Introduction
Research is an essential element in executing a capstone project. It provides a systematic, evidence-based approach to problem-solving that multiple scientists have verified. This gives some idea of how the topic that scientists are studying can be applied in real life and how useful the data provided is. In addition, regarding the employee resource group, it is necessary to study qualitative and quantitative research in detail to improve our understanding of its importance and how it helps in business management. This section includes the examination of several qualitative and quantitative studies on the topic of staff resource groups.
Qualitative Research Section
Description of the Studies
Bonaccio et al. (2020) aim to identify the degree of exposure of people with disabilities to the work environment and what conditions exist for them. The purpose of this study is to better understand the factors that influence the experience of people with disabilities in the workplace. The study’s value is to help form the necessary measures to improve the situation in the form of policies and practices for people with disabilities based on the data obtained.
The study investigates the experiences of people with disabilities in the workplace. This paper is based on the theory of social identity, regarding which the authors argue the importance of being in a group. The study sample consists of 23 employees with disabilities and 23 employers with whom semi-structured interviews were conducted, through which data were collected. The main limitation of this article is the possibility of bias in the empirical evidence researched.
The article by Chanana (2019) examines the value of employee resource groups during the COVID-19 lockdown. This work provides insight into the changed realities of the modern workplace and their impact on employees. The research investigates “the employee engagement practices during the COVID-19 lockdown” (Chanana, 2019, p. 4). It does not include a sample of the population, as it is based on the study of existing literature.
Moreover, the research focuses on the theory of employee engagement and how it helps to cope with difficult situations. The data collection process took place through a literature review of research papers, articles, blogs, and online newspapers. The author does not indicate the limitations that arose during the scientific work.
A study by Shore et al. (2018) aims to review the literature on inclusive workplaces. The authors note that despite the growing interest in inclusiveness, the concept of such jobs does not tend to increase. The study aims to analyze scientific works to identify critical dimensions of inclusion and diversity in the workplace.
The significance of the work is that the analysis of the job market is vital in order to determine whether it is suitable for comfortable work. The article does not include a particular sample or population. Data collection was carried out through analyses of scientific papers from Google Scholar, JSTOR, and PsycINFO.
Findings
All three studies reviewed in this section are qualitative and focus on the discussion of staff resource groups while touching on many other important factors that relate to current and future scientific research. The studies are also aimed at studying the experience and possible problems of different groups of people in the workplace. The quantitative studies considered in this paper are reviews of the material collected by scientists regarding the ERG indicators that most involve performance indicators.
The findings of Shore et al. (2018) show that inclusive workplaces have a positive effect on employee satisfaction. The reliability of the study is due to a review of verified sources and an analysis of jobs. For my work, this source is suitable as it can provide information on the conceptual basis of the project and study design. The validity of the study comes from a thorough review of the existing literature and the use of validated research methods.
The article by Chanana (2019) is suitable for my research as it is based on the study of the role of employee groups in increasing engagement. Its reliability is further justified by the use of proven scientific data. Bonaccio et al.’s (2020) data analysis and research findings suggest that many employers fear the participation of people with disabilities.
The data are also reliable, as scientists have carried out a detailed analysis. This study is linked to my project as it analyzes the problems of a specific sample of people they encounter. In this way, this specific topic of resource groups of workers can be explored. However, this article is limited because it relies on US data and does not analyze the global situation.
Quantitative Research Section
Description of the Studies
Daqar et al. (2019), based on the survey, investigate the topic of employee engagement and measures to support it. The main goal of the paper was “to study and create further understanding of employees’ engagement levels and how to stimulate it to the maximum as long as possible” (Daqar et al., 2019, p. 1). The significance of this work is to provide information on building a workplace culture that encourages interaction.
The study’s sample consisted of 55 employees working in private and governmental organizations, and data were collected using a survey. The main variables were employee engagement levels and ways to stimulate them. Possible bias and a lack of agreement among the participants were limiting factors.
The next source that has been investigated as a quantitative one is “Predicting joining and participating in minority employee network groups.” The authors consider ERG a network group whose purpose is being investigated, which is to increase the joining and participation of minority groups (Friedman & Craig, 2004). This study’s sample consisted of about one hundred thousand employees and was divided into twenty groups (Friedman & Craig, 2004). Eight of them consisted of representatives of African American, Hispanic, Asian, African American, and Asian minority groups. The uniqueness and significance of this source consist of a detailed study of specific individuals and their experience with network groups.
The main variables in the experiment were the level of joining and participation of minority groups. The data was collected by conducting surveys among selected employees. This article’s limitations are the lack of a description of the reasons for the formation of network groups, the non-longitudinal nature of the collected data, and the incomplete replication of the elaborate models developed in union studies.
The third source provides a quantitative study of ERG’s contribution to helping lesbian, gay, bisexual, and transgender (LGBT) workers. The primary purpose of the article was the study “Issues of diversity and inclusion: diversity in culture, ethnicity, religion, age, gender and sexual orientation, and inclusion involving equal participation and the removal of barriers” (McNulty et al., 2018, p. 831).
The value lies in touching on the topic of sexual minorities in the workplace. Twenty participants were recruited as a sample: fifteen LGBT male and female employees and five managers (McNulty et al., 2018). The researchers intended not to match the sample to obtain validity and credibility. The main variable was the level of satisfaction of the minority group’s staff with the conditions in the workplace. Limitations in this scientific paper are the possibility of bias and the leading role of personal opinion in collecting data from participants for analysis.
Findings
The reviewed papers present an extensive review of the literature from which many factors are perceived to explore the possibilities of providing better working conditions. Research in this area is actively developing questions related to obtaining specific data on which indicators have a more significant impact on workers’ critical conditions. In addition, an essential aspect of conducting complex studies is the formation of a new strategically important area of ERG.
Conducting several phases of the survey provided the reliability and validity of Friedman and Craig’s (2004) study. This allowed for the most reliable data from respondents. Daqar et al.’s (2019) findings are valuable for further projects as they focus on ways to maintain staff engagement. The findings of McNulty et al. (2018) showed the need to improve minority groups’ opportunities for voice. The knowledge gained from these articles can be used in the project, as I focus on the importance of ERG for improving conditions in the workplace.
Conclusion
In conclusion, the study of employee research groups is particularly valuable for finding the most effective ways to create a satisfactory and positive workplace environment. This measure is necessary due to its impact on the productivity and efficiency of any organization. Therefore, the researched qualitative and quantitative scientific papers contributed to guiding and shaping the project development component of the capstone project.
References
Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020). The participation of people with disabilities in the workplace across the employment cycle: Employer concerns and research evidence. Journal of Business and Psychology, 35, 135-158. Web.
Chanana, N. (2021). Employee engagement practices during COVID‐19 lockdown. Journal of Public Affairs, 21(4), e2508. Web.
Daqar, M. A. A., Smoudy, A. K., & Abu, M. (2019). Employee engagement level: The transform from employee to partner. Modern Applied Science, 13(7). Web.
Friedman, R. A., & Craig, K. M. (2004). Predicting joining and participating in minority employee network groups. Industrial Relations: A Journal of Economy and Society, 43(4), 793- 816. Web.
McNulty, Y., McPhail, R., Inversi, C., Dundon, T., & Nechanska, E. (2018). Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: The role of employee-resource groups (ERGs) and allies. The International Journal of Human Resource Management, 29(5), 829-856. Web.
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189. Web.