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What role do line managers play in contributing to the HRM function performance management and does it contribute to the commitment of students working a retail job?

This survey asks about the devolution of performance management to line managers and how this influences the commitment of students working in the retail sector. The research is being conducted by Mohammed Waqas Hussain from the University of Greenwich as part of my BA Business Management dissertation project. 

This survey will take approximately 10 minutes of your time to complete (may be quicker). Your responses are strictly confidential and anonymous and will only be analysed in summary aggregate form. Individual answers will never be identified nor reported. Additionally, no data will be passed on to third parties. The data will only be seen by me. More importantly, once the data has been used it will be erased and paper copies will be shredded.

When completing the survey, please give you’re most honest and candid responses.

If you feel at any point this questionnaire is irrelevant to you, please disregard the questionnaire instantly. 

If you have any questions about this study, please do not hesitate contact me using the information below.

If you agree to take part in the research, please continue.

Sincerely,

Mohammed Waqas Hussain

Contact details:
hm398@greenwich.ac.uk

 
1. Please select your age. Choose one option. If you are under 18, can you please disregard this questionnaire. Thank you.
 
2. Can you please specify your gender? Please select from one of the following options.
3. Are you a university student? Please select one of the following options. If no, can you please disregard this questionnaire. Thank you.
 
4. What year are you currently in? You can select either Year 1, 2 or 3 or write in the 'Other' box if your year of study isn't specified. 
5. Do you work in the retail sector? Please select one of the following options. If no, can you please disregard this questionnaire. Thank you.
 
6. Do you have a performance management system at work? Please select one of the following options. If no, can you please disregard this questionnaire. Thank you.
7. Who carries out the performance management process at your company? Please tick however many apply and you can also write in the 'Other' box if your option isn't specified. 
  • * This question is required.
8. How often is your performance managed at work? Please make sure you choose one option and its reflects your honest performance management experience.
9. What do you think of your line manager's involvement in the performance management process at work? Please make sure you choose one option and its reflects your honest performance management experience.
10. To what extent do you agree. Your performance is managed successfully at work. Please make sure you choose one option and its reflects your honest performance management experience.
11. To what extent do you agree. Performance management does influence my commitment towards work. Please make sure you choose one option and its reflects your honest performance management experience.
The following scales are used to measure organizational commitment. Could you please select the most suitable option with regards to how you feel committed towards your organization?
12. Please choose the  most suitable option after reading each statement. Thank you
Space Cell Strongly AgreeAgreeNeutralDisagreeStrongly DisagreeN/A
I would be very happy to spend the rest of my career with this organization
I enjoy discussing about my organization with people outside it
I really feel as if this organization's problems are my own
I think that I could easily become as attached to another organization as I am to this one
I do not feel like 'part of the family' at my organization
I do not feel 'emotionally attached' to this organization
This organization has a great deal of personal meaning for me
I do not feel a 'strong' sense of belonging to my organization
13. Please choose the  most suitable option after reading each statement. Thank you
Space Cell Strongly AgreeAgreeNeutralDisagreeStrongly DisagreeN/A
I think that people these days move from company to company too often
I do not believe that a person must always be loyal to his or her organization
Jumping from organization to organization does not seem at all unethical to me
One of the major reasons I continue to work in this organization is that I believe loyalty is important and therefore feel a sense of moral obligation to remain
If I got another offer for a better job elsewhere I would not feel it was right to leave my organization
I was taught to believe in the value of remaining loyal to one organization
Things were better in the days when people stayed in one organization for most of their careers
I do not think that to be a 'company man' or 'company woman' is sensible anymore
14. Please choose the  most suitable option after reading each statement. Thank you
Space Cell Strongly AgreeAgreeNeutralDisagreeStrongly DisagreeN/A
I feel that this organization is trying to maintain a long-term commitment to people like me
I can see that this organization wants to maintain a relationship with people like me
There is a long-lasting bond between this organization and people like me
Compared to other organizations, I value my relationship with this organization more
I would rather work together with this organization than not
I have no desire to have a relationship with this organization
I feel a sense of loyalty to this organization
I could not care less about this organization
15. Please choose the  most suitable option after reading each statement. Thank you
Space Cell Strongly AgreeAgreeNeutralDisagreeStrongly DisagreeN/A
I am happy with this organization
Both the organization and people like me benefit from the relationship
Most people like me are happy in their interactions with this organization
Most people enjoy dealing with this organization
The organization fails to satisfy the needs of people like me
I feel people like me are important to this organization
In general, I believe that nothing of value has been accomplished between this organization and people like me
16. To what extent do you agree, your answers on the commitment scale is as a result of the performance management process at work?
17. Which of the following performance management tools are used to manage your performance at work? Please tick however many apply
  • * This question is required.
18. Using the following scale, please rate how satisfied you are with the different performance management tools
Space Cell Very SatisfiedSatisfiedNeitherUnsatisfiedVery UnsatisfiedN/A
Performance Appraisal
Performance-related pay
Team performance evaluation
Peer Reviews
Self Appraisal
Objective Setting
19. Look at each organizational member/s and think about, how frequently the effectiveness of your performance management system is reviewed? For each member/s select the appropriate time length. 
Space Cell QuarterlySemi-AnnuallyAnnuallyEvery 2 YearsNot Reviewed
Line Manager
HR Professionals
Senior Managers
Team/Department Members
Other
20. Which of the following performance management tools does your line manager manage? Please tick however many apply. 
21. Which of the following duties correspond with those of your line manager? Please answer 'yes' if your line managers performs these duties or 'no' if your line manager doesn't manage the following duties. 
Space Cell YesNo
Organize and allocate work
Get the right people to the work
Ensure that these people know what to do are capable of doing it and then deliver the results expected of them
Develop skills and capabilities (competence)
Reward people, using both financial and non-financial methods
Involve people and communicate with them
Handle people issues and problems as they arise
22. Do you believe your line manager is successful in managing both the general line manager duties and performance management role? Please think about both your line managers general role and HR role, and think whether your line manager manages both roles successfully.
23. To what extent does your line manager provide coaching & guidance to help improve your performance? Please select one option from below.
Below are 3 more scales which are used to measure your line managers effectiveness. Therefore, when selecting an option please think about how proficiently your line manager carries out normal duties and the HR role. 
24. Please choose the most suitable option after reading each statement. Thank you
Space Cell Consistently demonstrates this behaviorFrequently demonstrates this behaviorOccasionally demonstrates this behaviorSeldom demonstrates this behaviorN/A
Demonstrates effective oral communication skills (including facilitation, formal presentations, etc)
Demonstrates effective written communication skills (including complex or technical reports/ memos)
Encourages collaboration and ensures sense of ownership of goals. Creates understanding of individual contribution and strong team morale
Handles difficult people well by using good listening skills and diffusing conflict
Receives constructive criticism well and responds by changing behavior or take other appropriate action
25. Please choose the most suitable option after reading each statement. Thank you
Space Cell Consistently demonstrates this behaviorFrequently demonstrates this behaviorOccasionally demonstrates this behaviorSeldom demonstrates this behaviorNot applicable
Anticipates and adjusts to change; is flexible and open-minded about doing things in a new or different way. Willingly accepts new assignments. Openly expresses support and/or concerns about proposed changes
Makes sound decisions in difficult, confusing, and/or highly complex situations under tight time frames and pressure. Involves supervisor and staff as appropriate
Takes calculated risks, considering consequences for all parties. Willing to step outside "comfort zone" in make some decisions or suggesting new ideas
26. Please choose the most suitable option after reading each statement. Thank you
Space Cell Consistently demonstrates this behaviorFrequently demonstrates this behaviorOccasionally demonstrates this behavior Seldom demonstrates this behaviorNot applicable
Delegates decision-making authority appropriately
Manages and allocates budget and staffing resources in an effective and efficient manner
Promotes candid and open atmosphere by being accessible to all employees and directly communicating with employees on a regular basis
Provides timely and valuable performance feedback including constructive criticism when applicable on ACES and EPRS forms for staff. Fosters employee development and career growth
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