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Attitudes of demographic item non-respondents in employee surveys

机译：员工调查中人口统计不答复者的态度

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摘要

Purpose – The purpose of this research is to investigate whether the participants in an employee survey who do not answer one or more demographic items differ systematically from those who fill out all demographic items. Design/methodology/approach – Logistic regression, with affective commitment, job satisfaction, and attitude towards leadership as predictors of responding to demographic items is used to analyze the data of an employee survey in a German company. Findings – Survey participants with low commitment, poor job satisfaction, and negative attitudes towards leadership are more likely not to provide demographic information, while highly committed participants tend to answer all demographic items. Non-respondents are also more concerned that their skills become obsolete, and they feel that employees do not have enough say. Research limitations/implications – The paper does not distinguish among demographic item non-respondents on the basis of how many and which items are omitted. Future research should take a closer look at the different sensitivity of the demographic items. Practical implications – Managers should be aware that it is likely that the results of an employee survey for their organizational subunits tend to be biased and show a picture that is too optimistic as compared to company-wide results. Originality/value – The value of the paper lies in demonstrating a systematic and practically important bias in employee survey statistics that has been overlooked so far.
机译：目的–这项研究的目的是调查未回答一个或多个人口统计项目的员工调查参与者是否与填写所有人口统计项目的参与者系统地不同。设计/方法/方法–具有情感承诺，工作满意度和领导才能的Logistic回归（作为对人口统计项目的响应的预测因子）用于分析德国公司员工调查的数据。调查结果-承诺度低，工作满意度差和对领导者持消极态度的调查参与者更有可能不提供人口统计信息，而高度投入的参与者则倾向于回答所有人口统计项目。非受访者也更担心自己的技能过时，他们认为员工没有足够的发言权。研究的局限性/含意-本文没有根据人口统计项目未回答者的多少和哪些项目被省略来进行区分。未来的研究应该仔细研究人口统计项目的不同敏感性。实际意义–经理应该意识到，针对其组织子部门的员工调查的结果可能会产生偏差，并且与整个公司的结果相比，显示的结果过于乐观。原创性/价值–本文的价值在于证明迄今为止尚未被忽视的员工调查统计数据中的系统性和实践性重要偏见。

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