As displayed in the only correlation between scales is between Table A10 Protestant Work Ethic and Conscientiousness (r = .44, <.01) along with a correlation between p Protestant Work Ethic and Turnover Intentions (r = .11) and a correlation between Conscientiousness and Turnover Intentions (r = -.17). Theoretically the observed correlations between scales do make sense. For instance, items on the PW scale include traits such as ethics and self-disciple which also load very highly on Conscientiousness. Additionally, the negative relationship between Conscientiousness and Turnover Intentions makes sense; these results suggest if one is highly conscientious they are less likely to have high turnover intentions or vice versa. With conscientiousness as a trait, it is suggested that individuals are more likely to aware and concerned about the well-being of the organization and in turn less likely to have high turnover intentions. When initially screening participants, the criterion used for eliminating participants was based on employment status and employee tenure. In regards to employment status, participants were eliminated if the occupation was either left blank, if they indicated they unemployed, if they indicated they were a student, or if they indicated a part time/as needed or seasonal job as their occupation. Thus by eliminating participants based on these criterion, although it decreases the participant sample size, I feel by doing so the data will be a more accurate representation of the sample, in addition to making the sample size more generalizable to various organizational settings. Reliability was conducted for all scales used within the conscientiousness measure. Using this particular analysis, on the Protestant Work Ethic scale (α = .67) along with the values displayed within Cronbach’s Alpha if deleted table is the criterion for determining item retention of the scale (See Due to the limited number of items within the original scale (N Table A 7 & 9).
As displayed in Table A10 the only correlation between scales is between Protestant Work Ethic and Conscientiousness (r = .44, p <.01) along with a correlation between Protestant Work Ethic and Turnover Intentions (r = .11) and a correlation between Conscientiousness and Turnover Intentions (r = -.17). Theoretically the observed correlations between scales do make sense. For instance, items on the PW scale include traits such as ethics and self-disciple which also load very highly on Conscientiousness. Additionally, the negative relationship between Conscientiousness and Turnover Intentions makes sense; these results suggest if one is highly conscientious they are less likely to have high turnover intentions or vice versa. With conscientiousness as a trait, it is suggested that individuals are more likely to aware and concerned about the well-being of the organization and in turn less likely to have high turnover intentions. When initially screening participants, the criterion used for eliminating participants was based on employment status and employee tenure. In regards to employment status, participants were eliminated if the occupation was either left blank, if they indicated they unemployed, if they indicated they were a student, or if they indicated a part time/as needed or seasonal job as their occupation. Thus by eliminating participants based on these criterion, although it decreases the participant sample size, I feel by doing so the data will be a more accurate representation of the sample, in addition to making the sample size more generalizable to various organizational settings. Reliability was conducted for all scales used within the conscientiousness measure. Using this particular analysis, on the Protestant Work Ethic scale (α = .67) along with the values displayed within Cronbach’s Alpha if deleted table is the criterion for determining item retention of the scale (See Table A 7 & 9). Due to the limited number of items within the original scale (N
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