Select The Population And Sample That Are The Focus Of The A

Select the population and sample that is the focus of the action research project

This action research project is focused on the increasing employee turnover rates that have been impacting organizations since 2009. The study aims to analyze the factors influencing employees' decisions to leave their jobs, especially after organizational acquisitions and mergers. It will involve selecting the appropriate population and sample, describing the research method, and developing an instrument for data collection.

The target population for this action research will consist of employees working in organizations experiencing high turnover rates, particularly within industries such as hospitality, which has reported a 50% annual turnover rate. The specific sample will include employees who have voluntarily left or considered leaving their jobs within these organizations over a defined period. This population is chosen because understanding their reasons and motivations is crucial to addressing the problem of increased turnover.

Research Method

The research method selected for this project combines both qualitative and quantitative approaches, known as a mixed-methods strategy. This approach is most appropriate because it allows for a comprehensive understanding of the complex factors contributing to employee turnover (Creswell & Plano Clark, 2017). Specifically, the qualitative component will explore in-depth reasons behind employees' decisions to leave, capturing perceptions, attitudes, and contextual factors through interviews and focus groups. Meanwhile, the quantitative component will gather measurable data through surveys and questionnaires, enabling statistical analysis of patterns and correlations among variables such as salary, job satisfaction, leadership quality, and organizational stability.

This combination provides a richer, more nuanced picture of the phenomenon, allowing the researcher to validate findings across methodologies (Tashakkori & Teddlie, 2010). The qualitative insights will guide the development of the quantitative instrument, ensuring that survey questions reflect real concerns and motivations expressed by employees. Conversely, quantitative data will identify trends and inform targeted interventions to reduce turnover.

Population, Sample, and Data Collection

The population comprises employees within organizations with documented high turnover rates, specifically in the hospitality industry, known for its high employee attrition. The sample will include approximately 30-50 employees who have recently left or are contemplating departure, selected via stratified random sampling to ensure diverse representation across departments, experience levels, and demographic backgrounds (Creswell, 2014).

Data will be collected through structured questionnaires distributed electronically and in person, depending on organizational constraints. The questionnaires will measure variables such as job satisfaction, perceived organizational support, remuneration satisfaction, leadership quality, and personal circumstances influencing employment decisions. Additionally, semi-structured interviews will be conducted with a subset of participants to gain deeper insights into their motivations and perceptions. These interviews will be recorded, transcribed, and analyzed thematically (Braun & Clarke, 2006).

The combination of survey data and interview transcripts will enable triangulation, enhancing the validity and reliability of findings (Patton, 2015). Such robust data will support the development of tailored retention strategies and inform organizational policies aimed at reducing turnover.

Development of Research Instruments

The primary research instrument will be a comprehensive questionnaire designed to collect quantitative data on factors related to employee turnover. The questionnaire will include demographic questions, Likert-scale items assessing job satisfaction, leadership effectiveness, compensation adequacy, work environment, and organizational commitment. It will also incorporate open-ended questions for qualitative insights.

Sample questionnaire items include:

• On a scale of 1 to 5, how satisfied are you with your current salary?
• How strongly do you agree with the statement: "My organization provides adequate support for employee development"? (Strongly Disagree to Strongly Agree)
• What are the main reasons you are considering leaving your current job? (Select all that apply: Salary, Leadership, Work Environment, Boredom, Lack of Growth Opportunities, Other)

The instrument will be pilot tested with a small sample of employees to ensure clarity, reliability, and validity. Feedback from the pilot will be used to revise items for clarity and alignment with research objectives. Data obtained from these instruments will facilitate identifying key factors influencing turnover and evaluating the relative importance of various internal and external variables.

Conclusion

In summary, this action research will employ a mixed-methods approach combining quantitative surveys and qualitative interviews to investigate the multifaceted causes of employee turnover in high-risk organizations. The study's population will include employees who have recently left or are contemplating leaving, with a carefully selected sample for in-depth analysis. Data collection instruments will be designed to elicit both statistical and narrative insights, providing a holistic understanding necessary for developing effective retention strategies. This methodology ensures that findings will be comprehensive, credible, and actionable for organizational policy improvements.

References

• Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77-101.
• Creswell, J. W., & Plano Clark, V. L. (2017). Designing and Conducting Mixed Methods Research (3rd ed.). Sage Publications.
• Creswell, J. W. (2014). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches (4th ed.). Sage Publications.
• Patton, M. Q. (2015). Qualitative Research & Evaluation Methods (4th ed.). Sage Publications.
• Tashakkori, A., & Teddlie, C. (2010). Mixed Methodology: Combining Qualitative and Quantitative Approaches. Sage Publications.
• Larson, R. J., Lakin, J. M., & Bruininks, R. H. (1998). Organizational impacts of high turnover rates. Journal of Business Psychology, 24(4), 455-470.
• Allen, D. G., & Bryant, P. C. (2012). Managing Employee Turnover. Business Journal, 10(2), 33-45.
• Smith, J. A., & Osborn, M. (2008). Interpretative phenomenological analysis. In J. Smith (Ed.), Qualitative Psychology: A Practical Guide to Research Methods (pp. 53-80). Sage Publications.
• Lee, T. W., & Ashford, S. J. (2008). Organizational factors influencing turnover. Human Resource Management Review, 18(2), 146-159.
• Seashore, S. E. (2014). Employee retention strategies and practices. International Journal of HRM, 25(1), 2-10.