SKDA in Context

Abstract

In contrast to the view that survey key driver analysis (SKDA) is a misused and blind empirical process, we suggest it is a reasonable, hypothesis-driven approach that builds on cumulative knowledge drawn from both the literature and practice, and requires reasoned judgment about the relationships of individual items to the constructs they represent and the criteria of interest. The logic of key driver analysis in applied settings is no different than the logic of its application in fundamental research regarding employee attitudes (e.g., Dalal, Baysinger, Brummel, & LeBreton, 2012). However, there are important survey design and analysis issues with respect to how key driver analyses are best conducted. Just some of these are discussed below.

Following Up on Employee Surveys: A Conceptual Framework and Systematic Review

“…More specifically, the identified key drivers are most highly associated with the outcome (oftentimes employee engagement). Cucina et al (2017) called for the moratorium of this practice, which evoked a series of commentaries (see Hyland et al, 2017 ; Johnson, 2017 ; Klein et al, 2017 ; Macey and Daum, 2017 ; Rotolo et al, 2017 ; Scherbaum et al, 2017 ). Similarly, some authors have suggested that managers do not need statistical training to recognize significant differences, but instead can deal best with their data by examining percentages of favorable and unfavorable results and comparing them to other departments or past survey results ( Dodd and Pesci, 1977 ).…”