Development of Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees and Its Relationship with Turnover Intention
Abstract
:1. Introduction
2. Research Methods and Procedures
2.1. Research Subjects
2.2. Research Methods
2.2.1. Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees
2.2.2. Turnover Intention Scale
2.3. Research Procedures
2.4. Statistical Analysis
3. Research Results
3.1. Results of Qualitative Analysis
3.1.1. Coding Results
3.1.2. Confidence of Coding
3.2. Test Results
3.2.1. Distinguishability of Questions and Discrimination Index
3.2.2. Exploratory Factor Analysis
3.2.3. Factor Naming
3.2.4. Confirmatory Factor Analysis
3.3. Reliability and Validity Tests of the Questionnaire
3.3.1. Reliability of the Questionnaire
3.3.2. Content Validity of the Questionnaire
3.3.3. Structural Validity of the Questionnaire
3.4. The Relationship between Newly Recruited Employees’ Sense of Workplace Involution and Turnover Intention
3.4.1. Descriptive Statistics of Variables
3.4.2. Correlation Analysis between the Sense of Workplace Involution and the Turnover Intention among Newly Recruited Employees
3.4.3. Regression Analysis of Factors Influencing Turnover Intention
4. Discussion
5. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
Appendix A
Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees
- Gender (M/F)
- Age
- Ethnicity (Han/Minority)
- Education level (High school and below secondary school/College/Bachelor’s degree/Master’s degree and above)
- Home location (City/Town/Rural)
- The level of city (Tier 1 city, Tier 2 city, Tier 3 city, Tier 4 and below)
- Nature of work unit(State-owned enterprises/Private enterprises/Foreign-invested enterprises/Sino-foreign joint ventures/State administrative organs/Public institutions/Government/Others)
- Area of workplace (Northeast area/Central area/Eastern area/Western area)
- Monthly salary (Currency: RMB Yuan)(below 3000/3000–4000/4000–5000/5000–6000/6000–7000/7000–8000/8000–10,000/More than 10,000)
- Job title(General staff Supervisor/Base management Department manager/Middle management Manager and above/Senior management)
- Working seniority (less than 1 year/1–2 years/2–3 years/3 years and over)
Title (题目) | Strongly Disagree (非常不同意) | Disagree (不同意) | Neutral (中立) | Agree (同意) | Strongly Agree (非常同意) |
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Open Coding | Frequency | Associative Coding | Frequency | Core Coding |
---|---|---|---|---|
Large population and many competitors | 25 | Scarcity of quality resources | 128 | Sense of scarcity of resources |
Limited career advancement and quality jobs | 17 | |||
Fierce competition and difficult to promote positions | 14 | |||
The majority of employees have a single career goal | 24 | Convergence of competitive goals | ||
The majority of employees have a single work goal | 48 | |||
Often can’t get off work on time | 20 | Paying more time | 75 | Sense of compelled commitment |
Simple problems are infinitely complicated | 17 | |||
Working several jobs at the same time | 7 | Paying more energy | ||
Continuously improving academic qualifications | 10 | |||
Staying up late and working overtime and being Physically and mentally exhausted | 13 | Paying more physical and mental health | ||
Overtime takes up a lot of time for rest, recreation and social interaction | 8 | |||
Meaningless imitation and overtime | 7 | Learned but no substantial growth | 45 | Sense of futility of effort |
Meaningless meetings are held frequently | 6 | |||
No breakthroughs and growth despite commitment | 9 | |||
Endlessly digging into research on the same problem | 6 | No or very little gain | ||
Income is not proportional to effort | 17 | |||
Social comparison causes anxiety | 44 | Decreased sense of happiness | 104 | Sense of negative experience |
The helplessness of not being able to leave and not having anyone to benefit from | 17 | |||
Lack of job satisfaction and job well-being | 10 | |||
Decreased levels of both physical and mental health | 7 | |||
No enthusiasm for work, dislike the work environment | 14 | |||
Unable to achieve the realization of the value of life | 7 | Loss of meaning in life | ||
Lack of sense of meaning in life and work | 5 |
Sense of Scarcity of Resources | Sense of Compelled Commitment | Sense of Futility of Effort | Sense of Negative Experience | ||||
---|---|---|---|---|---|---|---|
Title | Payloads | Title | Payloads | Title | Payloads | Title | Payloads |
24 | 0.736 | 40 | 0.738 | 33 | 0.745 | 60 | 0.809 |
23 | 0.697 | 25 | 0.712 | 41 | 0.712 | 61 | 0.738 |
20 | 0.610 | 30 | 0.627 | 29 | 0.627 | 59 | 0.735 |
19 | 0.421 | 39 | 0.544 | 26 | 0.544 | 65 | 0.619 |
χ2 | df | χ2/df | GFI | NFI | RFI | IFI | TLI | CFI | RMR | RMSEA | |
---|---|---|---|---|---|---|---|---|---|---|---|
models | 142.210 | 98 | 1.451 | 0.970 | 0.981 | 0.976 | 0.994 | 0.993 | 0.994 | 0.023 | 0.028 |
Dimension | Number of Projects | Internal Consistency Reliability | Split-Half Confidence | Retest Reliability |
---|---|---|---|---|
(n = 571) | (n = 571) | (n = 96) | ||
Sense of scarcity of resources | 4 | 0.876 | 0.879 | 0.859 |
Sense of compelled commitment | 4 | 0.871 | 0.871 | 0.849 |
Sense of futility of effort | 4 | 0.866 | 0.863 | 0.843 |
Sense of negative experience | 4 | 0.870 | 0.865 | 0.830 |
Sense of workplace involution | 16 | 0.963 | 0.961 | 0.948 |
Sense of Workplace Involution | Sense of Scarcity of Resources | Sense of Compelled Commitment | Sense of Futility of Effort | Sense of Negative Experience | |
---|---|---|---|---|---|
Sense of workplace involution | 1 | ||||
Sense of scarcity of resources | 0.943 *** | 1 | |||
Sense of compelled commitment | 0.939 *** | 0.850 *** | 1 | ||
Sense of futility of effort | 0.942 *** | 0.848 *** | 0.836 *** | 1 | |
Sense of negative experience | 0.949 *** | 0.859 *** | 0.855 *** | 0.869 *** | 1 |
Demographic Variables | Category | Number of People (Percentage) | Sense of Workplace Involution | Turnover Intention | ||
---|---|---|---|---|---|---|
M ± SD | t/F | M ± SD | t/F | |||
Gender | Male | 312 (54.64%) | 3.61 ± 1.02 | t (569) = −1.973, p < 0.05 | 3.57 ± 1.09 | t (569) = −1.22, p = 0.22 |
Female | 259 (45.36%) | 3.77 ± 0.83 | 3.67 ± 0.94 | |||
Education level | High school or junior college and below | 27 (4.73%) | 4.16 ± 0.24 | F (3, 567) = 34.752, p < 0.001 | 3.93 ± 0.57 | F (3, 567) = 28.968, p < 0.001 |
College | 152 (26.62%) | 3.98 ± 0.51 | 3.96 ± 0.70 | |||
Undergraduate | 271 (47.46%) | 3.78 ± 0.87 | 3.69 ± 0.95 | |||
Master and above | 121 (21.19%) | 2.99 ± 1.23 | 2.92 ± 1.17 | |||
Nature of work unit | State-owned enterprises | 42 (7.36%) | 2.70 ± 0.93 | F (7, 563) = 53.832, p < 0.001 | 2.92 ± 1.24 | F (7, 563) = 47.713, p < 0.001 |
Private enterprises | 215 (37.65%) | 4.13 ± 0.28 | 4.11 ± 0.43 | |||
Foreign-invested enterprises | 53 (9.28%) | 3.61 ± 0.14 | 4.13 ± 0.41 | |||
Sino-foreign joint ventures | 69 (12.08%) | 3.64 ± 0.16 | 4.09 ± 0.41 | |||
Public institutions | 80 (14.01%) | 2.48 ± 0.98 | 2.77 ± 1.20 | |||
State administrative organs | 52 (9.11%) | 2.46 ± 1.06 | 2.75 ± 1.20 | |||
Government | 36 (6.30%) | 2.51 ± 1.08 | 2.81 ± 1.18 | |||
Others | 24 (4.21%) | |||||
Area of workplace | Eastern area | 349 (61.12%) | 3.42 ± 0.64 | F (3, 567) = 24.795, p < 0.001 | 3.88 ± 0.81 | F (3, 567) = 22.552, p < 0.001 |
Northeast area | 36 (6.30%) | 2.8 ± 0.986 | 3.19 ± 1.23 | |||
Central area | 85 (14.89%) | 2.77 ± 1.05 | 3.08 ± 1.23 | |||
Western area | 101 (17.69%) | 2.94 ± 0.87 | 3.31 ± 1.12 |
Dimension | Average Value | (Statistics) Standard Deviation |
---|---|---|
Sense of scarcity of resources | 3.71 | 1.01 |
Sense of compelled commitment | 3.62 | 1.02 |
Sense of futility of effort | 3.70 | 0.99 |
Sense of negative experience | 3.70 | 0.97 |
Sense of workplace involution | 3.68 | 0.94 |
Turnover intention | 3.61 | 1.02 |
Sense of Scarcity of Resources | Sense of Compelled Commitment | Sense of Futility of Effort | Sense of Negative Experience | Sense of Workplace Involution | Turnover Intention | |
---|---|---|---|---|---|---|
Sense of scarcity of resources | 1 | |||||
Sense of compelled commitment | 0.850 *** | 1 | ||||
Sense of futility of effort | 0.848 *** | 0.836 *** | 1 | |||
Sense of negative experience | 0.859 *** | 0.855 *** | 0.869 *** | 1 | ||
Sense of workplace involution | 0.943 *** | 0.939 *** | 0.942 *** | 0.949 *** | ||
Turnover intention | 0.839 *** | 0.812 *** | 0.821 *** | 0.849 *** | 0.880 *** | 1 |
Models and Variables | Turnover Intention | |||
---|---|---|---|---|
Tier One | Tier Two | |||
β | t | β | t | |
Gender | 0.015 | 0.394 | −0.023 | −1.145 |
Educational level | −0.273 | −7.097 *** | −0.012 | −0.545 |
Nature of work unit | 0.065 | 1.713 | 0.022 | 1.123 |
Area of workplace | −0.291 | −7.613 *** | −0.043 | −2.018 * |
Sense of workplace involution | 0.861 | 38.509 *** | ||
R2 | 0.194 *** | 0.778 *** | ||
ΔR2 | 0.584 *** |
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Chen, Q.; Zhang, Y. Development of Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees and Its Relationship with Turnover Intention. Int. J. Environ. Res. Public Health 2022, 19, 11218. https://doi.org/10.3390/ijerph191811218
Chen Q, Zhang Y. Development of Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees and Its Relationship with Turnover Intention. International Journal of Environmental Research and Public Health. 2022; 19(18):11218. https://doi.org/10.3390/ijerph191811218
Chicago/Turabian StyleChen, Qi, and Yuzhu Zhang. 2022. "Development of Questionnaire on the Sense of Workplace Involution for Newly Recruited Employees and Its Relationship with Turnover Intention" International Journal of Environmental Research and Public Health 19, no. 18: 11218. https://doi.org/10.3390/ijerph191811218