Methodology
Research Type and Methods
The research applies qualitative case study to investigate the impacts of organizational structure on the attitudes and behaviors of employees. This type of research allows complex examination of the contextual phenomena to develop theories and assess organizational programs (Jones & Forshaw, 2012). This method will allow the application of variable data to explore the structure of organizations. Such a multidimensional perspective of examining the variables improves the certainty of outcomes and boosts the research confidence and validity depending on the case used (Remenyi, 2012). In this case, the study approach will enhance the development of a decisive revelation and understanding of the underlying factors influencing employee attitude and behaviors within an organization as postulated by Wagner and Hollenbeck (2015). These cases will be retrieved from the interviews where participants are expected to offer varying reaction to questions in order to offer opinions and reveal case set up.
Data Collection
Data collection will be performed while basing on 10 interview questions that target to inquire the organizational setup of the subject company. The interviews will be conducted face-to-face with the stakeholders inclusive of the employees and managers. The selection of interviewees will be a random process in order to enhance the validity and reliability of the outcomes within the subject company. The proposed company for this investigation can be a telecommunication company. In order to measure the effects of organizational structure on employee’s commitment and attitude, the research activity can evaluate company reports and information as Trewhitt (2000) recommends. The main target data will incorporate company’s approval policies, decision-making groups, authority distribution across the organization, administration involved in daily jobs, working hours, demographics of employees, level of support from management and other aspects (Sangeetha, 2007).
Interview Protocol
Organizational consent is the first prudent aspect to start with when conducting the assessment within their premise (Kortmann, 2012). The process of data collection through interviews will commence by drafting the interview questions and consent forms. These consent forms will seek the approvals of respondent through independent decisions. The forms will also restate and reassure the respondents about the confidentiality of their interviews.
Sampling
The target population of this research is essentially vast, and hence, it would be completely impossible to interview all (Bolger & Laurenceau, 2013). As such, sampling will be necessary to ensure that time and cost of the research are manageable. In this regard, therefore, sampling will be conducted using a method known as the random-purposive sampling. This method is a combination of two techniques including randomization and purposefulness. It is based on the premises that the sample must be deemed to have relevant information about the knowledge required. Besides having such relevant information, the sample should also be random to prevent biasness (Nafei, 2015). The combination of these two techniques helps to ensure credibility and reliability of the research. Regarding the procedure, letters of consent will be sent to employees in order to inquire about whether they would participate in the research. Once they agree, they will be provided with a form of informed consent. This undertaking will ensure the protection of participants as a crucial part of research ethics. On the other hand, the data collection from the reports and company information will be performed by downloading annual reports since 2010 and skimming through the firm’s official website.
Interviews Procedures and Data Analysis
After replies have been made to the consent form, the respondents are given a venue and time of the interview, or they propose their suitable appointments (Wiley, 2010). Positive feedbacks from the randomly contacted population will be evaluated in order to set the interviews. All the comments from the respondents will be documented by writing and recording voice audios for reference during the analysis. The data collected from the sample population will be analyzed via qualitative descriptive analysis while testing the impacts of organizational structure on the attitude and commitment of employees.
References
Bolger, N., & Laurenceau, J. (2013). Intensive longitudinal methods: An introduction to diary and experience sampling research. New York, NY: Guilford Press.
Jones, S., & Forshaw, M. (2012). Research methods in psychology. Harlow, England: Prentice Hall.
Kortmann, S. (2012). The relationship between organizational structure and organizational ambidexterity: A comparison between manufacturing and service firms. Wiesbaden: Springer Gabler.
Nafei, W. (2015). The Effects of Psychological Capital on Employee Attitudes and Employee Performance: A Study on Teaching Hospitals in Egypt. IJBM International Journal of Business and Management, 10(3), 21-45. doi:10.5539/ijbm.v10n3p249
Remenyi, D. (2012). Case study research. Reading, UK: Academic Publishing International.
Sangeetha, K. (2007). Employee commitment: An introduction. Hyderabad, India: Icfai University Press.
Trewhitt, L. (2000). Employee buyouts and employee involvement: A case study investigation of employee attitudes. Industrial Relations Journal Industrial Relations J, 31(5), 437-453. doi:10.1111/1468-2338.00175
Wagner, J. A., & Hollenbeck, J. R. (2015). Organizational behavior: Securing competitive advantage. New York: Routledge, Taylor & Francis Group.
Wiley, J. (2010). Strategic employee surveys. San Francisco, CA: Jossey-Bass.
