Formulate a Strategy for Data Collection (4-5 pages)

Merits of Qualitative Approach

BUS-7380 Qualitative Business Research Design and Methodology

Week 2

Amenia Payne

Dr. Lawrence Ness

May 24, 2020

Merits of Qualitative Approach

Qualitative research refers to research conducted on a target population to obtain in-depth data about their perspectives, experiences, emotions, attitudes and behaviors in regard to a particular topic or problem. The value of qualitative research is that it provides a voice to the experiences lived while allowing the researchers to gain a deeper understanding and insight of individual unique experiences. Also, a qualitative approach is valuable in business research because it provides evidence based information that leads to concrete conclusions or solutions to the problem under study, (Rahman, 2017). It encompasses valuable sets of methodological tools that are used in data collection, analysis and interpretation of data.

Qualitative approach will help analyze human resource management systems rather than the HRM practices where data will be collected to understand its impact on productivity of organization and employee turnover rates. Qualitative research will provide an opportunity to gain in-depth information as to why there are increased turnover rates in organizations. In addition, data collection techniques such as interviews, focus groups and observations will help develop robust solutions to the issue of HRM and employee turnover because the researcher will have direct contact with participants where their opinions and thoughts about HR practices will be obtained. Qualitative research develops insights that can later be applied to further improve HR management practices and systems. In this case, qualitative research provides thorough and appropriate analysis hence easier interpretation of complex issues that a researcher may encounter. The value of qualitative data is immense because interpretation of quantitative data depends on qualitative judgement, (Hammarberg, et.al, 2016). Moreover, numbers cannot be understood independently without stating the assumptions that underlie statistical data.

Mixed Method

In this study, there is a potential to employ a mixed methods approach. Both qualitative and quantitative research can be integrated in the business research problem; qualitative research will assess the target population’s feelings, experiences and attitudes towards the topic which will lead to development of significant solutions or improve HR practices, (Hammarberg, et.al, 2016). Quantitative data will collect statistical data about the productivity and performance of companies in relation to employee turnover. The statistics provides an overview of the risks organizations experience as a result of turnover which leads to prospects about the future outcomes. Quantitative approach will reveal the percentage of the population and productivity in a particular period of time. The study will deploy qualitative research as the primary research design and quantitative approach will compliment subjective information.

Degree paths provide students with a proper timing and pacing of major requirements that are to be met so as to accomplish your course. First, qualitative research means that I have to collect numerous data which needs to be analysed to achieve solid solutions to the business research problem. Therefore, it means that it will take more time to synthesize data; qualitative research involves generation of large amounts of data even though it integrates a small sample size, (Sutton & Austin, 2015). An experienced researcher will take up to 8 hours to transcribe an interview recording which will translate to a written document of 20-30 pages. Based on the time I am still left with in college, I believe that qualitative research and quantitative approach can both be deployed to increase the scope of the issue. The type of research approach to be used depends on the time allocated to finish academic research.

Worldview is a set of beliefs that guide action which informs a researcher about the nature of the research. Worldviews are shaped by past experiences of research, the beliefs of the research advisor and discipline area of students. The types of beliefs that individual researchers hold lead to either embracing a qualitative or quantitative approach or a mixed research approach. My personal worldview is pragmatic; pragmatism tends to arise from the consequences, situations and actions of an issue and puts emphasis on what might work and general solutions to the problem. Research problem is given priority more than the method of study and the researcher goes out of his way to use all the possible approaches to understand the problem. Pragmatic worldview will have a positive impact on the research because I have the freedom to choose which method of research will be integrated, (Creswell, 2014). In this case, I can integrate both qualitative and quantitative approaches and at the same time make a qualitative approach as the primary method of research. This worldview will also open doors for different assumptions, and multiple methods of data collection and analysis.

Framework

The conceptual framework that can be deployed to understand the human personality as it relates to employee turnover and retention which is linked to HR practices and systems used in organizations. The Big-Five Personality Framework will help analyze human personality and its relationship with turnover rates and job satisfaction. The study will focus on the human personality differences that contribute to turnover intention using the “five factor model; openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism,” (Milovanovic, 2017). Neurotic individuals tend to have negative emotions which generate negative behaviors at the workplace hence a positive correlation with employee turnover, (Sumbal, 2018). Individuals who are highly extraverted tend to possess positive emotions that lead to positive social interactions and active participation which can promote retention, (Jeswani & Dave, 2012). HR practices have an impact on employee turnover intention and this conceptual framework will lead to improved practice and policies of the HR.

References