This document discusses operationalizing variables and concepts for research. It begins by defining an operational definition as specifying how a concept can be measured through specific dimensions and elements. As an example, it operationalizes the concept of achievement motivation through 5 dimensions: driven by work, inability to relax, impatience with ineffectiveness, seeking moderate challenges, and seeking feedback. Each dimension is then further defined by potential elements that could be measured, such as number of working hours, hobbies, and frequency of obtaining feedback. It notes that an operational definition should specify quantifiable measures and not simply describe correlates of a concept. The document also provides examples of potential dimensions for operationalizing the concept of race discrimination, such as performance

1. Operationalization of
Variables
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2. Operational Definition of Variables
Operational Definition of a variable is a statement of
specific dimensions and elements through which a
concept will become measurable
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3. Operationalizing the concept of
Achievement Motivation
1.
2.
3.
4.
5.
Driven by Work
No relaxation or deviation from work
Prefer to work alone
Prefer challenging jobs but not too much
challenging jobs
Prefer feedback from superiors and colleagues
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4. Should be quantifiable
N
ow
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5. Copyright © 2003 John Wiley & Sons, Inc.
Sekaran/RESEARCH 4E
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6. Elements of Dimension 1
Driven By Work
Such a person will:
Be at work all the time
Be reluctant to take time off from work
Carry on even in the face of some setbacks
Ask questions about:
No. of working hours
No. of setbacks
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7. Elements of Dimension 2
Unable to Relax
Such a person will:
Be unwilling to relax
Ask questions:
What are your hobbies?
How often do you think about work when you are away
from work?
How do you spend your time when you are away from
work-place?
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8. Elements of Dimension 3
Impatient with ineffectiveness
Such a person will:
Be reluctant to work with others
Ask questions about:
Working with teams
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9. Elements of Dimension 4 Seeks
moderate challenges
Such a person will:
Be willing to do a challenging job
Ask questions:
What kind of jobs do you prefer? (Note: A number of
different types of jobs and their descriptions can be
presented)
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10. Elements of Dimension 5 Seeks
Feedback
Such a person will:
Be desiring feedback
Ask questions:
How often have you obtained feedback over the period
of last three months?
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11. What an operational definition is
Not
An operational definition does not describe the
correlates of the concepts
e-g, Success and performance cannot be a dimension of
achievement motivation, even though a motivated
person is likely to meet with it in large measure. Thus
achievement motivation & performance and/or success
maybe highly correlated, but we cannot measure an
individual’s level of motivation through success &
performance
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12. RACE DISCRIMINATION?
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13. Dimensions of Race Discrimination
Performance Evaluations
Nature of job the individual is assigned
Extent of Authority given to the individual
How the supervisor treats the individual
The amount of job related information provided
Allocation of resources
Salary
Promotional opportunities
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14. 14

15. Race Discrimination?
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16. I believe my race has (or has not) had an
influence on:
 The types of jobs assigned to me (e.g. harder, dirtier, etc…)
 The amount of authority I am given (i.e. not enough)
 My performance evaluation (e.g. being rated more critically than
others)
 Salary inequalities
 The amount of training that has been provided to me (not as much
as to some of the other specific races in the system)
 The extent of grooming I have had for advancing in the job
 Amount of resources allocated to me (compared to those of other
races)
 The way I am treated by my supervisor
 The amount of job related information provided to me
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17. LEARNING?
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18. Copyright © 2003 John Wiley & Sons, Inc.
Sekaran/RESEARCH 4E
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