Unit Number and Title Unit 19 – Research Project

Academic Year 2022-2023

Unit Assessor

Assignment Title Research Project

Issue Date

Submission Date

IV Name

Date

Submission Format:

The submission is in the form of a portfolio which includes the following components:

- Academic Report
- Graphical Illustrations
- Appendices (if any)

The academic report should be written in a concise, formal business style using single spacing and font
size 12. You are required to make use of headings, paragraphs and subsections as appropriate, and all
work must be supported with research and referenced using the Harvard referencing system.

A bibliography should be provided using the Harvard referencing system. The recommended length is
3,000 – 4,000 words, but you will not be penalised for exceeding this.

You must ensure you support the written report with a range of graphical illustrations and appropriate
appendices

Unit Learning Outcomes:

LO1 Examine appropriate research methodologies and methods to identify those appropriate to the
research process
LO2 Develop a research proposal, including a supporting literature review
LO3 Analyse data using appropriate techniques to communicate research findings
LO4 Reflect on the application of research methodologies and process

Assignment Brief and Guidance:

Scenario

Workplace transformation is the rethinking of flexible workspaces to accommodate different kinds of

work, workers, and technology. Driven by new technologies and increasing globalisation the workplace
has been evolving rapidly to support these constant changes. The changes in technology, roles and
competencies has provided countless opportunities for enhancement and change within organisations and
as the world or work changes so does the workplace.
Deloitte in their report entitled ' Workplace transformation in the digital age' identified four dimensions of
the workplace ecosystem that needed to be considered in any workplace transformation strategy:

● space, relating to the design of office buildings and space;

● place, relating to how the workforce is spread across different locations;
● technology and the requirements needed for employees to carry out their roles and collaborate;
● talent relating to organisational structure and culture.

In the wake of the recent global pandemic all these dimensions of the workplace ecosystem are having to
be reimagined. Many organisations already have had to refocus their workforce plan to ensure a fully
remote workforce has the capabilities and technologies available to continue employee connectivity,
engagement and productivity. Navigating this new way of work is crucial to support business operations
and far reaching implications for the future.

You are working as a business consultant for a consultancy company [named organisation/an
organisation of your choice – your own place of work if appropriate]. You have been approached by
a business organisation to conduct research into a workplace transformation in the age of
digitalization in the post global pandemic environment.

You are to conduct research on the following theme:

“The challenges faced by organizations when embarking on workplace transformation initiatives and
how the right strategy, funding, and support of management can result in an increase in product and
services innovation as well as a long-term competitive edge”.

The organisation has left it to you to decide what would be appropriate to investigate in this area of
business and for you to choose the research topic.

Once you have identified your research topic and objective you will undertake the following steps to
collate, analyse and present your findings.

This will be presented in the form of a research report.

1. Complete a Literature Review (Secondary Research)
You need to know what the key literature is related to the research objective in order to plan a research
study to explore the phenomenon. Conduct a literature review using a range of sources relating to the
research topic. Evaluate the validity and reliability of the sources, discussing current understanding on the
research topic area
In your report discuss the sources of literature found and how they relate or otherwise to the research
topic. Your report should critically evaluate literature in order to assess the validity of the literature in
supporting the research topic.

2. Develop a project proposal for researching the research objective identified.

Your research proposal identifies the purpose of the research project with clear aim and objectives and
justifies the chosen research methods in terms of the research question.
Discuss the ethical issues which will need to be considered and examine the research methods and
approaches to be taken.
Prepare an action plan with target dates and methods for monitoring and updating your activities to ensure
your meet the deadline for the final written report

3. Carry out independent primary research

Design, implement, collect and critically analyse data. For example, using a
survey/questionnaire/interview or other primary research technique collect data and then present and
analyse findings. Present your findings using visual illustrations e.g. bar charts/pie graphs/tables.
Your report will include the critical analysis of data and the advantages and disadvantages of the research
methods and approaches taken to data collection.
4. Communicate outcomes - Report
Develop a report that provides valid and justified recommendations for the business organisation based on
the analysis of the research both primary and secondary. Your findings and outcomes must be based on
the research proposal objective/s and refer back to this in drawing your conclusions.
Finally, critically reflect on how you have conducted the project, the lessons learnt and the alternatives
you would consider in the future with recommendations for actions to be taken forward.
REPORT STRUCTURE
You should also include the College name, report title and the date.

Executive Summary
A summary should be provided, so that people can see at a glance what the report is about. You should mention
your key findings, conclusions and recommendations.
This summary is usually printed immediately after the title page.

Contents Page
Page numbers as well as section/chapter titles should be included
If the report incorporates some appendices, their titles should be listed

Terms of Reference
• Refer to your project proposal

Introduction
This section should provide some of the background of the subject that forms the principle theme of your report.
If the report is designed to solve a perceived ‘problem’, the history of the ‘problem’ can be reviewed here,
culminating in the situation that prompted the report to be written
You should also provide some key information about the organisation in which your research is based.

Methodology
This section is needed for the reader to judge the authenticity of the ‘evidence’ that comprises the main body of the
report. All sources should be mentioned and, if appropriate, describe how you put together your questionnaire or
survey.
Copies of questionnaires, interview questions etc. should be included in the appendices.
If any published documents were studied, this should be mentioned here

Main Body
This is likely to comprise many paragraphs or sections. It is often useful to break up your assignment into
subheadings.
This section should be structured around the key themes of your research
Use tables, charts if possible. Your presentation of data is important
This section should bring together your secondary and primary research and your findings

Conclusions
In this section you should say what your facts or findings mean i.e. discuss the key implications arising from the
wealth of detail you may have collected.
Your findings and outcomes should be relate back to your initial research objective and proposal
The conclusions should not incorporate any new facts

Recommendations
Your recommendations should clearly spell out your ideas to enable them to be acted upon.
In particular, if your proposals involve expenditure, you must supply a cost benefit evaluation to show what it costs
and what management will get from it.

Bibliography
All references in the report should be listed in the correct Harvard format

Appendices
All detailed statistical tabulations, graphs, lists, questionnaires etc. should be organised into separate appendices
Include a list of references (sources that are actually cited in the report itself)
Nothing should be included that isn’t referred to in the main body of the report
 LEARNING OUTCOME AND ASSESSMENT CRITERIA
PASS MERIT DISTINCTION

LO1 EXAMINE APPROPRIATE RESEARCH METHODOLOGIES AND METHODS TO

IDENTIFY THOSE APPROPRIATE TO THE RESEARCH PROCESS

P1 PRODUCE A RESEARCH PROPOSAL THAT

CLEARLY DEFINES A RESEARCH QUESTION OR M1 EVALUATE DIFFERENT RESEARCH
HYPOTHESIS, SUPPORTED BY A LITERATURE APPROACHES AND METHODOLOGY AND MAKE
REVIEW. JUSTIFICATIONS FOR THE CHOICE OF
P2 EXAMINE APPROPRIATE RESEARCH METHODS SELECTED BASED ON
PHILOSOPHICAL/ THEORETICAL FRAMEWORKS
D1 CRITICALLY EVALUATE RESEARCH
METHODS AND APPROACHES TO PRIMARY
METHODOLOGIES AND PROCESSES IN
AND SECONDARY RESEARCH.
APPLICATION TO A BUSINESS RESEARCH
PROJECT TO JUSTIFY CHOSEN RESEARCH
METHODS AND ANALYSIS.
LO2 DEVELOP A RESEARCH PROPOSAL, INCLUDING A SUPPORTING
LITERATURE REVIEW.

P3 CONDUCT PRIMARY AND SECONDARY

RESEARCH USING APPROPRIATE METHODS FOR
A BUSINESS RESEARCH PROJECT THAT M2 DISCUSS MERITS, LIMITATIONS AND
CONSIDER COSTS, ACCESS AND ETHICAL PITFALLS OF APPROACHES TO DATA
ISSUES. COLLECTION AND ANALYSIS.
P4 APPLY APPROPRIATE ANALYTICAL TOOLS
TO ANALYSE RESEARCH FINDINGS AND DATA.

LO3 ANALYSE DATA USING APPROPRIATE TECHNIQUES TO COMMUNICATE

RESEARCH FINDINGS.

P5 COMMUNICATE RESEARCH OUTCOMES IN M3 COMMUNICATES COHERENT OUTCOMES

D2 COMMUNICATE CRITICAL ANALYSIS OF
AN APPROPRIATE MANNER FOR THE INTENDED TO THE INTENDED AUDIENCE,
THE OUTCOMES AND MAKE VALID, JUSTIFIED
AUDIENCE. DEMONSTRATING HOW OUTCOMES MEET SET
RECOMMENDATIONS.
RESEARCH OBJECTIVES.

LO4 REFLECT ON THE APPLICATION OF RESEARCH METHODOLOGIES AND

PROCESS.
P6 REFLECT ON THE EFFECTIVENESS OF
RESEARCH METHODS APPLIED FOR MEETING
OBJECTIVES OF THE BUSINESS RESEARCH
PROJECT.
M4 DEMONSTRATE REFLECTION AND D3 DEMONSTRATE CRITICAL REFLECTION
P7 CONSIDERALTERNATIVE RESEARCH ENGAGEMENT IN THE RESEARCH PROCESS AND INSIGHT THAT RESULTS IN
METHODOLOGIES AND LESSONS LEARNT IN LEADING TO RECOMMENDED ACTIONS FOR RECOMMENDED ACTIONS FOR IMPROVEMENTS
VIEW OF THE OUTCOMES. FUTURE IMPROVEMENT. AND FUTURE RESEARCH CONSIDERATIONS
PROPOSAL

Proposal Topic:

“EFFECT OF RESPONSIBLE LEADERSHIP AND

KNOWLEDGE SHARING ON JOB PERFORMANCE WITH THE
MEDIATING ROLE OF WORK ENGAGEMENT AND HELPING
INITIATIVES”
Contents
Abstract...................................................................................................................................... 2
1 INTRODUCTION...................................................................................................................2
1.1 Background:..........................................................................................................................2
1.2 Problem statement................................................................................................................ 2
1.3 Aim of the study:...............................................................................................................2
1.4 Research question:............................................................................................................ 3
1.5 Research objectives:..........................................................................................................3
1.6 Limitation and scope........................................................................................................ 3
Limitation:.............................................................................................................................3
2 Literature review..................................................................................................................... 4
2.1 Work engagement, helping initiatives and job performance............................................4
2.2 Responsible leadership and job performance...................................................................4
2.3 Knowledge sharing and job performance.........................................................................5
3 THEORETICAL FRAMEWORK...........................................................................................5
3.1Conceptual theoretical framework:................................................................................... 6
3.2 Hypothesis:.......................................................................................................................6
4 Research Methodology:...........................................................................................................6
4.1 Population:........................................................................................................................ 6
4.2 Sampling:.......................................................................................................................... 7
4.5 Research approach and strategy:......................................................................................7
4.6 Data collection:................................................................................................................7
4.7 Data collection method:.................................................................................................... 7
Research approach and strategy:................................................................................................8
LO1
Abstract:
The scope of the current study is to investigate the impact of Responsible Leadership and
Knowledge Sharing on Job Performance with the Mediating Role of the Work
Engagement and Helping initiatives. The unit of analysis for the study is individuals
employed in different organizations of Islamabad and Rawalpindi. The research done in
twin cities is a limitation affecting the generalizability of results of this study. Cross-
sectional sampling technique and SPSS software will be used for data analysis will be
used. The study is unique as an integrative model is formulated with the construct of
Responsible Leadership and Knowledge Sharing on Job Performance with the Mediating
Role of the Work Engagement and Helping.

1. INTRODUCTION:
1.1 Background:
The leaders and the employees play a vital role in any organization. Workers are
important for any firm sharing of knowledge among employees or executives helps to
prosper the goals of organization for moreover to enhance the performance of individual
working in organization, knowledge sharing and responsible leadership both are crucial
for any organization to achieve their vision & mission. Responsible leadership shows an
impact of a leader over its employees and helping initiative, helps them to get motivated.
Responsible leadership motivates other employees by communicating with them,
empowering them, convincing them to be responsible employee for the organization
development.
Human resource manager should give intrinsic motivation to employees to make a better
bond between organization and the employees to work effectively to achieve goals. We
will collect the data from different employees such as existing employees, senior and
junior employees and previous experienced employees of the organization.

1.2 Problem statement:

The purpose of this study is to discover how responsible leadership and information
sharing can affect employee performance with a mediating role of work engagement, and
helping initiatives.
1.3 Aim of the study:
The study main focus is on performance of employees it also tell us that performance of
an employees can be made better by enhancing his knowledge which help us to train
 Employee in all job sectors
1.4 Research question:
 How responsible leadership affects job performance through
mediation of work engagement?

 How responsible leadership affects job performance through

mediation of helping initiatives?

 How knowledge sharing affects job performance through mediation of work

engagement?
 How knowledge sharing affects job performance through mediation
of helping initiatives?

1.5 Research objectives:

 Effect of responsible leadership on job performance through mediation
of work engagement.

 Effect of responsible leadership on job performance through mediation

of helping initiatives.

 Effect of knowledge sharing on job performance through mediation of work

engagement

 Effect of knowledge sharing on job performance through mediation of

helping initiatives.
1.6 Limitation and scope:

Limitation:
The study has vital theoretical and applied implications but there are certain limitations of the
study that may be considered. First, sample for the research was collected from Islamabad
and Rawalpindi. Therefore, we suggest focusing other cities and collecting data from
multiple sources.

Scope:
The main focus of this study is on performance of employees it also tell us that performance
of an employees can be made better by enhancing his knowledge and with helping initiatives
which help us to train employee in all job sectors. This research focus on concept on social
exchange theory where benefits are exchanged for cost benefits analysis.
LO2
2. Literature review:
In this study, effects of responsible leadership and knowledge sharing on job performance are
elaborated. Responsible leadership and knowledge sharing, according to the proposed model,
are to be seen through the mediation of work engagement and helping initiatives. Job
administration balances the influence that responsible leadership and knowledge sharing have
on work engagement and helping initiatives. Work engagement and helping initiatives can be
theoretically justified as mediating roles based on social exchange theory, which states that
employees are likely to reciprocate responsible leadership and information sharing in good
ways by engaging in work and helping colleagues (Li et al., 2012). Employees who value
responsible leadership and are willing to share their knowledge with others are more likely to
be committed to their jobs and help co-workers (Ugwu et al., 2014).

2.1 Work engagement, helping initiatives and job performance:

Work engagement is defined as a fulfilling, work-related mental state characterized by "vigor,

devotion, and immersion." (Schaufeli et al., 2006). According to (Rich et al.,2010), when
people are devoted to work, they are more likely to put emotional, physical and cognitive
effort in their work, which helps improve job performance. Rich et al. (2010) identified work
engagement as a positive driver for adaptation, innovation, organizational commitment,
effectiveness, and organizational citizenship behaviors (OCBs), bridge the gap between work
engagement and job performance. Helping activities are an effective wayto strengthen social
networks as vital resources for improving job performance (Lin, 2006). In terms of social
exchange theory, helping initiatives represent reciprocity that benefits both the individual and
other people. As a result, helping initiatives promote interpersonal trust (De Jong et al.,
2007). Greater helping initiatives that promote employee interpersonal reciprocity are likelyto
result in improved job performance in the long run.

2.2 Responsible leadership and job performance

A responsible leader encourages strong social ties in the workplace and maximizes
human potential through encouraging a positive work environment (Cameron & Caza,
2005). An employee work performance is directly influenced by responsible leadership,
and job performance is indirectly augmented (Doh & Quigley, 2014). Some responsible
leaders may also encourage an ethical work environment that improves employee
satisfaction (Voegtlin et al., 2012). This also helps people to perform better at job by
increasing psychological engagement (Doh & Quigley, 2014). The leaders set positive
role models,
create quality communication and inspire people to be engaged in their work for
accomplishing positive organizational outcomes (Cameron & Caza, 2005; Doh
& Quigley, 2014; Pless & Maak,2011). In order to develop social norm
responsibility at workplace, it is important to cooperate and help one another to
achieve goals (Zhu & Akhtar, 2014). A responsible leader also tends to help
people without any self-interest being a role model for staff (Blakeley, 2016).
Employees who are overseen by the responsible leader are more inclined to go
above and beyond their normal responsibilities (Kang et al., 2012). How a
leader instills a sense of responsibility in staff has a significant impact on their
helping initiatives (Lin, 2006). Responsible leadership that stimulates helping
initiatives can effectively boost Job performance. Cameron & Caza, 2005; Doh
& Quigley, 2014).

2.3 Knowledge sharing and job performance

Knowledge sharing processes improve work-related state of mind, which results in
encouraging their own concepts regarding job performance enhancement
(Hayashi, 2016). A good, rewarding, work-related state of mind characterized by
"vigor, devotion, and immersion" is referred to as"work engagement" (Schaufeli et
al., 2006). Employees with stronger knowledge sharing tend to take on more
helping initiatives (Rad et al., 2011). Knowledge sharing is a communication
process involving the provision and acquisition of knowledge between two or more
employees (Lin et al., 2009). Employees' helping initiatives is a forward step that
tells us they are actively assisting others in the organization. Helping initiatives are
directly influenced by knowledge sharing, which has a positive impact on job
performance (Casimiret al., 2012).

LO3
3 THEORETICAL FRAMEWORK:

Work
Responsible
Engagement
Leadership
Job
Performance

Knowledge Helping
Sharing Initiatives
 3.1 Conceptual theoretical framework:
This research provide three major theoretical contributions to enrich social
exchange and leadership literatures. This study is based on perspective of
responsible leadership and knowledge of workers, which help to explain job
performance. This research will show us all the benefit that we can get from
responsible leadership and knowledge sharing which are the two important
variable of this research. Liu & DeFrank , (2013), Previous research findings
show that knowledge sharing and responsible leadership are two important
drivers that facilitate social context which help in inspiring employees (Bock
& .kim,2002;Boer etal,2011). This research contributes to literatures on job
performance by theoretically justifying mediation on work engagement and help
in initiatives taken for job performance. According to previous studies we can
see that work engagement is sole mediator between employee attitude and job
performance (Chaudhary & Akhouri,2018) It further helps in highlighting theory
related to job performance. This research will give support to future research as
well to previous research as it will help to reveal relationship between job
performance and responsible leadership and includes two mediators which are
(work engagement and helping initiatives).

3.2 Hypothesis:
H1: Responsible leadership positively relates to job performance through the
mediation of work engagement

H2: Responsible leadership positively relates to job performance through the

mediation of helping initiatives.

H3: Knowledge sharing positively relates to job performance through the

mediation of work engagement.

H4: Knowledge sharing positively relates to job performance through the

mediation of helping initiatives.
LO4

4. Research Methodology:

4.1 Population:
Male and female employees from various sectors of the workforce, including;
hospital workers, sales managers, and teachers within Islamabad and
Rawalpindi
4.2 Sampling:
We will gather data through questionnaire following quantitative data collection
technique, with an initial sampling from 100 employees.

4.3 Unit of analysis:

Our unit of analysis are employees working in different organization in twin cities.

4.4 Type of study:

We will use Cross- sectional data collection technique.

4.5 Research approach and strategy:
One of the main source of motivation is the manager of a business that enable
confidence level, increases job performance and trust amongst workers. A good
manager help create a positive work environment encourage positive social
discussions and the value of responsibility which helps generate higher
performance among employees. Well performed employees receive rewards
which will advocate importance of corporation value. It is also important for
managers to understand the differences in terms of expectation and
psychological demand for social relationship in workplaces (Chan & Mak,2014),
to create an effective management force to resolve any issues which may occur
and help using sustainable strategies.
4.7 Data collection method:
This study is based on descriptive research. The data for this research will
come from well-informed employees from various sectors of the workforce,
including; hospital workers, sales managers, and teachers. The reason we
chose diverse sectors is to learn about the impacts and effects of the selected
factors, to see if there is a similar relationship between the effects s and impacts.
The sampling technique which we will use is random sampling. We will reach up
to 100 employees because we prioritized quality form completion and genuine
responses over quantity in this study. The 5-point Likert scale will be used in
which the research participants had to pick from a range strongly agree to
strongly disagree. For the data analysis, reliability analysis, validity and the
management Error, the SPSS software will be used. The research participants
will be informed that their data would only be used for research purposes and it
would not be given to any other entity and that their data would be safe with us
and won’t be misused in anyway.
Research approach and strategy:
One of the main source of motivation is the manager of a business that enable
confidence level, increases job performance and trust amongst workers. A good
manager help create a positive work environment encourage positive social
discussions and the value of responsibility which helps generate higher
performance among employees. Well performed employees receive rewards
which advocate importance of corporation value. It is also important for
managers to understand the differences in terms of expectation and
psychological demand for social relationship in workplaces (Chan & Mak,2014),
to create an effective management force, sustainable strategies should be used.
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of attitudes about knowledge sharing”, Information Resources Management Journal,
15(2),14-21

Cameron, K. and Caza, A. (2005), “Developing strategies and skills for responsible

Chan, S.C.H. and Mak, W. (2014), “The impact of servant leadership and
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De Jong, S.B., Van derVegt, G.S. and Molleman, E. (2007), “The relationships
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Governance in Global Business, Edward Elgar, Cheltenham/Northampton, MA, 87-111.

Hayashi, Y. (2016), “Collaborative learning in a knowledge integration task using

PCAs: investigation based on dyad eye movements”, The International
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