Small-Scale Qualitative Research Project IRB Requirements and Identifying Interviewees
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Small-Scale Qualitative Research Project IRB Requirements and Identifying Interviewees
This week you will identify and confirm with two individuals you plan to interview in Week 5. You may choose anyone who could provide information on your general topic, based upon the general problem you have identified in the problem statement. Before you select your interviewees, you must ensure you adhere to the ethical requirements outlined below.
Detailed information about the IRB process can be found at the website provided in your Learning Resources at the end. The IRB process must be completed before you collect any data, including data from first-person interviews. However, for the purposes of this course, you will not need to complete the full IRB application process for your small-scale qualitative project. Please keep in mind that before you begin any collection of data for your own doctoral study, you will need to obtain approval from the IRB. Please take the time to familiarize yourself with this process.
Your small-scale qualitative research – project for this course has been pre-approved by the IRB with the condition that all student researchers contain their research activities within the “minimal risk” category.
Requirements for “minimal risk” for this assignment include:
1. You may interview adults only, age 18 or older. These must be ” adults who are not mentally, emotionally disabled or prisoners.”
2. You may NOT interview anyone over whom you hold supervisory responsibility.
3. You may NOT give payments, compensation, reimbursement, free services, extra credit or other gifts to participants.
4. You must de-identify the data relating to the participants and the institution where you will collect (if applicable) to minimize risk of inappropriate disclosure of personal information. De-identification consists of removing all direct identifiers, such as names, school names, locations, etc. from the interview transcript. Suggestions include Participant #1, #2, etc. and locations may be addressed by stating, for example, a business located in Jacksonville, Florida.
5. The IRB requirements for this assignment are simplified for course-work purposes. These simplified requirements do not take the place of the IRB process that you must complete for your doctoral study. You will complete a full IRB application and review process in future semesters after your committee and the URR reviewer have approved your doctoral proposal. It is recommended that you review the IRB application in preparation.
6. The IRB process for this assignment has restrictions that will not apply to your future doctoral study. For example, in this simplified, practice assignment, you will not be allowed to interview minors or to conduct group interviews or focus groups. Obviously these restrictions will not apply to your future doctoral research. This is just practice, so we are keeping the IRB requirements simple.
7. After your Instructor approves your selected interviewees, then you may proceed to contact the interviewees. When you are transcribing your interview as part of a future assignment in this course, be sure to delete all identifying information from the transcript. Do not include the interviewee’s name, names of anyone that the interviewee mentions, name of the school or organization where the interviewee works, etc. For example, you would change John Doe, to interviewee #1 and change New York City to a city in the North East.)
8. If you have any questions about the above requirements for this assignment, please contact your Instructor.
Be sure to follow the assignment rubrics.
Submit a brief statement identifying your topic and details the individuals that you will interview in Week 5. Participant information will be kept confidential. Remember to submit an APA formatted paper including a Title page.
Resources:
• Readings
Course Texts
Qualitative Inquiry & Research Design: Choosing Among Five Approaches
• Chapter 6, “Introducing and Focusing the Study”
This chapter addresses the problem statement, the purpose statement, and the research questions, which are three main components related to introducing and focusing a qualitative study.
• Chapter 7, “Data Collection”
This chapter explores the many components of the data collection process and states that the method of data collection can vary depending on the research method used.
Case Study Research: Design and Methods
• Chapter 2, “Designing Case Studies: Identifying Your Case(s) and Establishing the Logic of Your Case Study” (pp. 46–65)
This reading describes four types of designs for case studies.
• Chapter 3, “Preparing to Collect Case Study Evidence: What You Need to Do Before Starting to Collect Case Study Data”
Preparing for data collection is an important part of your research. Depending on the scope of a case study, the undertaking may be clear-cut or complex. This chapter explores the different types of case studies you may encounter.
American Psychological Association, (2010). Publication manual of the American Psychological Association (6th ed.). Washington, DC: Author.
(Note: You should have received this reference text for a previous course. The APA Publication Manual will be used as a resource throughout this program.)
• Chapters 4–-6
Read and understand “The Mechanics of Style,” “Displaying Results,” and “Crediting Sources.”
Website:
• Office of Research Integrity and Compliance: Institutional Review Board for Ethical Standards in Research
http://researchcenter.waldenu.edu/Office-of-Research-Integrity-and-Compliance.htm
This website provides the information and forms you will need to comply with the research ethics policies of Walden University since the exercise we are carrying on is directly link to that institution.
Bernard, H. R. (2010). Analyzing qualitative data: Systematic approaches. Los Angeles, CA: Sage Publications.
• Chapter 3, “Finding Themes”
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SAMPLE ANSWER
Introduction
To comply with the IRB requirements, the interviewee would be someone who has over ten years experience mostly gathered in the human resource department. The person must also be a qualified and skilled graduate with a bias in human resource management. The above requirement would definitely lock out anyone who is still minor or below 18 years. The qualification would be necessary as the research would be based on the following hypothesis:
Ho: HRM practices that can perfect employee productivity
H1: HRM practices have no effect on employee productivity.
The research will seek to find out the exact effect of human resource management practices on employee performance in a work environment (Doody & Noonan, 2013). The purpose of the research undertakings is to provide a clear understanding of the importance of HRM processes in a business environment and the effect of HRM on production. The research targets to develop HRM management strategies for future business management and application of the right HRM policies for optimum company productivity.
For the interviewee, i have selected two professionals. Emily Lawson who is a senior manager at the American certification staffing association based in Alexandria, Virginia. She was previously at the American Staffing Association. She is a graduate of the University of Mary Washington and was also the executive director of New York staffing Association. Am also targeting two other senior managers residing in New York with similar qualifications in case the first respondent would not be available (Ali, Ahmad and Igbal, 2012).
The other interviewee is the chief resources officer at the Henry Ford Health System in Detroit. Kathy Aswald was the executive director of the human resources at the Ford Motor Company where she was actively involved in business development and human resource productivity. She also featured among the top 50HR executives in the world in the year 2000. She is a leader in organizational consultancy and business development activities. My selection for the two above is that they have extensive knowledge in human resource development and capacity building in human capital. They would be able to provide enough information and also be able to present logical empirical research that i could use to make a conclusive decision on the hypothesis above (Bernard, 2010).
The kind of questions that i intend to confirm with the respondents includes the following;
What are the common human resource management techniques that can motivate employees to work hard without any financial compensation?
What policies in HRM can optimize productivity?
Give examples of the policies that have succeeded in increasing productivity in your current or previous position?
Provide details of human resource management strategies those employees would positively prevent staff turnover and possibly attract employees from other rival companies besides financial or monetary compensation.
Can you outline stock options strategies that can motivate employees without diluting the company’s stock values?
The details above are only samples that i would develop to provide a qualitative research study that would capture all the answers that are required to conclude the research in question (MacDuffie, 1995). For an effective and productive HRM policy, then a lot of consultation and research work has to be undertaken before the final policies are drafted (Huselid, 1995). The two respondents would provide an insight into the world of real human resource development and productivity. The policies and strategies to be adopted would depend on the effectiveness of the HRM policies and their impact on productivity.
Reference
Ali, M., Ahmad, Z. and Igbal, J. (2012) Human Resource Planning: A Key to Internal and External Fit, African Journal Business management Vol.6 (27) pg. 7938-7941, July issue.
Bernard, H. R. (2010). Analyzing qualitative data: Systematic approaches. Los Angeles, CA: Sage Publications.
Huselid, M.A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance, Academy of Management Journal, 38, 635-672.
MacDuffie, J.P. (1995) Human Resource Bundles and Manufacturing Performance; Organizational Logic and Flexible Production Systems in the World of Auto Industry , Industry and Labor Relations review, 46, pg. 197-221.
Doody, O., & Noonan, M. (2013) Preparing and Conducting Interview, Nurse Researcher, 20(5), pp.28-32.
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