Employee Satisfaction
Survey Report 2006
OIRA
Introduction
 Administered in November 2006 to all AUB
employees, academic and non-academic.
 Purpose
 better understand employee perspectives on
their jobs and how they felt about working for
AUB.
 detect changes or improvements in employee
perspectives due to initiatives.
 Instrument
 form used in 2003 and 2000 was administered
again with some minor modifications.
Breakdown of the Employee Survey
Scale
Number of Items
General Conditions & Climate
9
Management
8
Policies & Procedures
11
Training & Development
5
Communication & Planning
21
Benefits & Rewards
10
Teamwork & Coordination
4
Overall
8
Total Scale + demographic info, open-ended qs.
76
Administration
 Survey was made available in English and Arabic
versions
 Forms sent to departments for distribution
 Filled out by employees and then collected and sent
back to OIRA in sealed envelopes.
 No names or identification numbers were requested,
only department codes.
 Employees were constantly reminded of importance of
filling out the forms, and were assured of
confidentiality.
 The distribution and collection of the surveys took
around a month.
Response Rate by Grade Level
Group
Sample
N
%
Population
N
%
Response Rate
%
Non-Academic
personnel, Gr. 1-12
556
64
2423
71
23
Non-Academic
Personnel > Gr. 12
94
11
322
9
29 (45)*
Academic Personnel
127
15
687
20
19
Not specify Grade
64
7
Late surveys
24
3
Total
865
100
3432
100
25 (30)*
* 2003 %
Breakdown of the Sample by Age
Group
N
%
< 25
71
8
25-34
254
30
35-44
244
29
45-54
148
18
55-64
58
7
> 65
8
1
Not specify
58
7
Total
841
100
Breakdown of Sample by Years
of Employment
Years of Employment
N
%
<1
54
6.5
1<5
191
23
5 < 10
132
16
10 < 20
256
30
> 20
154
18
Not specify
54
6.5
Total
841
100
Data Analysis
 Reported item descriptives and frequencies for the
whole sample and by each of the demographic
variables studied
 age,
 grade,
 educational level,
 number of years at AUB, and
 gender.
 Significant differences in satisfaction level between
various groups on each item were also investigated
 Reliability analysis conducted on the survey and
subscales revealed excellent reliabilities ranging
between 0.85 and 0.97.
 60% did not provide department code.
Mean 2006
Mean
2003
Mean Range
2006
Mean
Range
2003
Range
Satisfied 06
Range
Satisfied 03
General Conditions
& Climate
3.8
3.8
3.1-4.3
3.4-4.4
49 - 88
56-89
Management
3.9
3.9
3.8-4.1
3.8-4.1
67 - 76
67-78
Policies &
Procedures
3.7
3.6
3.2-4.4
3.2-3.9
33 – 73
32-74
Training &
Development
3.4
3.7
3.2-3.7
3.5-3.8
42 – 65
47-70
Communication &
Planning
3.6
3.6
3.2-4.1
3.2-4.0
44 - 81
43-81
Benefits & Rewards
2.9
3.0
2.6-3.4
2.7-3.4
27 - 58
25-54
Teamwork &
Coordination
3.5
3.5
3.3 – 3.6
3.3-3.6
48 – 67
47-65
Overall Items
3.3
3.4
3.0 – 3.6
3.4-4.4
38 - 65
42-69
Scale
Highest & Lowest Rated Items
Item #
Mean
Top for Institution
2
I am proud to work at AUB (GCC)
8
17
39
14
16
7
I feel a great deal of loyalty towards AUB (GCC)
My supervisor is competent in performing required job (M)
I understand AUB’s mission (C&P)
My supervisor is competent in managing people (M)
My supervisor is friendly and helpful (M)
In my area, quality is more important than productivity (GCC)
Bottom for Institution
61 Fairness and objectivity of job promotions (B&R)
55 Fairness of the pay you get for the work you do
57 Degree to which your pay is linked to your performance
59 Degree to which your pay matches your responsibilities
63 Availability of opportunities for advancement at AUB
60 The effectiveness of AUB’s performance appraisal process
74.
How satisfied are you with Communication & Planning at AUB
% Agree
4.3
4.3
4.1
4.1
4.0
4.0
4.0
2.6
2.7
2.8
2.8
2.9
3.0
3.0
88
86
76
81
72
74
71
% Sat.
27
33
32
34
34
38
38
General Conditions & Climate
 Highest rated items were
 # 2 ‘I am proud to work at AUB’ and
 # 8 ‘I feel a great deal of loyalty towards AUB’
 Lowest rated items were
 # 5 ‘I am satisfied with the physical work conditions’
 # 4 ‘I am given challenging assignments’.
 Two items showed marked improvement:
 # 3’I feel too much stress and pressure in my job’
 # 7 ‘in my area, quality is more important than
productivity’,
 5 items went down and 2 remained same.
 Physical work conditions still seem to be a problem, in
addition to stressful work conditions.