PROPUESTA PEDAGÓGICA

Distributed questionnaires of this study consist of 8 sections with questions designed by Porter and Smith in (1970), Tsai and Ghoshal (1998), Nyhan (2000) and Sahin (2010) and two open ended questions. Questions are designed to measure perceived organizational feedback, participation, empowerment, interpersonal trust, organizational commitment and perceived organizational performance of KNP officers. In this section, respondents are be asked to indicate the extent to which they agree with each statement by using a five-point Likert scale (1 =

strongly disagree, 2= disagree, 3= neither agree nor disagree, 4= agree, and 5 = strongly agree) and in open ended section respondents express their feeling and thoughts on asked questions.

Reliability, regarding the stability of the measurement, is one of the basic requirements for any survey instrument. Cronbach‘s Alpha score, ranging from 0 to 1, is the most widely used criterion that assesses the extent to which a measurement produces consistent results at different times (Cronbach, 1951). In this study, Cronbach‘s Alpha is used to assess the internal

consistency of the multi-item measurement scale. The literature suggests that a set of items indicating a Cronbach‘s Alpha higher than 0.80 is acceptable in terms of internal consistency (Nunnally & Bernstein, 1994).

The first section of the questionnaire consists of four questions asked to measure the participation dimension of interpersonal trust and organizational commitment. All items have been added by Nyhan (2000) and reported a high internal consistency score (Cronbach‘s Alpha:

0.90). The survey questions pertaining to this dimension are as follow:

1. My supervisor actively seeks input from employees on most decisions.

2. My supervisor keeps me informed about what‘s going on the department.

3. Employees in this section participate in planning and decision-making.

4. People in this section cooperate to get the job done.

These items refer to the patterns of cognitive dimension such as individuals‘ participation in decision making process in the organization.

The second part is feedback on performance which consists of three items. The survey instrument is developed by Nyhan (2000) and the questions were used to measure relational dimension of interpersonal trust and organizational commitment. The scale has produced high internal consistency scores in previous empirical studies (Cronbach‘s Alpha: 0.91). The survey questions pertaining to this dimension are as follow:

1. I receive frequent and fair appraisals of my job performance by my supervisor.

2. I receive recognition from my supervisor for good performance.

3. My supervisor explains the reasons for changes that affect my work.

Also, four questions were asked to measure the empowerment dimension of interpersonal trust and organizational commitment which is the section of the questionnaire. The questions are as follows:

1. I have a great deal of latitude in performing my work tasks.

2. My supervisor encourages me to monitor my own efforts.

3. I have the authority to get my job done to the best of my abilities.

4. My supervisor supports giving more authority downward in this section.

The fourth and fifth parts of the questionnaire consist of questions analyzing

interpersonal trust and organizational commitment respectively. To measure structural dimension of interpersonal trust, four items reflecting support and trust among supervisor officers and low rank officers were included in this part. Three items have been originally developed by Nyhan (2000) and reported a high internal consistency score (Cronbach‘s Alpha: 0.89). One item

adapted from Tsai and Ghoshal (1998) has been added in the questionnaire. The survey questions pertaining to this dimension are as follow:

1. I have confidence that my supervisor is technically competent at the critical elements of his/her job.

2. When my supervisor tells me something, I can rely on what s/he tells me.

3. My supervisor will back me up in a pinch.

4. I feel that I can tell my supervisor anything about my job.

These items reflect the degree of trust between officers that determine structural dimension of interpersonal trust.

In order to measure perceived organizational commitment of officers of KNP five questions are asked. The items are adapted from Nyhan (2000 and Porte and Smith (1970) questionnaires. The questions are as follows:

1. I am willing to put in a great deal of effort beyond that normally expected in order to help this organization be successful

2. I am proud to tell others that I am part of this organization 3. I would be very happy to spend the rest of my career with KNP.

4. I really feel as if KNP‘s problems are my own.

5. I would accept almost any type of job assignment in order to keep working for this organization.

The sixth section of the survey includes the questions pertaining to perceived

organizational performance. This section is designed to measure the perception of participants about organizational performance. The items are adapted from Nyhan (2000) and Sahin (2010) questionnaires. To measure perceived organizational performance of KNP law enforcement departments, the following questions will be used:

1. Everyone is busy in my section; there is little idle time.

2. In my section, everyone gives his/her best efforts.

3. My organization has made good use of my knowledge and skills in looking for ways to become more efficient.

4. The productivity of my organization is high.

5. Overall, the quality of work performed by my current coworkers in my immediate work group is high.

6. In general, all are treated with respect in my organization, with no regard to status and grade.

The seventh section of the questionnaire consists of two open ended questions on challenges in trust building process at KNP to better understand this process. These two questions are as follows:

1. What are the most important challenges in trust building process in your department/organization?

2. Do you believe that your organization have enough committed officers? What are the possible impediments for organizational commitment?

The last section of the questionnaire of this study consists of demographic characteristics of respondents. These demographic variables include tenure, gender, age, education and rank.

This study divides tenure into five categories which are less than 5 years, 6-10 years, 11-15 years, 16-20 years and 21 years and more. The information on respondents‘ gender is set as dichotomous variable, male and female. The age of the respondents is measured with five categories and they are under 30 years old, 30-39, 40-49, 50-59, older than 60. The education level of participants is divided into five categories by taking into consideration the police

education system. These categories are Police Middle School, Other College, Academy of MIA, Other University, Masters or PhD. Finally the rank of the officer is categorized in five groups with respect of the rank system at KNP. The categories are Sergeant, Lower Officer Staff and Higher Officer Staff. Since the survey is conducted in all regions of Kyrgyzstan both Russian and Kyrgyz language versions were needed for this study. The questionnaire was translated into both Russian and Kyrgyz languages and both versions were reviewed by Bekchoro Aliiaskarov who is fluent in these languages.