Based on this argument, the separate effects of "years of service" and "age" were tested on STIIP use.
The second notable finding was the effect of gender on STIIP use.
The distributions showed that on average, although women used approximately fifteen more STIIP hours than men, they also had a higher than average engagement score (253) than men (232) (see Table 6).
The importance of a gender effect is that it is simply not enough to make a judgment that high levels of STIIP use will be equally correlated with low work engagement.
This particular study further argues that not only should women's and men's STIIP use be looked at separately, there is also a need for more exploratory research that focuses on uncovering the different ways in which each gender understands and expresses engagement.
Three particular areas all stemmed from a lack of relevant data: the frequency of STIIP use, the effects of gender distinctions, and the limitations of secondary data.
Due to the highly confidential nature related to employee STIIP use, many relevant variables were not available and therefore could not be included in the study.
Along similar lines, the effects of gender distinctions on STIIP use are lost in this research, since the reasons for STIIP use were not made available.
Much has been done on the benefits of the established Job Description Index model of job satisfaction, and we were curious to see if the dramatic size of this sample (combined with access to the unusual variable STIIP use) might allow for an abridged version of the JDI.
Although there was some disagreement on how extensive such a model needed to be, this project demonstrated that the use of four questions only provided a blunt instrument that proved inadequate when trying to predict STIIP use.
Though the conclusions about the effects of engagement on STIIP use may be suspect, the systematic attempt to assess the validity of the model indicates that it is the model that is flawed and not necessarily the concept behind the model.
The primary objective of this research was to test whether an employee's level of engagement had any effect on the amount of STIIP use they would incur by hypothesizing that "happier" employees were "healthier" employees.