Increasing Web Survey Response Rates in Innovation Research: An Experimental Study of Static and Dynamic Contact Design Features

Sauermann, Henry; Roach, Michael

doi:10.2139/ssrn.1618295

Cited by 111 publications

(141 citation statements)

References 60 publications

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“…A convenience sample was gathered resulting in a total of 2,397 responses (12.5% response rate) of which 2,066 were useable. web-based surveys generally have lower response rates than other modes (Manfreda, Bosnjak, Berzelak, haas, & Vehovar, 2008;Sauermann & roach, 2013), the sample size obtained here is of sufficient size to support the statistical analyses applied.…”

Section: Methodsmentioning

confidence: 63%

“…In an ideal world response rates may be increased by more personalization of communication with respondents, follow-up communications, and offering of incentives (Sauermann & roach, 2013). In the real world of researching the Olympics and Paralympics, researchers are constrained by the decisions of the organizing committees about access to volunteers and sampling of volunteers, while offering of financial incentives to populations that may reach 70,000 is outside the realms of most University-based research.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

It's All About the Games! 2010 Vancouver Olympic and Paralympic Winter Games Volunteers

Dickson¹,

Benson²,

Blackman³

et al. 2013

Event Management

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Despite volunteers being essential for the success of many mega sport events, there is little known about what motivates them to volunteer at such events. This study aims to address this gap. This article commences by developing getz's event portfolio into a new expanded sport event typology. It continues by presenting the results to three key questions: (1) who is volunteering? (2) what are their motivations for volunteering, and (3) what variables are most likely to be related to their intention to volunteer after the event. The study used an adaptation of the Special Event Volunteer Motivation Scale on volunteers at the 2010 Vancouver Olympic and Paralympic winter games. A principal components analysis of the 36 motivation items identified six factors that accounted for 58.3% of the variance, with the main factor entitled "All about the games." A regression analysis conducted to identify those variables most likely to indicate an intention to volunteer more after the games demonstrated that those who could see an advantage in more volunteering pregames were most likely to intend to increase their level of volunteering postgames. People with previous volunteering experience in events, sport, or community groups were less likely to indicate they would volunteer more after the event. The results and recommendations have implications for megamultisport event organizing committees not just in respect of event delivery but in terms of a postevent volunteer legacy.

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Section: Methodsmentioning

confidence: 63%

Section: Discussionmentioning

confidence: 99%

It's All About the Games! 2010 Vancouver Olympic and Paralympic Winter Games Volunteers

Dickson¹,

Benson²,

Blackman³

et al. 2013

Event Management

View full text Add to dashboard Cite

show abstract

“…The measurement items in the survey instrument were selected on the basis of their distinct ability to support the theoretical aims of this research relating to employers' willingness to hire an ex-offender job applicant (Snider & Reyson, 2014), ex-offenders' socio-demographic attributes ), employers' socio-demographic attributes and organisational-context characteristics (Lukies et al, 2011); belief in redeemability (Maruna & King, 2009); and signals of desistance (Fahey, et al, 2006). Survey participants were recruited via a three-step recruitment strategy comprising an introductory telephone call inviting participation, followed immediately by an email sent to those agreeing to participate, which provided a link to the ESHO survey, then a follow up reminder email two weeks after the initial contact (Dillman, Smyth & Christian, 2009;Sauermann & Roach, 2013). The rationale behind this recruitment procedure was to minimise low response rates and address limitations associated with web-based research methods, such as perceptions of email invitations being junk mail and the impersonal approach to research (Evans & Mathur, 2005;Scholl, Mulders & Drent, 2002 …”

Section: Employer Subjectivity In Hiring Offenders Surveymentioning

confidence: 99%

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

Reich

2017

Journal of Offender Rehabilitation

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“…Sauermann and Roach's protocol for online survey administration was employed with participants, who were provided with a link for a web questionnaire (15). The questionnaire was designed and published online using Google surveys (http://www.google.com).…”

Section: Data Collectionmentioning

confidence: 99%

Managing Jordanian nurse migration to the Gulf Cooperation Council states

Al-Nawafleh

2015

Easter Mediterr Health J

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The migration of nurses from Jordan to the Gulf Cooperation Council (GCC) states has occurred for decades, although substantial increases have been noted since the 1990s. This study aimed to identify the push and pull factors for Jordanian-trained nurses to work in the GCC states in order to inform retention policies that might address the issue of nurse migration. An online survey of a convenience sample of 1241 Jordanian nurses working in GCC states showed that 93% had been employed in Jordan before migration, 85% had migrated to obtain employment and 94% were motivated by higher salary and benefits. Although 93% planned to return to work in Jordan, only 15% planned to do so in the next 2 years. Major incentives to migrate were relocation assistance, salary and benefits and career advancement/professional education. Policy-makers and nurse leaders in Jordan and the GCC states are urged to use these findings to formulate strategies to retain Jordanian nurses in their workplaces. Gestion de la migration du personnel infirmier jordanien vers les États du Conseil de Coopération du GolfeRÉSUMÉ La migration du personnel infirmier de Jordanie vers les États de Coopération du Golfe est un fait connu depuis des décennies, mais des augmentations importantes de ce phénomène ont été observées depuis les années 1990. La présente étude visait à identifier les facteurs motivant et décourageant le personnel infirmier formé en Jordanie à aller travailler dans les États de Coopération du Golfe afin d'alimenter des politiques de fidélisation qui pourraient s'attaquer au problème de la migration du personnel infirmier. Une enquête en ligne portant sur un échantillon de commodité incluant 1241 membres du personnel infirmier dans les États de Coopération du Golfe a démontré que 93 % avaient été employés en Jordanie avant de migrer, 85 % avaient migré pour obtenir un emploi et 94 % étaient motivés par des hauts salaires et des avantages. Si 93 % prévoyaient de retourner travailler en Jordanie, seuls 15 % prévoyaient de le faire dans les deux prochaines années. Les principales incitations à la migration étaient l'assistance à la réinstallation, le salaire et les avantages mais aussi l'avancement professionnel/la formation professionnelle. Les responsables de l'élaboration des politiques ainsi que les chefs de file du personnel infirmier en Jordanie et dans les États de Coopération du Golfe sont invités à exploiter ces résultats pour formuler des stratégies visant à fidéliser le personnel infirmier jordanien à leur lieu de travail. ‫املتوسط‬ ‫لرشق‬ ‫الصحية‬ ‫املجلة‬ ‫العرشون‬ ‫و‬ ‫احلادي‬ ‫املجلد‬ ‫الثالث‬ ‫العدد‬ 221

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Increasing Web Survey Response Rates in Innovation Research: An Experimental Study of Static and Dynamic Contact Design Features

Cited by 111 publications

References 60 publications

It's All About the Games! 2010 Vancouver Olympic and Paralympic Winter Games Volunteers

It's All About the Games! 2010 Vancouver Olympic and Paralympic Winter Games Volunteers

An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

Managing Jordanian nurse migration to the Gulf Cooperation Council states

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