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A Sample Thesis Findings

 

 

 

Chapter 5: Findings

Overview

            This research was conducted in order to determine the reliability and role of personality questionnaire in various human resource activities such as in recruitment and employee appraisal. In addition, this study also aimed to identify the advantages and disadvantages of using personality questionnaires. In order to answer these research questions, the descriptive method of research was applied. Through quantitative and qualitative approaches, the researcher developed a questionnaire that would gather pertinent data. Literatures to support the findings were also integrated. The answers given by the 40 selected respondents were then analyzed by computing their weighted mean. Results were then presented in graphs and tables to facilitate the analysis.  

Demographic Profile

            For the profile of the respondents, the questionnaire asked for the participants’ age, gender, duration of service in the company and their current job position. Below are the graphs summarizing the gathered values for each profile category:

 

 

 

 

 

 

 Fig. 1: Age Distribution of the 60 Respondents

 

 

 

 

 

 

 Fig. 2: Gender Distribution of the 60 Respondents

 

 

 

 

 

 Fig. 3: Duration of Service of the 60 Respondents to their respective companies 

 

 

 

 

 

Fig. 4: HR Positions of the Selected Respondents

 Survey Results

Below is the table summarizing the results of the survey responses given by the selected participants:

Usability and Reliability of Personality Questionnaire

4

3

2

1

Weighted Mean

Interpretation

1. Based on existing workforce and human resource

5

12

19

4

2.45

Agree

developments in your company, personality questionnaire

 

 

 

 

 

 

has the ability to provide accurate results.

 

 

 

 

 

 

2. Personality questionnaire is able to give objective

13

16

9

2

2.60

Agree

findings that enable less personal recruitment decisions.

 

 

 

 

 

 

3. The results of the personality questionnaire are easy to

14

18

8

0

3.15

Strongly Agree

analyze and interpret.

 

 

 

 

 

 

4. Personality questionnaire supports fast hiring

17

23

0

0

3.43

Strongly Agree

procedures.

 

 

 

 

 

 

5. Personality questionnaire contributes greatly to 

8

24

8

0

3.00

Agree

company performance and output

 

 

 

 

 

 

Pros and Cons of Personality Questionnaire

4

3

2

1

Weighted Mean

Interpretation

6. Personality questionnaire helps in determining whether

5

23

12

0

2.83

Agree

the applicant is fit for the job or not.

 

 

 

 

 

 

7. The use of personality questionnaire is advantageous

13

16

9

2

2.60

Agree

as it can easily identify the individual's potentials, behaviour

 

 

 

 

 

 

and work attitudes.

 

 

 

 

 

 

8. Personality questionnaires demand several

32

8

0

0

3.80

Strongly Agree

requirements such as trained staff and substantial

 

 

 

 

 

 

experience for effective utilization.

 

 

 

 

 

 

9. The use of a personality questionnaire can help in

8

24

8

0

3.00

Agree

resolving or preventing personality-based conflicts in the

 

 

 

 

 

 

workplace.

 

 

 

 

 

 

10.Personality questionnaire can be administered and

31

9

0

0

3.76

Strongly Agree

analyzed even by untrained staff, making test results

 

 

 

 

 

 

less accurate.

 

 

 

 

 

 

11. This human resource tool promotes team-building

13

16

9

2

2.60

Agree

among employees.

 

 

 

 

 

 

12. Personality questionnaire help employers in making

9

22

8

1

2.98

Agree

effective promotion decisions.

 

 

 

 

 

 

13. The possibility of misinterpretations despite the

38

2

0

0

3.95

Strongly Agree

training is ever-present.