ANOVA: Job Standardization and Increasing Citizenship Behaviour
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See attached files.
Attached is the article I chose for the report (PDF File). If the article does not have the information required to complete the ANOVA process, there is an excel file ("Data Set and Data Key") that has data to complete this process (this is referenced in the "project" portion of the message below as the AIU dataset values).
Lastly, there are instructors comments that offer what is more specific for the report. There is an additional excel file that is labeled "ANOVA Table" to input important data.
Project:
1. Research the topic of Job Satisfaction and find article (Article Included as PDF).
2. Provide a summary of the research article. Include a hypothesis null and hypothesis alternate statement for an ANOVA process. Identify a data set that can be used for your ANOVA process. If your article does not include a data set that can be used for an ANOVA process, be sure to either create one that is comprised of at least 25 data points or state that you will be using the AIU dataset values (Included as Excel File labeled "Data Set and Data Key") for this process. Ensure that this write up is formatted using APA rules. Use a title-page, 12-point font in Times New Roman, double spacing, in-text citations and a reference page. (Tables that include the results of ANOVA processes are not data sets.)
Instructor Comments:
Show some details that demonstrate that you know where the calculations come from. Write this as a coherent integrated report with an introduction, description of methods, results, interpretation of results, and conclusion, with references. Present an ANOVA table and explain what each item means.
Need to know F critical values.
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Solution Summary
Job standardization and increasing citizenship behavior is examined.
Solution Preview
Please see the attached files.
Does Job Standardization Increase Organizational Citizenship Behavior?
By Li-Chan Chen, Han-Jen Niu, Yau-De Wang, Chyan Yang, and Sheng-Hshiung Tsaur
Organizational citizenship behavior (OCB), which is defined by Organ (1990) as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization," is of key importance in workplace and has been studied by numerous researchers. The authors of the article propose that the relative contributions of job standardization to OCB have not been fully studied. They define job standardization as the extent to which employees follow standard operating procedures to perform their jobs, and study whether or not job standardization positively contributes to OBC.
For this papers purpose, the authors defined and measured OCB in two forms: OCB-I, which is organizational citizenship behavior directed toward individuals, and OOB-0, which is organizational citizenship behavior directed toward others (Williams and Anderson 1991). Supporting their arguments with literature support, the authors proposed the following two hypotheses:
Hypothesis 1: Job standardization is positively related to OCB.
Hypothesis 2: A high level of job standardization will explain OCB better than a low level of job standardization.
In order ...
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