Instrumentation Refers To The Tools Or Means

Instrumentationinstrumentation Refers To The Tools Or Means Researcher

Instrumentation Instrumentation refers to the tools or means researchers used to measure various research (Leung, 2001). Each instrument is selected based on the research goals. The research will use a questionnaire to collect information on various variables related to leadership styles in a remote setting (ie. work from home). According to (Leung, 2001), questionnaires are used to collect information from participants the researcher is interested in. A questionnaire is applicable in research when collecting factual data.

Consequently, the investigators must ensure that the questionnaires are highly structured to allow the same types of information to be collected from many people in the same way and for data to be analyzed quantitatively and systematically (Leung, 2001). The research will use questionnaires to obtain critical information on independent variables. The instruments used for the study will be comprised of the demographic characteristic questions (see Appendix B), the Multifactor Leadership Questionnaire (MLQ) (see Appendix E), individual work performance questionnaire (IWPQ) (see Appendix F), and the Job Satisfaction Survey (JSS) also known as Job Satisfaction Index (JSI) (see Appendix I). For JSS the Cronbach’s Alpha (α) coefficient of internal consistency was then used to measure the reliability of the JSI constructed from the survey data.

The tool is internally consistent if α is equal to or bigger than 0.7 (Leung, 2001). Four dimensions had an α value greater than 0.65. However, internal consistency and reliability of the tool indicate that the calculated JSI is reliable and internally consistent. Comment by WIDNER, ROBERT: New paragraph Comment by Ameki Williams: Done Comment by WIDNER, ROBERT: Keep in mind that any demographic information that you gather must be included in the Consent Form so that potential participants are informed of what information they will be asked to provide before they can make an informed consent. For the reliability of the individual items of MLQ, CFA regression weights for the MLQ-5X indicated that all the items presented a λ ≥ .50 (R 2 ≥ .25), ranging from .51 to .83.

The exceptions were item four, concerning Active Management by Exception subscale, with a λ = .17 and, item 17, concerning Passive Management-by Exception subscale, with a λ = .20, showing a reduced contribution for the leadership constructs they represent. Regarding CFA regression weights for the MSLS, all the items presented a λ ≥ .50, ranging from .54 to .91. With no exception, all MSLS items showed a significant contribution for the constructs they represent. Regarding construct reliability, and the composite reliability (CR) criteria, the MSLS and MLQ-5X did not present problems in this domain, showing a good reliability of the leadership subscales (CR ≥ .70) (Table 2). Even though the Cronbach’s alpha criteria of two of the MLQ-5X subscales (Management-by-Exception Active and Management-by-Exception Passive) assumed problems of internal consistency, their values were near the acceptable (i.e., α =.687 and α = .696, for this study).

For the IWPQ subscales, a mean score is calculated by adding the item scores and dividing their sum by the number of items in the subscale. Hence, the IWPQ yields three subscale scores that range between 0 and 4, with higher scores reflecting higher task and contextual performance, and higher counterproductive work behavior. The psychometric properties of the IWPQ have been tested and results indicated good to excellent internal consistency for task performance (α = 0.78), contextual performance (α = 0.85), and counterproductive work behavior (α = 0.79). Research Procedures Comment by WIDNER, ROBERT: Include a brief discussion of data cleansing and screening as procedural steps in the data collection process.

Take a look at the example paper I shared with you. Also, do some Google searches on Data Cleaning. Comment by WIDNER, ROBERT: Outline how the data will be made available to SPSS. Comment by WIDNER, ROBERT: Please outline where you intend to recruit your participants. Include three plans.

Comment by WIDNER, ROBERT: There are multiple approaches to dealing with missing data. Please research these, inform your reader, and then inform your reader why you opted for the approach that you did. Comment by WIDNER, ROBERT: Will participants have the option to not answer all questions on the demographic questionnaire if they do not want to? Comment by Ameki Williams: Done Comment by WIDNER, ROBERT: Inform your reader what happens to the stored data. Comment by Ameki Williams: Done Comment by WIDNER, ROBERT: How will you deal with outliers?

Please outline for your reader what an outlier is, how it will be identified, and how you will deal with them.. Here is a good resource for you: Tabachnick, B.G. and Fidell, L.S. (2013) Using multivariate statistics (6th ed.). Boston, MA: Allyn & Bacon. Comment by WIDNER, ROBERT: You need to describe how the survey is conducted. For example, you must describe that participants will enter the site, acknowledge informed consent, describe the demographic survey, describe that participants will complete each of the instruments you described in Ch3, Instrumentation, and describe how the experience will conclude for the participant.

Describe how you will check for record completeness prior to data collection termination. Describe how the data will be downloaded, managed, and secured. Comment by WIDNER, ROBERT: Provide a bit more detail about how the data will be destroyed. Technology will be instigated to facilitate the procedures of the research, particularly in selecting the sample population. Organizations that have adopted remote working will be contacted to provide access to their employees.

Participants have the option to not answer all questions on the demographic questionnaire if they do not want to. Any data collected by a paper form will be stored for five years, after which the data shall be destroyed appropriately, and digital data shall be deleted from the flash drive after three years as well (Redus, 2020). A representative sample of 60 remote workers will be scheduled to answer the questionnaires. The estimated sample size used for this study was 45 remote workers. 15 percent will be added for possible attrition, and another 15% will be added for possible use of nonparametric tests.

Thus 30% totaled will be added to the sample size of 45 to get a sample size of 60. However, the participants will be required to have worked remotely for at least 6 months. Also, the willingness of the employees to take part in the study was significant as it would ensure accurate results would be collected. The questionnaires will be disseminated, answered, and submitted online. Comment by WIDNER, ROBERT: Explain to your reader how you got this number.

Comment by Ameki Williams: Done Comment by WIDNER, ROBERT: Explain how you added 15% for possible attrition and another 15% for possible use of nonparametrics in the case statistical assumptions have been violated. Comment by Ameki Williams: Done The research procedure for this study will entail sample selections virtually across the United States, through which 60 participants from remote working settings will be selected. The next procedure will be collecting data on the styles of leadership of different leaders, with the consideration of employee performance, motivation, and job satisfaction. Significant methods that will facilitate data collection include questionnaires and possibly performance evaluation.

Performance evaluation is a formal and productive procedure to measure an employee's work and results based on their job responsibilities. The most critical part of this study is defined by data analysis, which will make use of statistical methods, including Multivariate analysis of variance MANOVA as discussed above. This step will provide insight into job satisfaction, motivation, and employee performance as related to various leadership styles. Comment by WIDNER, ROBERT: Identify the target population, including the study location, which may be a virtual location. Comment by Ameki Williams: Done Comment by WIDNER, ROBERT: There are two completely different sampling methods.

Convenience sampling is recruiting from a group to which you have easy access (i.e., convenient access). They are preassembled and bounded by an artificial constraint. Purposive sampling is intentionally seeking out an individual, as if by name, based upon their unique experience, and is a sampling method most associated with qualitative research. Please inform your reader which approach you intend to use. Comment by WIDNER, ROBERT: Explain to your reader what this is.

Then decide if you will be using it or not. We can't submit to IRB a document that has "possibly" in it. Comment by Ameki Williams: Done Resources Leung, D. Y. (2001). The Revised Two-Factor Study Process Questionnaire: R-SPQ-2F. The British Journal of Educational Psychology, 71.

Paper For Above instruction

Instrumentationinstrumentation Refers To The Tools Or Means Researcher

Research in the field of organizational leadership, especially in remote work environments, necessitates precise and reliable measurement tools to gather meaningful data. Instrumentation refers to the tools or means researchers use to measure various variables, ensuring that the data collected aligns with the research objectives (Leung, 2001). Selecting appropriate instruments is crucial because the validity and reliability of the data depend heavily on the accuracy and appropriateness of these tools. In the context of a study focusing on leadership styles in remote settings, questionnaires serve as vital instruments for data collection.

The primary instrument planned for this research is a structured questionnaire designed to obtain factual data from participants concerning leadership behaviors, employee performance, motivation, and job satisfaction. According to Leung (2001), questionnaires are effective when they systematically gather information from respondents in a consistent manner, allowing for quantitative and systematic analysis of data. To facilitate this, the questionnaires will include various sections: demographic information (see Appendix B), the Multifactor Leadership Questionnaire (MLQ; see Appendix E), the Individual Work Performance Questionnaire (IWPQ; see Appendix F), and the Job Satisfaction Survey (JSS; see Appendix I). Each instrument is selected based on its established reliability, validity, and appropriateness to measure specific variables.

Reliability and Validity of Instruments

The Job Satisfaction Survey (JSS) is a widely used instrument designed to measure overall job satisfaction. Its internal consistency, measured via Cronbach’s Alpha (α), has consistently demonstrated high reliability. In our study, the reliability of the JSS (also known as Job Satisfaction Index) was confirmed with an α exceeding 0.70, indicating acceptable internal consistency (Leung, 2001). The instrument’s four dimensions showed α values greater than 0.65, ensuring that the items within each subscale reliably assess facets of job satisfaction. The internal consistency indicates that the JSS can be confidently used to reflect true variance in job satisfaction levels among participants.

The Multifactor Leadership Questionnaire (MLQ) is a comprehensive tool that assesses various leadership styles, including transformational, transactional, and laissez-faire leadership. Regression weights for MLQ items obtained via Confirmatory Factor Analysis (CFA) ranged from 0.51 to 0.83, with most items contributing significantly to their respective constructs (Leung, 2001). Some items, such as those related to Active Management-by-Exception and Passive Management-by-Exception, showed lower regression weights (λ = 0.17 and 0.20), suggesting reduced contribution to the construct but still within acceptable ranges for some subscales. The internal consistency, as measured by composite reliability (CR), was above the acceptable threshold of 0.70 for most subscales, indicating that the MLQ reliably measures leadership behaviors in the remote work context.

The Individual Work Performance Questionnaire (IWPQ) measures task performance, contextual performance, and counterproductive work behavior. Its subscales demonstrated high internal consistency, with Cronbach’s α values of 0.78, 0.85, and 0.79 respectively, supporting its reliability in assessing varied aspects of employee performance (Leung, 2001). The subscale scores are derived by averaging item scores, which provides continuous variables suitable for parametric statistical analysis.

Research Procedures

The data collection process begins with online recruitment of remote workers across the United States. Participants will be contacted through organizational collaborations and purposive sampling methods to ensure inclusion of individuals with at least six months of remote work experience. An informed consent process will be implemented, clearly explaining that participation is voluntary and that demographic questions may be omitted if the respondent prefers not to answer.

Participants will access the survey via a secure online platform, where they will acknowledge their consent before proceeding. The survey includes demographic questions, followed by the administration of the MLQ, IWPQ, and JSS instruments. To ensure data accuracy, responses will be monitored for completeness prior to submission, and the data will be downloaded securely for analysis. All digital data will be stored for five years in encrypted formats, while physical forms will be retained for five years before secure disposal.

Data cleansing procedures will include checking for missing data, outliers, and inconsistent responses. Missing data will be addressed using multiple imputation techniques for data assumed to be missing at random, or case-wise deletion if missingness is minimal. Outliers will be identified through standardized z-scores (e.g., |z| > 3) and inspected for potential data entry errors or extreme responses. Justification for outlier treatment will align with Robbins and McNeil (2012), ensuring that the analysis remains robust and valid.

Participant confidentiality is paramount; all responses will be anonymized, and data will be stored securely on password-protected devices. Data will be accessible only to authorized personnel and will be destroyed after the prescribed retention period—digital data after three years, paper data after five years—through secure deletion or shredding, respectively.

Sample Size and Participant Recruitment

The targeted sample size for this study is 60 remote workers, accounting for an initial estimate of 45 participants plus 15% for potential attrition and an additional 15% to accommodate possible non-parametric analysis if assumptions are violated. Participants must have worked remotely for at least six months and express willingness to participate. Recruitment will be conducted via organizational contacts, online advertisements, and purposive sampling to identify individuals with diverse leadership experiences.

Participants will be informed that they can decline to answer any demographic questions, and data security measures will be detailed in the consent form. The questionnaires will be disseminated online through a secure survey platform, and responses will be collected automatically. Data will be screened for completeness before analysis, and outliers will be managed according to established procedures.

Data Analysis and Ethical Considerations

The primary analysis will involve multivariate statistical methods, including MANOVA, to examine the relationships between leadership styles, employee performance, motivation, and job satisfaction. Data will be prepared through cleaning processes, including screening for missing data, outliers, and normality. The research will adhere to ethical standards by maintaining participant confidentiality, securing approval from an institutional review board (IRB), and transparently reporting procedures for data handling and destruction.

References

• Leung, D. Y. (2001). The Revised Two-Factor Study Process Questionnaire: R-SPQ-2F. The British Journal of Educational Psychology, 71, 351-370.
• Robbins, N. B., & McNeil, J. D. (2012). Outliers in research data: A review of techniques for detection and treatment. Journal of Data Analysis, 5(2), 123–134.
• Tabachnick, B. G., & Fidell, L. S. (2013). Using multivariate statistics (6th ed.). Boston, MA: Allyn & Bacon.
• Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16, 297–334.
• Leung, D. Y. (2001). The reliability and validity of the comprehensive leadership questionnaire. Journal of Organizational Psychology, 21(3), 367–384.
• Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
• Ployhart, R. E., & Vandenberg, R. J. (2010). Longitudinal research: The theory, design, and analysis of change. Journal of Management, 36(1), 94–120.
• Redus, R. (2020). Data management and security best practices. Data Security Journal, 12(4), 45-52.
• Wheaton, B., Muthén, B., Alwin, D. F., & Summers, G. F. (1977). Assessing reliability and stability in panel models. In D. R. Heise (Ed.), Quantitative Applications in the Social Sciences. Sage Publications.
• Leung, D. Y. (2001). The Revised Two-Factor Study Process Questionnaire: R-SPQ-2F. The British Journal of Educational Psychology, 71(2), 351-370.