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The Impact of Organizational Structure on the Interpersonal Relationship in an

Organization

A Research Study
Presented to the Faculty
Of STI College Vigan

In Partial Fulfillment
of the requirements in the subject
Practical Research 1

Submitted by:
Dimples Bal-ot
Ruthmae Alexandra M. Libo-on
Niko C. Lu
Marie Claire R. Paa
Patrick C. Ramirez
Liana Kharina Mae T. Viloria

Submitted to:
Jonnel Mae C. Real
Research Adviser
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 2

ACKNOWLEDGEMENT

The researchers wish to express their deepest gratitude and appreciation to those who in one way

or another have helped complete this study.

First and foremost, to our beloved parents

who gave encouragement, love, care, understanding, and financial support.

To our thesis adviser Ms. Jonnel Mae C. Real

who has been all throughout the semester patient and kind enough to give her advises, criticisms,

and suggestions, thereby serving as guide upon the fulfilment

and realization of this simple master piece.

To our respondents, who gave their thoughts, ideas, understanding, and patience in answering the
questionnaire.

And above all, to God Almighty

for being the source of strength and intellectual capability to make this work be a master piece.

To all of you, our sincerest thanks of gratitude.


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 3

TABLE OF CONTENTS

Title Page . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .i

Acknowledgement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii

Table of Contents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iii

CHAPTER 1 THE PROBLEM AND ITS BACKGROUND

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Background of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Statement of the Problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Significance of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Scope and Delimitations of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Assumptions of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Definition of Terms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

CHAPTER II REVIEW OF RELATED LITERATURE

Theoretical / Conceptual Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

CHAPTER III RESEARCH DESIGN AND METHODOLOGY

Research Design and Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Population and Locale of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Data Gathering Tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Data Gathering Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 4

CHAPTER I

The Problem and Its Background

Introduction

Organizational structure explains how individuals and groups are systematized or how

their responsibilities are distributed and harmonized. In this altering world, businesses had to

absorb how to express and device their policies and plans through projects and organizational

structures in order to face the threats and opportunities successfully. However, the administration

of numerous projects is very hard due to its complexity.

An organizational structure states how activities such as job allocation, coordination and

supervision are concentrated toward the achievement of organizational objectives. It can also be

considered as perspective through which individuals perceive their organization and its

environment. Concepts on organizational structures started with the identification of organizing

as a distinct managerial function.

Interpersonal relationship, on the other hand, refers to a strong union among individuals

working simultaneously in the same organization. People in an organization are working together

ought to share an effective relationship for them to relinquish their level best. It associates some

level of interdependence. Through this, most things that affect one member of the relationship

will have some level of impact on the other member. The relationship of the workers within an

organization tend to influence each other, and be able to share ideas for the success of the

organization.
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 5

As an organizational structure gives benefit in an organization, conflict may arise also.

When trying to implement an organizational structure, working with a temporary communication

network until the planned network is put in place can cause information to be dropped or

miscommunicated at every level of the company. And managers or supervisors may take on

authoritative roles they were not intended to have, which can cause confusion among the staff.

Thus, the study will be conducted to understand and to recognize the impacts of an

organizational structure on the interpersonal relationship of each and every employee in an

organization. Hence, companies or organizations may able to know the importance of having

organizational structure within their businesses. And how will this help them in achieving an

effective and efficient organization, and to reach organizational success that everyone wants to

have.

Background of the Study

Organizational structure touches organizational action in two immense means; first, it

gives the basis on which standard operating procedures and routines rest. Second, it determines

which individuals get to participate in which decision-making processes, and thus to what range

their visions form the organization’s movements. It permits the conveyed allocation of duties and

responsibilities for diverse functions and processes to different entities such as the individual,

workgroup, department and branch.

The formation of organizational structures for the management of a project is one of the

significant activities required for completing goals. Management is the function, which

encompasses getting things done through other people. Basically this includes the following,
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 6

which are all facets of setting organization difficulties for performance; getting managers with

leadership aptitudes, getting staff with competent and appropriate skills, placing tasks on people

for effective completion of the project, creating clear delegated establishments, defining suitable

communication lines.

Subsequently these outlined duties relate to the matters concerned with center

organizational running, it may be argued that they are exclusive for the purpose of refining only

organizational performance. Some of the internal organizational matters such as organizational

learning practices increase project success too. The inclination to have the project success

increased therefore lies in the ability of the manager or the top management to develop certain

strategies within the organization.

Statement of the Problem

This study aims to evaluate the impact of organizational structure on interpersonal

relationship in an organization.

It specifically pursues to examine organizational structure and define its functionality to

develop interpersonal relationship in an organization.

It seeks to answer the following question:

1. How is the formation of the organizational structure?

2. What are the roles of organizational structure in terms of chain of commands?

3. What are the impacts of organizational structure to the interpersonal relationship of an

organization in terms of;


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 7

a.) course of project

b.) making a new project

c.) flow of communication?

Significance of the Study

All companies or organizations have their own organizational structure; be it a small or a

large one. It is basically an organizational structure that shows the positions of individuals who

work in an organization or company. It is commonly presented in the manner of ranks, from the

top position to the middle managers up to the employees. Thus, an organization should know the

importance of constructing an organizational structure, and consequently together with the

benefit that it can give to the employees.

Organizational structure is the vertical and horizontal configuration of departments,

authority, and jobs within a company. Whenever an employee enters a company, one thing that

they should learn about is its organizational structure. It is usually concerned with an individual

who will perform a certain task, and the location where the task should be performed. It also

informs other employees of what authority a certain position has. The company employees

benefit from the impact of the organizational structure, the higher position is also included. It

makes the internal communication in the company easier. Employees follow the flow of

organizational authority implemented in the organizational structure such as the chain of

command and the delegation of authority. With this, the individual who have a higher position

only need to communicate with the middle managers and then the middle managers will be the

ones who will convey the message to the other employees. It is a very efficient way of working
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 8

because if the higher position will be the one who will talk to all of the employees, it will take a

lot of time.

The organizational structure has a psychological effect on the employees. Of course,

when an employee sees his position in the organizational chart and it is in the bottom part of the

ladder, an individual may refute it, but the negative point of view will arise. It gives him some

sort of motivation. The thought that he is at the bottom of the company will give him a thought

that he needs to improve his work and then he will hope to get promoted to some higher position

to make himself advance in the organizational ladder. This applies to all of the employees, no

matter what position they are in.

Organizational structures have been of great help on companies for so many years. It has

been proven to strengthen the interpersonal relationships of the employees in the company. And

it is still being used up until now. Maybe it is safe to say that the organizational structure is now

a classic in the business world.

Scope and Delimitation

Information was gathered by the researchers started last week of November. Those

people who are currently engaged in an organization, or business firms around Vigan City are the

respondents of this study.

The study evaluates the impact of organizational structure on interpersonal relationship in

their organization. The scope of this study is limited to the identifications of these factors, rather

than presenting any generalization statements about their interpersonal relationship. Furthermore,

this research should be viewed as an indication of impact as well as effects that could be tested

with more rigorous methodological approaches to yield greater notion.


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 9

Assumptions of the Study

The researchers were able to come up with their assumptions about the possible outcome

of the study. Assumptions, as to the impacts and effects of organizational structure in the

interpersonal relationship of the people within an organization.

This study was guided by the following assumptions;

1. Organizational structures have great impact when it comes to the interpersonal

relationship within an organization.

2. Functionality of organizational structure, it provides an organized and systematized flow

of communication, because position of the employees is known.

3. It is easier to implement a project, because of the effective flow of communication in the

organization.

4. Among all the positive assumption, the negative that we perceived, in an organization, is

the resentfulness of some workers, being resentful as to how high or low their position as

they look into their organizational structure.

Definition of Terms

Organizational Structure. It is how activities such as task allocation, coordination and

supervision are directed toward the achievement of organizational aims.

Organization. An organized body of people with a particular purpose, especially, like a business

firms.

Interpersonal Relationship. It is a strong, deep, or close association or acquaintance between

employees in a business organization.


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 10

Management. Is the administration of an organization, whether it be a business, a not-for-profit

organization, or government body.

Job Allocation. It is the way of working process organization when responsibilities and

workloads related to one task are distributed among different individuals and organizational units

that perform own parts or portions of common work.

Duties. It is a tenure that transports a sense of moral commitment or obligation in a business

organization.

Responsibilities. A duty or obligation to satisfactorily perform or complete a task that one must

fulfill, and which has a consequent penalty for failure.


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 11

CHAPTER II

Review of Related Literature

Theoretical Framework

Over the past several decades, interactions inside an organization has changed

dramatically, either for its upward mobility or for its deterioration. An organizational structure

explains why an organization or company experience a colossal sensation, as well as suffer an

immense catastrophe. Having an organizational structure is very important, for this is used to

familiarize each and every person working in an organization. It is for an individual to know who

to follow, and where will be the commands come from. It is an easy way to work on jobs

because the flow of interaction within organizational will be effective and efficient.

The other consideration to this study is the capture of respondents’ perceptions of

effectiveness of interpersonal communication at a single point in time. The organizations

performance depends on leader’s interpersonal skill in change implementation over the life of an

organizational affectivity. This paper identify that key point of interpersonal communication is

assertion, thus the most critical tactics in effective interpersonal communication are assertion

strategies.

The people are strong in interpersonal communication can stand up for their rights,

disagree and present different points of view without intimation or putting the other employees

down for making the organization more effective.

Interpersonal communication in recent years has been consistently placed high as an

important requirement for conducting successful job performance in the organizations. It looks

reasonable to determine that one of the most impeding forces to organizational


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 12

effectiveness is a privation of effective communication. Moreover, good interpersonal

communication skills are very important to employees for making a successful organization. It

gives emphasis on how organizational structures distress communication between the employees

that brands up the organization and how those organization structures are in turn affected by

interpersonal communications.

The role of interpersonal communication in an organization can never be ignored. In fact,

organizations with effective and efficient interpersonal communication among their employees

have an edge over the other organizations because such a communication paves way for

developing strong relationships within and outside the organization. Communication is as much

a matter of human relationships as it is about transmitting messages. This fact is most appropriate

to business environment because an organization earns its reputation not because of its buildings

or other material possessions but because of its people.

The organizational workforce is continuously facing challenges from pressure of

workload working with groups, teams, stakeholders and changing workplace environment.

Individuals with excellent interpersonal skills rise to the top in their personal effectiveness and

organizational growth. Bonding among the various levels of employees needs to be strong and it

is possible if the interpersonal communication in the organization is effective. Managers are far

more than transmitters of information and instruction. They communicate with their subordinates

and superiors on a day-to-day basis through interpersonal communication channels. In fact,

today’s employers look for quality skills in interpersonal communication, critical thinking, and

problem-solving, not just the ability to complete job duties. Just as intrapersonal communication

motivates an individual, interpersonal communication leads to everlasting relationships among

the employees of an organization. This paper attempts to discuss the need and the strategies for
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 13

developing interpersonal communication so that a strong and sustainable bond is created within

and outside the organizations.

Positive interpersonal relationships at work foster a variety of beneficial outcomes for

individuals and organizations. Past research has examined contextual and demographic

antecedents of friendships at work. Forming interpersonal connections should have strong

dispositional roots. The authors use structural equation modeling to analyze data from 438

frontline service employees from a casual dining, national restaurant chain in the United States.

Results from this study support the hypotheses that extraversion, agreeableness and emotional

stability are each positively related to forming valued interpersonal relationships at work. In

addition, interpersonal citizenship behavior is hypothesized and supported as an outcome of

positive interpersonal relationships at work. Testing a full model of all the hypotheses enabled us

to identify valued interpersonal relationships as an intermediary variable of the relationship

between personality and interpersonal citizenship behavior.

Positive interpersonal relationships at work have an advantageous impact on both

organizational and individual variables. Research has demonstrated that friendships at work can

improve individual employee attitudes such as job satisfaction, job commitment, engagement

and perceived organizational support (Cherniss, 1991; Ellingwood, 2001; Jehn & Shah, 1997;

Morrison, 2009; Riordan & Griffeth, 1995; Robinson, Roth, & Brown, 1993; Song & Olshfski,

2008; Zagenczyk, Scott, Gibney, Murrell, & Thatcher, 2010). In addition, employee’s negative

work attitudes can be mitigated when peers act as confidantes to discuss bad and unpleasant

work experiences (Anderson & Martin, 1995; Fine, 1986; Morrison, 2009; Odden & Sias, 1997;

Sias & Jablin, 1995; Song & Olshfski, 2008). Finally, valued work relationships can influence

organizational outcomes by increasing institutional participation, establishing supportive and


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 14

innovative climates, increasing organizational productivity and indirectly reducing the intent to

turnover (Berman, West, Richter, & Maurice, 2002; Crabtree, 2004; Ellingwood, 2004; Riordan

& Griffeth, 1995; Song & Olshfski, 2008).

Given that friendships at work provide valuable individual and organizational outcomes,

one might ask, how can organizations generate positive interpersonal relationships? Previous

research has examined contextual and demographic antecedents to workplace relationships to

better understand what influences the likelihood that employees develop positive relationships at

work. In this paper, we argue that forming interpersonal connections at work has strong

dispositional roots and therefore, employees’ personality will influence their development of

meaningful interpersonal ties. We also explore interpersonal citizenship behavior (OCBI) as yet

another potential advantage of positive interpersonal relationships. Interpersonal citizenship

behavior occurs when coworkers assist one another beyond their job requirements (Bowler &

Brass, 2006, Settoon & Mossholder, 2002; Van Dyne, Graham, & Dienesch, 1994; Williams &

Anderson, 1991). Coworkers who are friends are more likely to help one another than coworkers

who are not friends.

Developing positive interpersonal relationships at work should be rooted in dispositional

differences. Kalish and Robins (2006) suggest that psychological predispositions are critical

factors at the most basic level of a social relationship between two individuals. The five-factor

model of personality (Barrick, Mount, & Judge, 2001; Hogan, 1991; Hough & Furnham, 2003),

including openness, conscientiousness, extraversion, agreeableness, and emotional stability,

provides a meaningful theoretical framework for postulating the likelihood that certain traits lead

to the development of interpersonal relationships at work. The last three traits, extraversion,

agreeableness, and emotional stability, are of interest here. These three dispositional tendencies
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 15

represent core elements of interpersonal behavior and represent interpersonal traits that have

been demonstrated to be positively related to social cohesion (Barrick, Stewart, Neubert, &

Mount, 1998; van Vianen & De Dreu, 2001). More specifically, each trait supports the

development of social ties with others.

According to Miles et al. (1978, p. 547), an organization is both its purpose and the

mechanism constructed to achieve the purpose. It means that the concept of organization is

embracing both goals and all the elements that represent unique combination. Miles et al. (1978,

p. 553) draws the conclusion that structure and the processes taking place inside the organization

are closely aligned; it is hard to speak about one without mentioning the other. It is important to

understand the conclusion drawn by Miles et al. (1978). It illustrates how the structure is

interconnected with such concepts as leadership and communication, and how this mutual

connection influences the processes of life cycle of an organization.

Germain (2006), conceptualize organizational structure as the way responsibility and

power are allocated inside the organization and work procedures are carried out by

organizational members. Thompson (2005), define organizational structure as the organization’s

internal pattern of relationships, authority, and communication. Similarly, define organizational

structure as “the network of relationships and roles existing throughout the organization”

(Goldhaber et al., 2004). Warren and Dennis (2005), defined organizational structure as the

prescribed pattern of work-related behavior that are deliberately established for the

accomplishment of organizational goals. March and Simon (2008), defines organizational

structure as how job tasks are formally divided and coordinated. It is the hierarchical relations

among members of the organization. Organizational structure is also conceptualized as the

procedure through which an enterprise is managed. It could also be defined as the framework
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 16

within which management operates. Therefore, an organization structure refers to the

arrangements of task, interrelations of various departments and levels of authorities to achieve

co-operation of effort, delegation of authority, and effective communication along the scalar

chain (ISMN Study Pack, 2012). Daft (2008), conceptualize organization as a social institution

that is based on the target is consciously planned and coordinated with the active system that is

associated with the external environment. Organizations is consisting Individuals with together

relationship and organizational structure assist organizations in the field of optimum use of its

resources to achieve organization goals and strategies (Araghi, 2008). Peter Drucker believes that

organizational structure is method for achieve long-term and short-term goals in organization

(Robbins, 2000). Robbins (1998) defines Organizational structure as one of organization

components that is composed element of complexity, Formalization, and centralization.

According to present research aims consider two dimensions of Formalization and

Centralization.

According to Dammen (2001), a significant relationship exists the structure of

organization and overall levels of both interaction and job satisfaction. Ledbetter (2003),

investigated the effect of organizational structure on organizational effectiveness and interaction

in Texas Grand Prairie Fire Department. The results have shown that environment, technology,

size, strategy, goals, culture, and philosophy impact on organizational structure and a definite

connection is between organizational effectiveness and organizational structure.

Another study, according to Vineburgh (2010) higher levels of empowerment, higher

levels of support for innovation, and lower levels of interpersonal relationship conflict were

associated with higher levels of organizational consortium. A study was conducted to examine

the effects a bureaucratic organization on communication capacity of management information


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 17

system or flow. The traditional organizational structures create vertical and horizontal

boundaries threatening communication. The findings determined the critical aspects to improve

communication through the reduction of boundaries was direct leadership support for a

centralized management information system team with clear responsibility, accountability and

authority to facilitate organizational communication (Lewis, 2011). Powley and Nissen (2012)

examined the effects of trust levels and organization designs on performance. The result has

shown that trust and organizational designs have strong interaction and that hierarchical

organizations experience performance levels well below flexible organizational structures.

A study determined the organization structure dimension effect on organizational

interactions. It was found out that formalization, standardization, hierarchy of authority,

centralization and professionalism dimensions had affected the organizational interactions and

in contrary, complexity, specialization, employee ratio and management ratio didn’t affect the

organizational interactions in a company (Barzoki, 2013).

Regarding to effectiveness dimension, there is a significant relationship between

organizational structure and effectiveness. The result shows that organizations with

organizational structure take the approach of emphasizing skills that will allow the worker to

better serve the company by solving problems and interacting with customers and other workers.

The more flexible an organization, it moves towards the more effective organization (Lafiti &

Shooshtarian, 2014).

In a study among 80 British corporations, Dalton et al. (1980) found that, formalization

and performance is contingent. Small organizations are more effective with little formalization

and larger organizations are more effective with formalized structures. The results of Kessler’s
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 18

research (1999) in 229 academic departments throughout the United State and Canada have

shown that organizational structures don’t directly affect faculty members’ productivity, and

organizational structure moderated the relationship between abuse and job performance such that

highly productive faculty members working in more organically structured departments commit

fewer instances of abusive behaviors.

Louadi (2008), conceptualize organizational structure as facilitating interactions and

communication for coordinating and control of the organizations activities. It is implemented in

terms of specialization, formalization and centralization. Specialization refers to the number of

occupational specialties and the length of training required by each (Hage, 2005) or the degree to

which highly specialized requirements are spelled out in formal job descriptions for various

functions (Reimann, 2004). Formalization refers to the rules, procedures and written

documentation such as policy manuals and job descriptions that prescribe the rights and duties of

employees (Walsh & Dewar, 2007): centralization refers to the levels of hierarchy with authority

to make decisions (Thompson, 2007).

Therefore, every organization, regardless of industry or country, seeks to be more

effective and achieve superior results. Business strategy is developed to achieve this. Execution

occurs when structure, roles, capability, leadership, systems, and culture are all pulling together

and aligned with the strategy. One without the other will create misalignment and success will

not be realized.
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 19

Conceptual Framework

The figure below shows the variables of the research study.

Personal Profile:

Age
Gender The Relationship of
Educational Background Organizational Structure and Impacts of
Years of Service Interpersonal Organizational
Position in the Communication/Relationship.
Structure
Organization
Type of Organization

Figure 1. The Research Paradigm


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 20

CHAPTER III

Methodology

In this chapter the research methodology used in the study is described. The geographical

area where the study was conducted, the study design and the population and sample are

described. The instrument used to collect the data, including methods implemented to maintain

validity and reliability of the instrument, are described.

Research Design and Methodology

A qualitative approach was followed as the method of this research study. In this study

the information was collected through self-administered questionnaires distributed personally to

the respondents by the researchers.

A survey questionnaire was selected because it provides an accurate portrayal or account

of the characteristics, such as the behavior, opinions, abilities, beliefs, and knowledge of a

particular individual in an organization.

Population and Locale of the Study

The study was conducted at three area, first, at the Municipal Capitol of Vigan, mainly

on their Accounting and Budget Office. Second, was at the Municipal Capitol of Bantay, also on

their Accounting Office. And the third, was at Ilocos Sur National High School, mainly on the

Science Faculty.

The study population consisted of employees in an organization. A sample size of thirty

(30) respondents were selected from the three organizations. The sample included ten (10)

employees from Municipal Capitol of Vigan, ten (10) employees from Municipal Capitol of
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 21

Bantay and another ten (10) employees from Ilocos Sur National High School. Respondents who

met the given criteria of the study were identified by the researchers.

The sample size of thirty (30) employees were the total of respondents who were willing

to participate in the research and who met the given criteria during the period of data collection.

The sample criteria:

 Should be 25 years old and older.

 Have attained at least High School in his/her education.

 Should be a part of an organization.

 Have at least a year of serving the organization.

 And be willing to participate in the conduct of the study.

Data Gathering Tools

A survey questionnaire was chosen as data collection instrument. A questionnaire is a

printed self-report form designed to elicit information that can be obtained through the written

responses of the subjects. The researchers adopted questionnaires on the internet, and was

revised by them. The said questionnaire was also validated by the experts.

Data Gathering Procedures

The researcher completed thirty (30) survey questionnaires for the thirty (30)

respondents. The said survey questionnaires were personally distributed by the researcher to the

randomly selected respondents of the mentioned organizations. The data was collected over a

period of one week.


The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 22