Research Approach
Qualitative
Quantitative
Mixed Methods (if applicable)
Quantitative → numerical data, surveys, statistics,
hypothesis testing
Qualitative → exploratory, interviews, themes,
meanings
Survey-Based Research Design
Data collection method: Survey
Tool: Structured questionnaire
Nature: Closed-ended questions (Likert scale)
Target: Respondents (employees / students / etc.)
Why survey:
Large sample
Easy to analyze statistically
Standardized responses
Survey-Based Research Design
Measurement Instrument
•Constructs (your variables)
•Likert scale (e.g., 5-point or 7-
point)
•Source of items (adapted from
previous studies)
Define Variables
Independent Variable: The factor that you believe causes an effect
(e.g., servant leadership).
Dependent Variable: The factor that is affected or influenced (e.g.,
project success).
Research Model
Servant Leadership Project
Success
Survey-Based Research Design
•Impact of Employee Motivation on Project Success
•Effect of Leadership Style on Team Performance
•Influence of Training and Development on Employee Productivity
•Role of Job Satisfaction in Employee Retention
•Impact of Work Stress on Employee Performance
Define Variables
Independent Variable (IV): Servant Leadership which can be measured
through:
behaviors like empathy, listening, stewardship, and empowerment).
Dependent Variable (DV): Project Success, which can be measured through:
Time: Projects completed on time or within deadlines.
Cost: Adherence to the project budget.
Quality: The quality of project deliverables or outputs.
Stakeholder Satisfaction: Positive feedback from clients, team members, and other
stakeholders.
Impact of Employee Motivation on Project Success
IV: Employee Motivation
DV: Project Success
Effect of Leadership Style on Team Performance
IV: Leadership Style
DV: Team Performance
Influence of Training and Development on Employee Productivity
IV: Training and Development
DV: Employee Productivity
Role of Job Satisfaction in Employee Retention
IV: Job Satisfaction
DV: Employee Retention
Impact of Work Stress on Employee Performance
IV: Work Stress
DV: Employee Performance
Practice Problem for Identification of
Variables
The effect of employee training programs on job satisfaction in the
retail industry
The impact of social media marketing on consumer purchasing
decisions in the fashion industry
How the leadership style of project managers affects project success in
construction projects
The relationship between work-life balance policies and employee
productivity in multinational corporations
The influence of climate change awareness campaigns on public
behavior regarding energy consumption
Other Variables: Mediator, Moderator
In research, mediators and moderators are two important types of
variables that help explain or influence the relationship between an
independent variable (IV) and a dependent variable (DV).
While both types of variables are linked to how relationships between
variables work, they do so in different ways.
• Impact of Employee Motivation on Project Success: The Mediating Role of
Team Resilience and the Moderating Role of Organizational Culture
• Effect of Leadership Style on Team Performance: The Mediating Role of
Employee Engagement and the Moderating Role of Work Environment
• Influence of Training and Development on Employee Productivity: The
Mediating Role of Job Satisfaction and the Moderating Role of Learning
Culture
• Role of Job Satisfaction in Employee Retention: The Mediating Role of
Organizational Commitment and the Moderating Role of Compensation
Practices
• Impact of Work Stress on Employee Performance: The Mediating Role of
Burnout and the Moderating Role of Social Support
Mediator Variables:
A mediator explains the process or mechanism by which an independent variable affects a
dependent variable. In other words, the mediator helps to explain why or how the effect occurs.
Key Characteristics of Mediators:
Mediators help answer the question: "How does X affect Y?"
The presence of a mediator often shows the path of influence.
Example:
Independent Variable (IV): Employee training programs Dependent Variable (DV): Job
satisfaction
Mediator: Increased skills or self-efficacy
• Explanation: Employee training programs might improve job satisfaction because they increase
employees' self-efficacy, which leads to higher satisfaction with their jobs..
Mediation Example (Pathway):
IV → Mediator → DV
Employee training → Increased self-efficacy → Job satisfaction
Moderator Variables:
A moderator affects the strength or direction of the relationship between an independent variable
and a dependent variable. In other words, a moderator tells us when or for whom the relationship
between the independent and dependent variables will be stronger or weaker.
Key Characteristics of Moderators:
Moderators answer the question: "Under what conditions does X affect Y?"
They interact with the independent variable to either enhance or weaken the effect on the
dependent variable.
The moderator variable does not explain the relationship but influences the strength or direction of
the effect.
Example:
Independent Variable (IV): Leadership style
Dependent Variable (DV): Project success
Moderator: Team experience
Explanation: The relationship between leadership style and project success might be stronger for
highly experienced teams, while less experienced teams might not see the same level of benefit. Here,
team experience is the moderator that changes how leadership style impacts project success.
Moderation Example (Interaction):
IV → DV (moderated by Moderator)
Leadership style → Project success (moderated by team experience)
Difference Between Mediator and Moderator
Research Model
Research Model
Research Model