Workshop 5 (half day)
Analyzing Survey Data: Choosing the Method and Message That Best Answers the Question
Presenters: William H. Macey, Valtera Corporation
David A. Futrell, Eli Lilly and Company
Scott A. Young, Valtera Corporation
Coordinator: Robert Gibby, Procter and Gamble
This workshop is intended to guide participants through the choices made in survey design with subsequent data analysis in mind. The workshop will comprise three segments: survey design, data analysis, and reporting results. Both conventional and the more esoteric but readily available statistical packages and tools will be used to demonstrate techniques throughout the workshop.
Some of the topics explored related to survey design will include alternative response formats and levels of analysis issues as they determine appropriate item wording. Ethical issues in using precoded demographic information will also be explored.
Conventional techniques to data analysis will be discussed and framed in a context of the underlying assumptions often made and unfortunately (at times) left unquestioned. The final segment of the workshop will focus on ways to best display survey results according to the needs of different audiences including line managers and executives.
The workshop is designed to help participants:
• Consider the ways in which the data will be analyzed and reported when developing survey questions and choosing response formats
• Design sampling strategies for pulse surveys and administration of alternative versions within a larger census survey
• Identify “problem” data sets and cases and determine what to do about them
• Choose reporting metrics and presentation formats that balance ease of interpretation and complexity inherent in the data
• Analyze within-group variance to report on climate and culture framed questions
• Evaluate the implications of individual- versus group-level linkage research
• Evaluate the appropriateness of various methods of conducting key driver and causal modeling analyses, and the risks in conducting those analyses for smaller groups and reporting units
William H. Macey is CEO of Valtera and has 30 years of experience in consulting with organizations to design and implement survey research. He has consulted with more than 30 of the current Fortune 200 companies and has served as an advisor to The Mayflower Group since 1992. He is the coauthor of several recent publications on employee engagement. Bill is a SIOP Fellow, a SIOP past president, and a previous member of the editorial board of Personnel Psychology. He received his PhD from Loyola University Chicago in 1975.
David Futrell is a senior workforce research consultant at Eli Lilly and Company. He received his PhD in I-O psychology from the University of Tennessee/Knoxville in 1992. His areas of expertise include employee attitude survey research, employee selection, and experimental design. He is an adjunct faculty member in the College of Business Administration at Butler University. David currently serves as vice chairperson for The Mayflower Group, a consortium of survey practitioners in large corporations. His professional experience includes 3 years at Saturn Corporation, and 6 years as process improvement consultant with QualPro, using experimental design techniques to improve sales and service-related processes.
Scott A. Young is a managing consultant at Valtera Corporation. He has been with Valtera for 10 years, where he has consulted with clients in the areas of employee engagement, service climate and quality, survey design, employee socialization and retention, test development and validation, job analysis, diversity, and organizational climate and culture. Scott has conducted research on employee survey data for purposes of developing and refining survey content, identifying the predictors of employee engagement and satisfaction, and assessing the relationships between survey variables and other variables such as turnover and customer satisfaction, He received his PhD in I-O psychology from Northern Illinois University, where his research focused on the antecedents and consequences of agreement in employees’ perceptions of their work environment.
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