CCR CSR WeChat Study | Page 11

The first round of survey questions was shared with all subscribers of CCR CSR ’ s WeSupport platform in early June of 2016 , and 1591 responses were collected – a much higher response rate than initially anticipated . In order to ensure the quality of data , we decided on some criteria to filter out possible non-valid responses . We used the following criteria to filter out the responses that are most likely non-valid :
1 ) The survey was completed in under 5 minutes 2 ) If the job position of the respondent was other than a factory worker / employee 3 ) If the respondent claimed he / she hadn ’ t read any contents on CCR CSR ’ s WeSupport platform
After filtering the raw data based on these criteria , we kept a sample of 469 entries who all scored high in terms of validity .
In late August 2016 , the second round of survey questions was distributed online through the factory public account of a CCR CSR project factory , which incorporated CCR CSR ’ s WeSupport eLearning contents into their own WeChat platform . We aimed to collect at least 100 samples by rewarding the first 100 participants with “ red envelopes ” valued at 30 RMB each . We collected 125 responses and applied our validity criteria as above , keeping 107 valid responses from the project factory . The total sample size combining first and second survey thus reached 576 . b . Interviews
Workers who participated in the online survey were given the option of accepting phone interviews as well . 242 ( 42 %) of the respondents expressed interest in being interviewed by leaving their mobile phone numbers . We randomly selected 20 participants from among parent workers , young workers and line managers for in-depth phone interviews to complement the results of the quantitative survey .
The interview questions focused on workers ’ experience when migrating to a new location , how they stay connected with friends and family , how they usually use WeChat and CCR CSR ’ s WeSupport platform , their opinions about the current contents and suggestions for improvements etc . But most importantly , we tried to find out how we can make the eLearning contents more suitable and attractive to workers .
From the conversations with the 20 respondents we selected five typical interviews to develop indepth case stories . These stories can be found in Appendix 1 .
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