Hi do you think you could help me to answer this question, Please?

"The theory we tested ( including diagram)

Our theory: Motivation will positively affect job performance.

Organizational change Results.

Organizational change will negatively impact job performance. (Partially Supported)

Task Performance

Came back with a weak negative correlation meaning that when it comes to people getting their tasks done at work, during a time of change it typically does not hinder their ability to do so. (whether it be training new employees or changes in procedures)

Citizenship Behavior

Scored moderately strong meaning that during organizational changes that employees tend to adapt to change by helping their co-workers. Whether it be by training to new employee or helping each other figure out new procedures.

Counterproductive Behavior

Results come out to be moderately negative meaning that change in an organization does not typically cause employees complain, gossip, use excess materials, or work more slowly than they should.

Total scale reliability is .047 which would be considered a moderately reliable.

We have determined that our hypothesis of "Organizational change will negatively impact job performance" is partially supported by our hypothesis.

People adapt to change by helping their co-workers

They do not come in late, daydream, or complain about the changes

This is an interesting find because we thought that most people would have a more negative outlook when it comes to

change. This shows us that most of the time people will help each other out and figure out how to overcome the changes.

Effective communication

Effective communication positively impacts job performance. (Partially Supported)

Task Performance

Results are a weak negative correlation (-.04) which would mean in some circumstances that people can have too much communication, that could cause them to not be able to accomplish all their tasks.

This could be the result of over complicating certain task which thus would take more time and effort then it should have taken

Citizenship behavior

Shows a weak positive (.12) therefore that means that people tend to feel that there is adequate communication on how to accomplish their tasks properly in the workplace.

These people likely defend their organization if others criticize it and show pride when they are in public representing their company

Counterproductive Behavior

Our results came back as moderately negative (-.31) this tells us that communication does not cause people to gossip, complain about their job, have conflicts at work or to work slower than they should.

Reliability of effective communication is .70 which is considered to be strong in terms of reliability.

Our results show that our hypothesis of effective communication positively impacts job performance. (Partially Supported)

Effective commutation is an import role in any organization, but our results have shown that if there too much commutation it can negatively effect task performance. For example, if there is a manager that insists on micromanaging and employees every move it can negatively effect both of their potential task performance.

Role overload (increases job demands) will negatively impact job performance (Partially Supported)

Task Performance

Our data showed a weak negative (-.09) which shows us that even though people are overloaded with work they are still able to accomplish most of the tasks they are assigned. This is somewhat surprising as we thought that task performance would go down as people worked longer hours and were require to do more than what is in their job description.

Citizenship behavior

Our results showed us a weak positive (.04) which means that there is a smaller percentage of people who are working a lot of hours and feel as if they are doing the work of more than one person. These same people are still going above and beyond by attending function that are not require of them and keeping up with the development of the organization.

Counterproductive Behaviors

Our results showed that this came in as a very weak negative(-.02) which this shows us that even with increased work demand the majority of people are still likely to avoid thing that are counter productive (gossiping, creating conflict,wasting company material, and working slower than they should).

Total reliability for role overload is .75

Our results show that our hypothesis ofRole overload (increases job demands) will negatively impact job performance. (Partially Supported)

These were not necessarily the results we thought we were going to get. We were thinking that whenpeople work longer hours and take on more responsibilities, that their overall job performance would start to drop.

I feel like I am doing the work of two people on a daily basis. 3i responses 0 Sirongly Disagree 0 Disagree 0 Neutral 0 Agree 0 Strongly Agree 91% 3 l I feel like I don't have time to spend doing the things I like to do after work. 31 responses 0 strongly Disagree 0 Disagree 0 Neulrel . Agree 0 Strongly Agree It is difcult to get all my work done within a 40 hour work week, 31 responses . suongly Disagree . Disagree 0 Neutral 0 Agree 0 Strongly Agree r survey answers ROLE OVERLORD SURVEY ANSWERS I Just from looking at the graphs we can see that 50% of responses say the feel as if they are doing the work of 2 people I 61% of people still get all their work done in a 40 hour week I 49% of people do not feel overwork by doing more tasks I 48% of people feel they still have time to do the things they like after work 3 | feel overworked when my boss has me do more work than what is in my job description. 31 responses . Strongly Disagree 0 Disagree 0 Neutral . Agree 0 Strongly Agree