LA/Ontario Ethics Program Survey Questionnaire: Interim Report MPA 600 Class with Dr. Sandra M. Emerson November 2007

Introduction, Training Program and Assessment Design John Bosco Musinguzi and Garrica Turner

Introduction Overview of Project for Fall 2007 Ethics Agenda

Program Description Film Topics and Exercises Training Experience

Assessment Design Developing questions Pre testing Assessing Responses

Honesty Amy Kinnick, Hattie McLemore and Inge Tunggaldjaja

Questions Based on Ethics Value Map Modeling – Truthfulness – Encourage Communication – Act Without Bias

Variables Tested Variable Chi-SquareKendalls PhoneBill/GapNew ObDispute/GapNew (indicates internal consistancy)

SumHonesty T-Test – Gender – Supervise Anova – Age – Ethnicity – Education – Years in organization

Results Gender.513 Supervise.614 T-Test Age.036 Ethnicity.047 Education.581 Years in Org.749 ANOVA

Conclusion All Questions are Valid Should Be Retained

Citizenship Betty Kennedy, Gabriel Uribe and Inge Tunggaldjaja

Citizenship Defined Community Enhancement Through Collaboration

Developing the Questions Citizenship Representation (#19, #20) Participation (#18, #20) Model (#19, #20) Ecology (#11, #18, #20)

The Survey Question 11) Organizational commitment to ecology 18) Witness misuse of recycling bin 19) Employee complaints on Myspace 20) Littering volunteers

Constructing answers Appropriate Range of Actions Considered for Questions: +  Positive Action Notify a Gray Area No action higher authority O

Analysis of Citizenship Data Frequency Analysis – Test for Variation Chi-Square and Kendalls (Crosstab) – Test for internal consistency RecycleKendall tau c0.236 MySpaceKendall tau b0.957 VolunteerKendall tau c0.214

Analysis T-Test and Anova One Way – Predictibility Testing T-Test = Gender Supervise Anova = Age Ethnicity Education Years in organization

Analysis Results No response: Choice (c) #20 Predictability Results: Ethnicity: Statistically Significant (.035)

Citizenship Question Recommendations Question #11 – Eco-health: – Valid/Retain Question Question #18 - Recycle – Valid/Retain Question Question #19 – My Space – Valid/Retain Question Question #20 – Volunteer Valid/Retain question; Amend choice (b), remove choice (c)

Respect and Collaboration Team Members: Traci Bailey, Cheryll Bisco, Malcolm Oliver

Respect & Collaboration Promote human worth Foster partnerships among employees

Developing Respect & Collaboration Questions Appropriate Actions Considered: – Promote fairness – Foster open communication in the workplace – Respect for other’s opinions – Equal partners towards achieving a common goal

Survey Questions Examined Three Likert scale questions: 4, 5, & 6 – Strongly Agree – Agree – Disagree – Strongly Disagree One scenario question - Question 22

Survey Questions Examined Question 4: Employees are treated fairly in this organization. Agree 45%

Survey Questions Examined Question 5: My organization maintains open lines of communication Agree 49%

Survey Questions- Continued Question 6: When my opinion differs from others in my work area, I keep my views to myself. Disagree 49%

Respect & Collaboration Survey Questions Examined (Cont.) Question 22 – Bad day at work scenario Suggested actions: a. Apologize b. Joke about what a terrible day it has been c. Ask a colleague to explain d. Say nothing 85%

Respect & Collaboration: Describing Relationships – Question 4, 5, and 22: statistically significant which indicates responses were not random and valid. – Question 6: not statistically significant, which suggests responses random. Further testing showed a modest relationship and validity.

Respect & Collaboration - Analysis T-Test and Anova One Way – Predictibility Testing Following did not influence respondents decision making: Gender Supervision Ethnicity Education Following did influence the respondents decision making: Age Conclusion: The number of respondents was too small

Respect and Collaboration: Recommendations Demographic variables do not influence the respondent decision making Questions are an appropriate measure of action of respect towards co-workers All questions worded appropriately and should be retained.

Integrity Group Members: Francine Barrett Allison Lewis Kevin Wu

Measuring Integrity LAWA’s Definition: We uphold our personal conviction to the truth and we fulfill our obligations

Integrity Question #1 Efforts to promote ethical behavior and excellence in the workplace are rewarded in my organization: __Strongly Agree __Agree __Disagree __Strongly Disagree

Integrity Question #2 Employees in my organization strive to do what is right: __Strongly Agree __Agree __Disagree __Strongly Disagree

Integrity Question #3 If misconduct by a co-worker is not addressed by my supervisor, I would: a) Appeal to a higher level b) Discuss misconduct with the co-worker c)Contact the Office of Ethics and Business Conduct d)Not pursue the matter

Integrity Question Results Question 1 and 2 show a low level of dispersion. Mode and Median = 3 Question 3 shows a higher level of dispersion. Mode = 4Median = 3

Integrity Results Sum of 3 questions on attitudes and preferred actions Overall norm 8.60 Range from 3 to 12 out of possible 16 Mean = Std. Dev. = N = 74

Measures for Consistency Statistical tests indicate respondents’ answers consistent among integrity questions Strong relationship between “reward” and “doright” Modest relationship between “reward” and “supmiscond”

Integrity T-Test Results T-Test Scores Dependent Variable Independent Variable Sig.(2-tailed)Significant? sumintegritysupervise.407No (>.05) sumintegritygender.649No (>.05) For this evaluation, these questions appear to have a valid measure of attitudes

Integrity ANOVA Results The ANOVA tests for demographic data: Not statistically significant (values > than.05) suggests responses were random Integrity questions do not appear biased based on demographics

Integrity Conclusions Integrity questions are appropriately worded and the data is accurately reflected in this pre-test phase Demographic variables do not influence attitudes Questions an appropriate measure of attitudes

Public Trust Kalman Andrassy, Tara Becnel and Alex Gonzalez

Survey Questions Examined Three Likert scale questions: – Questions 7, 8, 9 One scenario question: – Question 21

Question 7 My organization acts responsibly to promote the public interest

Question 8 When public concerns are reported, little is done to resolve concerns

Question 9 I support the public’s right to know how LAWA conducts its business.

Variability The responses to these three: – Exhibited a variation in the distribution of responses – Were similarly skewed – Had medians similar – Had similar percentile distributions

Statistical Analysis The responses to all three questions of the Likert-scaled questions were statistically significant. Proportional reduction in error tests were significant.

Statistical Analysis (continued) Paired sample T-tests and ANOVA tests for demographic data: – Not statistically significant

Question 21 A patron is unhappy with a coworker’s response to a question and wants the coworker’s name so that the patron can report the incident. You know the coworkers’ name and the circumstances regarding the question.

Conclusions and Recommendations Questions 7, 8, and 9 Question 21

Consideration of changes

Responsibility Group Members: Edgar Salgado Nichola Lawrence

Measuring Responsibility LAWA’s Definition: We strive for excellence in performing our duties and cultivate a climate of shared accountability

Responsibility Question #3 My co-workers opinions are valuable even when I disagree with them. __Strongly Agree __Agree __Disagree __Strongly Disagree

Responsibility Question #12 There is little tolerance in this organization for potential or observed misconduct: __Strongly Agree __Agree __Disagree __Strongly Disagree

Responsibility Question #14 You are assigned a task and are having trouble meeting the deadline. Your response: a) Talk to the supervisor b) Seek co-worker assistance c) Put other duties aside d) Do the best you can and don’t ask for help

Responsibility Question #15 After receiving feedback from my supervisor which appears inconsistent with the organization’s policy, I: a) Appeal to higher management b) Seek co-worker inputs c) Continue to work d) Make adjustments as directed e) Ask for supervisor clarification

Responsibility Question Results Question 3 and 12 show limited dispersion. Mode and Median = 3 Question 14 shows a higher level of dispersion. Mode = 4Median = 3 Question 15 shows limited of dispersion. Mode = 5Median = 5

Responsibility Results Sum of 4 questions on opinions and preferred actions Overall norm Range from 6 to 16 out of possible 17

Measures for Consistency Respondents’ answers consistent among most responsibility questions Strong relationship: -“opinions” and “misconduct” -”opinions” and Inconsistent” No relationship between “Deadline” and other variables

Responsibility T-Test Results T-Test Scores Dependent VariableIndependent Variable Sig.(2-tailed)Significant? sumresponsibilitysupervise.235No (>.05) Sumresponsibilitygender.848No (>.05) Responsibility questions are appropriately worded and the data is accurately reflected in this pre-test phase.

Responsibility ANOVA Results The ANOVA test results show there is no significance when comparing demographic variables against the responsibility questions. Suggests no bias. Dependent VariableIndependent Variable SignificanceSignificant? sumresponsibilityyearsinorg.616No (>.05) sumresponsibilityeduc.120No (>.05) sumresponsibilityage.545No (>.05) sumresponsibilityethnic.702No (>.05)

Recommendation Question #3,#12,#15 -Retain as is Question #14 -Retain question; simplify choice (d) From: Do the best you can and don’t ask for help To: Do the best you can

Training Experience Questions 8 questions – 4 questions on people, place and setting – 4 questions on response to training experience Francine Barrett spokesperson

Demographic Information General attributes: – Ethnicity, age, gender, and education Organizational attributes: – Years of service, functional work area and supervisor status

Sum of Ethics Scores Sum of 22 questions on opinions and preferred actions Overall norm Range from 40 to 79 out of possible 89

Attributes and Sum Score Assessed 8 attributes, e.g. age, ethnicity, years of service, etc. 7 not significant e.g. gender

Attributes and Sum Score (2) Age with Sum Score significant, likely due too few in sample > 60 Conclude good indicator ; unbiased.

Conclusions: Question Recommendations Samuel Au

LAWA’s Ethical Program aims to: Improve retention, morale, fairness and public trust Avert negative publicity & litigation Empower employees to accept responsibility

Summary of testing Sought to address understanding and approach to ethics Applied appropriate statistical tests (ANOVA, Chi, T-Tests) Analysis indicted instrument valid with some modifications

Question Revisions:

Questionnaire Sections Ethics issues and attitudes –22 Questions Ethics training -8 Questions Demographics -7 Questions

THE END THANK YOU.

Q&A?