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Table of Contents
Which research methods are employed in the two articles, and in what ways are those research methods similar to each other, and in what ways are they different?
The research methods section of Chuang et al (2015) begins on page 483 where they explain their research as a qualitative study. The aim of the authors was to enhance the person-environment fit theory through answering some research questions.
The researchers collected data by conducting an episodic analysis where episode can be denoted as an event, an internally coherent story or activity specifically employed for explaining the experience of fit of the informants.
Their data analysis proceeded in stages as they sought to identify the person environment fit. Their data analysis was conducted to identify the person-environment fit theoretical categories. The researchers have collected primary data in the interview protocol’s second part. The first stage of data analysis was concerned about identifying major PE fit themes based on the episodes and the second stage was conducted in order to identify the first order codes and codes of second order with the themes that are PE fit.
The research methods section of Afshari et al (2019) begins on page 777 and is a mixed method approach. The current study has conducted both qualitative and quantitative method of study. Through the quantitative method of data collection it has identified the level of organisational commitment and they conducted a statistical analysis.
Their data analysis was of two types, surveys and interviews. Australian manufacturing organisations are considered by the researchers to collect data. A twostep clustering method that is identified to be an emerging method in the modern research fields where respondents that belong to the clusters considered to represent the profiles of commitment with the expected organisational outcomes were selected for the purpose of qualitative research. The commitment profiles of the informants have been identified through conducting survey. Inductive approach has been applied for identifying and proposing themes collected from the interview transcripts.
The similarities of the research methods used by Chuang et al (2015) and Afshari et al (2020) are, both the researches have used the qualitative method in order to enhance deeper understanding for themes that are PE fit where the personal experience of the informants can be interpreted effectively and portraying organisational commitment through interpretive strategies respectively.
The differences are Afshari et al (2019) has used quantitative method besides qualitative method. Therefore, it could gain the advantage of presenting objective data against the analysis it has presented as compared to the method used by Chuang et al (2015). Therefore, more holistic approach has been taken under consideration by the Afshari et al (2019) towards conducting the current research.
Which article’s data gathering and analysis is most valid and convincing?
The data gathering conducted by Chuang et al (2015) is more rigorous and impressive because it has conducted a thorough analysis of different theoretical categories. This has incorporated a more thorough approach towards findings themes and coding the transcript collected as interview data. During the interviews, informants initially have given different set of provisional themes which are rigorously analysed and brought down to narrower ones. This has allowed the study to consider every possible aspect that is affecting person-environment fit. This has also helped to reduce the differences between themes. In the stage two the process of establishment of final themes based on first order and second order codes have also provided the authors to maximise the differential identity of the themes so that in depth understanding of PE fit can be obtained.
The analysis of data presented in the Afshari et al (2019) article is more insightful and valid because it has covered different aspects of the concern for identifying organisational commitment through exploring the role of identity. The quantitative stage of the study has allowed the researchers to identify the respondents that belong to the profiles of commitment that is significantly associated with outcomes of the organisation. The qualitative data analysis has provided the researchers with opportunity to develop a coherent conceptual framework through building understandable themes related to identify of the employees and their level of commitment towards the organisation. The themes were clearly associable with the level of commitment of the employees. For instance increased passion for the profession has been identified to be associated with highly effective organisational identity. The use of qualitative data has made it easier to obtain in depth understanding of level of self identification process and the level of organisational commitment of the employees. Additionally, using the mixed method approach has provided opportunity to cover all the aspects related to identification process and the level of organisational commitment. Therefore, the study could maintain its commitment toward objectivity of data and portrayal of actual contextual data.
Which article’s findings are most likely to be seen by the Board of a company as having most practical value, and why?
The Board of a company’s main concerns are likely to be Risk management, alignment of talent, reducing information overload and others, so the findings presented by Afshari et al (2019) are likely to be seen by the Board as having most practical value because those findings are objectively presented and those satisfy the requirements of both the interpretive data and numerical data. The objective of the board of a company to align the talents and reducing information overload by maintaining equal assignment of responsibilities upon the employees may be satisfied through increasing the identification of the employees with the organisation. As observed in the study, this can be achieved through establishing effective relationship between the employees so that they can reciprocally help each other in difficult workplace situation. Risk management is another concern of the board a company which highly requires the collaboration and cooperation between the employees for managing risks at each of the level of organisation function. The study suggests that higher organisational or occupational identification helps in increasing organisational commitment. Therefore, members of board of company may arrange different employee relationship programs which increase coordination and collaboration between the employees leading them to experience higher degree of engagement with the corporate identity of the company and remain focused towards achieving the objectives.
Afshari, L., Young, S., Gibson, P., & Karimi, L. (2019). Organizational commitment: exploring the role of identity. Personnel Review.
Chuang, A., Hsu, R. S., Wang, A. C., & Judge, T. A. (2015). Does West “fit” with East? In search of a Chinese model of person–environment fit. Academy of Management Journal, 58(2), 480-510.
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