In addition to landline and , Pew Research Center also conducts and , where people can be surveyed by more than one mode. We discuss these types of surveys in the following sections and provide examples from polls that used each method. In addition, some of our surveys involve people we have previously surveyed to see if their attitudes or behaviors have changed. For example, in presidential election years we often interview voters, who were first surveyed earlier in the fall, again after the election in
Similar to the re-contact sample, about 73% (n=1,876) of replenishment respondents displayed the following expected recruitment outcomes: 1) cashed, complete or 2) did not cash, incomplete. ‘Opportunist’ recruitment outcomes amounted to about 13% (n=346), while 14% (n=361) ‘altruist’ recruitment outcomes. The greatest proportion of ‘opportunist’ recruitment outcomes were in the US (17.6%, n=191).
The survey is longitudinal and limits the generalizability of the findings to cold call cross-sectional surveys. Further, it is possible that potential respondents from the re-contact sample were more cooperative since had completed at least the preceding wave of the survey. The fact that percentages of recruitment outcomes were similar among the re-contact and replenishment sample is reassuring however, the latter had participated in a screening interview and may also be more cooperative than the general
One of the most striking results we’ve found is that, across all income levels, the top predictor of workplace satisfaction is pay: It is the culture and values of the organization, followed closely by the quality of senior leadership and the career opportunities at the company. Among the six workplace factors we examined, compensation and benefits were consistently rated among the important factors of workplace happiness.That slice of information can be the difference between a that is satisfied a