Home Education New Ways of Studying Emotions in Organizations
The quantitative analysis began by coding and entering the data collected from the questionnaires into SPSS 18.0. The data was then cleaned and examined more closely in order to ascertain the distributional properties of the data; and was assessed for missing values, outliers and normality of the distribution. As stated by Hair, Black, Babin, and Anderson (2010), it is important to establish the normality of the dataset even when using partial least squares structural equation modeling. The data was found to be largely non-normal, which is common in organizational research.
As we can see in Table 2, Organization 1 shows a quite high level of job satisfaction (4.835) but only an average level of affective commitment (3.79).6 Moreover, intention to leave (4.05) is at the mid-range or average level of the scale. In terms of OEI, Organization 1 performs just above average (3.217) with slightly higher scores for Interpersonal Sensitivity (3.428), Conscientiousness (3.389), Intuitiveness (3.3510), and Emotional Resilience (3.2911); but lower scores for Self-Awareness (3.1612) and Motivation (3.0813) and a noticeably low score for Influence (2.7714).
Table 2. Descriptive Statistics.
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