Choosing the Methodology

For this discussion, I will explore the characteristics of methodologies used in the two previously published academic papers. The selected articles are Nisher and Mayer (2009), “Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to the turnover relationship” and Qi and Liu (2017) on ‘Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate’. Qi and Liu (2017) explored the impact of inclusive leadership on employee voice by exploring time-lagged data of different teams in China. The research methodology for this article was qualitative.
According to Collis and Hussey (2013) qualitative research methodology is applicable when a researcher wishes to collect primary research data through focus groups or interviews. On Qi and Liu (2017), the researchers explored teams from six of the largest cities in China including information technology industry, estate, oil, law, retail, and the bank. The researchers distributed two types of questionnaires to reduce data bias. The researchers tested their hypothesis by first administering demographical variables, caring ethical climate and inclusive leadership while the second questionnaire assessed team performance and employee voice behavior of subordinates.
The reason why a researcher follows a qualitative research design is that it provides a rich and detailed understanding of specific meaning, issues, or topics based on the first-hand experience. This research methodology may be applicable in the upcoming study as the author hopes to collect subjective rather than objective data. Palinkas et al (2015) explains that the qualitative research approach is not quantifiable where collected data is presented in a written format instead of numerical findings. Qi and Liu (2017) followed an interpretive position that differs from quantitative research through objectivity to provide information about predictions, comparisons, and relations. The advantage of qualitative research design is that it collects open-ended data that collect diverse information.
The second article is Nisher and Mayer (2009), which explores on inclusive leaders and their impact in reducing turnover in diverse groups. The researchers surveyed 4,500 employees through self-reports. This was attained through a mixed research process where they combined both qualitative and quantitative research methodology. Palinkas et al (2015) explain that a mixed research methodology integrates quantitative and qualitative research method. An effective research methodology follows rigorous procedures in collecting and analyzing data appropriate to each methodology. This research design can be applied in the upcoming study where the author can apply a convergent design to combine qualitative and quantitative data sources.
For the qualitative data, the author will follow an explanatory sequential design which according to Bowen (2009), it involves two phases the first is the qualitative instrument phase while the second is the collection phase where qualitative data is collected. In the upcoming study, an explanatory sequential design will be employed where the author will develop quantitative questionnaires that will generate accurate data which will be attained through the collection of qualitative exploratory data. The data will be analyzed, followed by the adoption of a psychometric instrument. Then, the author will conduct interviews with employees. The reason why the mixed research approach is more appropriate for the current study than the qualitative is that the mixed approach eliminates the disadvantage of qualitative and quantitative research design applied separately.

List of Reference
Bowen, G. A. (2009). Document analysis as a qualitative research method. Qualitative research journal, 9(2), 27-40.
Collis, J. and Hussey, R. (2013) Business Research: A Practical Guide for Undergraduate and Postgraduate Students. 4th ed. London: Palgrave-MacMillan.
Nishii, L.H. and Mayer, D.M., 2009. Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity to turnover relationship. Journal of Applied Psychology, 94(6), p.1412. 7
Palinkas, L. A., Horwitz, S. M., Green, C. A., Wisdom, J. P., Duan, N., & Hoagwood, K. (2015). Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Administration and policy in mental health and mental health services research, 42(5), 533-544.
Qi, L. and Liu, B. (2017). Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate. Frontiers in Communication, 2.