Initial Statement of Research Intent 

Notes to the applicant:

 If your application progresses, you may be asked to submit a more detailed
Statement of Research Intent.
 Applicants should note that PhD candidates are expected to submit their thesis
after 3-4 years full-time study (6-8 years part-time).
 Further information about scholarship opportunities for study at the University of
Auckland Business School can be found at University of Auckland Doctoral
Scholarships.

Your details

Khalique U Zaman
Name of applicant:

991145340
Student ID (if known):

Department/s in which
Business School
proposed research will be
conducted:

Professor Maree Roche

Proposed supervisor/s:*

☒ I wish to be considered for the University of Auckland Doctoral Scholarship

* Applicants can find academics who are accredited to undertake doctoral supervision
on the University Website and are expected to contact potential supervisors. For more
information, please see Discovery profiles.

Those unable to do so will be supported, but the application process may be delayed.
If no appropriate supervisor can be identified, the application will be declined.

Area of research interest

Provisional title of thesis and/or area of research interest

Investigating the Relationship between Employee Wellbeing and

Organizational Performance in Small and Medium Enterprises in New Zealand:
The Role of Human Resource Management Practices

Brief description of the proposed research. Include the theoretical rationale for the
project, the main research objective, and the proposed methodology. If you are
applying for a specific funded PhD research project, including one with a University of
Auckland Doctoral Scholarship, please state which one and explain how your
independent PhD research will fit into, and relate to, the funded research project.
[maximum 750 words]

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Initial Statement of Research Intent 

As a prospective PhD scholar, my research interest lies in conducting an in-depth

investigation into the intricate relationship between employee well-being and
organizational performance within Small and Medium Enterprises (SMEs) in New
Zealand. I aim to explore the factors that influence employee well-being and examine
how Human Resource Management (HRM) practices play a crucial role in mediating this
relationship.

SMEs form a vital component of New Zealand's economy, contributing significantly to its
GDP and employment. However, compared to larger organizations, SMEs often face
unique challenges in effectively managing their resources, including human resources.
Employee well-being has emerged as a critical factor affecting the performance,
productivity, and sustainability of organizations worldwide. Therefore, it is imperative to
comprehend the factors that influence employee well-being and their impact on
organizational performance, particularly within the SME context.

My research will adopt a mixed-methods approach, combining quantitative and

qualitative methods. By collecting primary data through surveys and interviews from
SMEs across various industries in New Zealand, I aim to investigate the extent to which
HRM practices, such as employee engagement, training and development, performance
management, and work-life balance, influence employee well-being. Furthermore, I
seek to understand how employee well-being, in turn, impacts organizational
performance in terms of productivity, innovation, job satisfaction, and employee
retention.

The significance of this research lies in the contribution it can make to both academia
and practice. Firstly, by focusing specifically on SMEs, this study will address a critical
research gap in understanding the relationship between employee well-being and
organizational performance within this sector. While existing research in larger
organizations provides some insights, the unique context and resource constraints faced
by SMEs necessitate a dedicated examination.

Secondly, this research will generate practical implications for SMEs in terms of
designing and implementing effective HRM practices that promote employee well-being
and enhance organizational performance. The findings will enable SMEs to leverage their
limited resources and create an optimal work environment that nurtures employee well-
being while fostering organizational success.

Research/professional background

Briefly summarise any previous research/professional experience that relates to your

proposed research project as detailed above. [maximum 200 words]

My research and professional background have prepared me well to undertake this

study. With five years of experience as a Human Resource executive, I have gained a
deep understanding of the challenges faced by SMEs in managing their human
resources. Working closely with employees, I have observed first-hand the importance
of employee well-being and its impact on individual performance and overall
organizational outcomes.
Moreover, my educational background and research experience have equipped me with
the necessary skills and knowledge to pursue this study effectively. I hold a Master's
degree in Human Resource Management, and during my academic journey, I have
extensively studied various aspects of HRM, including employee well-being, performance
management, and organizational behaviour. Furthermore, I have also done my Masters
of Philosophy with majors in Human Resource Management.

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Initial Statement of Research Intent 

In my previous research endeavours, I have explored the impact of toxic leadership on

organizational learning and the mediating role of Leader-Member Exchange Quality.
These experiences have nourished my research skills, enabling me to design and
execute studies that yield meaningful insights.

Combining my professional background and research experience, I am well-prepared to

undertake this research project. My practical exposure to HRM practices, coupled with
my academic training, positions me as an ideal candidate to investigate the relationship
between employee well-being, HRM practices, and organizational performance within
the SME sector in New Zealand.

Other relevant information

Please provide any other information relevant to your application or your eligibility for a
scholarship that you wish to share [maximum of 200 words].

With five years of experience as a Human Resource executive, I have been actively
involved in managing various HR functions, including performance appraisals, talent
acquisition, hiring need analysis, and workload management etc. My role in the HR
office has provided me with valuable insights into the practical challenges faced by
organizations in effectively managing their human resources.

As an HR Executive, I have witnessed the impact of employee well-being on individual

performance, team dynamics, and overall organizational outcomes. Recognizing the
significance of employee well-being in creating a thriving and productive work
environment, I have implemented initiatives aimed at enhancing employee engagement,
promoting work-life balance, and fostering a positive organizational culture.

My first-hand experience in managing HR functions has ignited my passion for bridging

the gap between academic knowledge and professional practices. I firmly believe that
combining theoretical insights with practical applications is essential for making the
workplace more realistic and impactful. By integrating academic research and empirical
evidence into HR practices, organizations can create meaningful strategies that prioritize
employee well-being while driving organizational success.

I am committed to contributing to this integration process by conducting research that

not only adds to the academic literature but also offers practical implications for HR
professionals. I seek to foster a two-way exchange between academia and industry,
bringing academic insights into the realm of professional practice and translating
practical challenges into research questions. By doing so, I aim to facilitate the
implementation of evidence-based HRM practices that resonate with the realities of the
workplace.

Through my PhD studies at the University of Auckland, I intend to further strengthen

this connection between academia and professional practices. By engaging with both
academic researchers and industry practitioners, I aim to bridge the gap between theory
and practice and drive positive change in HRM approaches. Ultimately, I aspire to
contribute to making the workplace more realistic, fostering employee well-being, and
promoting sustainable organizational performance.

Last updated: 17 April 2013 Page 1 of 1