Re-write
doctoral study prospectus 9
Nature of the Study
To conduct the current study, qualitative, quantitative, and mixed research approaches were considered. I selected the quantitative method because it helps test hypotheses through a deductive approach. Quantitative method involves measuring constructs through quantitative variables and statistical tools to test hypotheses to address research questions (O'Dwyer & Bernauer, 2016). In contrast, qualitative research is characterized by an inductive approach, where perceptions and subjective experiences of individuals are used to develop themes of a research phenomenon (Östlund et al., 2011). The mixed approach, which involves aspects from both the quantitative and the qualitative approaches, is useful in studies specifically suited for that purpose, as such a combination involves limitations inherent in both approaches (Bryman, 2006). I will not use the qualitative method as the purpose of this study does not require an inductive approach, nor will I use mixed methods approach as the additional requirements for qualitative elements are not necessary in this study.
For research design, I considered descriptive design and correlational design. I selected the correlational design because the purpose of this study involves examining the relationship between variables. Correlational research design entails the measurement of two or more relevant variables, as well as assessing the relationship between variables (Crawford, 2014). In contrast, descriptive research design is used to gather quantifiable data and describe the nature of a demographic segment (Mertens, 2014). I will not use descriptive research design as the purpose in this study is not to describe the nature of employees at the selected business organization but to examine the relationship between transformational leadership components, namely idealized influence, inspirational motivation, and individualized consideration and employee retention.
References
Anitha, J., & Begum, F. N. (2016). Role of organisational culture and employee commitment in employee retention. ASBM Journal of Management, 9(1), 17-28. https://www.semanticscholar.org/paper/Role-of-Organisational-Culture-and-Employee-in-Anitha-Begum/78f5caf30944c582f3c1fe4f8ae82f77d6a9cafd
Avolio, B., & Bass, B. (2002). Developing potential across a full range of leadership cases on transactional and transformational leadership. Lawrence Erlbaum Associates.
Avolio, B., Waldman, D., & Yammarino, F. (1991). Leading in the 1990s: The four I’s of transformational leadership. Journal of European Industrial Training, 15(4), 9-16. https://doi.org/10.1108/03090599110143366
Boamah, S. A., Laschinger, H. K. S., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing Outlook, 66(2), 180-189. https://doi.org/10.1016/j.outlook.2017.10.004
Bryman, A. (2006). Integrating quantitative and qualitative research: How is it done? Qualitative Research, 6(1), 97-113. https://doi.org/10.1177/1468794106058877
Crawford, M. (2014). Strengths and limitations of correlational design, 1-11. https://doi.org/10.13140/RG.2.1.4195.7920
Cylus, J., & Avendano, M. (2017). Receiving unemployment benefits may have positive effects on the health of the unemployed. Health Affairs, 36(2), 289-296. https://doi.org/10.1377/hlthaff.2016.1040
Fallesen, P., Geerdsen, L., Imai, S., & Tranæs, T. (2018). The effect of active labor market policies on crime: Incapacitation and program effects. Labour Economics, 52 (2018), 263-286. https://doi.org/10.1016/j.labeco.2018.03.002
Givens, R. J. (2008). Transformational leadership: The impact on organizational and personal outcomes. Emerging Leadership Journeys, 1(1), 4-24. https://www.regent.edu/acad/global/publications/elj/issue1/ELJ_V1Is1_Givens.pdf
Jiang, W., Zhao, X., & Ni, J. (2017). The impact of transformational leadership on employee sustainable performance: The mediating role of organizational citizenship behavior. Sustainability, 9(9), 1-17. https://doi.org/10.3390/su9091567
Johnson, B. (2001). Toward a new classification of nonexperimental quantitative research. Educational Researcher, 30(2), 3-13. https://www.researchgate.net/profile/R_Johnson3/publication/250182704_Toward_a_New_Classification_of_Nonexperimental_Quantitative_Research/links/56e1fd7e08ae03f0278ed889.pdf
Lee, T., Hom, P., Eberly, M., & Li, J. (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics, 47(2), 88-98. https://doi.org/10.1016/j.orgdyn.2017.08.004
Mcfeely, S., & Wigert, B. (2019). This fixable problem costs U.S. businesses $1 trillion. Gallup.
Norström, F., Waenerlund, A., Lindholm, L., Nygren, R., Sahlén, K., & Brydsten, A. (2019). Does unemployment contribute to poorer health-related quality of life among Swedish adults? BioMed Central Public Health, 19(1),1-12. https://doi.org/10.1186/s12889-019-6825-y
O'Dwyer, L., & Bernauer, J. (2016). Quantitative research for the qualitative researcher. SAGE.
Oldham, J. (1994). Experimental and quasi-experimental research designs: The author identifies and explores the characteristics of design in experimental and quasi-experimental research. Nurse Researcher, 1(4), 26-36. https://doi.org/10.7748/nr.1.4.26.s4
Östlund, U., Kidd, L., Wengström, Y., & Rowa-Dewar, N. (2011). Combining qualitative and quantitative research within mixed method research designs: A methodological review. International Journal of Nursing Studies, 48(3), 369-383. https://doi.org/10.1016/j.ijnurstu.2010.10.005
Park, C., McQuaid, R., Lee, J., Kim, S., & Lee, I. (2019). The impact of job retention on continuous growth of engineering and informational technology SMEs in South Korea. Sustainability, 11(18), 1-19. https://doi.org/10.3390/su11185005
Susilo, D. (2018). Transformational leadership: a style of motivating employees. Management and Economics Journal (MEC-J), 2(2), 109-116. https://www.researchgate.net/publication/328167090_TRANSFORMATIONAL_LEADERSHIP_A_STYLE_OF_MOTIVATING_EMPLOYEES
Tian, H., Iqbal, S., Akhtar, S., Qalati, S., Anwar, F., & Khan, M. (2020). The impact of transformational leadership on employee retention: Mediation and moderation through organizational citizenship behavior and communication. Frontiers in Psychology, 11(314), 1-11. https://doi.org/10.3389/fpsyg.2020.00314
Voßemer, J., Gebel, M., Täht, K., Unt, M., Högberg, B., & Strandh, M. (2017). The effects of unemployment and insecure jobs on well-being and health: The moderating role of labor market policies. Social Indicators Research, 138(3), 1229-1257. https://doi.org/10.1007/s11205-017-1697-y