Illness Narratives And Social Construction Of Health

Question: Write an essay on Illness Narratives and the Social Construction of Health ? Answer: The key insight in this chapter was on socially constructed reality that results in shaping all the notions of sickness, illness and health. The social constructions lead towards creating a wall that defines the boundaries along with forging the doors by which seeing the external environment is possible (Sharf and Vanderford 9). While reading the chapter, it was of great significance to keep an argument in perspective that there are various advantages to viewing communication in health as a social construction (Sharf and Vanderford 9). Also, that there are various benefits of focusing over narratives of illness. Through use of distinct researches along with considering practical experiences in the form of narratives from women, the chapter was able to recommend that communication in health can be successfully researched through placing enhanced focus on individual experiences of the patients regarding their health and their illness. The chapter had many essential elements and the authors focused on each element to formulate an integrative chapter. Social construction approach evolution is one such element of the chapter. It was evident from this sub-section that social construction approach was adopted first in the year 1966 Luckmann and Berger (Sharf and Vanderford 9). Throughout the approachs course of development, it went through several modifications and changes such as its application in the domain of health communication. With regard to health, illness and medical care, constitutive communication model application depicts the moderating complexities present between scientific evidences and the material evidences. The approach of social construction within the domain of health communication first emerged as a biomedical perspective reaction (which has been gravely dominant in the arena of health care) (Sharf and Vanderford 21). The article moves further to illustrate that communication in medical community has been divided into 2 types of discourses. The initial type makes use of objective language for presenting information of traditional and biomedical nature. The second type makes us of subjective language for talking on illness related non-verifiable and internal experiences. Another essential fragment in the research were significance of narratives and the health scholarship based social construction. The article argued that in order to enhance the social construction approach implementation into health communication, a distinct type of scholarship is needed. Narrative inquiry is one of them (Brown 34-52). The view highlighted the origin of the stress between physical reality and symbolic appearances and the application of such process to issues of communication with regard to illness and health. Even though narrative inquiry is only one the various ways to approach research in health communication but the methods benefits lie in knowledge application with regard to implications that individuals such as authors Rose have quoted. Often, the patients voice in the clinical realm is absent because of the focus on health communication as an inquiry field (Mattingly and Garro 101-230). The personal stories construction regarding illness and pain are essential for people that deal with serious sickness. This allows the individual to make sense of a circumstance that initially might seem to have no evident explanation. The article concluded by stating that narrative inquiry according to several authors such as Bochner, (1998), is at the core of moral acts (Sharf and Vanderford 34). It implies one that has purposiveness and self-consciousness intertwined with narrators values. References Sharf, Barbara F., and Marsha L. Vanderford. "Illness narratives and the social construction of health."Handbook of health communication(2003): 9-34. Mattingly, Cheryl, and Linda C. Garro.Narrative and the cultural construction of illness and Healing. Health and social science behaviour, (2000): 101-230 Brown, Phil. "Naming and framing: the social construction of diagnosis and illness."Journal of Health and Social Behavior(1995): 34-52. Hydn, Lars Christer. "Illness and narrative."Sociology of health illness19.1 (1997): 48-69.

Divorce free essay sample

This paper supports arguments in favor of divorce by discussing the advantages of divorce for people who have not sustained a loving and partnering relationship. (more) Divorce free essay sample â€Å"Girls, we need to talk.† Her face was red, and she looked more nervous than I had ever seen her. â€Å"Are we in trouble?† my sister asked. Mom shook her head, and we waited for her to speak again. We must have looked like statues, unable to blink and fixed on each quiver of her lips. The words that came out of her mouth next would change not only her life forever, but ours as well. In March of 2003, my sister and I were packing to go to Virginia when my mom told us there would be an extra person coming. Her friend wanted a vacation and had offered to pay his way. Two weeks later, we were confronted with the truth. â€Å"Girls, we need to talk. Your father and I have grown to be like brother and sister over the past few years. We don’t love each other like we used to. We will write a custom essay sample on Divorce or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page We’re getting a divorce.† My sister and I stared at her, thinking this couldn’t be happening. A few nights later she told us she had met someone with whom she felt she could get serious. â€Å"Get serious? It’s been two weeks. Serious is out of the question!† my sister and I screamed in horror. It turned out it was her friend from our Virginia trip. But, despite what we said, nothing was going to change. Soon after, I left for two weeks in Spain with my soccer team. Going away was a good escape and gave me time to think about everything and do what I love most. Halfway through the trip, I called home to see what was new. When I asked my mom what she was doing, she said she was painting. â€Å"Painting, what are you painting?† I asked. She was painting my sister’s new room. She had moved in with her â€Å"serious boyfriend,† whom I had met twice. My trip was officially ruined, and when I came home, I had to face moving in and painting my new room, too. Our lives have totally changed and I have become more mature, independent, reliable and much more interested in succeeding in school and soccer. When I was first told about the divorce, my grades dropped, my level of soccer play went down, and I was depressed. Junior year began, and I wasn’t going to let anything keep me from getting into the college of my choice. I stayed in shape, going to the gym every day so my soccer would be at my previous level. I studied and did my homework every night, raising my GPA. I turned my life around because I wanted to succeed for me. My sister took this change a lot harder because she had no escape. She was 13 when it happened, and she felt vulnerable and trapped. Nights when I wasn’t home with her, she would go to her room, close the door and only come out for food. She decided to take the path of rebellion and get in as much trouble as she could to show my mom how much she was hurting. It hurt me to see her pain. The nights I was home alone with her, I would make her dinner and make sure her homework was done. I had to become responsible for her and tell her right from wrong. In the beginning, she didn’t want to listen. She went to her friend’s house, a friend who was caught up with an older, drug-addicted crowd. My sister didn’t have the strength to say no or stand up for herself. One of those Saturday nights when she called I could tell she had been drinking. She had gotten sick and wanted to come home, but she couldn’t call my parents because she would be in the worst trouble of her life. I picked her up and told her this was the last time this was going to happen. It took almost eight months but she finally realized her mistakes and moved in with my father, which might make her happier and willing to make better decisions. My parents’ divorce was the best and worst thing that ever happened to me. Sure, our family holidays and dinners will never be the same, but now instead of one family, I have two. In both families I’m a daughter, but I am also a responsible 16-year-old who has gotten past the initial pain and am ready to take whatever comes my way.

Narrative Essays (524 words) - Costa Rica, Republics, Americas

Narrative Narrative I was born in San Jose, Costa Rica, and moved to California when I was very young. Before I moved to California my dad traveled back and forth for 2 or 3 yrs from California and back to Costa Rica. He spent most of his time working in the Fresno area, in the cities of Tulare, and Visalia. He says he spent his time working in any available job including some farm labor jobs and went back to Costa Rica to spend time with us. After the second time he left Costa Rica to come and work he did not go back. At that time, amnesty was given to immigrants in California, and he moved up north to the Bay area to find a steady job. That is when he saved enough money for my mother, my two siblings, and I to join him in California. My first few years since I moved were adventurous. I had to become accustomed to a new environment, a new language, and a whole new diverse of people and cultures. I was in ESL programs until I entered junior high school. Learning the language, and trying to keep up with the class work was a challenge for me. Having friends who spoke my language, and the English language as well was an advantage I had. Having that extra help and support really made my school experience challenging, but exciting as well. Remembering the support I received from those friends creates a need in me to do the same for other people. I dont only believe that the support that I can give to migrant students as a Mini-Corps student will help them in succeeding in school, but I believe that an appreciation for school can be gained as well, and hopefully bring insight for continuing their studies beyond high school. As I improved in my English I also grew an interest in writing. I enjoyed my English classes, along with my math classes too. My interest grew and grew, and I joined summer girl programs. After participating two year, I became a mentor to those new peers coming into the program. I worked with teachers in Science, and in Math classes. I also participated in the volleyball activities, and group activities. This is when I realized I wanted to work with youth my whole life. My interest in English, and my interest in being a role model to youth made me decide to become an English teacher, especially worki ng with students whose first language is not English. Now, I am a college student. I first went to UC Santa Barbara, where I dealt with more hardship than I expected. My grades were poor, and I decided to come back home. I needed support from my family, and I was glad when I got it. Slowly I have raised my grades up, in this year, and I am ready to embark on a journey once again, and I would like to also be a positive influence on those students who are embarking on their journey now. By becoming a Mini-Corps student I can do that. Bibliography none Biographies

Government In India, Today Essays - Parliament Of India, Free Essays

Government In India, Today Essays - Parliament Of India, Free Essays Government in India, Today India's present constitution went into effect on Jan. 26, 1950. At that time, the nation changed its status from a dominion to a federal republic, though it remained within the Commonwealth. A president, chosen by an Electoral College replaced the governor-general, appointed by the British Crown. The president is the official chief of state, but the office is largely ceremonial. In parliamentary government, the people in a country elect members of at least one house of the legislature (by any variety of means: proportional representation as in Israel, single member districts as in Britain). The party or coalition of parties (coalition means a group working together) whose members together form a majority (more than one-half) of the legislature form the government. This means that they select the Prime Minister (the leader of the government) as well as members of the Cabinet (the PM and the Cabinet are known collectively as the government; the parties not in power form the loyal opposition). A key aspect of the parliamentary system is that the executive (the Prime Minister and the Cabinet) is elected by the legislature. This contrasts with our own system with its separation of powers. In the US, the president (leader of the executive branch) and Congress (the legislature) are elected separately by the people. The Lower House of the legislature is called the Lok Sabha. Currently, up to a week or two ago, the Congress Party held a majority of seats in the Lok Sabha, so its leader was the Prime Minister of India. The other house of the legislature is the Rajya Sabha and like the English House of Lords it has less power than the Lower House. The other parties in the Lok Sabha form the opposition. These parties include: the Bharatiya Janata Party (a Hindu nationalist party), Janata Dal as well as a whole host of regional parties. Parliamentary government is distinguished from presidential government by the following: - Voters only vote for a legislature; - The legislature then selects the executive from the party or coalition of parties that have the confidence of a majority of the legislature; - The executive will then govern until it finishes its fix term (I believe India it is 5 years), OR until it loses in a vote of confidence in the legislature, usually or some important legislation. Laws are enacted by a Parliament consisting of two chambersthe popularly elected Lok Sabha, or House of the People, with not more than 545 members and the Rajya Sabha, or Council of States, with not more than 250 indirectly elected members. The Prime Minister is elected by the majority party or coalition in Parliament and then formally appointed by the president. The appointed Council of Ministers, or cabinet, under the leadership of the Prime Minister exercises executive power. Elections to the Lok Sabha are held at least every five years; if there is a vote of no confidence in the Prime Minister's government, the president must call for new elections. The Supreme Court decides on the constitutionality of federal laws, handles disputes between the central government and the states or between the states themselves, and judges' appeals from lower courts. The federal constitution includes a lengthy list of fundamental rights. It guarantees freedom of speech and religion, among many other rights, and abolishes untouchability. It also specifies a set of Directive Principles of State Policy, designed to guide the government in the interests of the people. In periods of national emergency, which only the president can declare, the government may legally suspend certain rights for a limited period. Such an emergency was in force in India from June 1975 to March 1977. In foreign affairs India tried to maintain a policy of nonalignment in the political rivalry between the United States and the Soviet Union during the Cold War. It supported independence movements in areas subject to colonial rule, opposed racism in South Africa and elsewhere, and championed the nations of the Third World in their economic dealings with the affluent countries of Europe, North America, and Japan. India has played a prominent role in the United Nations and in many of its specialized agencies. India consists of 25 states and seven union territories. The governments of the states are

Reflection Assignment Example | Topics and Well Written Essays - 250 words - 3

Reflection - Assignment Example Also, this will enable me to implement the decisions I have taken with boldness. I would like to be a humble leader because I will be able to respect the ideas of other people in my place of work. In addition, I would like to be a just leader because this will enable me to consider the welfare of others and treat them fairly and without favor. Morality will guide me in discerning what is acceptable in the society and help me to do what the society considers as upright. Being compassionate will help me to treat others with dignity. Finally, as a leader I would like to be wise so that I can be able to make decisions that worthwhile (Chapter 3). A leader can acquire morality by learning from the environment they are brought up in such as schools, family, friends, states and religion. They can learn by emulating others or by experiencing the challenges they face in life (Chapter 3). In conclusion, a leader should possess certain traits that will guide them to relate well with others and remain moral in the society. Good qualities are acquired through personal experience or by learning from

Public policy Essay Example | Topics and Well Written Essays - 4000 words

Public policy - Essay Example But they are a happy and hospitable people. It is a common public policy to smile and be hospitable to any foreigner who comes in and visit one of their islands. The Filipinos are proud of their race. They smile when they see a tourist: that’s tourism policy number one. Tourism has been a flourishing industry in the Philippines and an attractive business venture because of its beautiful scenic spots, baroque churches, white beaches and various heritage sites, a legacy of the hundreds of years of Spanish colonization, and subsequently the American colonization which led to the Philippine independence on June 12, 1898. However, the Philippine tourism industry has passed through various stages of decay and then development. If public policies had been enforced to the letter, the Philippines could have been the number one tourist destination in Asia because of its rich heritage, historic spots, rich natural resources, and a hospitable people willing to receive any guests who have entered into their shore lines. Tourism was used for political purposes during the regime of President Ferdinand Marcos. Tourism policies during Marcos’s time were concentrated on government efforts to gain support from foreign governments, especially during the period when he declared martial law. There was no popular support or cooperation from the local community who had mixed feelings of fear, hatred and remorse over the dictatorship. Human rights violations were rampant. Resorts, hotels and other business establishments were owned by Marcos ‘cronies’. Rebel groups started to surface, and there almost anarchy in the streets. People power led by Corazon Aquino, wife of the martyred opposition leader Benigno Aquino Jr. led to the toppling of the dictatorship. Tourism was totally down at that time. (Gray, 2008, p. 369) When the dictator Marcos was overthrown by a people-power revolt, Corazon ‘Cory’ Aquino took over, and once again, her government used

Organisational Commitment Study Research Methodology

Organisational Commitment Study Research Methodology Table of Contents (Jump to) Research Methodology Introduction Research Design Sample Population Sample Selection Sample Size Procedures Measuring Instrument Gathering of Data Organisational Commitment Job Satisfaction Job Descriptive Index and Job in General Stress in General Human Resource Management Practices (HRM) Trust in Management Turnover Intention Turnover Statistical Methods Summary Results Conclusion Research Methodology Introduction This chapter addresses the research methodology used in the study of Organisational Commitment, its’ antecedents and consequences as described in the first chapter. The first section of this chapter after the introduction presents the research design. Sample and population are presented in the second section. The third section looks at measuring instrumentation, reliability, validity and scoring techniques. The third section looks at data gathering procedures. The fourth section describes methods for statistical analysis. The last section summarises this chapter. Research Design This study used a relational research design to determine the relationship between antecedents and consequences of organisational commitment. Research into organisational commitment is largely dependent on the perceptions of employees and employers. Perceptions are generally acquired through subjective self-reports or opinion. A design based on surveys is therefore appropriate. Relational surveys empirically examine the relationships between two or more variables, constructs, and/or factors. Descriptive surveys are primarily used to provide personal and demographic information. Correlation studies are used to: measure relationships; check consistency of those relationships; and to make predictions. This allows the researcher to test hypotheses by confirming or refuting their predictions which is consistent with Grounded Theory and the formation of theoretical frameworks. It follows that predictive validity is most often achieved by statistical methods such as correlation and regressi on (Saunders et al, 2009). Sample Population The population of the study is all past and present employees of company X. Sample Selection Given that this company is a small specialised Information Technology consulting company with a small population (n = 25) all employees were approached to participate. Electronic survey links were sent to the entire population and 100% response rate was achieved where all of the respondents completed all of the surveys. Sample Size Sample size determines statistical significance in a relationship. The central limit theory dictates that the larger the absolute size of the sample the closer the more likely it is to have a normal distribution. It has also been shown that the minimum sample size of 30 will produce a normal distribution or near normal distribution (Stutely, 2003). DeVaus (2002) provides this formula to calculate minimum sample size: Where: is the minimum sample size required is the proportion belonging to the specified category is the proportion not belonging to the specified category is the z value corresponding to the level of confidence required (see Table A2.1) is the margin of error required Table 1 Confidence Levels and associated z values This formula is used for small populations: Where: is the adjusted minimum sample size is the minimum sample size (as calculated above) is the total population Saunders et al. (2009) advise that, in cases where the population is less than thirty, data should be collected from the entire population. There are limitations associated with minimum size. In particular the margin of error cannot be smaller than the reciprocal of the population. It follows that in order to achieve a 5% margin of error the minimum sample size required is calculated thus: where is the sample size Applying the DeVaus (2002) formulae to the sample in this study requires the whole population if a confidence interval of 95% and 5% error is to be achieved. Procedures The researcher requested permission from the Managing Director of the organisation to conduct interviews and circulate surveys among the employees. In addition permission was granted to access human resource management records and employer/employee correspondence where legal, relevant and appropriate to the study. The researcher is an employee of the organisation with free access to the employees which facilitated the ease of data gathering and clarification where necessary. Most of the group are in possession of post graduate degrees and a number have a Masters level qualification which further facilitated the process as the group all have a deep understanding and appreciation for the process. An employee meeting was called in the presence of the Managing Director where it was explained that the participation in the study was optional or voluntary, anonymous, and that the information would be treated confidentially. In order to avoid any peer group pressure, no discussion was entertained in the group information session and employees were invited to discuss any interest or concerns directly with the researcher in private. It is interesting to note that all employees wanted to participate and most had no desire to remain anonymous inviting the researcher to discuss any aspect of their responses with them. Three approaches were used during the gathering of data: Online Surveys; Interviews; and Analysis of Human Resource records and employee correspondence. Surveys are a popular, economical and convenient way to collect standardised data which facilitate easy comparisons (Saunders et al., 2009). Unstructured interviews were conducted to: determine aspects of the organisations’ Human Resource Management practices; determine reasons for Turnover with ex-employees where exit interviews or detailed resignation explanations were not available or unclear; determine impressions of Turnover survivors for perceptions about Turnover reasons. Human Resource records were used to determine biographical data such as: pay grade; age; tenure; absenteeism; education; and vacation habits Turnover reasons were collected from exit interviews and employee correspondence. Measuring Instrument This study aims to determine the relationship between Stress, Turnover, Turnover Intention, Organisational Commitment, HRM practices and Job Satisfaction. The following instruments were used in surveys to measure the variables: Organisational Commitment: Allen and Meyer (1990) Job Satisfaction: Brodke et al.’s (2009) Revised Job Descriptive Index (JDI) questionnaire based on the original of Smith et al. (1969) Job Stress: Stress in General (SIG) questionnaire of Brodke et al. (2009) Management Trust: Trust in Management (TIM) Brodke et al. (2009) Turnover Intention: three point questionnaire baed on Sjà ¶berg and Sverke (2000) Gathering of Data The online surveys were created in Google Forms using the organisations’ internal infrastructure which is hosted on Google Apps. Google Forms is part of the Google Apps suite and facilitates the creation, distribution, and collation of survey data electronically. The surveys were distributed from the facility in Google Forms by way of a link in an email. The anonymous survey responses are automatically collected and stored on Google Drive where the information is made available in a tabular format (Microsoft Excel). Organisational Commitment Organisational Commitment was measured using the Organisational Commitment Scales (OCS) developed by Meyer and Allen (1997). The reliability of the OCS has been demonstrated in numerous studies over the last two decades. The reliability of each of the scales can be seen through Cronbach’s alpha of: between 0.77 and 0.88 for affective commitment; 0.65 and 0.86 for normative commitment; and 0.69 and 0.84 for continuance commitment (Fields, 2002). The OCS is comprised of 22 items measured on a 7 point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree). Job Satisfaction The Job Descriptive Index (JDI) was painstakingly developed by Smith, Kendall, and Hulin and published in their book, Satisfaction in Work and Retirement (1969). Patricia Cain Smith (1917-2007) relocated from Cornell to Bowling Green State University in the mid-1960s bringing the JDI Research Group with her. The group has operated since 1959 with different members and is one of the longest running research groups in the field. They make their family of scales available free of charge to researchers. The scales include: the Job Descriptive Index (JDI) including the Job in General (JIG); Stress in General (SIG); and Trust in Management (TIM). These scales consist of phrases and adjectives that describe facets of the job or the job overall. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the job. â€Å"No† means the word or phrase does not describe the job. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The 2009 revision of the JDI, JIG, SIG and TIM are utilised in this study. Job Descriptive Index and Job in General The Job Descriptive Index (JDI) and Job in General (JIG) are self-report measures of job satisfaction. The JDI measures satisfaction with five facets of the job: attitudes towards co-workers, the work itself, promotion opportunities, remuneration and supervision. The JIG scale measures overall satisfaction with the job (Brodke et al., 2009). There have been two major updates to the JDI since it was introduced by Smith, Kendall, and Hulin in 1969. The first update was made in 1985 (Smith et al., 1987) and the second was made in 1997 (Kihm, Smith, Irwin, 1997). The JDI Research Group (Bowling Green State University, OH, USA) then updated the JDI family of scales in 2009. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* lists correlations among the JDI scales which demonstrates that each of the JDI facets and the JIG measures a distinct aspect of job satisfaction and no facet correlates higher than 0.50 with any other facet. Cronbach coefficients above 0.80 or higher are considered to have high levels of reliability. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009) shows the correlations of the JDI facets with SIG and the single item measure of Overall Job Satisfaction: â€Å"Considering everything, how would you rate your overall satisfaction with your job?† rated on a five point scale from 1 (very dissatisfied) to 5 (very satisfied). Brodke et al. (2009) have shown that the JIG scale is a good predictor of Turnover Intention. Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009)* Stress in General The relationships between workplace stress and negative personal and organisational outcomes are well documented. Stressors and Strains are important concepts related to stress. Stressors precede the experience of stress and strains are the outcomes of the stress experience. The SIG is a measure of the experience of work stress, which emerges between the initial existence of work stressors and the resulting physical and psychological strains (Brodke et al. 2009). This is the stress that is experienced as a result of work stressors prior to the acknowledgement of the strain. The SIG is thus a good measure of Job Dissatisfaction and predictor of Turnover Intentions. The 2009 revision used in this study is based on the SIG scale developed by Stanton et al. (2001). Brodke et al. (2009) showed that this SIG scale shows a reliability coefficient of 0.79. Furthermore the scale correlates positively and significantly with the Faces stress measure (r = 0.54, p Human Resource Management Practices (HRM) The Managing Director and a team manager were interviewed about all aspects of their interaction from recruitment to exit. Marketing material was collected and analysed. The JDI facets that measures Opportunities for Promotion and Supervision are also used in assessing perceptions of HRM practices. Trust in Management Trust in Management (TIM) self-report survey consists of twelve phrases and adjectives describing characteristics of senior management or executives. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the manager or executive. â€Å"No† means the word or phrase does not describe the manager or executive. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The TIM is considered a single scale and is composed of four dimensions: Ability, Benevolence, Consistency, and Integrity. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009) shows how the dimensions of the TIM scale are correlated. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009)* Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009) shows the Pearson correlations with JDI facets. Brodke et al. (2009) contend that the TIM dimensions are distinct although highly correlated. Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009)* Turnover Intention This study makes use of Sjà ¶berg and Sverke’s (2000) three item Turnover Intention scale which measures the strength of the respondent’s intention to leave their current job. The scale is scored from 1 (strongly disagree) to 5 (strongly agree). A high score indicates a higher degree of Turnover Intention. Nà ¤swall et al. (2006) showed the Cronbach alpha coefficients for this scale to lie between 0,76 and 0,87. Turnover Actual turnover information is derived from Human Resource records including ex-employee correspondence in the form of letters of resignation. Statistical Methods Data analysis was conducted using an installation of the statistical programming language â€Å"R† through the web based front-end â€Å"R-Studio† on a virtual Amazon Web Services Machine Image (R version 3.0.1, Nickname Good Sport, 2013-05-16). R is a GNU project which is free under the GNU General Public License. The researcher considered the following tests given the nature of the study: Descriptive Statistics are used to describe the location, shape, and dispersion of the sample data collected Inferential Statistics to calculate the strength and direction of the relationships between the research variables Regression tests were used to examine cause-effect relationships between the research variables Summary Data was primarily derived from the perceptions and experiences of employees. Statistical analysis was performed on the data in order to yield empirical evidence and to gain an understanding of the inter relationships between the antecedents and consequences of Organisational Commitment. Online surveys were conducted using various scales. Secondary data were collected from sources such as informal interviews and company HR records and policies. Data analyses are based on quantitative methods through a statistical analysis in order to answer the research questions posed.