Review the Sample Qualitative Research Proposal document provided in the Resources. Analyze its elements to develop an APA-formatted paper of no more than 700 words (word count excluding title and reference pages) that demonstrates your understanding of t

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Review the Sample Qualitative Research Proposal document provided in the Resources. Analyze its elements to develop an APA-formatted paper of no more than 700 words (word count excluding title and reference pages) that demonstrates your understanding of the study's content. Address the following in your paper: Analyze the author's envisioned research purpose, research question (or questions), data sources, and ethical processes. Assess the alignment of those elements (research process, research question [or questions], data sources, and ethical processes) with the stated research management dilemma articulated as an applied business problem requiring a researched response. For the purposes of this assignment only, assume the following: All information is fictional. Any similarities to persons, studies, articles, journals, books, or organizations is unintentional and totally coincidental. All sources cited are fictional and do not represent real facts, figures, studies, or opinions. All sources should be assumed to be from peer-reviewed, scholarly journals. Sample Qualitative Research Proposal Background of the Study When surveyed, almost 60 percent of employees expressed a desire to leave their current position for one perceived as “better” if the opportunity arose (Romanova, 2013, para. 16). Organizational leaders frequently hold the mindset that compensation is the ultimate factor in determining whether employees leave a company, despite recent studies to the contrary (Carter, 2013; Pym, 2015; Stark, 2014). Beyond the academic research community, few consider giving deference to stronger indicators of employee turnover intentions. Both employees’ perceptions of their value to organizational structures and work-task satisfaction bore a more significant relationship to workers’ employment decisions than either salaries or job locations (Banner, 2014; Whitehall, 2014).

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