Analysis of TechnoMart Employee Satisfaction Survey - MIS770

This report analyzes a TechnoMart employee satisfaction survey, addressing management concerns regarding employee working hours, job satisfaction, and staff planning. The study, based on a sample of 400 employees, found that the average working hours were 45.43 per week. It compared union and non-union employees, revealing variations in occupation and job satisfaction levels, with non-union employees reporting higher satisfaction. The analysis also identified predictors of pre-tax income, highlighting the impact of gender. Additionally, the report examined employee tenure and the adequacy of the sample size for future surveys, concluding that the current sample size was sufficient. The report also investigated whether union members worked more than the recommended 45 hours per week, and found no significant difference. The findings offer valuable insights for TechnoMart's management in addressing employee concerns and making informed decisions.

Foundation Skills in Data Analysis
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12 September 2018

Executive summary
This report sought to answer the management concerns related to working hours for the
TechnoMart employees. The study sought to investigate whether there are differences in the job
satisfaction levels as well as the working hours for the the union employees and the non-union
employees working at the company. Another big head for the management of TechnoMart
company is related to the staff planning. The management believes that a number of staff would
be retiring and as such there is need to have plans to replace such employees who will be
retiring. They would also understand how to make promotions to the current employees. As part
of the last Enterprise Bargaining Agreement, the company made an agreement with the union’s
officials that they would be able to review the working hours for their employees. They felt that
employees should not overwork themselves. Based on the mentioned concerns we sought to find
the answers using a sample of 400 employees. The following are the key findings;
 It was established that the average working hours for the TechnoMart employes was
45.43 hours in a week
 There was no noticeable differences in the number of work hours for the union
employees and non-union employees
 In terms of occupation, there were significant variations established between the union
employees and non-union employees. Most the union employees were in the management
jobs while on the contrary most of the union employees were either as production
workers or laborers.
 Job satisfaction levels varied with big percentage of non-union employees (91%) feeling
satisfied as compared to the proportion the union employees who felt satisfied (81%).

 When it came to predicting the pre-tax income, the dummy variable for male was found
to the most outstanding predictor. The male employees tend to earn more as compared to
their female counterparts.
 There was evidence of loyalty among the union members. Results showed that on
average their length of stay at the company is exceeds the industrial length of 7.5 years.
This was true for all union employees and male union employees only. The female
employees however did not turn out to be significant.
 The average work hours for union members does not significantly exceed the
recommended 45 hours per week.
 The sample size of 400 was found to be ideal enough to warrant to good and reliable
results that can be generalized.
 Female employees significantly earn less as compared to the male employees.

Data analysis and findings
1. Summary on overall working hours
The first task was to find the overall summary for the working hours among the employees of
TechnoMart Company, bearing in mind that the agreed or rather the recommended weekly
working hours is 40 hours. Results from the summary analysis showed that the average working
hours was found to be 45.43 with the median and mode being 40 hours each. The range of the
data is 61. The minimum working hours was 28 hours while the maximum was 89 hours. The 89
hours seems to be unusual working hours bearing in mind that majority worked for around 40
hours. The 89 hours worked can be considered to be an outlier.
In terms of the employees working hours, it was established that a total of 178 employees across
the whole organization worked for more than 40 hours representing 44.5%. On the other hand, a
total of 26 employees across the whole organization worked for more than 60 hours representing
6.5%.
2. Comparison of union and non-union members
In addition to the overall analysis carried out for work hours, we also looked at how the union
and non-unionized member employees compared in terms of number of hours worked,
occupation and job satisfaction.
a. Hours worked
On average the non-union members worked for 45.49 hours while the union members worked
for 45.14. There seems to be no significant difference in the working hours though the non-union
members work for slightly more hours.

b. Occupation
A large proportion of the non-unionized employees were in management (18.4%, n = 61) as
compared to the unionized employees (5.8%, n = 4). For the professional, almost an equal
proportion of either non-unionized (16.3%, n = 54) or unionized employees (17.4%, n = 12) were
working as professional. It is only in production and laborer that huge proportion of unionized
employees were found as compared to the non-unionized employees. For instance, 18.8% (n =
13) of the unionized employees were in production against 12.4% (n = 41) of the non-unionized
employees. For the laborer, 29.0% (n = 30) of the unionized employees were laborers while only
13.3% (n = 44) of non-unionized employees were laborers.
The proportions were slightly lower for the unionized member employees in relation to
tech/sales, admin as well as service. For the tech/sales, 15.1% (n = 50) of the non-union member
employees were said to do tech/sales jobs while for the union member employees we had 10.1%
(n = 7). Admin we had 13.0% (n = 9) for the union member employees and 16.9% (n = 51)
member employees. Lastly in the service jobs we had 5.8% (n = 4) union members and 7.6% (n
= 25) for the non-union members.
c. Job satisfaction
Satisfaction levels slightly varies between the unionized and non-unionized employees. A large
percentage of non-unionized employees were either moderately satisfied or very satisfied
(90.6%, n = 300) as compared to the unionized employees (81.2%, n = 56). In overall, 89.1% (n
= 356) of the employees said to be satisfied (either moderately or very satisfied).
Only 9.3% (n = 31) of the non-unionized employees said to be dissatisfied while 18.8% (n = 13)
of unionized employees said to be dissatisfied. Almost 20% of the unionized employees were not

satisfied while only 9% of the non-unionized employees said to be not satisfied with their jobs at
TechnoMart Company.
3. Predicting Pre-Tax Income
We tested whether there are predictors that would significantly predict the pre-tax income. We
found that predictors such as education years, working years, employment years and being a
male are the most significant variables that predict the pre-tax income. However, out of the
significant variables, the most outstanding predictor is the dummy variable for male (has the
highest standard error, SE= 1.321). The coefficient for the dummy variable male is 9.038
implying that a male employee is likely to have a higher pre-tax income of about 9.038 as
compared to the female employee. This means that the female employees significantly earn less
as compared to the male employees.
4. Workers approaching retirement
This section sought to answer the concerns of the senior management in regard to the fact that in
the coming years the organization will have to make recruitment for the new employees who will
be replacing the aging workforce and the employees who will be reaching their retirement age.
We sought to analyze the average age of the TechnoMart employees and we found it to be 39.41
years old. Also the senior wanted to know the average period that the employees have worked.
We found the average time period that the employees have worked at TechnoMart to be 8.67
years.
5. Union membership

We compared the union employees and non-union employees in terms of the number of years
they have worked at TechnoMart. This was done for all employees, male employees only and
female employees only.
For all employees
We sought to find out whether the average length of stay for all the unionized employees was
greater than the industrial length of 7.5 years. Yes results showed that the average employment
length for all the union member employees is distinctively larger than the 7.5 years which is the
average for the industry. The average employment length for all the union member employees
was found to be 10.74 years.
Male employees only
We also sought to find out whether the average length of stay for all the unionized male
employees was greater than the industrial length of 7.5 years. Yes results showed that the
average employment length for all the union member employees is distinctively larger than the
7.5 years which is the average for the industry. The average employment length for all the union
member employees was found to be 11.21 years.
Female employees only
Lastly, we sought to find out whether the average length of stay for all the unionized female
employees was greater than the industrial length of 7.5 years. For the female employees only, the
results showed that the average length of employment stay is not significantly greater than the
industry length of 7.5 years.

Next, we sought to answer the speculation by the senior management that the union members
work at least 45 hours per week. We performed a one-sample t-test where we observed that the
average working hours was 45.14 hours. The p-value is 0.459 (a value greater than 5% level of
significance), we thus fail to reject the null hypothesis and conclude that the average working
hours for all the union employees is not significantly different from 45 hours.
6. Future Surveys
Finally, the management was interested in the opinion regarding future surveys of our
employees. The management feels that the sample size of 400 is too small compared to the size
of the population which is 9800 employees. So we sought to provide a detailed analysis of how
we would find out whether the sample size of 400 was too small. An ideal sample size is
calculated based on the margin of error and the level of significance.
The formula for computing the sample size is given as follows;
n=
[ zα/2
2∗p∗q
E2 ]
So ideally a good sample size would have been;
n=
[ zα/2
2∗p∗q
E2 ] = [ 1.962∗0.5∗0.5
0.052 ] ≈ 385
So with a sample size of 400 employees we can say we have an ideal sample size.
Exceptionally compelling to the administration is having the capacity to precisely appraise the
measure of the issue we have with staff working extreme hours (i.e. over 60 hours per week). At
the end of the day, keeping in mind the end goal to precisely assess the span of our extra time

issue, do I have an adequate number of staff in my example who work over 60 hours? If not,
what number of ought to be examined. To answer this question we had to compute the sample
size as follows;
n=
[ zα/2
2∗p∗q
E2 ] = [ 1.962∗0.065∗0.935
0.052 ] ≈ 94
From the computations, we found out that there is no sufficient number of staff in my sample
who work more than 60 hours and as such an additional 68 employees who work more than 60
hours should be added to the sample.