Sample Quantitative Research Proposal
Background of the Study
Employees exert significant time and effort participating in work-related activities, which
makes demands on their personal, financial, and social interactions. Studies have shown that
achieving a positive view of quality of work life (“QWL”) is closely connected to leadership
(cite). The concept of QWL reflects an employee’s view of their work environment and
experience as meeting their professional needs and goals (Walker, 2015). While studies have
explored QWL, to develop a thematic awareness of its constructs, few studies of a quantitative
nature have sought to examine the relationship it may hold to other organizational elements
(Anderson, 2015; Dixon 2014; Rhee, 2015).
While studies have indicated a significant relationship exists between leadership and
organizational commitment, based on employees’ views (Peletier, 2014; Stokes, 2013), the
connection to QWL remains somewhat imprecise. Various constructs of QWL, such as task
control, job security, supervisor support, and job satisfaction, have been connected to
organizational commitment (Gabriel, 2014), as have various constructs of leadership style
(Greene, 2015). Examining the entire spectrum of factors comprising QWL as potentially related
to employees’ organizational commitment and preferred leadership presents an opportunity to, as
recommended by Dixon (2015).
Statement of the Problem
The general problem is some employees lack an ability to obtain a positive view of
quality of work (“QWL”) (Grimes, 2015). The specific problem is organizational leaders lack
knowledge of the relationship between the independent variables of employees’ organizational
commitment, employees’ preferred leadership style and the dependent variable of employees’
quality of work life (Dixon, 2015). Research of these relationship is valuable (Rhee, 2015) and
will add to the existing body of knowledge in human resource management.
Purpose Statement
The purpose of this envisioned quantitative correlational study is to examine the
independent variables of employees’ organizational commitment, employees’ preferred
leadership style, and the dependent variable of employees’ quality of work life. The Peletier
(2015) Commitment Scale will measure the independent variable of employees’ organizational
commitment. The Grime (2014) Leadership Preference Description Survey will measure the
independent variable of employees preferred leadership style. While the dependent variable will
be measured by the Blake (2014) QWL instrument. The population for the envisioned study,
which will be obtained through an online survey service, will be a random sampling of
employees across all industries throughout the United States.
Research Question
The research questions which will guide the envisioned study are:
1. What is the relationship between the independent variable of employees’ organizational
commitment and the dependent variable of employees’ quality of work life (“QWL”)?
2. What is the relationship between the independent variable of employees’ preferred
leadership style and the dependent variable of employees’ quality of work life (“QWL”)?
Ethical Considerations
To ensure the ethical treatment of all human subjects, as well as anonymity of
organizations, extensive review of all ethical procedures, requirements, and protections should be
undertaken (Grimes, 2013). To abide by these guides, the researcher provides procedures as
measures to ensure the highest degree of commitment to ethical principles in research. The
envisioned research will be conducted using an online survey site, wherein participants can login
anonymously. Because the survey seeks a random sampling of employees, the identity of
participants need never be known to the researcher. No record of the identity of those who
participate will be kept, except participants will agree to an informed consent document before
proceeding to answer a survey questions. Informed consent gives participants documentation
describing the study, as well as the data sought (Morgan, 2014). Individuals, who agree to
participate, will electronically confirm their voluntary participation. To protect further the
identity of both participants and any organizations for which they might work organization,
individual should not be asked about their specific employer, occupation, or industry (Grimes,
2013). Such inquiries will not be part of the envisioned study; therefore, site permission from
organizations is not necessary.
References
