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 (Dixon, 2014). 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 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 opportunities for further study (Dixon, 2015).

Business Problem

The general problem is leaders fail to consider the importance of employees' 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' QWL (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 leadership, employee commitment and work-life balance. The Peletier (2015) Leaders' 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")?

Theoretical Framework

The researcher proposes leader-member exchange (LMX) theory guides the envisioned study. Focused on an individualist approach to leadership developed in the 1970's, the theory indicates that leaders' interactions are dictated by distinct relationships with each employee, rather than the subordinate group as a whole (Walker, 2017). Leader-member exchange, which is widely used today, show how leaders can promote positive employment experiences and improve organizational effectiveness.

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.

• Articulates the alignment issues between the business problem, purpose statement, and research question.
• Articulates the alignment issues between the business problem and the conceptual framework.
• Argues why the ethical considerations provided are inadequate to meet applicable standards.