Research Methodology

Scope:

"identifying the role of organizational culture in promoting employee

satisfaction in tertiary care hospital," a suitable research methodology
would be a mixed-methods approach. This would involve combining both
quantitative and qualitative methods of data collection and analysis.

Type of research:
"identifying the role of organizational culture in promoting employee
satisfaction in tertiary care hospital," a suitable research methodology
would be a mixed-methods approach. This would involve combining both
quantitative and qualitative methods of data collection and analysis.

The quantitative aspect could involve administering a survey questionnaire

to a sample of employees in the hospital to collect data on their
perceptions of the organizational culture and their level of job satisfaction.
The survey data could then be analyzed using statistical techniques such as
regression analysis to identify any relationships between organizational
culture and employee satisfaction.

The qualitative aspect could involve conducting interviews or focus group

discussions with a smaller sample of employees to gather more in-depth
and detailed information on their perceptions of the organizational culture
and how it influences their job satisfaction. The data collected from the
interviews or focus group discussions could be analyzed using thematic
analysis to identify common themes and patterns.

By using a mixed-methods approach, you can gain a more comprehensive

understanding of the relationship between organizational culture and
employee satisfaction in the hospital, and provide a more nuanced and
insightful analysis

Sample: For a mixed-methods approach, a sample size of around 30-50

employees for qualitative data collection and 100-200 employees for survey
questionnaire would provide enough data to conduct meaningful analysis.
However, the sample size could be adjusted based on the specific requirements
of the study.
Data collection tools:
There are several suitable data collection tools that can be used to collect both quantitative and
qualitative data for your dissertation on the role of organizational culture in promoting employee
satisfaction in a tertiary care hospital.

Quantitative data collection tools:

1. Survey Questionnaire: A survey questionnaire can be designed to collect data on

employee satisfaction and their perception of organizational culture. A Likert scale can be
used to rate the level of agreement or disagreement with statements related to employee
satisfaction, and organizational culture.
2. Secondary Data Analysis: Secondary data such as hospital records or human resource
data can be analyzed to provide information about employee turnover, absenteeism
rates, or performance metrics, which can be used to infer employee satisfaction levels.

Qualitative data collection tools:

1. Semi-Structured Interviews: Semi-structured interviews can be conducted with employees

to gather more in-depth and detailed information on their perceptions of the
organizational culture and how it influences their job satisfaction. The interviews can be
conducted in person or through phone/video conferencing.
2. Focus Group Discussions: Focus group discussions can be conducted with a group of
employees to gather a range of perspectives on the organizational culture and its impact
on their job satisfaction. This technique can be particularly useful for exploring the
common themes and patterns in employee experiences.

In addition to these data collection tools, participant observation, case studies, and content
analysis can also be used to gather data on organizational culture and employee satisfaction in a
tertiary care hospital. The choice of data collection tools will depend on the research questions,
objectives, and the research design of the study.

Data Source

Primary data:
 Survey data collected from hospital employees
 Interview data collected from hospital employees
 Focus group data collected from hospital employees
Secondary data:
 Hospital records, such as employee turnover rates and absenteeism rates
 Performance metrics, such as patient satisfaction surveys
 Human resources data, such as employee demographics and job titles
 Organizational policies and procedures
 Employee engagement surveys conducted by the hospital