What Binds Employees
19
A comparison of the mean scores for "Fit with the Organization" also revealed a statistically
significant difference
(t = 4.044, df = 397.50,
ρ
<.001). As with previous comparisons, PDA members
reported significantly higher mean scores for "Fit with the organization" than did members of CDD (see
Table 5).
The final comparison involved employees’ "Comfort Zone". Again, a statistically significant
difference was found
(t = 3.061, df = 500,
ρ
<.001). As with the other comparisons, employees of PDA
reported higher mean scores for "Comfort Zone" than did employees of CDD.
Attention is now turned to the interview data. While the interview data provides insight into the
three dimensions of organizational identification just examined, space constraints dictate that our attention
turn immediately to research question #3.
Results from the Interviews
Fifteen interviewees from CDD and 15 interviewees from PDA participated in the qualitative
aspects of the present research. For each organization, six of the interviewees hailed from the Bangkok
headquarters and nine from branches in Nakhon Ratchasima Province. Due to the need to maintain
confidentiality of the participants, their identity, including their position within their organization, is not
reported in this document. Although knowing an individual’s level within the organization might provide
valuable information, the fact is that some positions within each organization have only one occupant. So if
the interviewee’s position were to be mentioned, the identity of the interviewee would also be revealed. In
many cases, an interviewee’s total NOIQ score (“T”) and item mean score (“M”) are included in
parentheses when quoting them or paraphrasing them. The intent is to provide readers with a sense of the
extent to which a particular interviewee identified (or did not identify) with his/her organization. Low
identification is defined by NOIQ total scores 94 or lower and mean scores of 5.2 or lower (six CDD
Convention