Example: topic: Exploring the Factors Affecting

Staff Turnover in Luxury Hotels in China

Chapter 3: Methodology 3.1 Research strategy

The research strategy to be applied in this paper is a case study. This is a method that is
often practised but rarely understood. The researcher selects one or several scenarios as
objects, systematically collect data and data, and conducts in-depth research to explore
the situation of a phenomenon in a real-life environment. This research strategy is an in-
depth study of individual units aimed at promoting larger units (Gerring, 2004). The case
study method is controversial. The more common weakness is that it tends to study a
single case, so it may not provide a general conclusion (Hamel et al., 1993). The case
study is considered “micro” because it is “lack of A sufficient number of cases (Yin,
2009). Although case studies are still controversial as research methods, they are still
widely recognized in many studies. Cases come from practice, without theoretical
abstraction and streamlining, A comprehensive and true response to objective facts, using
case studies as a starting point for scientific research can increase the effectiveness of
evidence. Case studies provide easy-to-understand explanations for other similar cases,
and the results are easily accepted by more readers. And not limited to academic research
(Stake, 1995), so this paper is more suitable for the case study research strategy.

19

3.2 Data collection tools

The data collection tools used in this study are mainly semi-structured interviews. Semi-
structured interviews are informal interviews conducted in accordance with a rough
outline of interviews. This method has only a rough basic requirement for the conditions
of the interviewee, the questions to be asked, and so on. Interviewers will prepare a list of
pre-determined questions before conducting interviews, but semi-structured interviews
are often conducted in a conversational manner, allowing participants to explore issues
that they consider important, so interviewers can flexibly make decisions based on actual
conditions (Longhurst, 2003). Semi-structured interviews provide an opportunity for
interviewers to personally explore the answers to the questions and, through interviews,
engage the interviewees to express their true views and specific views (Saunders et al.,
2009). Compared with structured interviews, the most important feature of unstructured
interviews is the flexibility and freedom, which can fully exert the initiative, enthusiasm,
flexibility and creativity of both sides of the interview (Burgess, 1988). In addition, semi-
structured interviews can save time and cost, and the collection method is relatively
simple, easy to operate, convenient and feasible, and guides in-depth conversations to
obtain reliable and effective information. On the other hand, semi-structured interviews
also have some drawbacks. For example, once the interviewee is sceptical about the

20

motivation of the interview, the answer to the question will be reserved, or the work
analyst's interview skills are not good enough to cause reliable information. The low
profile and interview sample size are generally small, so semi-structured interviews are
generally used with fewer respondents (Merton et al., 1956). This study will use semi-
structured interviews as a data collection tool. A total of six participants participated in
the study, three of which were leaders within the organization, and three were staff
members. Each interview took about twenty minutes. The problematic design structure
and logic are clear. According to the internal logic structure of the problem being
discussed, the topic is naturally transformed, and the objective and neutral attitude are
maintained, and the interviewee is not properly guided. The questions asked during the
interviews are:

1. To what extent does the working atmosphere within the organization affect your
intention to leave?
2. Do you think the arrangement of working hours in the organization is reasonable?
What are the reasons for irrationality?

3. Is the organization's internal compensation and benefits system perfect?

4. Are you satisfied with the promotion opportunities in the work process?
5. Is there a high staff turnover rate in your company? If yes, what are the main reasons?

21

6. If there is not a high staff turnover rate, why do you think some employees may decide
to leave the company? Can you give me some details on the most important reasons?

3.3 Data analysis

The data approach used in this study is template analysis, a form of topical analysis that
balances relatively high-level structures in the analysis of textual data and flexibly adapts
them to the needs of particular research (Brooks et al.,2015). The main steps of
performing template analysis are as follows: first, extract data and be familiar with the
data to be analyzed; second, define the collected data, and determine the topic in advance
may be helpful and relevant to the analysis; third, organize the topic into Clusters of
meaning, and begin to define their relationship; Fourth, define the initial coding template,
generate the beginning of the template; Fifth, apply the initial template to further data and
modify as needed; sixth, complete the template and apply it In the complete data set. On a
practical basis, decide when the template meets the needs of the project and consider the
resources available.

3.4 Research limitations

Regarding the reliability of this study, since the research focus is on a specific
organization, the research is carried out in the same environment and cannot be

22

repeated in different environments. In addition, this study mainly uses qualitative

research, and the flexibility of information transfer is low (Bryman and Bell. 2011). In
this study, the number of samples participating in the study is relatively small, so there is
a limit to the reliability of the research results. In many organizations, employees are
contradictory about publicly discussing research-related issues because they believe that
this is not standardized, and employees will worry that the comments in the interview
process will be leaked and adversely affect their careers. So they may not express their
opinions completely honestly. Finally, because the study was completed in a relatively
short period of time, the results of random collection and discussion were not detailed
enough and specific, so they were also time-limited.

3.5 Ethical issues raised

In the course of the research, this research may touch certain ethical issues in the research
process. From the ethical point of view, the most important issue is the participants'
informed consent. Before the participants are interviewed, participants should be
informed about the purpose of the study and what information they will involve and how
to use it to enable participants to fully understand the research objectives. In addition,
prior to interviews, the interviewee's consent should be obtained, allowing the
interviewee to decide whether or not to participate (Bryman and Bell. 2011). And to
make commitments to the participants, to protect their privacy,

23
to maintain anonymity when collecting interview results after the interview, and not to
disclose the details of the research and the personal information of the interviewees. In
the process of conducting interviews, it is necessary to avoid harming the interviewees
and avoid making the interviewees feel uncomfortable. At the same time, during the
interview process, pay attention to words, use appropriate language, create a relaxed
atmosphere, and establish sufficient trust relationship with the interviewees to ensure the
authenticity and reliability of the information provided by the participants (Saunders et
al., 2009 ).