
energy to help the experienced old workers so as to increase production. The workers under the
age group between 10 to 30 years were 88 and those in the age group of 51 to 70 years were 67.
These numbers are less compared to the employees who were between the ages of 31 to 50 years
who were 240 in number out of 400 workers.
2. Test for association
a) Test of association between age and the number of hours worked
Correlations
age Worked hours
age
Pearson Correlation 1 -.114*
Sig. (2-tailed) .022
N 400 400
Worked hours
Pearson Correlation -.114* 1
Sig. (2-tailed) .022
N 400 400
*. Correlation is significant at the 0.05 level (2-tailed).
Table 3
The research study was also interested in knowing whether there was any relationship between
the ages of the workers and the hours they worked per week. This was to establish whether the
younger workers worked for long due to their energetic nature and the old working less hours
due to their age. The converse could also be true. The old could also work long hours in a week

SuperPart Company research report 5
because of their experience and the young being allowed to work less hours due to their
inexperience regarding the activities at the work place. A statistical analysis to test whether
working hours was affected by age showed that there was no such an association. The two
variables were independent. In fact, the association between them was found to be negative
(-.11).
Correlations
age Pretax income
age
Pearson Correlation 1 .022
Sig. (2-tailed) .807
N 400 127
Pretax income
Pearson Correlation .022 1
Sig. (2-tailed) .807
N 127 400
Table 4
On a similar breadth, this research wanted to establish whether there exists a relationship pretax
income and age. It is almost logically agreeable that old age in a working set up means that the
individual has been working in the same place for quite a long time compared to a person of a
young age. Long periods of working in a company could also translate to higher pay than short
serving period. It is against this background therefore that this research study sought to establish
whether age was directly proportional to the salary each worker earned at the end of the month.
However statistical test in this case shows that there was no any significant correlation between
age and pretax income. It is therefore very important for the management of the company to
conduct a salary audit for its employees so that the long serving employees are not demoralized
by less pay despite their long service for the company.
Correlations
age occupation

SuperPart Company research report 6
age
Pearson Correlation 1 -.032
Sig. (2-tailed) .517
N 400 400
occupation
Pearson Correlation -.032 1
Sig. (2-tailed) .517
N 400 400
Table 5
3. Differences in levels of job satisfaction
a) Summary of worker satisfaction at SuperPart
Row Labels Count
1.Very Sat 184
2.Mod Sat 171
3.Little Dissat 27
4.Very Dissat 17
Grand Total 399
Table 6
When it came to job satisfaction what was the main objective of the research, results showed that
most employees of the Superpart Company are satisfied with their jobs. Among the 400
employees interviewed, majority (355) said that they were satisfied with their jobs. However 45
employees recorded that they were dissatisfied with their job. This majority satisfaction could
translate to better working conditions in the company. However the company should be develop
a keen interest in the number of who were dissatisfied and find out the reasons why these
employees feel dissatisfied.

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b) Paired t-test for the difference in the level of satisfaction and union membership
t-Test: Paired Two Sample for Means
satisfaction union membership
Mean 1.69 1.1725
Variance 0.60541353
4
0.143101504
Observations 400 400
Pearson Correlation 0.09698457
5
Hypothesized Mean
Difference
0
df 399
t Stat 12.4471137
P(T<=t) one-tail 1.40866E-
30
t Critical one-tail 1.64868153
4
P(T<=t) two-tail 2.81733E-
30
t Critical two-tail 1.96592729
6
Table 7
The study also sought to find out whether there was any significant difference between
satisfaction and union membership. From a t-test that was conducted it was found that the p-
value was less than the level of significance that was set for the hypothesis that there was
significant difference in the satisfaction level and union membership. This therefore directed the
test to reject the null hypothesis and accept the alternative that there is a significant difference in
the level of satisfaction and union membership

SuperPart Company research report 8
c) Paired t-test for the difference in the level of satisfaction and union membership
t-Test: Paired Two Sample for Means
job
satisfaction
worked hours
Mean 1.69 45.4325
Variance 0.60541353
4
100.9127256
Observations 400 400
Pearson Correlation -
0.03635182
5
Hypothesized Mean
Difference
0
df 399
t Stat -
86.5863895
3
P(T<=t) one-tail 4.6827E-261
t Critical one-tail 1.64868153
4
P(T<=t) two-tail 9.3654E-261
t Critical two-tail 1.96592729
6
Table 8
The study also sought to find out whether there was any significant difference between
satisfaction and work hours. From a t-test that was conducted it was found that the p-value was
less than the level of significance that was set for the hypothesis that there was significant
difference in the satisfaction level and work hours. This therefore directed the test to reject the
null hypothesis and accept the alternative that there is a significant difference in the level of
satisfaction and union membership
4) Worker retention

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Row Labels
Count of 1.Very
Sat
1.Very Sat 184
2.Mod Sat 171
3.Little Dissat 27
4.Very Dissat 17
Grand Total 399
Table 9
If we assume that the dissatisfied workers anticipate leaving after two years, then their
percentage is (44/400) which is 11%. We can therefore conclude that the results from the
industry survey that about 10% of the workers anticipate leaving employment for other reasons
other than retirement is true.
5) Union membership
a) Average working hours for all the employees at Superpart
45.43 hours
- Average working hours for union members;
total hours
number on∪employees =3115
70 =44.5 hours
- Average working hours for non-union employees
total hours
number on non∪employees =15058
330 =45.63 hours
b) Accurate number of non-union employees working for more than 40 hours and 50 hours
respectively.
- 35 no- union employees work for more than 40 hours
- 225 no-union employees work for more than 50 hours
c) Going by the calculation in a) above, it can be confirmed that the non-unionized
employees work for slightly above an average of 45 hours per week

SuperPart Company research report
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d) The proportion of unionized employees at Superpart is less than the national overall
which is 20%. The proportion at SuperPart is 17.5%. So it is correct to say that the
unionized employees are less than 20% in the company.
5) The whole population of the workers is 9800. This means that one percent of this will be
about 980 employees. This is to mean that if a random sample of 400 employees is selected then
it will not be enough to contain a representative population. Moreover, the number of the
satisfied workers has to be one percent. This complicates the mathematics further since this
percentage should only be employees who are satisfied yet they are the majority.