4. METHODOLOGY This chapter details the methodology used for the study.

It explains the rationa le behind the questionnaire. The treatment of data and the methodology used for the analysis are also outlined. 4.3 Methodology of the Study Response to the questionnaire was obtained from employees working in IT companie s operating in India. Convenient sampling technique was used. A sample of 6 comp anies was selected for conducting the analysis. 4.2 Questionnaire Design The objective of the questionnaire was to measure employee commitment and the pr edominant culture and their ranking in each of the 6 companies sampled. The ques tionnaire was on a likert scale ranging from high to low; 1 - Strongly Agree and 5 - Strongly Disagree. The questionnaire consisted of 23 questions of which the first 9 questions measu red the type of commitment (affective, continuance or normative) and each commit ment type had three related questions. The second section had 14 questions that measured the culture type and each culture type had two related questions.

4.2.1 Rationale of the questionnaire: Question 1.1: I will work for this organization for the rest of my career Question 1.2: I take pride in speaking well about my organization to outsiders Question 1.3: I feel that my organizations problems are my own These three questions were framed to find the level of employees affective commit ment towards the organization. Question 2.3: If I had to leave this organization it will affect my personal lif e as well Question 2.3: I continue to work in this organization because other organization s may not match the overall benefits I receive here Question 2.3: I continue to work in this organization only because of lack of op tions These three questions were framed to find the level of employees continuance comm itment towards the organization. Question 3.3: I feel that things were better when people stayed with only one or ganization for the most of their career Question 3.3: I feel its unethical to switch organizations very often Question 3.3: If I got another offer at hand for a better pay I would feel its no t right to leave my organization These three questions were framed to find the level of employees normative commit ment towards the organization. Question 4.1: My organization evaluates its employees based on results and fulfi llment of clearly outlined objectives; allows employees to work anywhere and any time to achieve their objectives. Question 4.2: My organization creates a sense of urgency about getting work comp leted; achievement, results, and action are important values

These two questions measure the level of results oriented culture in the organizat ion. Question 5.1: My organization, Emphasizes on competitiveness and outperforming competitors as a major driving force Question 5.2: My organization encourages employees to approach tasks in a forcef ul way that builds their status and security These two questions measure the level of aggressive culture in the organization. Question 6.1: My organization encourages employees to remain flexible, and to ex periment with new ideas; (propensity to experiment and take risks is apparent) Question 6.2: My organization is structured as a flat hierarchy; where titles an d other status distinctions tend to be downplayed These two questions measure the level of Innovative culture in the organization. Question 7.1: My organization prefers stable, predictable, rule-oriented environ ment Question 7.2: My organization insists on hierarchical decision making channels These two questions measure level of the bureaucratic culture in the organization.

Question 8.1: My organization exhibits consistency and clarity within the organi zation regarding the limits of acceptable behaviour; (enforces its stated values through compliance committees etc) Question 8.2: My organization has a practice of setting performance goals and of fering incentives that encourage and put unreasonable pressure on employees to a ct contrary to stated ethics and compliance standards of the organization These two questions measure the level of ethical culture in the organization.

Question 9.1: My organization values; fairness, supportiveness, and respecting individual rights and dignity Question 9.2: My organization continually invests in the development of employee s skills to stay competitive, and meet their desire to learn and develop These two questions measure level of the people oriented culture in the organizati on. Question 10.1: My organization emphasizes cooperation among employees; places va lue on working cooperatively towards common goals. Question 10.2: Cross-trains its employees so that they are capable of helping on e another when needed. These two questions measure the level of team oriented culture in the organization . 4.3 Treatment of data The data was treated in the following ways before being used for analysis. 4.3.1 Cleaning of data The raw data was grouped according to the three commitment types and seven cultu re types. All the partial entries were ignored for analysis. 4.4 Methodology of Analysis:

The complete 65 responses from all the 6 companies were considered for the analy sis. The data was separated company wise. As mentioned above, each commitment type had three related questions. The respon se for these three questions was averaged for each respondent. The mean of the a verages gave the score of that commitment type. Among the scores, the commitment that had the least score was taken as the predominant commitment for that compa ny. The overall industry commitment was found by taking the mean of all the three qu estions under each of the commitment type for all the 65 respondents. That score was again averaged to find the least among them. The least value gave the level of overall industry commitment. Also, as mentioned above, each of the seven types of culture had two related que stions. The response for the two questions under each culture was averaged for a ll the respondents of that company. That score was again averaged to find the le ast score among them. The scores gave the culture ranking in that particular org anization. The ranking was done with the ascending order of the scores. In order to find the overall industry ranking, the average of the two questions under each culture was calculated for all the 65 respondents. This score was com pared and ranked in ascending order to determine the industry wise culture ranki ng. To find the relation between the culture and the commitment, pearson correlation was used. The pearson correlation is a measure of the correlation or the linear dependence between two variables X and Y. In this case it is culture and commit ment. The correlation returns a value that ranges from +1 to -1. It is used as a measure of strength of linear dependence between two variables. The correlation was determined between each of the three commitment types and each of the seven cultures for all the six companies. The overall commitment for each of the company was calculated by taking the mean of all the three commitment types and that score was again correlated with the seven types of culture. The industry wise correlation between the three types of commitment, overall commitment and the seven types of culture was also found.