When reviewing a psychology study on The Effects of Appreciation on Job Satisfaction, I am needing assistance in determining the IV and DV. As well as the levels of the IV, and how the IV and DV if/how they were either manipulated and measured
When reviewing a psychology study on The Effects of Appreciation on Job Satisfaction, I am needing assistance in determining the IV and DV. As well as the levels of the IV, and how the IV and DV if/how they were either manipulated and measured
When reviewing a psychology study on The Effects of Appreciation on Job Satisfaction, I am needing assistance in determining the IV and DV. As well as the levels of the IV, and how the IV and DV if/how they were either manipulated and measured
When reviewing a psychology study on The Effects of Appreciation on Job Satisfaction, I am needing assistance in determining the IV and DV. As well as the levels of the IV, and how the IV and DV if/how they were either manipulated and measured measured.
Transcribed Image Text:# The Effects of Appreciation on Job Satisfaction
## Introduction
Within this study, we measured employee appreciation to determine its relationship with job satisfaction, perceived supervisor support, turnover intention, organizational commitment, and organizational citizenship behavior. The focus was on employees of long-term care facilities in Kentucky.
Appreciation is defined as positive recognition an employee receives from their supervisor. Job satisfaction involves an employee's reaction to their workplace experience, typically viewed positively as a pleasurable or fulfilling emotional state.
### Hypotheses
1. Employee appreciation will positively relate to:
- Job satisfaction,
- Perceived supervisor support,
- Organizational commitment,
- Organizational citizenship behavior.
2. Employee appreciation will negatively relate to turnover intention.
## Participants
The study was conducted at a long-term care facility in Kentucky with 216 respondents. The survey included 89 questions using a Likert scale from 1 to 5.
## Methods
The survey encompassed seven variables:
- Perceived Supervisor Support (8 questions)
- Job Satisfaction (5 questions)
- Turnover Intention (2 questions)
- Organizational Commitment (6 questions)
- Organizational Citizenship Behavior-Individual (14 questions)
- Organizational Citizenship Behavior-Organization (7 questions)
## Data
Five correlation charts are presented:
1. **Appreciation and Job Satisfaction Correlation Chart**
2. **Appreciation and Organizational Commitment Correlation Chart**
3. **Appreciation and Organizational Citizenship (Individual) Correlation Chart**
4. **Appreciation and Organizational Citizenship (Organization) Correlation Chart**
5. These charts visually represent the correlations.
## Conclusion
Appreciation was significantly correlated with job satisfaction, perceived supervisor support, and organizational commitment. However, as predicted, appreciation had a negative relationship with turnover intention.
- Strongest correlations:
- Employee appreciation & organizational commitment: .694
- Employee appreciation & job satisfaction: .672
- Employee appreciation & perceived supervisor support: .627
Appreciation did not significantly correlate with organizational citizenship behavior.
## Discussion
The study confirms that while appreciation boosts job satisfaction and related outcomes, it inversely relates to turnover intentions. These findings suggest enhancing employee appreciation could help ameliorate turnover issues in care facilities. Future research should explore broader measures and contexts.
### References
- Spector, P. (1996). Industrial and Organizational Psychology: Research and practice.
- Zebardast, V. et al. (2011). Indigenous Psychological Criticism, 2(1
Expert Solution
Step 1
This study is correlational. A correlational study aims to evaluate the relationship between two variables. Correlation does not prove causation. It simply means that one variable is related to another. Correlation can be positive, negative or zero. A positive correlation indicates that as variable A increases, it is accompanied by an increase in variable B. A negative correlation indicates that as variable A increases, variable B decreases. A zero correlation indicates that the two variables A and B are not related. Additionally, the variables in a correlational study are often called predictor variables and outcome variables. The predictor variable is the one that is believed to predict the other variable. The variable that is predicted by the predictor variable is called the outcome variable. In terms of an experiment, a predictor can be understood as an independent variable and the outcome variable can be understood as the dependent variable.
