Workplace Discrimination: A Quantitative Research Proposal to Workplace Discrimination

Draft Quantitative Proposal

The purpose of the paper is to propose a draft quantitative proposal for the writer’s doctoral study project. The section will start with a description of the research method and the justification for the research method selected. The section will also include: (a) a description of the survey design; (b) the rationale for the selection of the survey design; (c) the data collection approach; (d) population and sample size; (e) survey instrumentation; (f) variables assessed in the research; and (g) data analysis and interpretation. The section will conclude with additional observations regarding the value and benefit of the research design.

Research Design

I can gather quantitative or numeric description of trends, attitudes, or opinions of a population by using survey designs (Creswell, 2009). A test of the dynamics to an influence of an outcome is specific to an experiment design (Creswell, 2009). The components of a survey method plan follow a standard format for data collection (Creswell, 2009). The survey design identifies the purpose of a survey research, indicates the purpose a survey is the preferred choice of the collective procedure for the study, and whether the survey will be cross-sectional or longitudinal (Creswell, 2009). Lastly, I should specify the form of collection (Creswell, 2009).

The population from the sample has a basis of characteristics and sampling process from the research (Creswell, 2009). Moreover, I should specify the size of the population by relating the characteristics of the research to the study (Creswell, 2009). The target audience includes shareholders that want to minimize litigation risk. In addition, I should identify if the sampling design requires clustering (Creswell, 2009). The individuals of the study should be selected utilizing random sampling (Creswell, 2009). Stratified sampling allows sampling the statistical model to have less noise and a favorable standard deviation (Creswell, 2009). The best procedure for selecting the sample participants is to choose individuals using a random numbers table (Creswell, 2009). Lastly, I should indicate the size of the sample, and the method used to derive the size (Creswell, 2009).

I should announce and find permission to the survey instrument used in the study (Creswell, 2009). Furthermore, I should indicate changes to the survey (Creswell, 2009). Moreover, Survey Monkey is an online survey tool available to all (Creswell, 2009). I should state the validity and reliability of the scores obtained from pass instruments favored to use in the survey (Creswell, 2009). The reliability and consistency of scores is essential to state. Validity and reliability of a survey instrument requires review if the instrument changes (Creswell, 2009). Sample items require display in the instrument (Creswell, 2009). I should provide an announcement of the major sections to the instrument (Creswell, 2009). Moreover, I should discuss plans to test the instrument (Creswell, 2009). The steps for me to practice when mailing surveys include an advance notice letter, actual mail survey, post card follow-up, and personalized cover letter (Creswell, 2009).

I should explain the variables linked to the research questions and hypotheses in the method section (Creswell, 2009). The variables, hypotheses, and research questions can further be explained in a table format (Creswell, 2009). The proposal requires a discussion of the data analysis procedures including research tips that present information involved in analyzing the data (Creswell, 2009). Moreover, I should report the count of the sample and discuss the determination to response bias (Creswell, 2009). I ought to discuss a plan to provide a descriptive analysis and provide statistical scales of the study to include the reliability of the scales and provide the rationale for choice in statistical sampling, testing, and inferential questions (Creswell, 2009). In addition, I should specify the name of the statistical software in use, and the results of the test by a table depicting statistical results (Creswell, 2009). Furthermore, I must state if the results of the statistical test are significant (Creswell, 2009). In addition, I should announce if the results answered the research questions or hypotheses, and indicate other possible alternatives (Creswell, 2009). In essence, the methodology includes (a) sample size location; (b) historical; (c) purpose; (d) sample type; (e) variable introduction; (f) descriptive statistics; (g) survey type and scale; (f) descriptive analysis and scale; (g) the selection of regression; and (h) explanation of the model (Creswell, 2009). Lastly, I should explain the components of an experimental method plan including participants, materials, procedures, and measures (Creswell, 2009).

Participants

The explanation of the selection process for the participants, the reasons to assignment to groups, and features of participants in terms of the characteristics or traits are critical (Creswell, 2009). I, as I, should consider factors that control the variables that may influence the outcome (Creswell, 2009). The checklist in designing an experimental procedure include (a) participants; (b) population; (c) method of selection; (d) random assignment; (e) how many participants in the experiment and groups; (f) dependent variables; (g) treatment condition; (h) covariance and measurement; (i) research design and visual model; (j) instruments to measure the outcome; (k) steps in the procedure; (l) threats; (m) pilot test; (n) descriptive and inferential analysis; and (o) interpretation (Creswell, 2009). Furthermore, I should inform the reader, after placing participants in groups, the number of participants in each group (Creswell, 2009). The number of participants derives from power analysis including statistical significance, amount of power, and effect size (Creswell, 2009).

Variables and Instruments

I should state in the method section all the variables in the study including independent variables specially the treatment variable (Creswell, 2009). In addition, I should provide the dependent variables that produce outcome (Creswell, 2009). I should provide reliability and validity of previous research instruments regarding development, items, scales, and reports (Creswell, 2009). The instrument(s) of the study requires a description of validity and reliability of the scores on instruments (Creswell, 2009). I must provide the materials used during a test such as a pilot test for the experimental including handouts from lessons, and special written instructions (Creswell, 2009).

Experimental Procedures

The experimental design procedures ought to be identified that indicate overall experimental type, citations for the purpose of the design, and a visual model (Creswell, 2009). The selection of experimental design includes pre-experimental designs, true experiments, and single-subject designs (Creswell, 2009). Identifying the comparison of variables is a common practice (Creswell, 2009). Researchers can adopt a diagram illustrating the research design (Creswell, 2009).

Threats To The Validity

Threats to internal validity exist in experiments, and researchers have to identify potential downfalls with experimental procedures, participants, and experimental treatment (Creswell, 2009). Threats to external validity exist when experiments draw incorrect inferences (Creswell, 2009). The occurrence of the evaluation of incorrect inferences and the conclusion of statistical validity is a drawback for researchers (Creswell, 2009). The cataloguing of internal threats to the validity include (a) history; (b) maturation; (c) regression; (d) selection; (e) mortality; (f) diffusion of treatment; (g) compensatory/resentful demonstration; (h) compensatory rivalry; (i) testing; and (j) instrumentation (Creswell, 2009). Construct validity occurs when investigators use inadequate definitions and measures of variables (Creswell, 2009). Others threats include potential threats to the validity, defining and classifying the threat, and discussing how the threat addresses by citation references (Creswell, 2009). The tagging of external threats to the validity includes interaction of selection and treatment, interaction of setting and treatment, and interaction of history and treatment (Creswell, 2009).

The Process

The reader should understand the procedures for conducting the experiment by stating the design observations, treatment, and time line (Creswell, 2009). The procedure involves a step by step explanation (Creswell, 2009). I should show the reader the classification of statistical analysis used in the experiment (Creswell, 2009). Moreover, the reader can benefit from reading the descriptive and inferential statistics (Creswell, 2009). Single and multiple subject graphs vary by display (Creswell, 2009). Experimental researchers also report confidence and effect size intervals (Creswell, 2009). Lastly, the interpretation of results involves interpreting the statistics in comparison to the hypotheses, research questions, significance of the results, and generalization to people (Creswell, 2009).

Questions and Hypotheses

To examine the theory that discrimination affects unemployment, and the gross domestic product, the quantitative research design calls for a central question and a related set of sub questions. The additional researcher prompted me to consider effects of discrimination before the employee exits and after exiting the organization depicted in Figure 1., below. The variations of discrimination include gender, race, sexual orientation, disability, demographics, ethnicity, and marital status (Berry & Bell, 2012; Brown-Iannuzzi, Payne, & Trawalter, 2012; Cooper, 2012; Dillon, McCaughtry, & Hummel, 2010; Gau & Gaines, 2012; Hodges & Budig, 2010; Levashina & Campion, 2009; Malos, 2012; Mong & Roscigno, 2010; Mujtaba & Sims, 2011; Puhl & Heuer, 2011; Roberts & Chitewere, 2011; Ross, Rouse, & Bratton, 2010; Wright, Domagalski, & Collins, 2011). In contrast, the reaction to discrimination by the employee is litigation (Hirsh & Lyons, 2010; Langford, 2011).

Figure 1. Discrimination Flow Chart - shows the analytical process of ethical challenges with organizations concerning discrimination.

The addition evaluations of factors that occur through discrimination process include organizations evaluating the labor law and civil right process. Once the employee experience discrimination, the employee considers termination or civil litigation. If the employee does not leave the organization, the employee experiences neglect, subtle discrimination, or harassment. The accumulative factors eventually escalate to termination. The risk is litigation from the former employee.

The quantitative questions and hypothesis can be synthesized from the above figure. The study’s central question is: What is the correlation between discrimination, and at will employment? The related sub questions are

1. What is the connection between at will employment, discrimination, and labor laws?

2. What is the correlation between ideal candidates and at will employment?

3. What is the correlation between discrimination and at will employment?

4. What is the correlation between at will employment and civil rights?

To examine the theory that discrimination affects unemployment, and the gross domestic product, hypotheses are below and include:

§ H₁: Forgoing at will employment can improve discrimination counts in workplaces in the United States.

§ H₂: Terminating at will employment can improve the economy in the United States.

§ H₃: There is no significant correlation between at will employment and discrimination at the workplace in the United States.

§ H₄: There is no significant correlation between at will employment and the economy in the United States.

Hypotheses are necessary to determine to what extent employment discrimination affects the economy and the unemployment rate.

Conclusion

In conclusion, the paper presented a description of the research method for this writer’s proposed quantitative study. The essay outlined the purpose of the design, the various elements of the research design, participants, variables and instruments, experimental procedures, threats to the validity, the process, and questions and hypothesis for the design approach chosen. This research design fulfills the need for quantitative research focused on the correlation between discrimination and at will employment practices of organizations. The research design structures to ensure validity and reliability.

References

Berry, D., & Bell, M. P. (2012). Inequality in organizations: Stereotyping, discrimination, and labor law exclusions. Equality, Diversity and Inclusion: An International Journal, 31(3), 236-248. doi: 10.1108/02610151211209090

Brown-Iannuzzi, J. L., Payne, B. K., & Trawalter, S. (2012, December 4). Narrow imaginations: How imagining ideal employees can increase racial bias. Group Processes & Intergroup Relations, 1-10. doi: 10.1177/1368430212467477

Cooper, J. N. (2012, July). Personal troubles and public issues: A sociological imagination of black athletes' experiences at predominantly white institutions in the United States. Sociology Mind, 2(3), 261-271. doi: 10.4236/sm.2012.23035

Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches (3rd ed.). Lincoln, NB: Sage Publications.

Dillon, S. R., McCaughtry, N., & Hummel, S. (2010, Winter). School districts' hiring practices for physical educators. Physical Educator, 67(4), 209-221. Retrieved from http://www.thephysicaleducator.com

Gau, J. M., & Gaines, D. C. (2012, March 1). Top-down management and patrol officers’ attitudes about the importance of public order maintenance: A research note. Police Quarterly, 15(1), 45-61. doi: 10.1177/1098611111433010

Hirsh, E., & Lyons, C. J. (2010, Perceiving discrimination on the job: Legal consciousness, workplace context, and the construction of race discrimination. Law & Society Review, 44(2), 269-298. Retrieved from http://onlinelibrary.wiley.com/journal/10.1111/%28ISSN%291540-5893

Hodges, M. J., & Budig, M. J. (2010, December 1). Who gets the daddy bonus? Organizational hegemonic masculinity and the impact of fatherhood on earnings. Gender & Society, 24(6), 717-745. doi: 10.1177/0891243210386729

Langford, M. (2011). Where have all the lawsuits gone? The curious case of section 109 of the other civil rights act1. Southern Journal of Business and Ethics, 3, 33-40. doi: 10.1007/sl0672-008-9070-6.

Levashina, J., & Campion, M. A. (2009, September). Expected practices in background checking: Review of the human resource management literature. Employee Responsibilities and Rights Journal, 21(3), 231-249. doi: 10.1007/s10672-009-9111-9

Malos, S. (2012, March). Employment discrimination based on immigration status: Recent cases involving H-1B visas. Employee Responsibilities and Rights Journal, 24, 23-36. doi: 10.1007/s10672-011-9175-1