Research Methodology

Question 1
Introduction
One relevant business problem that many companies face is employee turnover. Employee
turnover is the rate at which employees leave a company and are replaced by new hires. High
employee turnover rates can be costly for companies, as they must invest time and resources
in finding and training new employees. Additionally, turnover can negatively impact morale
and productivity among remaining employees. Many studies have been conducted on
employee turnover, and the literature has identified several factors contributing to high
employee turnover rates. These factors include poor management, lack of career
advancement opportunities, low pay, and job dissatisfaction. One research gap in the
literature is the impact of workplace culture on employee turnover. Workplace culture refers
to the shared values, beliefs, attitudes, and behaviours characterising an organisation.
Workplace culture can be a strong driver of employee engagement and retention, but more
research needs to be done on its specific impact on turnover.

Concept and Analysis

Research Proposal: The Relationship between Workplace Culture and Employee Turnover

Introduction: Employee turnover is a significant concern for organisations. It is a costly and

time-consuming process that negatively impacts productivity and morale. Many studies have
investigated the factors contributing to high employee turnover rates, but more research needs
to be conducted on the specific impact of workplace culture. Therefore, this study
investigates the relationship between workplace culture and employee turnover.

Research Question: What is the relationship between workplace culture and organisational
employee turnover?

Research Objectives:
1. To examine the relationship between workplace culture and employee turnover.

2. To identify the elements of workplace culture that contribute to employee retention.

3. To explore the perceptions of employees, managers, and HR professionals regarding

workplace culture.

Literature Review: Employee turnover has been identified as a significant concern for
organisations. The literature has identified several factors contributing to high employee
turnover rates, including poor management, lack of career advancement opportunities, low
pay, and job dissatisfaction. However, more research needs to be conducted on the impact of
workplace culture on employee turnover.

Several studies have found that a positive workplace culture can increase employee
engagement, job satisfaction, and retention. For example, a survey by the Society for Human
Resource Management found that companies with positive cultures had turnover rates nearly
half those of companies with negative cultures. Additionally, a study by the University of
Warwick found that happy employees were 12% more productive than their unhappy
counterparts.

However, there needs to be more research on the specific aspects of workplace culture that
contribute to employee retention. For example, while many companies tout their commitment
to a positive workplace culture, it is still being determined which specific elements of that
culture are most important to employees.

Methodology: This study will use a mixed-methods approach. The quantitative component of
the study will involve a survey of employees to gather data on their perceptions of the
workplace culture and their intentions to stay with the company or seek employment
elsewhere. The survey will be administered online and include questions on demographics,
job satisfaction, workplace culture, and turnover intentions. A Likert scale will measure the
participants' perceptions of workplace culture.

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The qualitative component of the study will involve semi-structured interviews with
managers and HR professionals to gain insight into the company's culture and how it is
maintained. The interviews will be conducted face-to-face or via video call to explore the
elements of workplace culture that contribute to employee retention. The interviews will be
audio-recorded and transcribed for analysis.

Data Analysis: The quantitative data will be analysed using descriptive statistics to examine
the distribution of responses. Inferential statistics will be used to test the relationship between
workplace culture and employee turnover. The qualitative data will be analysed using
thematic analysis to identify the elements of workplace culture contributing to employee
retention.

Expected Results: This study is expected to identify the elements of workplace culture that
contribute to employee retention. It will also provide insights into the perceptions of
employees, managers, and HR professionals regarding workplace culture. The results of this
study inform organisations on how to create a workplace culture that fosters employee
engagement and retention, ultimately leading to cost savings and increased productivity.

Ethical Considerations: This study will adhere to ethical guidelines for research involving
human subjects. Informed consent will be obtained from all participants, and their
confidentiality will be maintained. Participants will also be informed of their right to
withdraw from the study at any time without consequences.

Conclusion
This study aims to investigate the relationship between workplace culture and employee
turnover. By examining the elements of workplace culture that contribute to employee
retention, this study could provide valuable insights for organisations to create a positive
workplace culture that fosters employee engagement and retention. Ultimately, this could
lead to cost savings and increased productivity for organisations. Overall, the literature
supports the importance of workplace culture in employee retention, but there needs to be
more research on the specific aspects of culture that contribute to retention. By comparing

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employees' perceptions with the perspectives of managers and HR professionals, the study
could identify any discrepancies in how the workplace culture is perceived. By conducting a
survey on this topic, companies could gain valuable insights into creating a workplace culture
that fosters employee engagement and retention, ultimately leading to cost savings and
increased productivity.

Question 2
Introduction
In statistics and scientific research, a dependent variable is a variable that is influenced by
other variables in a study or experiment. It is also called the response variable or outcome
variable. The dependent variable is the variable that researchers want to measure and
understand how it is affected by changes in other variables. In contrast, an independent
variable is a variable that is manipulated or controlled in an experiment to observe its effects
on the dependent variable. Independent variables are also called predictor variables or
explanatory variables. In a theoretical model, the dependent variable is the central concept the
model seeks to explain or understand. The variable is affected by other variables in the
model, and its behaviour or characteristics are what the model aims to describe or predict.
Let's consider an example of a theoretical model: the economic model of supply and demand.
In this model, the dependent variable is the price of a good or service.

Concept and Analysis

The independent variables in this model are the quantity of the good or service supplied, and
the amount of the good or service demanded.

Another example of a theoretical model is the health belief model, which seeks to explain and
predict health behaviours. In this model, the dependent variable is the likelihood of engaging
in healthy behaviour (such as getting vaccinated, exercising regularly, or quitting smoking).
The independent variables in this model include perceived susceptibility to a health problem,

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perceived severity of the problem, perceived benefits and barriers to engaging in the
behaviour, and cues to action.

The health belief model suggests that if individuals perceive themselves as susceptible to a
health problem, perceive the situation as severe, believe that engaging in a health behaviour
will be beneficial, and believe that the barriers to engaging in the behaviour are low, they are
more likely to engage in the behaviour. In this model, the dependent variable (the likelihood
of engaging in a health behaviour) is influenced by the independent variables (perceived
susceptibility, perceived severity, perceived benefits and barriers, and cues to action).

The health belief model (HBM) is a theoretical model that explains and predicts health
behaviours. The model proposes that an individual's health behaviour is determined by their
perceived susceptibility to a health problem, perceived severity of the problem, perceived
benefits and barriers to engaging in the behaviour, and cues to action. Based on this model,
the following six hypotheses can be proposed:

1. Hypothesis 1:

Null Hypothesis: There is no significant relationship between perceived usefulness and

intention to use eWallet.

Alternative Hypothesis: A significant relationship exists between perceived usefulness and

intention to use eWallet.

2. Hypothesis 2:

Null Hypothesis: There is no significant relationship between perceived ease of use and
intention to use eWallet.

Alternative Hypothesis: A significant relationship exists between perceived ease of use and
intention to use eWallet.

3. Hypothesis 3:

Null Hypothesis: Social influence does not affect the intention to use eWallet.

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Alternative Hypothesis: Social influence positively affects the intention to use eWallet.

4. Hypothesis 4:

Null Hypothesis: Facilitating condition does not affect the intention to use eWallet.

Alternative Hypothesis: Facilitating conditions strongly affect the intention to use eWallet.

5. Hypothesis 5:

Null Hypothesis: There is no significant relationship between lifestyle compatibility and

intention to use eWallet.

Alternative Hypothesis: A significant relationship exists between lifestyle compatibility and

intention to use eWallet.

6. Hypothesis 6:

Null Hypothesis: There is no significant relationship between perceived trust and intention to
use eWallet.

Alternative Hypothesis: There is no significant relationship between perceived trust and

intention to use eWallet.

In hypothesis 5, perceived severity is the moderating variable because it modifies the

relationship between perceived susceptibility and health behaviour. This suggests that the
effect of perceived exposure on health behaviour depends on the perceived severity of the
health problem. In hypothesis 6, perceived susceptibility and severity are mediating variables
because they help explain the relationship between perceived benefits and barriers and health
behaviour. This suggests that the mediating effect of perceived exposure and severity
partially explains the impact of perceived usefulness and hindrances on health behaviour.

Conclusion
In conclusion, the health belief model proposes that an individual's health behaviour is
determined by their perceived susceptibility to a health problem, perceived severity of the

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problem, perceived benefits and barriers to engaging in the behaviour, and cues to action.
Based on this model, several hypotheses can be proposed, including those related to the
predictors and moderators of health behaviour. Perceived severity and perceived
susceptibility are identified as the mediating and moderating variables in the proposed
hypotheses. The dependent variable is a variable that is influenced by other variables in a
study or experiment. It is the variable that researchers seek to measure and understand how it
is affected by changes in other variables. In a theoretical model, the dependent variable is the
central concept the model aims to explain or understand. The model seeks to explain how
changes influence the price of a good or service in the supply and demand of that good or
service.

Question 3a
Introduction
Nykaa is an expert in beauty products that are trying to expand its market in food delivery to
connect with potential customers to achieve success and growth. After achieving success in
beauty products in India, the company successfully tried to sell food products to generate
revenue and create more opportunities in the sector to maintain a stronger relationship with
people.

Concept and Analysis

The questionnaire and survey are the most important and effective marketing strategies for
companies to understand people's behaviour and consumer knowledge and understanding
about the particular topic to develop the marketing strategies to establish a thriving business
environment. The system supports Nykaa in successfully expanding its business in the food
industry to connect with potential customers and understand the people. The survey and
questionnaire are the best ways to understand customer feedback to improve service and
quality. The excellent design question and services support the company in reaching business
objectives successfully.

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The company uses the NPS survey to understand the people's responses thoroughly and
recognises the people's behaviour recognising food delivery.
Q. How would you like to recommend this food industry to friends and colleagues?
How did you give the rating from 1 to 10 to the new business initiatives?
This type of questionnaire method supports the company in understanding people's behaviour
and the new business schemes and collecting the primary data to develop the business
strategy successfully. The company developed the survey and questionnaire strategy online
and offline to record people's reactions.
Online survey- Nykaa promotes the business online to connect with people and create the
survey or questionnaire programs by making the click button and asking several questions to
the customers about their experiences to reach a broad audience.
Mail Surveys- This is an essential traditional type of survey where the company successfully
accesses the target audience and collects the responses.
Telephone survey- Through the telephone survey, the company can effectively understand
the people's behaviour and understanding and record their responses to collect real-time
information for the business's growth and success.
Focus Group surveys- The company successfully contacted the different people and the
target population, asked further questions regarding the organisational growth, and collected
the data for the strategic development of the corporate benefit to understand the location of
people's gender and preferences.

Conclusion
The question and surface support the Nykaa company to understand the people's behaviour
opening opinions, and reactions to develop the business strategy and collect the primary data.
The survey measures support understanding, growing the business initiative, and satisfying
the customer. The questionnaire and survey help obtain the information and connect with
many people about the new business initiatives.

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Question 3b
Introduction

The aim and scope of the interview will determine the optimal respondent. The ideal
respondent, though, is knowledgeable, experienced, and an authority on the subject at hand.
Furthermore, they should be eager to speak openly and honestly about their opinions and
experiences.

Concept and Analysis

The ideal respondent would vary depending on the interview's unique topic and goal. The
excellent respondent would typically belong to a person who is educated, competent, and
talented in a particular case. They must be well-versed in the topic and capable of offering
insightful observations. The best candidate for an interview will ultimately depend on the
precise goals and objectives of the interview and the knowledge and experience necessary to
provide insightful opinions on the subject at hand.

The following actions can be taken to approach the ideal interview subject:

Describe the Interview's Goal and Purpose: Define the goal and parameters of the
interview before addressing possible responders. It will make choosing the best response
easier and formulate inquiries to elicit the necessary data.

Determine the People Who Might Respond: Finding possible interview subjects is the next
stage after defining the goal and parameters of the interview. Valuable resources for this
include social media, professional networks, and online forums.

Discuss with the respondent: The next stage is to get in touch with potential respondents
who have been identified. You can do this by phone, email, or social media. The message
should clarify the goal of the interview and how the respondent's knowledge relates to the
subject at hand in a clear, concise, and professional manner.

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Setting up the Interview: Scheduling the interview comes next after the respondent has
consented to participate. It can be accomplished by deciding on a convenient time, date, and
location for all parties.

Conduct the Interview: Building a relationship with the respondent throughout the
interview is crucial, fostering a welcoming environment that encourages them to express their
opinions and experiences. The inquiries should be open-ended and pertinent to the subject
under discussion.

Thank the Respondent: It's crucial to express gratitude to the interviewee for their
cooperation and time after the interview. You can accomplish this by making a follow-up
phone call or email.
Conclusion

In conclusion, it is critical to specify the goal and parameters of the interview, find suitable
respondents, get in touch with the respondent, arrange the consultation, carry it out, and
extend gratitude to the respondent to approach an ideal respondent for an interview. These
stages will help the discussion get the responder to provide the necessary information.