essential-guide-to-qualitative-in-organizational-research

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––––––––––––––––––––––––––––––––––––––––– THE TWENTY STATEMENTS TEST –––––––––– 931 skills and abilities;2 interests and needs;3 character and behavioural style;4 values and beliefs.We then analysed responses in terms of the scales, traits and dimensions commonly found inpsychometric instruments in each of these areas, collapsing categories where discriminationproved difficult.Table 8.3 describes the rating scheme in detail, and gives typical examples of constructs andtheir antonyms in each of the system’s 31 categories. Readers should note that responses canreceive a plus or a minus score for a given category according to whether respondentsexplicitly state it or its antonym as a self-description.Self evaluationOur third method of classification was based upon implicit self-evaluative content. Thismethod completes the triangle of three complementary analytical approaches: response type(referential frame), response content (the SICV – Skills, Interests, Character and ValuesSystem), and response value (self-evaluation). The obvious application of the last of thesewould be for the TST to be sensitive to the psychological health or adaptive state of thesubject, as measured conventionally by such constructs as self-esteem, ego-strength, selfefficacy,stress and well-being. We adopted a simple threefold coding: 3 = positive, 2 = neutraland 1 = negative.Agreement on 2,983 statements was 83 per cent for negative, 62 per cent for neutral and77 per cent for positive evaluations. The low agreement neutral was largely due to one rater’sreluctance to use a negative rating: disagreements were nearly always in the same direction.Taking just the reliably rated C-type statements, 57 per cent at phase one and 55 per cent ayear later were positive; 23 per cent and 24 per cent were neutral; and 20 per cent and 21 percent were negative. This further demonstrates stability over time: the proportion of negativestatements is an indication of the openness of self-disclosure.Even this response value rating proved to have its difficulties. Our guidance for raters isagain to maintain a holistic orientation: look at the whole range of an individual’s responsesas a meaning-imbued context, within which there are likely to be clues about the evaluativeintent in an ambiguous response. The neutral category should be used where there areconflicting indicators or ambiguities for other reasons, and in all other cases where therespondent’s intent cannot be clearly discerned. In view of this overriding consideration, oneapproach to coding for self-evaluation is, as recommended by Spitzer et al. (1973), to askrespondents to evaluate their own statements. This method can be used interactively withindividuals for all the systems we have described, if appropriate to the context and purpose.THE TST AND THE STUDY OF PERSONAL CHANGE ––––––––––––––––––––––––––––––––––––––––––––––One aim has been to describe the three-part rating system we developed to capture as muchas possible of what was psychologically valid about these employees’ self-definitions. Alongthe way, we have selected data to illustrate the degree of shift or stability in employees’ self-
94 –––––––––– QUALITATIVE METHODS IN ORGANIZATION STUDIES ––––––––––––––––––Table 8.3The Nicholson-Rees SICV (Skills, Interests, Character and Values) system for categorizing TSTreflective statements(i)Skills, abilities, attainments01 Cognitive skills: being intelligent, quick-witted, good memory, analytical; (antonyms) slow02 Social skills: persuasive, negotiating, relating to others, impression management, verbal fluency,approachable, being well liked, tactful, perceptive; (antonyms) tongue-tied, aloof, tactless03 Technical skills: good at languages, computing, report writing, numerate, knowledgeable, experienced;(antonyms) poor/bad at specifics04 Organizational skills: administrative skills, methodical, accurate, tidy, persevering, finishes, meetsdeadlines, decision-making, conscientious; (antonyms) scatterbrained, sloppy, unpunctual05 Adaptive: independent minded, self-sufficient, innovative, problem-solving; (antonyms) non-creative,lacking initiative, perfectionist06 Achieving: good at job, effective, successful, able, professional; (antonyms) ineffective, failure07 Fortunate: lucky, privileged, wealthy, high status, non-specific ‘talented’; (antonyms) unlucky(ii)Interests, needs, motives08 Need for achievement: like challenge, competing, achieving, ambitious, determined; (antonyms) noncompetitive,unambitious09 Need for power: like controlling, assertive, dominant, argumentative, overbearing; (antonyms) modest,democratic, passive10 Need for affiliation: needing and being interested in other people, liking groups, conforming, in love;(antonyms) only a few intimates, being a loner, liking solitude11 Need for growth: interest in/need for development, learning, growth, interested; (antonyms) not wantingto change[NB use this category to denote desires/motives; use 19 where outlook or style are implied]12 Arts, sciences, entertainments: likes, hobbies, interests in literature, music, sciences; (no antonym)13 Work orientation: career minded, committed, involved; (antonyms) family more important than job [familyorientated, use 10]14 Physical, active: sporty, keen to keep fit, active, athletic; (antonyms) unfit, sedentary, overweight(iii)Character, style15 Outgoing: lively, easily bored, flirt, humorous, friendly, sociable, trendy, attractive; (antonyms) reserved,quiet, serious, sober, studious16 Conceptual: abstract, theoretical, analytical (types, not skills), critical; (antonyms) practical, scientific,logical17 Confident: self-confident, arrogant, complacent, direct, straightforward; (antonyms) shy, uncertain,awkward18 Impulsive: risk-taking, hasty, romantic, restless, spendthrift; (antonyms) considered, unadventurous,patient19 Open to experience: open-minded, tolerant, expectant, keen to travel, change-oriented, complex;(antonyms) opinionated, obstinate, cynical, suspicious20 Caring: considerate, helpful, sensitive (to others), good listener; (antonyms) self-centred, nasty to people21 Well-being: happy, optimistic, satisfied, relaxed (mood); (antonyms) pessimistic, depressed, anxious,frustrated22 Self application: energetic, hardworking, fit, a worker, persevering, involved, enthusiastic, busy, proactive;(antonyms) lazy, cowardly, easily tired, unmotivated
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ESSENTIAL GUIDE TO QUALITATIVE METH
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This book is dedicated to our child
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viii ---------- CONTENTS ----------
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Notes on ContributorsJohn Benington
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AcknowledgementsIt has been 10 year
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2 ---------- QUALITATIVE METHODS IN
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4 ---- Life Histories -------------
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13 ---- Participant Observation ---
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15 ---- Critical Research and Analy
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20 ---- Grounded Theory in Organiza
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Quote Code in open coding Concept T
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Table 20.2 Examples of open coding,
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Table 20.3Collective stressors and
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21 ---- Using Templates in the Them
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Table 22.1Matrix 1: descriptive sum
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Table 22.1 cont1.1 Analysis by colu
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Table 22.2DebbieAndrewMatrix 2: con
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Table 22.2cont.Allan Petrol scam Wa
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23 ---- Preserving, Sharing and Reu
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25 ---- Ethnography ---------------
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27 ---- Soft Systems Analysis: Refl
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30 ---- The Future Conference -----
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