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DBA885-W4-ProspectusRevision1.pptxThe Monetary Value of Professional Certifications to Corporations D’Ainsley Smith Dr. Ahyee August 10, 2022
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Literature Review: Background to the Problem
A professional certification is becoming more valuable in today’s workplace because employers value a standardized set of skills and qualifications to perform the job – especially in the fields of IT, corporate business, and healthcare (Collins, 2021). In a competitive job market, certifications offer heightened career advancement opportunities for workers.
According to Wierschem & Mediavilla (2018), conservative research shows that employees who hold certifications are more confident and knowledgeable, they achieve job proficiency sooner, are more reliable, and perform at a higher level than those without certifications.
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The study provides insight on the larger related scale of employer valuation of academic degrees, certifications, and work experience.
Literature Review: Background to the Problem
The majority of information technology (IT) employment literature is focused on academic degrees and certification (Wierschem & Mediavilla, 2018). Little, if any, have viewed the big picture of relative employer valuation of academic degrees, certifications, and work experience.
To address this gap, the research presented focuses on the employer’s relative valuation of academic degrees, certifications, and work experience; this research has failed to acknowledge the curriculum that employers are most (50%) interested in experience.
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The study focuses on certification and academic degree programs as it relates to the importance of corporate institutions.
Literature Review: Problem Space
Linda and Nurnida (2019), found in their study that training contributes to enhanced employee performance. The participants were sampled using probability sampling method - Simple random sampling. Data was collected by administering questionnaires to employee at Pharmacy of PT Kimia Farma Unit Bandung. The results reveal that training increased performance by 41.1%; the other 58.9% was influenced by other factors not examined.
Umit, Esra, Kultigin & Serhat (2012) identified there has been limited empirical work to examine the relationship between the elements of career motivation and key employee behavior, such as employment and turnover intentions, job satisfaction, organizational commitment and work performance.
Future studies should investigate if there is statistically significant relationship between training and staff performance in a different industry, such as education, telecommunication, and others, Linda and Nurnida (2019).
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The study findings on employees at Pharmacy of PT Kimia Farma Unit Bandung revealed that employee training, which is translated to qualification enhance their productivity. However, it only contributes to 41.1% of performance, there are other factors that were not examined, which contribute to 58.9% Training aims at enhancing human skills necessary for a specific type of job.
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Literature Review: Problem Space continued
Sanjeev and Santhi (2019), conducted a quantitative study to determine the relationship between employee’s tenure and performance. The sample size was 239 employees, sampled from supervisory level employees in the ceramic tile industry in Malaysia. The findings showed that organizational tenure was related to employee performance. Future studies should assess the extent at which employee’s tenure affects their productivity. Moreover, Sanjeev and Santhi (2019), recommended that organizations should allow employees to remain in the organization an extended amount of time.
Pang, et al., (2019), conducted a study in Hong Kong to determine employers’ perceptions of new graduate competencies that contribute to job success. Questionnaires were administered to business employers. The study revealed that competencies, such as self-control, cooperation, and teamwork, analytical thinking were ranked in high regard. The study recommended that universities should develop-work oriented programs. The future study should assess the relationship between employers’ perceptions of new graduate competencies and job success using both mixed design method.
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The study conducted in the tile making industry focused on determining the relationship between the number of years an employee has worked in the organization and employee performance. The findings showed that the longer an employee worked in an organization, the higher the performance. In this regard, the experience of the employee influences performance.
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Literature Review: Problem Space continued
Lisa, Katarina & Newman, (2019) study on employability, which is the personal attributes and skills necessary for graduates to secure employment in Slovakia found that employers focused on practical experience (The survey involved 27 employers and 534 students from Slovakia. A study entailed administering questionnaires to employees to determine their perception to graduates and highlight their employability. The findings showed that 60% of employers ignored fresh graduate students, because of a lack of practical skills or experience in the industry, and only 30% employed those individuals. The study recommended that companies should place emphasis on employee’s experience to enhance their productivity. In this case, future studies should emphasize on the correlation between employee’s expertise level and their performance.
Larger companies are more likely to embrace a more comprehensive approach to worker qualifications, primarily to promote harmonious employee relations, foster a learning culture, and grow the company's 'intellectual capital' (Sexton 2003).
This research aims to examine the overall value employers place on their employees' qualifications; whether employers value certifications differently for new versus existing employees, by occupation classification and type of business; the types of competence for which employers demand formal recognition; and the decision-making processes employers used when assigning value to qualifications. This qualitative study aims to see if business executives regard professional qualifications as a source of perceived profit for their companies.
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A study conducted in Slovakia on employability found that two-thirds of employers focused on practical experience rather than on academic qualifications.
Literature Review: Theoretical Foundations
Classical Theory Of Employment
The theoretical foundation of the study is classical theory of employment.
In the classical theory, output and employment are determined by the production function.
The theory is appropriate in this study because it focuses on technical knowledge, which is exhibited through skillsets, experience, certifications, and academic qualifications.
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Employers desire candidates with up-to-date knowledge, and professional certifications that display an individual’s mastery of a particular technology or practice. The classical economists believe in the existence of full employment in the economy. The economists believe that full employment was a normal situation, and any deviation is regarded as something abnormal. There is a tendency of the economic system to automatically provide full employment in the labor market when the demand and supply of labor are equal. Notably, company employees put in long hours of study to achieve the highest level of professional standards or technical knowledge. On the other hand, professional certifications provide increased options to an individual’s career. However, professional certifications are not a requirement in the corporate setting, however employees who attain them add/offer value to the organization.
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Literature Review: Review of Literature
Cognitive Development: Empirical research shows that a relationship exists between professional certification, development, and monetary value.
Capital: Employee success: There is a connection between professional certification and employee success in terms of career development.
Output: Employee performance: Professional certifications leads to improved employee performance.
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The focus on the technical knowledge as part of the production function is a mechanism that influences employee success, employee performance, and cognitive development.
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Problem Statement
It is not known how corporate leaders describe the influence of professional certifications to advance the output, capital stock, and technical knowledge of their employees
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Problem Statement Formula - Exemplar
What is Known:
It is known that certain corporations value the use of professional certifications as an advancement of the output, capital stock, and technical knowledge of their employees
What is NOT Known:
It is not known how corporate leaders describe the use of professional certifications to advance the output, capital stock, and technical knowledge of their employees
Societal/Professional Need:
What needs to be known is how corporate leaders describe the influence of professional certifications to advance the output, capital stock, and technical knowledge of their employees
Argument:
While professional certifications are not a requirement in the corporate setting, they provide an extra credit to those who have them. Candidates put in long hours of study, to achieve the highest level of professional standards. Professional certifications can open many doors throughout an individual’s career, especially when one is searching for the next challenge. Recruiters and hiring managers tend to look at the Certifications section of a resume before anything else. Employers desire candidates with up-to-date knowledge, and professional certifications that displays to them a person’s mastery of a particular technology or practice.
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Research Questions and Phenomenon
Phenomenon: Employers and corporate leaders describe the influence of employees who have obtained a formal degree, industry certifications, and skills or experience in their chosen field or industry.
RQ 1: How do corporate leaders describe the influence of professional certifications to improve the output of their employees
RQ 2: How do corporate leaders describe the influence of professional certifications to improve capital stock their employees
RQ 3: How do corporate leaders describe the influence of professional certifications to improve the technical knowledge of their employees
According to corporation leaders, how do employees with a high sense of self-efficacy perform when given tasks?
What would influence a highly self-efficient and professionally certified employee to hinder the growth of a firm's output and stock capital?
How do employees and corporate leaders describe the impact self-efficacy has on the growth of the collective technical knowledge in the firm's work pool?
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The research question addresses the topic by seeking to unveil the importance of professional certification to an organization’s profitability.
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Methodology Justification
Qualitative
Archival Documentation Analysis
Stewart and Cash (2017), define qualitative research as one that collects qualitative data, such as perceptions, observations, beliefs using techniques such as oral interviews.
Nelson and Evans (2014), mention that some of the ways of qualitative data collection approaches include, focus group discussions, descriptive interviews, and observation research.
Justification for qualitative:
This process will be completed with small sample size. Qualitative research focuses on the "why" and “how” and depends on the direct experiences and based on this fact this qualitative method is justified.
Quantitative
Apuke (2017), defines quantitative research as the determination to collect quantitative data, such as figures and numerals, which are analyzed using quantitative statistical approaches.
Sukamoulson (2017), defines quantitative research as one that entails manipulation of observations for the aim of describing the phenomena reflected by observational approach.
Justification against quantitative:
Requires large sample size - Quantitative methodology allows researchers to make predictions using hypotheses
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The qualitative approach use methods, such as descriptive interviews, focus groups discussions, collecting information from social media users, and engaging in archival documentation.
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Design
| Design | Definition | Justification (use /not use) |
| Qualitative Descriptive | A qualitative descriptive design is used when a simple explanation is required that concentrates on the specifics of what, when, and why of an activity or circumstance. place, The analysis is descriptive in nature. It entails extensive description of the phenomena (Lambert & Lambert, 2012). The analysis will include summarization of participant perceptions regarding study questions. | Use The design should be used, because answering the research question will focus on why and how, which are the unique elements characterizing qualitative design. |
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Qualitative descriptive is an empirical method of investigation aiming to describe the informant's perception and experience of the world, and its phenomena. This method is appropriate in the study, because the researcher will reflect and explore responses from the participants.
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Design – Cont’d
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| Design | Definition | Justification (use /not use) |
| Phenomenological | Using phenomenology as a methodology, qualitative approach relies on the similarities among people who share similar experiences. Individuals who obtain an initial understanding of an incident, circumstance, or perspective are often interviewed. The uniqueness of phenomenology is the lived experience, which would differ from participant to participant (Qutoshi, 2018). | Not use. Whereas the participants may have the experience with the phenomena, their perceptions may be different, hence making phenomenological design inappropriate. Because not looking at lived experiences over time will not use this design |
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Phenomenology produces a close examination of the phenomena under-study to explore the complex world of lived experiences from the actors (those who live the experience).
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Design – Cont’d
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| Design | Definition | Justification (use /not use) |
| Grounded Theory Case Study | Grounded theory is a technique that sociologists have used extensively, although not entirely, in descriptive study (Chun Tie et al.,(2019). Data focuses on the experiences, and the perceptions of the participants. Chun et al., (2019), describes grounded theory as a qualitative approach that aims at discovering or constructing theory from systematically obtained data, and analyzed using comparative analysis. Case Study is an in-depth investigation of a group or community by considering the history, development, and other aspects (Karji et al., 2019). It is an exploration of a time, and space-bound phenomenon. According to Quiceno et al. (2019), a case study is mostly used in the social scientists. Research into the origins of fundamental principles is done through case studies, which are in-depth investigations of a particular person, organization, or event. | Not use It should not be used in the study because the focus is not developing a theory from the participants’ experiences. Not Use Case study design may be used when studying the past organizational performance by considering the organization’s choice of technical knowledge, which is a factor in the production output. |
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Purpose Statement
The purpose of this qualitative descriptive study is to explore how corporate leaders describe the influence of professional certifications to advance the output, capital stock, and technical knowledge of their employees
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Population, Target Population, and Sample
| Population | Target | Sample |
| The target population of the treatment is the set of people in whom research will be conducted and findings drawn (Dahabreh & Hernán, 2019). Corporate managers and staff supervisors in different industries across the US | The corporate manager is engaged in a managerial position of an organization. Staff supervisor manages a group of employees, he or she monitors and evaluates their performance based on organizational standards in Texas. | The study sampled 50 participants who fit the definition of corporate management professionals. |
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Instrumentation and Data Sources
| Questionnaire | Semi-structured interview | Focus Groups |
| Requires informed consent from the participant Questions developed by using a variation of questions from previous studies Clarifications for participants may be done The data source will answer the research questions The questionnaires will comprise of both closed and open-ended questions. 40-plus participants | Requires informed consent from participants Data will be recorded using an Echo Livescribe pen Interviews will last about 60-90 minutes – 10-12 questions The data will be transcribed using MyScribe The data source will answer the research questions | Social Media Platforms Email Campaigns Surveys Interviews Focus group discussions with industry groups in corporate environments, higher academic institutions, and community and vocational colleges |
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Data Collection Steps: Slide 1 Required permissions
Required permissions/approvals (prior to data collection)
Consult HR of sampled company to access the participants.
Results of the field tests for qualitative studies - required
Results of the expert panel review for qualitative instruments, such as interviews and questionnaires
GCU Chair and Committee Approvals - required
AQR Approval - required
IRB Approval - required
Consent form from individual participants - required
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Data Collection Steps: Slide 2 Sampling Strategy and Sample Selection
| Convenient sampling | Random sampling | |
| Sampling Strategy Description | Convenient sampling – Choose participants based on their availability to respond to the research questions | Simple random sampling is used to select participants who will fill the questionnaires. Use purposive sampling to select the interviewees. |
| Sampling Steps | Identify organizations in Northern United States Identify organizations that hire only academically qualified employees Send emails to the targeted corporate managers and staff supervisors of the organizations obtained from the HR department. | Identify organizations in Northern United States Identify organizations that only hire certified employees Identify organizations that hire only academically qualified employees Randomly select them from the list |
| Sampling Selection Criteria | Available and willing to participate in the study | Once selected |
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Data Collection Steps: Slide 3 Collecting the Data
Step 1: Identify the target population and sample the participants who are corporate managers, and staff supervisors.
Step 2: Inform leaders based on the intention of the study, and obtain informed consent
Step 3: Conduct one-on-one verbal interviews
Step 4: Administer follow-up questionnaires
Step 5: Collection of questionnaires and recorded interviews
Step 6: Questionnaire first; first page is the informed consent. Then participants go to questionnaire, last question on questionnaire asks if they want to participate in an interview. If participants say yes, they will provide contact information and interviewer will contact them for the interview. Prior to interview sign consent form
Step 7: Conduct participant interview transcript reviews (ITR)
Step 8: Produce final transcripts for data analysis
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Data Collection Steps: Slide 4 Data Management and Storage
Where will you store the data? – The data will be stored on secured file systems and platforms.
How long will you store the data? – 3 years for a dissertation and 10 years for articles.
How will you protect the data? Data protection is provided through non-accessible control settings
How will you destroy the data? Participant questionnaires will be shredded, and recorded interviews/statements will be deleted from digital recording platforms
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Data Analysis Steps: Slide 1
Data Source #1-Interview – Analysis Strategy
Thematic Analysis
Braun and Clarke - Six-phase approach to thematic analysis
Phase 1: Familiarizing yourself with the data
Phase 2: Generating initial codes
Phase 3: Searching for themes
Phase 4: Reviewing potential themes
Phase 5: Defining and naming themes
Phase 6: Producing the report
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Feasibility - Slide 1
Resources for study:
Sample of oral interviews from previous research
Questionnaires from previous exercises, this process enriches the development of the research question
Audio recording
Observation Worksheets
Ethical Concerns:
Confidentiality of collected information
Informed consent before continuing with the study
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Feasibility – Slide 2
Feasibility Concerns:
Time constraints to the study are possible
The study is feasible, because it will yield new information
Findings are beneficial to professional employees and Corporations
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Study Alignment with Program
The study aligns with the program of study: Doctorate of Business Administration with an emphasis on Finance.
The research study is a contribution based on professional certifications influence to an organization’s profitability.
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Next Steps
Organize and schedule meetings/appointments with business professionals and industry experts familiar with expected challenges when addressing the topic
Begin research process, and literature review to understand the available information concerning the topic of choice
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The next steps will involve connecting with experts on the topic and familiarizing with expected challenges when addressing the topic. Then, conducting the literature review to understand the available information concerning the topic of choice.
List of References
Apuke, O. D. (2017). Quantitative Research Methods: A Synopsis Approach. Kuwait Chapter of Arabian Journal of Business and Management Review, 6(11), pp. 40-47. Doi: 10.12816/0040336
Benson, P. (2018). Narrative analysis. In The Palgrave handbook of applied linguistics research methodology (pp. 595-613). Palgrave Macmillan, London.
Chun Tie, Y., Birks, M., & Francis, K. (2019). Grounded theory research: A design framework for novice researchers. SAGE open medicine, 7, 2050312118822927.
Collins, M. (2021). Ensuring a More Equitable Future: Addressing Skills Gaps through Multiple, Nuanced Solutions. Postsecondary Value Commission.
Chun Tie, Y., Birks, M. & Francis, K. (2019). Grounded theory research: A design framework for novice researchers. SAGE open medicine, 7, 2050312118822927
Jim, M. & Ahmed, E (2020). Skills, certifications or degrees: What companies demand for entry-level cyber-security jobs. Information Systems Education Journal, 18(1), pp. 22- 29
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List of References
Dahabreth, I. J. & Hernan, M. A. (2019). Extending inferences from a randomized trial to a target population. European journal of epidemiology, 34(8), 719-722.
Karji, A., Woldesenbet, A., Khanzadi, M., & Tafazzoli, M. (2019). Assessment of social sustainability indicators in mass housing construction: a case study of Mehr housing project. Sustainable Cities and Society, 50, 101697.
Lambert, V. & Lambert, C. (2012). Editorial: Qualitative descriptive research: An acceptable design. Pacific Rim. International Journal of Nursing Research, 1(1), pp. 1-5
Linda, M. & Nurnida, I. (2019). The effect of training on employee’s performance. Journal Sektretaries & Administrasi Bisnis, 2(2), pp. 52-55. Doi: 10.31104/jsab.v2i2.49
Lisa, E., Katarina, H. & Newman, D. (2019). Comparison between employers’ and students’ expectations in respect of employability skills of university graduates. International Journal of Work-integrated Learning, 20(1), pp. 71-82.
Nelson, G. & Evans, S. D. (2014). Critical Community Psychology and Qualitative Research: A Conversation. Qualitative Inquiry, 20(2), pp. 158-166. Doi:10.1177/1077800413510873
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List of References
Pang, E., Wong, M., Leung, C. H. & Coombes, J. (2019). Competencies for fresh graduates’ success at work: Perspectives of employers. Industry and Higher Education, 33(1), pp. 55-65. DOI:10.1177/095042221879233
Sanjeev, R. & Santhi, J. (2019). Investigating employee’s tenure and performance among middle managers: The moderating role of psychological empowerment. International Journal of Academic Research in Business $ Social Sciences, 9(6), pp. 548-559. Doi:10.6007/IJARBSS/v9-i6/5971
Stewart, C. J. & Cash, W. B., Jr. (2017). Interviewing principles and practices. 15th edition. New York: McGraw Hill Education
Sukamolson, S. (2007). Fundamentals of quantitative research. Language Institute Chulalongkorn University, 1(3), pp. 1-20.
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List of References
Quiceno, G., Álvarez, C., Ávila, R., Fernández, Ó., Franco, C. J., Kunc, M., & Dyner, I. (2019). Scenario analysis for strategy design: A case study of the Colombian electricity industry. Energy Strategy Reviews, 23, 57-68.
Umit, A., Esra, A., Kultigin, A., Serhat, E. (2012). Relationships between career motivation, affective commitment and job satisfaction, Procedia - Social and Behavioral Sciences(58) 355 – 362.
Wierschem, D., & Mediavilla, F. A. M. (2018). Entry level technology positions: No degree required. Journal of Information Systems Education, 29(4), 253-268.
Wierschem, D. & Méndez Mediavilla, F. A. (2018). Entry Level Technology Positions: No Degree Required. Journal of Information Systems Education, 29(4), pp. 253-268
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