WHAT DO YOU THINK ABOUT THIS ?

Team,

My partner provided secondary data, and after reviewing it, I found that job satisfaction among the employees is high. Employees may value personal growth and career progression more than their current job satisfaction, which leads to turnover even though they enjoy their current job. The influence of the work environment has an influence on employee job satisfaction so that employees are committed and loyal to the organization (Rosadi et al., 2022). Employee turnover is poor, while high job satisfaction contradicts each other. External factors such as limiting growth opportunities within the organization, such as lack of career advancement prospects or competitive job offers from different companies, may contribute to employees leaving their current positions despite being satisfied with their current roles. Other factors may include organizational changes, leadership issues, or work-life balance concerns, which could influence turnover rates independently of job satisfaction levels.

Data collection technique recommendation

With the given scenario and the available resources, I would use a mixed-methods data collection approach to gain a better insight into the retention issue. If this characteristic of science is to be reconciled with what has already been said, then research under a paradigm must be a particularly effective way of inducing paradigm change (Kuhn, 1970). I would start with a quantitative analysis of existing HR and survey data. The data collection technique recommendation is to be used by multiple analytic techniques (factor, regression, and survival) and include descriptive statistics to examine turnover rates by specific departments, areas, roles, and tenure.

My Data collection method and why

I chose a mixed-method data collection approach due to its inclusive and balanced investigation into employee retention. A mixed-method data collection takes full advantage of the resources that are now available while also addressing the gaps that quantitative data alone cannot fill. The personal experience and imagination that the creator of knowledge brings to bear him/herself can be based on work or on lived events of interest to the present problem (Arbnor & Bjerke, 2009). Quantitative data sets reveal patterns, such as what departments have the highest turnover, how training compares to retention, or how satisfaction scores are better before resignations. Ultimately, previously used data efficiently delivers statistically vigorous insights.

Method tradeoff expectations and its downside

By using a mixed-method approach, the additional downside would be the risk of a disconnect between two data streams aligned in purpose or if the findings contradict each other. Specifically, we adopted a mixed-methods approach to elicit and assess the major factors associated with such decisions (Crossler & Posey, 2017). Clear conclusions and results require talent and careful planning. Without a clear analytical framework or guiding research questions, it's easy to get lost in the details, chase irrelevant variables, and produce findings that lack focus. A lack of training or support in either area may produce weak or unbalanced findings.

References

Arbnor, I., & Bjerke, B. (2009).Methodology for creating business knowledge(3rd ed.). SAGE Publications Ltd.

Crossler, R., & Posey, C. (2017). Robbing peter to pay paul: Surrendering privacy for

security's sake in an identity ecosystem. Journal of the Association for Information

Systems, 18(7), 487-515. https://doi.org/10.17705/1jais.00463

Kuhn, T. (1970). The structure of scientific revolutions (2nd ed.). University of Chicago Press.

Rosadi, B., Ramadhan, L., Renaldi, A., Nugrawati, A., Hidayat, R., & Azzahra, A.,

(2022). The impact of the organizational environment and leadership style on job

satisfaction of medical record distribution officers. HIV Nursing 22(2), 2130-2135.

https://hivnursing.net/index.php/hiv/article/view/716/621