In Chapter 4, the focus is on the results and display of the data collection statement. The project's purpose is to analyze the correlation between job performance and job satisfaction for bankers hired externally into Premier sales compared to those hired internally from the Consumer sales department. The main question being addressed is whether job satisfaction significantly influences employee performance.
The correlation between job satisfaction and job performance can help investigate employee retention within Wells Fargo Sioux Falls Premier sales. It can also determine whether satisfied, well-performing bankers come from the internal or external candidate pool. The data collection experience involved sending a survey to fifty-one employees in the Premier Sale Queue who work with Wells Fargo Customers. The survey was delivered via email on Wednesday April 20, 2011, and employees had three days to
...complete it using an online survey tool.
This ensured confidentiality and gave bankers the ability to give their feedback in a private setting. Survey participation was 44%, with fifty-one surveys being set out and twenty-two participants responding. Due to the busy call center environment, employees being sent numerous emails and the overall workload given out, survey participation was a challenge.
Statistical Analysis and Display of Data: The data was analyzed giving thought to the main hypothesis - to find relationships between job performance and job satisfaction. Each factor was rated on a 1-5 Likert scale (1 being strongly agreed and five being strongly disagree).
The survey gathered a total of 22 responses. For question 3, only 21 responses were collected. Out of a possible 22, 8 participants provided their performance levels for quarter 1 2011 using a Likert scale in Figure 1. Figure 2
focuses on the participants' hiring status in the bank's department. Of the 22 respondents, 38.1% were external hires, while internal hires from the consumer sales department and other departments accounted for 33.3% and 28.6%, respectively. One respondent did not answer this question. Figure 3 showcases the gender distribution of the participants: male -51.1% and female -40.9%. All respondents (22) answered this section.
Figure 4 summarizes the survey's purpose which is to establish the relationship between job satisfaction and job performance in the Wells Fargo Premier Sales Queue department.The survey indicates that in the section examining job satisfaction, respondents generally agreed with the statements in their answers to all ten questions.
Results show that the majority of respondents have a positive outlook on their future success with Wells Fargo. There is a noticeable presence of high achievers in terms of overall job performance. Within the employee population, 50% are platinum level performers, each bringing unique experience and background to the table. The workforce consists of both external hires and internal promotions, with a relatively equal distribution of males (60%) and females (40%). It is worth mentioning that the average tenure at the company is 8.86 years, although this detail is not represented in any of the graphs.
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