ISPA standard questionnaire for employee surveys 2009
The survey concept is the core of an employee survey. A perfectly edited questionnaire is necessary to revise hypotheses and to receive representative results. The following table provides you with an overview of the most important criteria of the ISPA standard questionnaire regarding its content but also its statistic quality criteria.
(1) Execution:
Print survey, online survey or both for different target groups
(2) Topics:
15 aspects of the labor situation, which are important from the company´s and/or the employee´s point of view, e.g. working time and aims Basis: socio-scientific research results Visualisation: the "ISPA eye" (=visualisation of importance)
(3) Number of questions:
a total of 98; 3 to 11 questions per topic
(4) Type of questions:
Questions regarding attitude
(e.g.: I´m proud to work for my company)
Questions regarding satisfaction
(e.g.: I´m satisfied with the working time regulation)
Questions regarding meaning/importance
(e.g.: How important are satisfactory working times?)
Questions regarding opinion
(e.g.: I believe there are good opportunities for my professional advancement)
Spectrum of four ("I definitely agree", "I rather agree", "I rather disagree", "I definitely disagree") Translation into a scale of five and vice versa is possible
(7) Anonymity protection:
Documented action planning of ISPA consult to secure the anonymity according to the Federal Data Protection Act for print and online surveys, closed and open questions
(8) Quality assurance:
Assessment of the questionnaire on the basis of quality criteria such as validity, reliability, objectivity; see no. 11
(9) Multilingualism:
Standard questionnaire in German Translations as and when required, over the last five years English, Spanish, Flemish, Japanese and Chinese/Mandarin versions from German companies with foreign subsidiaries and offices have become more common
(10) Flexibility ("Customising"):
Customisation of the standard questionnaire regarding style and content after consulting with each client. This includes the adoption of individual questions from former employee surveys of the company. In addition to the general, companywide individual questions in the questionnaire, special questions can be posed, which only concern one or few organisational units. Regarding the customising process see no. 12
