13 Dec Result: This will be a summary of the means and standard deviations (or alternatively, frequency counts) on individual items or scales, as well as an interpretation of what these re
1) Result: This will be a summary of the means and standard deviations (or alternatively, frequency counts) on individual items or scales, as well as an interpretation of what these results actually mean to the organization. Interpret these results in light of the questions being asked.
2) Recommendations: Based on your results, what recommendations would you make to the
organization to improve its communication processes in your area? You must justify and support ALL
recommendations on the basis of your data and/or applicable theory. Do not just dump citations at the end of each paragraph
3) Concluding Thoughts. Following your recommendation section discuss whether you feel that
you have a good handle on this issue. Did you ask the right questions? Were additional
scales/items needed? Should a different methodology have been used? Why? Consider this
section to focus on what did you learn about conducting this research, and if you were to
focus on the same topic again at a similar organization what would you do differently and why
5 pages
Relationship Data (Hypothetical Kanik)
Communication Relationship Satisfaction (CMS)
Scale 1=strongly disagree; 2=disagree; 3=slightly disagree; 4=neither agree nor disagree; 5=slightly agree;
6=agree; and 7 = strongly agree)
Item means and standard deviations:
Mean SD
I trust my co-workers. 5.94 .83
My co-workers get along with each other. 5.78 .85
My relationship with my co-workers is satisfying. 5.54 1.23
I trust my immediate supervisor. 5.28 1.68
My immediate superior is honest with me. 4.98 2.02
My immediate superior listens to me. 5.08 1.89
I am free to disagree with my supervisor. 4.89 2.04
I can tell my immediate supervisor when things are wrong. 5.33 1.10
My immediate supervisor praises me for a good job. 5.10 1.65
My immediate superior is friendly with her/his subordinates. 5.27 1.12
My immediate superior understands my job needs. 5.68 .98
My relationship with my immediate supervisor is satisfying. 5.15 2.11
I trust top management. 5.26 1.55
Top management is sincere in their efforts to communicate with employees. 4.58 1.89
My relationship with top management is satisfying. 4.45 1.76
My organization encourages differences of opinions. 4.22 1.90
I have a say in decisions that affect my job. 4.08 1.33
I influence operations in my unit or department. 4.44 1.52
I have a part in accomplishing my company’s goals. 5.01 1.12
Subscale Means/SD
Supervisor Relationship 5.19 1.79
Top Management Relationship 4.76 1.56
Organizational Influence 4.44 1.86
Co-Workers 5.75 .88
LMX Scale
Refer to the following scale for these questions:
1 – Very Dissatisfied; 2-Dissatisfied; 3-Slightly Dissatisfied; 4- Neither Dissatisfied nor Satisfied; 5- Slightly
Satisfied; 6-Satisfied; 7-Very Satisfied
The extent to which I know how satisfied or dissatisfied my immediate supervisor is with what I do. (M =
5.05; SD = 2.01)
The extent to which my immediate supervisor understands my work problems and needs. (M = 4.88; SD
= 1.86)
The extent to which I feel my immediate supervisor recognizes my potential. (M = 4.10; SD = 2.21)
Regardless of how much formal authority my immediate supervisor has built into his/her position, the
extent to which he/she would be inclined to use his/her available power to help me solve problems in
my work. (M = 4.30; SD = 2.45)
Again, regardless of how much formal authority my immediate supervisor has, to what extent can I count
on him/her to “bail me out” at his/her expense when I really need it. (M = 3.98; SD = 2.46)
The extent to which I have confidence in my supervisor’s decisions such that I would defend and justify
them even if he or she were not present to do so? (M = 4.67; SD = 2.07)
The extent to which I would characterize my working relationship with my supervisor as effective. (M =
5.10; SD = 1.68)
