Questionnaire

(Modified and adapted by Ginevičius & Vaitkunaite (2006))

St. Mary’s College of Bansalan, Inc.

Dahlia St., Poblacion Uno, Bansalan, Davao del Sur

Name (Optional):___________________________

Below are the lists of indicators of Organizational structure as indicated by

Ginevičius & Vaitkunaite (2006)) with likert scale. Carefully read each indicator and
using the appraisal rating below, check the box corresponding to the status or level of
practice of each item. Please answer honestly as the results of this self-evaluation may
provide important information and impact to you and improvement of the school.

1 - If you strongly disagree with the statement

2 - If you disagree with the statement
3 - If you moderately agree with the statement
4 - If you agree with the statement
5 - If you strongly agree with the statement

A. Involvement 5 4 3 2 1
1. All employees have favorable conditions for decision making
and for giving various ideas, suggestions, notes and so on
2. There are created good conditions for the interesting work,
therefore employees get used to their
work willingly
3. Rituals and traditions of enterprise unite employees to work
further effectively
B. Collaboration 5 4 3 2 1
4. Managers/ administrations consult subordinates (they
collaborate)
5. Teamwork is used more often than individual work,
especially when solving important questions or projects
6. When problems, difficulties or questions arise, employees
solve them more individually than by consulting other ones
C. Transmission of Information 5 4 3 2 1
7. New or other important information reaches employees in
due time
8. Employee is often lacking information, which is necessary to
make decision or to work
9. Employees (also managers) often misunderstand each other
(improper transmission of information)
10. Managers do not provide feedback to the employees

D. Learning 5 4 3 2 1

11. It is permanently invested into knowledge and skills of

employees (different courses are offered and so on)

12. Managers improve themselves permanently

13. Employees teach each other, share skills and knowledge

14. Various investigation/analysis (e.g. of product

characteristics, consumers and personnel ne
eds) are made permanently

E. Care about Clients 5 4 3 2 1

15. It is enough invested into improvement of product/service
quality

16. Employees look after clients and satisfaction of their needs

permanently

17. Dissatisfaction of clients is always removed

18. It is offered to the client, what enterprise thinks is better, but

not this, what client desires

19. Enterprise/ Organization inquires customers opinion about

products/ services and improvement of them and takes that
into account

F. Strategic Direction 5 4 3 2 1
20. Enterprise has a long-term strategy, plans and goals

21. Goals and plans are achieved purposefully

22. Your enterprise is as leader showing direction, other
enterprises “follow” it

23. Work is planned so, that everybody knows what and how to
do his/her job

24. Vision of enterprise/ Organization becomes reality little by

little

G. Reward and Incentive system 5 4 3 2 1

25. Reward system is correct (employee is getting salary/ wage
according to the results and efforts)
26. It is always rewarded (in monetary or other form) for the
good works, ideas, innovations and so on

27. Existing punishment system is correct

28. Employees are more often awarded than punished

29. Managers/ Administrations care about welfare of

employees (e.g. they are provided with free services,
things and so on)

H. System of Control 5 4 3 2 1
30. Existing rules and norms are more directive (i.e. show
direction) than restrictive
31. Employees have too much freedom; they think that
manager/ administration must show direction

32. Managers/ Administration control subordinates too much

I. Communication 5 4 3 2 1
33. Managers more often ask than command

34. Managers’ teaching and deeds are always at variance

35. Manager always strives to help and advice employee

36. Communication between employees is friendly (more

informal than formal)

J. Coordination and Integration 5 4 3 2 1

37. It is very hard to work with person from other department/
group

38. Departments (groups) have difficulties when carrying out

common activity, sharing information and so on

39. Different departments (groups) have many common things

(goals, tasks, celebrations and so on)
 Questionnaire
Modified and the Researcher-made (Fahim 2018) adapted by various authors
(El-Ghalayini, 2017; Allui and Sahni, 2016;Mbugua, 2015; Francis, 2014;
Alnaqbi, 2011)

St. Mary’s College of Bansalan, Inc.

Dahlia St., Poblacion Uno, Bansalan, Davao del Sur

Name (Optional):_________________________

Below are the lists of indicators of Employee retention as indicated by El

Ghalayini, 2017; Allui and Sahni, 2016;Mbugua, 2015; Francis, 2014; Alnaqbi, 2011)
with Likert Scale as measurement tool.
. Carefully read each indicator and using the appraisal rating below, check the box
corresponding to the status or level of practice of each item. Please answer honestly
as the results of this self-evaluation may provide important information and impact to
you.

1 - If you strongly disagree with the statement

2 - If you disagree with the statement
3 - If you moderately agree with the statement
4 - If you agree with the statement
5 - If you strongly agree with the statement

A. Satisfiers (intrinsic factors) 5 4 3 2 1

1.You like your work at school and enjoy the sense of
challenging and achievement you
get from doing your job.

2.You feel valued and your job efforts are appreciated at work.

3.You are allowed to enlarge your job responsibilities and to

perform independently in
your work.

4.You are given the opportunity to be involved in activities that

promote your professional
advancement and growth.
B. Dissatisfiers ( extrinsic Factors) 5 4 3 2 1
1. The bank has fair and flexible policies and procedures that
ensure employment security
and customer satisfaction as well.

2. The bank has supportive and participative leadership,

besides an effective two-way
communication system.

3. The staff gains satisfactory rewards (financial and non-

financial) by working at the
bank.

4. The bank has healthy working environment and the

employees have good relations with
each other
C. General Satisfaction 5 4 3 2 1
1.Generally, your work at the bank gives you satisfaction and
you are proud of being part
of it.

2. If it were up to you, you will definitely continue working for

the bank for the next years

3. The rate of employee turnover at the bank is minimal.

4. The bank has retained experienced staff as a result of good

motivational policy

REFERENCES

GINEVIČIUS, R. and VAITKŪNAITĖ, V. Analysis of organizational culture

dimensions impacting performance. Journal of Business Economics and
Management, 2006, Vol. 7, Iss.4, pp. 201-211. ISSN 1611-1699.
Aydin, Bulent, Ceylan, Adnan,(2009)”The role of organizational culture on

effectiveness” , Technická univerzita v Liberci, článek article, 2336-5604 (Online)

http://www.ekonomiemanagement.cz/download/1331826722_2eb6/03_aydin_ceylan.

pdf http://hdl.handle.net/11025/17295

Marwa Gaber Ahmed Fahim ( 2018) “Strategic human resource

management and public employee retention” (Business Administration Department,

Modern Academy for Computer Science and Management Technology in Maadi,

Cairo, Egypt) Review of Economics and Political Science ISSN: 2631-3561,

https://www.emerald.com/insight/content/doi/10.1108/REPS-07-2018-002/full/html