Instrumentation Discussion

For each DQ elaborate within 260-300 words. Use in-text citations accordingly. Use scholarly reference(s). Use and cite references using APA 7th Style Guide accordingly.

 

 

DQ 1) Refer to the potential research topic you used during Residency. Identify an instrument used to measure one or more of the variables in the potential study. How does the theoretical framework support the use of the selected instrument? Why is it necessary for the theoretical framework and selected instrument to align with one another? Explain.

 

 

DQ 2) Using the instrument identified in the previous discussion question in this topic, briefly describe how at least one of the study variables is scored (What is the number of items on the scale? What type of scale is used for each item (e.g., Likert scale from 1 to 5)? What is the level of measurement for the scale?). What is the meaning of a score near the top of the scale for that variable? A score near the bottom? Why is it important to understand the meanings of the scores? Explain.

 

 

Reference:

 

Field Work I: Selecting the Instrument for Data Collection

Read:

Bastos, J. L., Duquia, R. P., Gonzales-Chica, D. A., Mesa, J. M., Bonamigo, R. R. (2014). Field work I: Selecting the instrument for data collection. Epidemiology and Biostatistics Applied to Dermatology, 89(6), 918-923. https://doi.org/10.1590/abd1806-4841.20143884

https://www.scielo.br/j/abd/a/XJQkNRNzDTQCNsGjVBW6Yyn/?lang=en

Survey Instrument Validity Part I: Principles of Survey Instrument Development and Validation in Athletic Training Education Research

Read:

Burton, L. J., & Mazerolle, S. M. (2011). Survey instrument validity part I: Principles of survey instrument development and validation in athletic training education research. Athletic Training Education Journal, 6(1), 27-35. https://doi.org/10.4085/1947-380X-6.1.27

https://meridian.allenpress.com/atej/article/6/1/27/60958/Survey-Instrument-Validity-Part-I-Principles-of

Survey Instrument Validity Part II: Validation of a Survey Instrument Examining Athletic Trainers’ Knowledge and Practice Beliefs Regarding Exertional Heat Stroke

Read:

Burton, L. J., & Mazerolle, S. M. (2011). Survey instrument validity part II: Validation of a survey instrument examining athletic trainers’ knowledge and practice beliefs regarding exertional heat stroke. Athletic Training Education Journal, 6(1), 36-45. https://doi.org/10.4085/1947-380X-6.1.36

https://meridian.allenpress.com/atej/article/6/1/36/60955/Survey-Instrument-Validity-Part-II-Validation-of-a

Scale Construction: Developing Reliable and Valid Measurement Instruments

Read:

Hinkin, T. R., Tracey, J. B., & Enz, C. A. (1997). Scale construction: Developing reliable and valid measurement instruments. Journal of Hospitality & Tourism Research, 21(1), 100-120.

https://ecommons.cornell.edu/bitstream/handle/1813/72338/Enz67_Scale_Construction.pdf

Developing Instruments to Measure the Quality of Decisions: Early Results for a Set of Symptom-Driven Decisions

Read:

Sepucha, K. R., Levin, C. A., Uzogara, E. E., Barry, M. J., O’Connor, A. M., & Mulley, A. G. (2008). Developing instruments to measure the quality of decisions: Early results for a set of symptom-driven decisions. Patient Education and Counseling, 73(3), 504-510.  https://doi.org/10.1016/j.pec.2008.07.009

https://www-sciencedirect-com.lopes.idm.oclc.org/science/article/pii/S0738399108003406

 

 

College of Doctoral Studies

 

RES-842 Alignment Table

Complete the Alignment Table and the subsequent Reflection for the Topic 3 assignment.

Alignment Table

Alignment Item	Alignment Item Description
Problem Space (Need):	The HR department of an organization has had a high staff turnover rate and more complaints of poor team performance.
Problem Statement:	The development of a cohesive team is essential in increasing the performance of an organization. The low retention and decreasing job satisfaction that has been observed within the last 5 fiscal years shows that the trend has to be halted.
Purpose of the Study:	To identify the organization’s cross-cultural issues that affect performance and job satisfaction among the employee
Variables:	The number of employees, the number of years employees have worked in a company, the rate of satisfaction that an employee has in their work, the number of successful projects by a team, the ethnicity of employees
Research Questions:	Does organizational cross-cultural impact affect performance and employee turnover? What impact do personal relationships at work and cliques have on job satisfaction? What impact does an organization’s cross-culture affect job teamwork? What impact does psychology affect job satisfaction? What is the relationship between job satisfaction and retention
Methodology/ Research Design:	Quantitative research using interviews/questionnaires and work environment observations

 

 

Reflection (maximum 250 words)

The research study works on developing an insight into the environmental conditions that may lead to poor indicator performance within an organization. Given this, the alignment provided the opportunity to understand the elements that look at the bigger picture by pointing out the necessary key variables. The fact is that cross-cultural impact research seeks to assess the impacts of different cultures on each other. The identification of the potential areas of conflict, cooperation, and cultural understanding has been well aligned. There is an acute awareness that there is a need to recognize that different organizational cultures, values and beliefs affect the interaction between employees and their job satisfaction rates.

The research problem space is specifically pointing to the area that wants the answers is the R department, hence tracking the human resource. It supports the question of cohesiveness in the organization as a necessary employment for success. Thus, there is a recognition of cultural diversity, the need to respect cultural differences and the deeper meaning behind a culture’s behaviors and beliefs for better performance due to harmony at work. The research is based on a diverse grouping by using people and their characteristics as instrumental in categorical placement. As such, the quantitative elements allow for an accurate assessment of culture on turnover b actionable and meaningful findings from both questionnaire and observation.