LA/Ontario Ethics ProgramSurvey Questionnaire: Interim Report

MPA 600 Class withDr. Sandra M. Emerson

November 2007

Introduction, Training Program and Assessment Design

John Bosco Musinguzi and Garrica Turner

Introduction

Overview of Project for Fall 2007

Ethics Agenda

Program Description

Film

Topics and Exercises

Training Experience

Assessment Design

Developing questions

Pre testing

Assessing Responses

Honesty

Amy Kinnick, Hattie McLemore and Inge Tunggaldjaja

Questions Based on Ethics Value Map

Modeling– Truthfulness– Encourage Communication– Act Without Bias

Variables Tested

Variable Chi-Square Kendalls

PhoneBill/GapNew .003 .258

ObDispute/GapNew .336 .306 (indicates internal consistancy)

SumHonesty

T-Test– Gender– Supervise

Anova– Age – Ethnicity– Education– Years in organization

Results

Gender .513

Supervise .614T-Test

Age .036

Ethnicity .047

Education .581

Years in Org .749

ANOVA

Conclusion

All Questions are Valid

Should Be Retained

Citizenship

Betty Kennedy, Gabriel Uribe and Inge Tunggaldjaja

Citizenship Defined

Community

Enhancement

Through Collaboration

Developing the Questions

Citizenship

Representation (#19, #20)

Participation (#18, #20)

Model (#19, #20)

Ecology (#11, #18, #20)

The Survey Question

11) Organizational commitment to ecology

18) Witness misuse of recycling bin

19) Employee complaints on Myspace

20) Littering volunteers

Constructing answers

Appropriate Range of Actions Considered for Questions:

+ Positive Action Notify a Gray Area No action

higher authority

O

Analysis of Citizenship Data

Frequency Analysis – Test for Variation Chi-Square and Kendalls (Crosstab) – Test for

internal consistency

Recycle Kendall tau c 0.236

MySpace Kendall tau b 0.957

Volunteer Kendall tau c 0.214

Analysis

T-Test and Anova One Way – Predictibility Testing

T-Test = Gender Supervise

Anova = Age

Ethnicity

Education

Years in organization

Analysis Results

No response: Choice (c)

#20Predictability

Results:

Ethnicity: Statistically Significant (.035)

Citizenship Question

Recommendations

Question #11 – Eco-health:– Valid/Retain Question

Question #18 - Recycle– Valid/Retain Question

Question #19 – My Space – Valid/Retain Question

Question #20 – Volunteer• Valid/Retain question; Amend choice (b), remove

choice (c)

Respect and Collaboration

Team Members: Traci Bailey, Cheryll Bisco, Malcolm Oliver

Respect & Collaboration

Promote human worth

Foster partnerships among employees

Developing Respect & Collaboration Questions

Appropriate Actions Considered:– Promote fairness– Foster open communication in the

workplace– Respect for other’s opinions– Equal partners towards achieving a

common goal

Survey Questions Examined

Three Likert scale questions: 4, 5, & 6

– Strongly Agree– Agree– Disagree– Strongly Disagree

One scenario question - Question 22

Survey Questions Examined

Question 4: Employees are treated fairly in this organization.

Agree45%

Survey Questions Examined

Question 5: My organization

maintains open lines of communication

Agree49%

Survey Questions- Continued

Question 6: When my opinion differs from others in my work area, I keep my views to myself.

Disagree49%

Respect & CollaborationSurvey Questions Examined (Cont.)

Question 22 – Bad day at work scenario

Suggested actions:

a. Apologize

b. Joke about what a terrible day it has been

c. Ask a colleague to explain

d. Say nothing85%

Respect & Collaboration: Describing Relationships

– Question 4, 5, and 22: statistically significant which indicates responses were

not random and valid.

– Question 6: not statistically significant, which suggests responses

random. Further testing showed a modest relationship and validity.

Respect & Collaboration - Analysis

T-Test and Anova One Way – Predictibility Testing

Following did not influence respondents decision making: Gender Supervision Ethnicity Education

Following did influence the respondents decision making: AgeConclusion: The number of respondents was too small

Respect and Collaboration: Recommendations

Demographic variables do not influence the respondent decision making

Questions are an appropriate measure of action of respect towards co-workers

All questions worded appropriately and should be retained.

Integrity

Group Members:

Francine Barrett Allison Lewis Kevin Wu

Measuring Integrity

LAWA’s Definition:

We uphold our

personal conviction to the truth

and

we fulfill our obligations

Integrity Question #1

Efforts to promote ethical behavior and excellence in the workplace are rewarded in my organization:

__Strongly Agree

__Agree

__Disagree

__Strongly Disagree

Integrity Question #2

Employees in my organization strive to do what is right:

__Strongly Agree

__Agree

__Disagree

__Strongly Disagree

Integrity Question #3

If misconduct by a co-worker is not addressed by my supervisor, I would:

a) Appeal to a higher level

b) Discuss misconduct with the co-worker

c) Contact the Office of Ethics and Business

Conduct

d) Not pursue the matter

Integrity Question Results

Question 1 and 2 show a low level of dispersion.

Mode and Median = 3

Question 3 shows a higher level of dispersion.

Mode = 4 Median = 3

Integrity Results

4.00 5.00 6.00 7.00 8.00 9.00 10.00 11.00

sum of integrity

2

4

6

8

10

12

14

16

Fre

qu

ency

Sum of 3 questions on attitudes and

preferred actions Overall norm 8.60 Range from 3 to 12 out

of possible 16

Mean = 8.6081Std. Dev. = 2.15697

N = 74

Measures for Consistency

Statistical tests indicate respondents’ answers consistent among integrity questions

Strong relationship between “reward” and “doright”

Modest relationship between “reward” and “supmiscond”

Integrity T-Test Results

T-Test Scores

Dependent Variable

Independent Variable

Sig.(2-tailed) Significant?

sumintegrity supervise .407 No (>.05)

sumintegrity gender .649 No (>.05)

• For this evaluation, these questions appear to have a valid measure of attitudes

Integrity ANOVA Results

The ANOVA tests for demographic data:

Not statistically significant (values > than .05) suggests responses were random

Integrity questions do not appear biased based on demographics

Integrity Conclusions

Integrity questions are appropriately worded and the data is accurately reflected in this pre-test phase

Demographic variables do not influence attitudes

Questions an appropriate measure of attitudes

Public TrustKalman Andrassy, Tara Becnel and

Alex Gonzalez

Survey Questions Examined

Three Likert scale questions:–Questions 7, 8, 9

One scenario question:–Question 21

Question 7

My organization acts responsibly to promote the public interest

Trust: Promotes the public intereststrongly agreeagreedisagreestrongly disagree

Perc

en

t

50

40

30

20

10

0

24

49.3

1214.7

Trust: Promotes the public interest

Question 8

When public concerns are reported, little is done to resolve concerns

Little done about public concernsStrongly disagreeDisagreeAgreeStrongly agree

Pe

rce

nt

60

50

40

30

20

10

0

18.7

50.7

1614.7

Little done about public concerns

Question 9

I support the public’s right to know how LAWA conducts its business.

Trust: Public right to knowstrongly agreeagreedisagreestrongly disagree

Perc

en

t

60

50

40

30

20

10

0

12.7

57.7

19.7

9.9

Trust: Public right to know

Variability

The responses to these three:– Exhibited a variation in the distribution of

responses – Were similarly skewed– Had medians similar– Had similar percentile distributions

Statistical Analysis

The responses to all three questions of the Likert-scaled questions were statistically significant.

Proportional reduction in error tests were significant.

Statistical Analysis (continued)

Paired sample T-tests and ANOVA tests for demographic data:– Not statistically significant

Question 21

A patron is unhappy with a coworker’s response to a question and wants the coworker’s name so that the patron can report the incident. You know the coworkers’ name and the circumstances regarding the question.

Trust: Unhappy patron wants name of co worker

a= sorry and provide answer

b=explain why employee behaved as he/she did

c=don't know employeed=get supervisor or manager to solve problem

Perc

en

t

60

50

40

30

20

10

0

51.4

2.74.1

41.9

Trust: Unhappy patron wants name of co worker

Conclusions and Recommendations

Questions 7, 8, and 9

Question 21

Question 21

Consideration of changes

Responsibility

Group Members:

Edgar Salgado Nichola Lawrence

Measuring Responsibility

LAWA’s Definition:

We strive for excellence in performing our duties

and cultivate a climate of shared

accountability

Responsibility Question #3

My co-workers opinions are valuable even when I disagree with them.

__Strongly Agree

__Agree

__Disagree

__Strongly Disagree

Responsibility Question #12

There is little tolerance in this organization for potential or observed misconduct:

__Strongly Agree

__Agree

__Disagree

__Strongly Disagree

Responsibility Question #14

You are assigned a task and are having trouble meeting the deadline. Your response:

a) Talk to the supervisor

b) Seek co-worker assistance

c) Put other duties aside

d) Do the best you can and don’t ask for help

Responsibility Question #15

After receiving feedback from my supervisor which appears inconsistent with the organization’s policy, I:

a) Appeal to higher managementb) Seek co-worker inputsc) Continue to workd) Make adjustments as directede) Ask for supervisor clarification

Responsibility Question Results

Question 3 and 12 show limited dispersion.Mode and Median = 3

Question 14 shows a higher level of dispersion.Mode = 4 Median = 3

Question 15 shows limited of dispersion.Mode = 5 Median = 5

Responsibility Results

Sum of 4 questions onopinions and preferred actions

Overall norm 12.95 Range from 6 to 16 out

of possible 17

7.00 8.00 9.00 10.00 11.00 12.00 13.00 14.00 15.00

sum of responsibility

0

2

4

6

8

10

12

14

Fre

qu

ency

Measures for Consistency

Respondents’ answers consistent among most responsibility questions

Strong relationship:

-“opinions” and “misconduct”

-”opinions” and Inconsistent” No relationship between “Deadline” and other

variables

Responsibility T-Test Results

T-Test ScoresDependent

VariableIndependent

VariableSig.(2-tailed) Significant?

sumresponsibility

supervise .235 No (>.05)

Sumresponsibility

gender .848 No (>.05)

• Responsibility questions are appropriately worded and the data is accurately reflected in this pre-test phase.

Responsibility ANOVA Results

The ANOVA test results show there is no significance when comparing demographic variables against the responsibility questions. Suggests no bias.

Dependent Variable

Independent Variable

Significance Significant?

sumresponsibility

yearsinorg .616 No (>.05)

sumresponsibility

educ .120 No (>.05)

sumresponsibility

age .545 No (>.05)

sumresponsibility

ethnic .702 No (>.05)

Recommendation

Question #3,#12,#15

-Retain as is Question #14

-Retain question; simplify choice (d)

From: Do the best you can and don’t ask for help

To: Do the best you can

Training Experience Questions

8 questions

– 4 questions on people, place and setting

– 4 questions on response to training experience

Francine Barrett spokesperson

Demographic Information

General attributes:– Ethnicity, age, gender, and education

Organizational attributes:– Years of service, functional work area and

supervisor status

Sum of Ethics Scores

Sum of 22 questions on opinions and preferred actions

Overall norm 65.33

Range from 40 to 79 out of possible 89

Attributes and Sum Score

Assessed 8 attributes, e.g. age, ethnicity, years of service, etc.

7 not significant e.g. gender

Attributes and Sum Score (2)

Age with Sum Score significant, likely due too few in sample > 60

Conclude good indicator ; unbiased.

Conclusions: Question Recommendations

Samuel Au

LAWA’s Ethical Program aims to:

Question Revisions:

THE END

THANK YOU.

Q&A?