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"Determining the need for a survey is a struggle most training professionals have faced. This Infoline takes some of the guesswork out of the process by helping you determine when to conduct a survey, what type of survey to use, whom to survey, what to ask, and how to get needed information. The issue covers face-to-face interviews, telephone interviews, written questionnaires, and electronic surveys."

"If you need a low cost, quick to develop and deploy survey, then an electronic survey may be just the right solution. This issue offers practical advice to help you take advantage of this powerful tool, including advice on how to write and format effective e-survey questions, select the best method to disseminate your e-survey, and avoid common pitfalls of pilot tests and evaluations. The issue also addresses the technology challenges of implementing electronic surveys, as well as privacy concerns."

"[Telephone surveying is the most often applied mode of data collection in Europe. That implies a need for methodological knowledge on this topic. However, technical conditions are changing rapidly and the challenge for survey researchers to stay up-to-date is immense. For instance, landline and mobile phone coverage have extremely changed in the last time. Along with the rising number of so-called "mobile-onlys", this particular field of telephone survey research becomes more and more important. This book concentrate on the latest developments and trends in landline and mobile phone surveys in Europe., Telephone surveying is the most often applied mode of data collection in Europe. That implies a need for methodological knowledge on this topic. However, technical conditions are changing rapidly and the challenge for survey researchers to stay up-to-date is immense. For instance, landline and mobile phone coverage have extremely changed in the last time. Along with the rising number of so-called "mobile-onlys", this particular field of telephone survey research becomes more and more important. This book concentrate on the latest developments and trends in landline and mobile phone surveys in Europe.]"

"[ABSTRAKPenelitian ini bertujuan untuk memprediksi keinginan karyawan untuk tetaptinggal di perusahaan menggunakan kerangka Theory of Planned Behavior.Penelitian ini mengambil sampel di salah satu perusahaan yang bergerak di bidangEngineering, Procurement, dan Construction, yaitu PT. Rekayasa Industri(Rekind) dan melibatkan 273 responden (karyawan Rekind) yang masa kerjanyadi bawah 5 tahun dan mayoritas merupakan karyawan dengan usia di generasi Y.Berdasarkan Theory of Planned Behavior, keinginan karyawan untuk tetap tinggaldi perusahaan dipengaruhi oleh sikap (attitude), norma subyektif (subjectiveNorm), dan kontrol perilaku individu (Perceived Behavioral Control). Penulismenambahkan satu variabel yang mempengaruhi keinginan karyawan untuk tetaptiggal di perusahaan, yaitu kontrol praktik perusahaan (perceived organizationalwork practices) yang terbagi menjadi dua praktik, diihat dari sisi financial dannon financial. Pengujian hipotesis penelitian ini dilakukan dengan analisis regresiberganda. Hasil penelitian menyimpulkan bahwa sikap, norma subyektif, kontrolperilaku individu, dan kontrol praktik perusahaan sisi finansial berpengaruhpositif dan nyata terhadap keinginan karyawan untuk tetap tinggal di perusahaan.Sedangkan kontrol praktik perusahaan sisi non finansial berpengaruh negatif dannyata terhadap keinginan karyawan untuk tetap tinggal di perusahaan.

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ABSTRACTThe study aims to predict employee?s intention to stay in the company by usingTheory of Planned Behavior Perspective. The sample for this study is 273 fromone of Engineering, Procurement and Construction Company, called PTRekayasa Industri (Rekind). The sample are under 5 years of service employees inrekind which majority consist of Y Generation. Based on Theory of PlannedBehavior, attitude, subjective norm, and perceived behavioral control are affectedintention to stay. Perceived organizational work practices was included as one ofindependent variable which is in previous study affected intention to stay. thehypothesis testing was using Multiple Regression Analysis. The research concludethat attitudes, subjective norms, perceived behavioral control and perceivedorganizational work practices (financial) are positive affected intention to stay.Perceived organizational work practices (non financial) is negative affectedintention to stay;The study aims to predict employee?s intention to stay in the company by usingTheory of Planned Behavior Perspective. The sample for this study is 273 fromone of Engineering, Procurement and Construction Company, called PTRekayasa Industri (Rekind). The sample are under 5 years of service employees inrekind which majority consist of Y Generation. Based on Theory of PlannedBehavior, attitude, subjective norm, and perceived behavioral control are affectedintention to stay. Perceived organizational work practices was included as one ofindependent variable which is in previous study affected intention to stay. thehypothesis testing was using Multiple Regression Analysis. The research concludethat attitudes, subjective norms, perceived behavioral control and perceivedorganizational work practices (financial) are positive affected intention to stay.Perceived organizational work practices (non financial) is negative affectedintention to stay;The study aims to predict employee?s intention to stay in the company by usingTheory of Planned Behavior Perspective. The sample for this study is 273 fromone of Engineering, Procurement and Construction Company, called PTRekayasa Industri (Rekind). The sample are under 5 years of service employees inrekind which majority consist of Y Generation. Based on Theory of PlannedBehavior, attitude, subjective norm, and perceived behavioral control are affectedintention to stay. Perceived organizational work practices was included as one ofindependent variable which is in previous study affected intention to stay. thehypothesis testing was using Multiple Regression Analysis. The research concludethat attitudes, subjective norms, perceived behavioral control and perceivedorganizational work practices (financial) are positive affected intention to stay.Perceived organizational work practices (non financial) is negative affectedintention to stay, The study aims to predict employee’s intention to stay in the company by usingTheory of Planned Behavior Perspective. The sample for this study is 273 fromone of Engineering, Procurement and Construction Company, called PTRekayasa Industri (Rekind). The sample are under 5 years of service employees inrekind which majority consist of Y Generation. Based on Theory of PlannedBehavior, attitude, subjective norm, and perceived behavioral control are affectedintention to stay. Perceived organizational work practices was included as one ofindependent variable which is in previous study affected intention to stay. thehypothesis testing was using Multiple Regression Analysis. The research concludethat attitudes, subjective norms, perceived behavioral control and perceivedorganizational work practices (financial) are positive affected intention to stay.Perceived organizational work practices (non financial) is negative affectedintention to stay]"

"Penelitian ini untuk menguji sikap pegawai terhadap perubahan dengan sejumlah faktor atau variabel yang mempengaruhi sikap pegawai terhadap perubahan, yaitu faktor kepercayaan pada organisasi dan kepercayaan pada supervisor serta komitmen organisasi. Penelitian dilakukan terhadap pegawai organic PT TGI sebagai responden dengan menyebarkan kuisioner sebagai metode pengumpulan data. Analisis pengolahan data kuisioner menggunakan structural equation modeling untuk mengetahui pengaruh employee’s trust dan attitude toward organizational change dengan menggunakan faktor organizational commitment sebagai mediator. Hasil penelitian menunjukkan bahwa hubungan langsung antara employee’s trust terhadap attitude toward organizational change adalah tidak signifikan. Sementara melalui organizational commitment, pengaruh tidak langsung employee’s trust terhadap attitude toward organizational change adalah positif dan signifikan.

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This study to examine the attitude of employees towards change with a number of factors or variables that influence employee attitudes towards change, namely the factor of trust in the organization and trust in supervisors and organizational commitment. The research was conducted on organic employees of PT TGI as respondents by distributing questionnaires as a data collection method. Questionnaire data processing analysis used structural equation modeling to determine the effect of employee's trust and attitude toward organizational change using organizational commitment as a mediator. The results showed that the direct relationship between employee's trust and attitude toward organizational change was not significant. Meanwhile, through organizational commitment, the indirect effect of employee's trust on attitude toward organizational change is positive and significant."