Blog Series on Survey Design: Part Four - Survey Structure - Size, Categories, and Types of Questions

In Part Three of this mini-blog series, we explored the details of survey execution. In Part Four, we will discuss survey size, categories, and the types of questions to include.

Survey Size and Categories

Consider breaking down the survey into the following groups:

  • Top/board-level management
  • Senior management (below board level)
  • Middle management
  • First-line management/supervisor
  • Professional worker
  • Administration/support
  • Other

You may conduct a comprehensive online survey covering a certain percentage of employees across multiple offices in the USA and other branch locations.

You might consider using a standard 95% confidence level and adjust the number of respondents accordingly to account for response rates and survey statistical confidence. SurveyMonkey's sample size calculator is a helpful resource for determining sample size examples for different populations.

Types of Questions

To minimize respondent burden, consider including the following five types of questions:

  1. Open-ended text question format (limited use)
  2. Multiple-choice question format
  3. Ordinal scale question format
  4. Interval scale question format
  5. Ratio scale question format

Additionally, assess choice, decision, and satisfaction using these five dimensions:

  1. Person and Process - Ask questions about how employees found the organization, their skills/experience level, tenure, and various processes (attraction/engagement, pre-hire, interview, onboarding). Allow them to share their attitudes, satisfaction, job fit, workloads, and behavior.
  2. General Attraction - Explore employees' attraction to the organization, its work culture, general practices, reputation, and prestige. Assess whether expectations were met, and determine the level of trust in the organization.
  3. Self/Community/Social - Investigate employees' attraction to the internal environment, relationships, and affiliations with the organization. Assess their commitment, sense of belonging, identification with the organization, and whether the organization supports and values their well-being and opinions.
  4. Financial/Economic - Evaluate employees' attraction to salary, compensation packages, benefits, perks, and job security. Assess whether the psychological contract was upheld.
  5. Personal Development - Examine employees' attraction to career paths, future potential, personal value, alignment with meaning and purpose, interest in reward/recognition, and opportunities for self and others' development.

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