Capella University
MAT_FPX 1150
Professor Name
November 2024
Evaluating Studies
Engagement is one of the primary indicators that organizations use to measure the state of job satisfaction, work productivity, and general business performance. Based on this survey, Gallup presented the other disheartening Engagement trends of employees in organizations in the United States through a survey aptly named U.S. Employee Engagement Needs a Rebound in 2023 (Gallup, 2023). Based on random sampling, a technique that guarantees variegated representation, the study identifies aspects impacting engagement in the workplace. It shows findings indicate dramatic changes owing to the new hybrid work structure and shifts in workplace culture. To this end, this study contributes evidence-based information about confidence intervals, question-wording effects, and approaches to curbing biases which should inform the formulation of engagement strategies.
Purpose and Summary of the Selected Gallup Poll
The Gallup poll is about U.S. employee engagement, which focuses on the research on the degree of employee engagement in U.S. organizations. It covers the working population targeting both full and part-time employees, it uses data from 15000 of the population (Gallup, 2023). The attitudes are less positive according to the survey as have been mentioned above the new pattern of working is the mixed type of work engulfs 53% of the employees are working in a hybrid environment, 26% workers are working remotely, 21% workers are working in a fully on-site environment. Stability in the work pattern brings issues that need coordination and flexibility. The focus of the study is on the organizational culture, manager-employee relationship, and its influence on engagement.
Appropriateness of Sample
The relatively small sample size and use of the convenience sample guarantee depended and the valid results of the study. Random sampling decreases the levels of prejudiced selection and increases the cross-section of American employees to which the findings can be generalized (Henriques et al., 2019). The margin of error is reduced hence enabling accurate approximation of the population parameters by the large sample space. Challenges such as data variations can nevertheless be addressed by the confidence levels so that the findings relate tightly to the actual population parameters. The type of sample adopted holds up to the goal of this study, which is to evaluate trends within workplaces irrespective of demographics and hence get an overall picture of the engagement problems.
Rationale for Sampling Technique
Random sampling was chosen because it offers a snapshot of the U.S. workforce that is fairly representative of the whole. The eligibility of each candidate in this method is random; this makes the data collected reliable in terms of the conclusions drawn. While in stratified or cluster sampling, the subgroups are often incorporated in a way that over-represents them, using random sampling helps to minimize this in a way that makes it suitable for use in diverse populations. In the Gallup poll, this approach made it possible to conduct a correct approach to factors such as, for instance, hybrid work adoption, customer service, and productivity. Random sampling is appropriate as a study’s aim is to determine the levels of engagement in different settings.
Comparison With Other Techniques
Random sampling has its advantages over the stratified, cluster, and simple sample techniques. Although stratified sampling is useful for subgroup analysis, the general dynamics of a population may be missed. Cluster sampling is relatively cheaper but this is usually associated with a problem of sample selection bias (Johansen et al., 2022). This study has used random sampling as a technique of data collection which guarantees unbiased and representative data. This method helps to overcome possible interference of errors originating from over-emphasis into certain subsections, offering a better picture of engagement patterns at the national level. A good example of this is the random sampling in the poll where the results can be generalized in other organizations and positions.
Interpretation of Confidence Interval
Inference intervals aid in helping us understand the range of true population parameters. In this survey, confidence intervals show differences in participation by age and paid work status. The level of engagement of the young employees decreased by four points, while the level of active disengagement rose to the same extent (Chan et al., 2023). It is articulated in these intervals that any given organization can understand a precise demographic dilemma and come up with intervention mechanisms. Confidence interval is greatly determined by sample size and design, aspects that were well done in the Gallup poll hence explaining the correct or reliable interpretation of the engagement trends.
Effect of Study Design on Margin of Error
The choice of the study design can either contribute to a larger or reduced margin of error. The difference in estimates is smaller when larger samples are used to cut down the margin. The random sampling method eliminates errors hence increasing on accuracy of findings as demonstrated by the Gallup poll (Boutron et al., 2019). Such random changes regarding the sampling themselves are capable of increasing variability, however, the potential dangers, inherent in such an approach are eliminated by the careful studying of the problems. Triangulating from a diverse and large-sample population, the study presents accurate evidence of engagement levels within American workplaces. The fact that even these additional surveys rely on reducing margins of error enhances the authority of the survey findings.
Impact of Question-Wording
It indicated that the words used in the survey questions have implications for the credibility of the responses. This is a problem because Questions posed to participants may not be well understood, raising concerns as to the validity of the data collected (DeJonckheere et al., 2019). The Gallup poll used other neutral and clear language to ask questions to the respondents to get authentic responses. For instance, engagement questions were more activity-oriented and not theoretical. This approach makes it easier to capture participant’s realities in their workplace, thus increasing the validity of the study. Test questions are important in getting realistic and useful findings out of the exercise and adequate attention must be taken when designing the questionnaires.
Evaluation of Biasness
Gallup poll does not warrant bias while choosing its sample and does not incorporate any prejudice in its questions. Nevertheless, there is always the potential for self-bias where participants interpret the questions in their own way or due to the time that data is collected (Boutron et al., 2019). While selection bias is controlled for by random sampling, response bias is eliminated by clear questions. These elements have been taken into account in the survey design to achieve a certain fairness and accuracy. Carrying out the study with proven SouthPoint research methodologies makes the findings on US employee engagement credible.
Table: Summary of Key Findings
MAT FPX 2001 Assessment 5 Conclusion
Due to the random sampling technique used and reducing bias, the study provides valid estimates of present hybrid work trends, levels of engagement, as well as organizational culture. Consequently, the study validity is enhanced by the application of confidence intervals and the wording of questions as neutral (Bajaba et al., 2021). Such conclusions call for the promotion of competent working relations between managers and employees along with the acknowledgement of new forms and patterns of work. The poll shows the way organizations can change how they foster engagement and achieve organizational goals in the future global landscape.
MAT FPX 2001 Assessment 5 References
Boutron, I., Page, M. J., Higgins, J. P., Altman, D. G., Lundh, A., & Hróbjartsson, A. (2019). Considering bias and conflicts of interest among included studies. Cochrane Handbook for Systematic Reviews of Interventions, 177–204. https://doi.org/10.1002/9781119536604.ch7
DeJonckheere, M., & Vaughn, L. M. (2019). Semistructured interviewing in primary care research: A balance of relationship and rigor. Family Medicine and Community Health, 7(2).
Gallup. (2023, January 25). U.S. Employee Engagement Needs a Rebound in 2023. Gallup.com. https://www.gallup.com/workplace/468233/employee-engagement-needs-rebound-2023.aspx
Henriques, A., Silva, S., Severo, M., Fraga, S., & Ramos, E. (2019). The influence of question-wording on interpersonal trust. Methodology, 15(2), 56–66. https://doi.org/10.1027/1614-2241/a000164
Kyriazos, T. A. (2018). Applied psychometrics: In general, Sample size and power considerations in factor analysis (EFA, CFA) and SEM. Psychology, 9(8), 2207–2230. https://doi.org/10.4236/psych.2018.98126
Bajaba, S., Fuller, B., Simmering, M. J., Haynie, J. J., & Caldwell, J. (2021). Psychological safety as a mediator between transformational leadership and employees’ work outcomes. Journal of Leadership & Organizational Studies, 28(3), 241-257. Retrieved from https://doi.org/10.1177/1548051820983598
Chan, H. F., Malekpour, S., & Easton, S. (2023). Employee training and productivity: A systematic review of the literature. International Journal of Productivity and Performance Management, 72(1), 34-58. Retrieved from https://doi.org/10.1108/IJPPM-01-2022-0051
Johansen, V., & Piro, F. N. (2022). Leadership, job satisfaction, and organizational commitment: A study of healthcare managers. BMC Health Services Research, 22(1), 1-10. Retrieved from https://doi.org/10.1186/s12913-022-07666-7
