Employee Engagement Survey

A

airlinesurvey

New Member
I am a doctoral learner under the direction of Professor Bridget Hester in the College of Doctoral Studies at Grand Canyon University. My name is Robin Crase. I am conducting a study to see if there is a relationship between leader’s emotional intelligence and employee engagement in the airline services industry. You may take part in this study if you are:

• 18 years old or older

• Work in or have worked in the airline services industry

If you agree to be in this study, you will be asked to:

o The questionnaire will be administered through SurveyMonkey®

o Take a survey with 56 questions

o The survey should take about 10 minutes

o You may take this survey on the computer or print a paper copy to give to me

All participants will be entered into a drawing for a chance to win $25 Amazon gift cards. 8 people who take the survey will win a gift card. Your data in this study is private. The results of this study may be used in reports, presentations, and publications. I will not identify you. Data will be kept in a locked drawer and saved for possible future studies. You may also email me at rskaggs02@my.gcu.edu or call me at 623-204-2758. Thank you!



Can you spare a few moments to take my survey?
 
Well so is this open to pilots or not? I don't know if what I provide could be considered a service.....
 
Posting a surveymonkey on an anonymous internet forum gets you a doctorate these days. No wonder why a bachelor’s is now considered a minimum like a high school diploma used to be.
 
What, pray tell, is emotional intelligence? Is that where you understand that your significant other will be pissed if you go golfing with your friends, even though he/she says "whatever, do what you want to do"?

Autothrust Blue said:
Survey research is a valid if not terribly rigorous method.
Click to expand...

This. When I was setting up my master's thesis, the head of my department said "whatever you do, don't do a survey based project". When it came to doing the thesis, my advisor said "Nope, you have to do a survey. It's all you can do". Cue the Price is Right tuba.

Academia is this weird recursive place, where to get ahead, you must regurgitate only those facts that came before, and how valid that information is depends on how important the journal that it was published (IE subjective sense of self-importance..AKA "impact factor"). New information gets into the cycle very, VERY slowly, if at all.

When I went back to school to science, this frustrated the engineer in me to no end. I finally just gave up and did what I though would work, or could reasonably be made to work (with a big enough hammer, and maybe some moly grease), and got results. Then I back filled in the rest to satisfy the "where did you read that?" crowd. My Research Adviser came to love my process, because a) he knew I wouldn't burn the lab down (something he couldn't be sure of with the 20 somethings), b) I knew which end of a screwdriver was the pointy end, and saved him $ and time by fixing stuff myself and c) I came up with wacky, engineer type (IE intuition based) solutions that would would have taken a science type months to figure out.
 
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airlinesurvey said:
I am conducting a study to see if there is a relationship between leader’s emotional intelligence and employee engagement in the airline services industry.
Click to expand...

Simple answer is NO.

If you want to improve employee engagement; it is through the betterment of the four cornerstones of a Union Contract - pay, benefits, work rules, and retirement.

Measuring metrics about how leadership relates to their workforce ignores the bigger issue of employee relations. You can't pay your mortgage or buy a Tesla truck because your management makes you feel good. If you are given top of the industry compensation for providing that top of the industry service and product the success of your organization will grow in a positive feedback loop. The whole team will be on board with continuing success.

No one wants to correlate well compensated employees with engagement. Dare I suggest that management is looking for new ways to profit off of labor for free?
 
I’ve always been fascinated by people who sell out their fellow employees, thinking that it will somehow get them ahead.

Pro tip:: you’re not in their club.

“If I don’t do it, someone else will”

It’s not hard, treat people fairly, try to make it a halfway decent place to work, don’t run it on the razors edge so there’s slack in the system and don’t hire managers that are asshats.

But lots off people try to squeeze out 150 page document that says what people really want are hugs and an affirmation that gosh, people like them, and then wonder why it doesn’t work.
 
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