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Synthesizing existing research to identify trends and gaps in the literature. Important for developing hypotheses and research questions.

Collecting data from a sample of individuals to generalize findings to a larger population. Often used in job satisfaction and employee engagement studies.

Manipulating one variable to determine if it causes a change in another variable. Useful for establishing cause-and-effect relationships.

Resembles experimental design but lacks random assignment. Used when experiments are not feasible due to ethical or practical restrictions.

Examining a variable or variables at a single point in time. Often used in organizational surveys to assess current states like job satisfaction.

Studying variables over an extended period of time to detect changes or patterns. Important for understanding employee development and career trajectories.

Combining and analyzing data from multiple studies to draw broader conclusions. Extremely valuable in understanding the effectiveness of interventions and practices.

In-depth analysis of a single organization or a small group of employees to explore complex phenomena within its real-life context.

Using a standardized set of questions for all interviewees to reduce bias and increase reliability of interview data. Common in selection and hiring processes.

Closely watching employees in their natural work environment to gather data on their behavior. Useful in job analysis and ergonomics studies.

Systematically studying job roles to define job duties and requirements. Fundamental in creating job descriptions and specifications.

Gathering a group of employees to discuss issues or concerns related to the workplace. Facilitates idea generation and captures employee sentiment.

Examining the statistical relationship between two or more variables. Helps in understanding the degree to which variables are related in the workforce.

A statistical method used to describe variability among observed, correlated variables in terms of a potentially lower number of unobserved variables, called factors. Often used in test development and validation.

Following a subgroup of individuals who share a defining characteristic over time to study outcomes. Can be used to study career progression or the impact of training programs.

Systematic coding and quantifying of text data to identify themes or patterns. Useful in analyzing open-ended survey responses or company reports.

A collaborative process that assesses the effect of a strategic change or intervention within an organization. Aims to solve problems and improve practice.