Strategic/Organisational Level

Confirmation - Measures of the success of implementation of new technology

Individual level - Organisational Commitment
 Below is the classic questionnaire measure of individual-level organisational commitment. It is provided in order to give you an idea of the types of questions researchers typically ask. Depending upon your specific circumstances and the exact nature of the innovation or technical changes you are making, you may like to use these questions as guides. Look at the questions below, modify them to suit your purposes or develop some of your own. If you know nothing about generating questionnaire items and collecting survey data, I suggest you see a professional within your organisation (frequently, someone in the human resources area will know something about questionnaires or survey work), at a local University, or at an appropriate consulting firm.

The following is a measure of the level of employee commitment to the organisation. The items have been adapted from the Organisational Commitment Questionnaire developed by Mowday, Porter & Steers (1982; Employee-organisation linkages. New York: Academic).

Listed below are a series of statements that represent possible feelings that individuals might have about the company or organisation for which they work. With respect to your own feelings about working for the ORGANISATION, please indicate the degree of your agreement or disagreement with each statement by circling the number which best represents how much you agree with each statement in the space provided next to each question.

Strongly disagree = 1
Disagree = 2
Neither disagree nor agree = 3
Agree = 4
Strongly agree = 5
I am willing to put in a great deal of effort beyond that normally expected to help this organisation be successful.
 1 2 3 4 5
I talk up this organisation to my friends as a great organisation to work for.
 1 2 3 4 5
I feel very little loyalty to this organisation. (reverse scored) 1 2 3 4 5
I would accept almost any type of job assignment in order to keep working for this organisation.
 1 2 3 4 5
I find that my values and the organisation's values are similar. 1 2 3 4 5
I am proud to tell others that I am part of this organisation. 1 2 3 4 5
I could just as well be working for a different organisation as long as the type of work were similar. (reverse scored)
 1 2 3 4 5
This organisation really inspires the very best in me in the way of job performance.
 1 2 3 4 5
It would take very little change in my present circumstances to cause me to leave this organisation. (reverse scored)
 1 2 3 4 5
I am extremely glad that I chose this organisation to work for over others I was considering at the time I joined 1 2 3 4 5
There's not much to be gained by sticking with this organisation indefinitely. (reverse scored) 1 2 3 4 5
Often, I find it difficult to agree with this organisation's policies on important matters relating to its employees. (reverse scored) 1 2 3 4 5
I really care about the fate of this organisation. 1 2 3 4 5
For me, this is the best of all possible organisations for which to work 1 2 3 4 5
Deciding to work for this organisation was a definite mistake on my part. (reverse scored) 1 2 3 4 5

To score the items, give every answer of strongly disagree a score of 1; disagree = 2; Neither disagree nor agree = 3; agree = 4; strongly agree = 5; then sum the points across the fifteen questions for a score that ranges from a high of 75 (i.e., a strongly agree score of 5 for each of the 15 items) to a low of 15 (i.e., strongly disagree score of 1 for each of the 15 items). Alternatively, a mean score can be computed resulting in scores ranging from 1 to 5. You can then average individuals' scores to compare scores between areas and/or you can compare scores before and after the implementation.

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