Sheet1YEAR ACTUAL (MILES FROM JOHNSTOWN)24-HOUR FORECAST (MILES FROM JOHNSTOWN)14625533040421051213675711118212591281012151169 Sheet2 Sheet3 Running head: RESEARCH REPORT 1 Running head: RESEARCH REPORT 2 Employee Turnover Research Project Part Two Thomas Griffin Husson University Research Paper Part Two Fundamentally, a research design refers to a set of methods and frameworks that a researcher can adopt in a bid to combine the various components of the research in a logical manner. Typically, the research design will provide an insight about how to undertake a research activity while utilizing a particular methodology (Abutabenjeh & Jaradat, 2018). The design should provide a sketch of the research and can also be used to explain the type of research and the subtype. Population and Sampling Method For the researcher to promote the credibility and reliability of the data, probability sampling will be undertaken. It refers to a sampling method where each participant has an equal chance of being included in the sample (Abutabenjeh & Jaradat, 2018). However, it is imperative to note that in this case that the sampling population encompasses individuals that have an employer for another. Probability sampling means any individuals in this population has an equal chance of being included. Under probability sampling, stratified random sampling will be undertaken. It refers to a technique where the population is divided into subgroups and the samples are taken from each subgroup. In this case, the researcher will divide the participants into the following subgroups. Subgroup one will only have individuals that have only left a single employer. Subgroup two will have participants that have left more than one employer for others. The final subgroup will be made up of participants considering leaving the current employer. From these subgroups, samples will be randomly chosen to take part in the research. The reason for doing this is to promote diversity of the group so as to unearth the primary factors contributing to the turnover problem that is making organizations incur costs in recruiting and selection. During sampling, it is imperative to note that there are confounding variables that must be avoided. These are factors that may negatively impact the validity of the research process. One of the factors entail participants who left their former employers for reasons not related to their performance and perceived expectations. This includes factors such as retrenchment, gross misconduct, and the need to relocate among others. Also, confounding variables, including being fired among others will need to be looked into. Typically, the sampled participants will be asked to outline the primary reason why they left their former work station. If the reason is considered a confounding variable, the responses made by such a participant will be considered invalid. Dependent and Independent Variables From a research perspective, a dependent variabl.

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Running head: RESEARCH REPORT
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Running head: RESEARCH REPORT
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Employee Turnover Research Project Part Two
Thomas Griffin
Husson University
Research Paper Part Two
Fundamentally, a research design refers to a set of methods and
frameworks that a researcher can adopt in a bid to combine the
various components of the research in a logical manner.
Typically, the research design will provide an insight about how
to undertake a research activity while utilizing a particular
methodology (Abutabenjeh & Jaradat, 2018). The design should
provide a sketch of the research and can also be used to explain
the type of research and the subtype.
Population and Sampling Method
For the researcher to promote the credibility and reliability of
the data, probability sampling will be undertaken. It refers to a

2. sampling method where each participant has an equal chance of
being included in the sample (Abutabenjeh & Jaradat, 2018).
However, it is imperative to note that in this case that the
sampling population encompasses individuals that have an
employer for another. Probability sampling means any
individuals in this population has an equal chance of being
included. Under probability sampling, stratified random
sampling will be undertaken. It refers to a technique where the
population is divided into subgroups and the samples are taken
from each subgroup. In this case, the researcher will divide the
participants into the following subgroups. Subgroup one will
only have individuals that have only left a single employer.
Subgroup two will have participants that have left more than
one employer for others. The final subgroup will be made up of
participants considering leaving the current employer. From
these subgroups, samples will be randomly chosen to take part
in the research. The reason for doing this is to promote diversity
of the group so as to unearth the primary factors contributing to
the turnover problem that is making organizations incur costs in
recruiting and selection.
During sampling, it is imperative to note that there are
confounding variables that must be avoided. These are factors
that may negatively impact the validity of the research process.
One of the factors entail participants who left their former
employers for reasons not related to their performance and
perceived expectations. This includes factors such as
retrenchment, gross misconduct, and the need to relocate among
others. Also, confounding variables, including being fired
among others will need to be looked into. Typically, the
sampled participants will be asked to outline the primary reason
why they left their former work station. If the reason is
considered a confounding variable, the responses made by such
a participant will be considered invalid.
Dependent and Independent Variables

3. From a research perspective, a dependent variable is dependent
on the independent variable. The latter is controlled by the
researcher while the former is only dependent on the
independent variable (Abutabenjeh & Jaradat, 2018). It was
earlier noted that this research aims at determining the primary
factors that lead to a high rate of turnover. In this case, personal
factors will be treated as the independent variable while the
probability of leaving an organization will be treated as the
dependent variable. This means that the research will identify
the cause and effect relationship between the independent and
the dependent variables. It will then indicate the factors that
have a high probability of making an employee leave an
organization. This is how the variables will be measured, hence
testing the hypothesis that was earlier outlined. It stated that
“Employees will leave an organization meet their expectations.”
The cause and effect relationship provided by measuring the
variables will test it.
Descriptive Research Design
From the constructs indicated in the last section, it can be seen
that the research design is descriptive. This refers to a design
that is about showing or describing the situation through
detailing a cause and effect relationship (Kothari, 2009). This
design provides insight and also show a new angle relating to a
particular phenomenon, in this case, the employees leaving an
organization. The design does this through the collection and
analysis of data. The data are analyzed in a manner that
identifies a cause and effect relationship between the identified
variables.
In order for the desired goals of the research to be realized, it is
worth noting that the researcher will need to contextualize the
research processes so as to promote the credibility of the
research. A descriptive research design needs to ensure that the
participants are not influenced when being involved in a

4. research process. For this to be done, the researcher must
identify personal and cultural factors that may influence the
participants and must devise ways of addressing them. This can
be done by asking the participants about a setting they would
wish for when being involved in the data collection procedures.
This will make them feel motivated and get more comfortable
hence likely to give honest and credible responses.
Data Collection Methods
The research will employ a cross-sectional design where data
will be collected through the involvement of subjects without
regard to the existing differences especially timely (Long,
2014). High turnover rates have been a key problem for
organizations over time, hence the study will examine the exact
factors that have been leading to problems. The stratified
sampling method outlined will have three subgroups that will
include participants that left former employers and those
considering leaving their current organizations which means
there is no regard for time.
When it comes to the actual collection of data, structured
interviews will be used with the aim of promoting credibility.
Use of qualitative methods guarantees credibility as the
participants are likely to offer honest responses, especially
when there is a rapport between the researcher and the
participants. The researcher will need to structure the interviews
in a manner that allows the participants to offer honest
responses. One way of doing so entails presenting them with
open ended questions and according them the liberty to respond
or not to respond to questions. The researcher will need to
control the flow of the sessions to ensure that only the needed
information is being collected. Additionally, the researcher can
allow the participants to provide any new information that may
provide new insights that may need to be considered especially

5. when it comes to informing future research.
In conclusion, the researcher will adopt a descriptive research
design to test the earlier asserted hypothesis. Personal
expectations will serve as the independent variable while the
probability of leaving the organization will serve as the
dependent variable. The data will be collected through the use
of structured interviews and will be analyzed to inform a cause
and effect relationship that will subsequently test the
hypothesis. It is the duty of the researcher to ensure that the
various confounding variables have been addressed in a bid to
promote the validity and reliability of the data collected and
analyzed.
References
Abutabenjeh, S., & Jaradat, R. (2018). Clarification of research
design, research methods, and research methodology: A guide
for public administration researchers and practitioners.
Teaching Public Administration 36(3), 237-258.
Kothari, C. R. (2009). Research Methodology (2nd ed.). New
Delhi: New Age International Pvt Ltd Publishers.
Long, H. (2014). An Empirical Review of Research
Methodologies and Methods in Creativity Studies (2003–2012).
Creativity Research Journal 26(4), 427-438
Running head: RESEARCH REPORT
1
RESEARCH REPORT
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Research Report

6. Thomas Griffin
Husson University
Research Report
Globalization has enabled the rapid movement of labor where a
worker is able to provide his or her services to an organization
overseas. This has been dubbed a milestone in the wake of the
improving international relations between nations following the
aftermath of the cold war. When workers realize they can easily
move from one place to another, they will not stay at an
organization that does not meet their desires and expectations.
This leads to a high turnover rate in an organization that is
deemed not to meet the 21st century demands of workers. By
2025, it has been estimated that millenials will make up over
75% of the workforce (Costa, 2018). Unlike the previous
generation, such as the traditionalists and the baby boomers,
millennials want autonomy and a sense of independence
meaning they require minimal supervision. Such need to be met
by the employer. These are some of the trends in the labor
markets that are leading to high turnover rates, especially in the
traditional organizations that still hang on hierarchical
command structure. A high turnover rate means that an
organization may lose some of its most skilled or talented
employees. Also, it means that an organization will have to
spend more money on recruiting and selection which impacts
the budget and the overall operational costs.
Problem Statement
Today, organizations are not able to maintain low turnover
rates. Employees are on each day, leaving organizations in
search of those offering better terms and incentives. There are
those looking for employers who will make them feel
appreciated and valued. This indicates that employees will leave
their current employers for various reasons. Actually, studies
have shown that over 60% of employees do not leave an

7. employer because of money-related issues (Gubbala & Battu,
2012). They want an environment that values and appreciates
them. This makes them feel satisfied and fulfilled. But, what are
the specific factors that will make an employee leave an
organization for another? Despite the various benefits and
incentives that an employer can put in place, an employee will
still find another employer who is seen to provide better terms
and conditions. This is the case with most local companies,
especially those that have existed for the last 50 years. These
organizations are not able to offer a satisfying environment
despite measures such as better pay and reduced amount of
working hours. Some workers still find newer organizations to
be better when it comes to working conditions.
Research Objectives
The aim of this research is to determine the primary factors that
will make employees leave an organization. This refers to the
specific primary factors that will make employees leave an
organization. Conventionally, it is not likely for a worker to
find a fully satisfactory working environment. A worker may
still choose to stay and work for an organization. However, in
some situations a worker will not stay and will leave
immediately a new opportunity erupts. As such, this research
aims at determining the primary factors that will make
employees leave an organization. The determination of these
factors will inform the various approaches that can be adopted
in a bid to lower the rates of turnover.
Research Question
The research process aims at addressing the overall research
question, “What are the primary factors that make workers leave
an organization.” For this question to be addressed, the research
design will need to ensure that the researcher is able to fully
engage the sampled participants who are individuals that have
in the past left one or more employers. This makes them best

8. suited for this research process.
The Scope of the Study
The study will focus on identifying why the workers will decide
to leave an organization for another in the current American
labor market. The latter has been dubbed one of the best in the
world where workers are not discriminated against based on
personal factors. In response, this research will aim at outlining
why employees still choose their employers for others in the
same labor market. This will be done through sampling workers
who have been in the market for at least seven years. The
workers must have left one or two employers in the last one to
three years. This means they will provide insightful information
on why they left their previous employers. The study will then
collect data and narrow down on the specific factors that make
workers leave the current employers for others in the American
labor market.
The Research Method
In order to promote validity and reliability of the data collected,
a qualitative research method will be employed. This means that
the researcher will involve the participants in structured
interviews where they will be required to respond to a set of
predefined questions. The researcher would prefer to employ a
qualitative approach as it has more credibility. The researcher
or the interviewer is able to control the flow of the interviews
and can focus on collecting the needed and important
information. In addition, the use of structured interviews will
enable the researcher understand the motivations of the workers
while also enabling them to provide more information that can
show new patterns. Also, the interviews will use open-ended
questions to allow the participants provide more insights
enabling realization of diverse data.
Theoretical Framework and Hypothesis

9. Vroom’s expectancy theory can be used to explain the nature of
the turnover rates being experienced today. It says that the
strength of the tendency to act or behave in a particular way is
dependent on the strength of the expectancy (Boxall & Purcell,
2011). This indicates that a worker will leave an organization in
expectation of better outcomes when he or she invests his or her
efforts and skills. It is one of the theoretical foundations that
can be used for explaining and outlining the reasons why an
employee will leave an organization for another. In most cases,
the employee’s expectations are usually not met hence they will
look for other avenues of meeting them.
The theoretical foundation outlined above can be used to
formulate and device a hypothesis that will be tested by this
research, “Employees leave an organization to meet their
expectations.” This hypothesis indicates that the workers are in
search of working environments that enable them realize their
perceived expectations. For instance, there are those workers
who want a working environment that enables autonomy,
flexibility, and minimal supervisions. If these are not met, a
worker will leave an organization for another. The hypothesis
will guide the various research processes, especially when it
comes to collection and analysis of data. The researcher must
ensure that the hypothesis is tested and the overall research
question has been addressed fully.
References
Boxall, P., & Purcell, J. (2011). Strategy and Human Resource
Management. New York, NY: Palgrave Macmillan.
Costa, C. D. (2018, May 25). The Millennial Workforce Needs
Mentors, Not Managers. Retrieved from The Forbes:
https://www.forbes.com/sites/celinnedacosta/2018/05/25/the-
millennial-workforce-needs-mentors-not-

10. managers/#b4eba66127a3
Gubbala, M., & Battu, N. (2012). Employee Welfare In
Industry: Industrial Workers Perspective. London, UK: Lap
Lambert Academic Publishing.
Part 3 Research Report
This assignment is locked until Aug 18 at 12am.
Rubric
Part 3 Research Report Rubric
Part 3 Research Report Rubric
Criteria
Ratings
Pts
This criterion is linked to a Learning OutcomeData Analysis
and Results
Explained the data analysis method used and detailed the results
including statistical measures, tables, or charts as appropriate
4.0 pts
This criterion is linked to a Learning OutcomeDiscussion and
Conclusions
Related the results from the data analysis to the research
objective and framework
4.0 pts
This criterion is linked to a Learning
OutcomeRecommendations
Suggested ways to address the business problem as informed by
the study results and discussion
3.0 pts
This criterion is linked to a Learning OutcomeLimitations of the
Study
Described the generalizability of the study and
recommendations for future research

11. 3.0 pts
This criterion is linked to a Learning OutcomeAbstract
Concisely summarized the study purpose, design and results in
an APA-formatted abstract
6.0 pts
This criterion is linked to a Learning OutcomeWriting Quality
Readability, cohesiveness, clarity of sentences, style, grammar
2.0 pts
This criterion is linked to a Learning OutcomeAPA 6 Mechanics
Properly formatted paper including title page, TOC, reference
page and citations.
2.0 pts
Total Points: 24.0