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Please see tracked changes for corrections and evaluation sheet. All specified as “not met” in blue needs to be corrected.
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Problem Statement
Provide a one-paragraph statement (recommended approximately 150 words) that is the result of a review of research findings, appropriate peer-reviewed/government sources, and current practice and that contains the following information:
1. Hook: (a WOW statement supported with a peer-reviewed citation no older than 5 years from anticipated date CAO will sign.)
2. Anchor (includes a number supported with a peer-reviewed/government citation no older than 5 years from your anticipated CAO signature)
3. The general business problem is XXXX
4. The specific business problem is some (identify who has the specific business problem) has limited information on XXX

  
Purpose Statement
Provide a one-paragraph Purpose Statement (recommended approximately 200 words) and that contains the following information:
Quantitative Study: (a) methodology, (b) design, (c) research variables (independent and dependent), (d) specific population, (e) geographical location, and (f) social change statement. 
Note: A correlation study must examine the relationship between “more than” two variables. In other words, a simple bivariate correlation analysis is not substantive for a doctoral study. As a minimum, a multiple linear regression, using at least two predictor (independent) variables, is required.
Qualitative Study: (a) methodology, (b) design, (c) specific population, (d) geographical location, and (e) social change statement.

FINAL SCORE

Does not Meet

Evaluator added files :

Detailed Results

( Rubric used : DBA Prospectus Rubric)

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

A. PROVIDES A “CURRENT” HOOK SUPPORTED BY PEER REVIEWED OR
GOVERNMENT CITATION LESS THAN 5-YEARS OLD FROM ANTICIPATED
GRADUATION DATE.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

This work has already been evaluated and released to the author. Use the tabs to the top right to
view the evaluation report and work.

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SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

B. PROVIDES A “CURRENT” DATA DRIVEN ANCHOR SUPPORTED BY PEER
REVIEWED OR GOVERNMENT CITATION LESS THAN 5-YEARS OLD FROM
ANTICIPATED COMPLETION DATE

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

C. STATES THE GENERAL BUSINESS PROBLEM NOTE: THIS ELEMENT SHOULD
START AS FOLLOWS: THE GENERAL BUSINESS PROBLEM IS…

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

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D. STATES THE SPECIFIC BUSINESS PROBLEM. BE SURE TO STATE WHO HAS THE
SPECIFIC PROBLEM (I.E. SMALL BUSINESS LEADERS, PROJECT MANAGERS, SUPPLY
CHAIN MANAGERS, ETC.) NOTE: THIS ELEMENT SHOULD START AS FOLLOWS: THE
SPECIFIC BUSINESS PROBLEM IS THAT SOME (IDENTIFY WHO HAS THE PROBLEM)

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

E. ENSURES THE SPECIFIC BUSINESS PROBLEM ALIGNS WITH THE RESEARCH
QUESTION AND PURPOSE STATEMENT.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.3) PROBLEM STATEMENT

F. PROBLEM STATEMENT DOES NOT EXCEED 150 WORDS.

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0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

A. IDENTIFIES THE RESEARCH METHOD AS QUALITATIVE, QUANTITATIVE, OR
MIXED-METHODS.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

B. IDENTIFIES RESEARCH DESIGN (I.E. CASE STUDY, PHENOMENOLOGICAL, QUASI-
EXPERIMENTAL, CORRELATIONAL, ETC.).

0. NOT MET 1. MET 2. NA

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CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

C. IF QUANTITATIVE OR MIXED METHOD: IDENTIFIES A MINIMUM OF TWO
INDEPENDENT (EXPERIMENTAL/QUASI-EXPERIMENTAL DESIGNS) OR PREDICTOR
(CORRELATIONAL DESIGNS) AND DEPENDENT VARIABLE(S). NOTE: THE
QUANTITATIVE STUDY MUST INCLUDE AT LEAST TWO INDEPENDENT/PREDICTOR
VARIABLES.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

D. IDENTIFIES SPECIFIC POPULATION GROUP FOR PROPOSED STUDY.

0. NOT MET 1. MET 2. NA

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CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

E. IDENTIFIES GEOGRAPHIC LOCATION OF THE STUDY.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

F. IDENTIFIES CONTRIBUTION TO SOCIAL CHANGE.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

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SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.4) PURPOSE STATEMENT: DESCRIBES THE INTENT OF THE RESEARCH. THE PURPOSE
STATEMENT IS A MINI STORY AND MUST NOT EXCEED 200 WORDS. THE PURPOSE
STATEMENT MUST ADDRESS THE FOLLOWING SIX ELEMENTS:

G. ENSURES THE FIRST SENTENCE LINKS/ALIGNS DIRECTLY WITH THE SPECIFIC
BUSINESS PROBLEM.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

0.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.5) NATURE OF THE STUDY: PROVIDES A BRIEF DISCUSSION ON THE RESEARCH
METHOD (I.E. QUANTITATIVE OR QUALITATIVE) AND DESIGN (I.E. CORRELATION FOR
QUANTITATIVE STUDY; PHENOMENOLOGICAL, CASE STUDY, ETC., FOR A QUALITATIVE
DESIGN); CITE A MINIMUM OF ONE SOURCE (THE METHOD AND DESIGN WILL BE
DISCUSSED IN GREATER DETAIL IN SECTION 2).

NOTE: A SINGLE PARAGRAPH CAN BE USED FOR EACH COMPONENT: ONE FOR THE
METHOD AND ONE FOR THE DESIGN.

A. IDENTIFIES THE SELECTION OF ONE METHOD (QUALITATIVE, QUANTITATIVE, OR
MIXED METHODS) AND WHY OTHER METHODS WOULD NOT WORK (CITE A
MINIMUM OF ONE SOURCE).

0. NOT MET 1. MET 2. NA

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CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.5) NATURE OF THE STUDY: PROVIDES A BRIEF DISCUSSION ON THE RESEARCH
METHOD (I.E. QUANTITATIVE OR QUALITATIVE) AND DESIGN (I.E. CORRELATION FOR
QUANTITATIVE STUDY; PHENOMENOLOGICAL, CASE STUDY, ETC., FOR A QUALITATIVE
DESIGN); CITE A MINIMUM OF ONE SOURCE (THE METHOD AND DESIGN WILL BE
DISCUSSED IN GREATER DETAIL IN SECTION 2).

NOTE: A SINGLE PARAGRAPH CAN BE USED FOR EACH COMPONENT: ONE FOR THE
METHOD AND ONE FOR THE DESIGN.

B. IDENTIFIES THE SELECTION OF THE DESIGN (WITHIN THE METHOD) AND WHY IT
WAS SELECTED OVER OTHER DESIGNS (CITE A MINIMUM OF ONE SOURCE).

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.6) RESEARCH QUESTIONS (QUANTITATIVE ONLY)

A. LISTS RESEARCH QUESTION(S) IN ABOUT 10-15 WORDS (20 WORDS MAX).

0. NOT MET 1. MET 2. NA

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CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.6) RESEARCH QUESTIONS (QUANTITATIVE ONLY)

B. ENSURES RESEARCH QUESTION(S) ALIGNS WITH THE SPECIFIC BUSINESS
PROBLEM AND FIRST LINE OF THE PURPOSE STATEMENT.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.6) RESEARCH QUESTIONS (QUANTITATIVE ONLY)

C. INCLUDES THE INDEPENDENT/PREDICTOR AND DEPENDENT VARIABLES AS
IDENTIFIED IN THE PURPOSE STATEMENT.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

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SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.6) RESEARCH QUESTIONS (QUANTITATIVE ONLY)

D. LISTS RESEARCH SUB-QUESTIONS THAT ALIGN WITH EACH HYPOTHESES SET.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.7) HYPOTHESES (QUANTITATIVE/MIXED-METHOD ONLY):STATES, IN ACCURATE
FORMAT, THE NULL AND ALTERNATIVE HYPOTHESES FOR EACH RESEARCH QUESTION.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.8) RESEARCH QUESTION – QUALITATIVE ONLY

A. LISTS OVERARCHING RESEARCH QUESTION IN ABOUT 10-15 WORDS (20 WORDS
MAX).

0. NOT MET 1. MET 2. NA

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CRITERION SCORE :

2.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.8) RESEARCH QUESTION – QUALITATIVE ONLY

B. ENSURES RESEARCH QUESTION ALIGNS WITH THE SPECIFIC BUSINESS
PROBLEM AND PURPOSE STATEMENT.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

2.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.9) INTERVIEW QUESTIONS – QUALITATIVE ONLY

A. LISTS EACH INTERVIEW OR FOCUS GROUP QUESTION. QUESTIONS MUST
CONTRIBUTE KNOWLEDGE TO THE RESEARCH QUESTION.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

2.00

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SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.9) INTERVIEW QUESTIONS – QUALITATIVE ONLY

B. ENSURES INTERVIEW/FOCUS GROUP QUESTIONS ALIGN WITH THE RESEARCH
QUESTION.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

2.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.10) THEORETICAL/CONCEPTUAL FRAMEWORK: CLEARLY AND CONCISELY IDENTIFY
THE THEORY/CONCEPTUAL FRAMEWORK. IN QUANTITATIVE STUDIES, THE
THEORETICAL FRAMEWORK IS THE APPROPRIATE TERM AND IN QUALITATIVE STUDIES
THE CONCEPTUAL FRAMEWORK IS THE APPROPRIATE TERM. THE STUDENT WILL
ARTICULATE THE THEORETICAL/CONCEPTUAL FRAMEWORK WITH CONCEPTS FROM THE
LITERATURE TO GROUND AND COMPLEMENT THE APPLIED BUSINESS STUDY.

THIS COMPONENT SHOULD NOT EXCEED ONE PAGE. IT WILL BE EXPANDED UPON IN
THE LITERATURE REVIEW.

A. IDENTIFIES AND DESCRIBES THE THEORY OR CONCEPTUAL MODEL FOR
THEORETICAL/CONCEPTUAL FRAMEWORK.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00
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SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.10) THEORETICAL/CONCEPTUAL FRAMEWORK: CLEARLY AND CONCISELY IDENTIFY
THE THEORY/CONCEPTUAL FRAMEWORK. IN QUANTITATIVE STUDIES, THE
THEORETICAL FRAMEWORK IS THE APPROPRIATE TERM AND IN QUALITATIVE STUDIES
THE CONCEPTUAL FRAMEWORK IS THE APPROPRIATE TERM. THE STUDENT WILL
ARTICULATE THE THEORETICAL/CONCEPTUAL FRAMEWORK WITH CONCEPTS FROM THE
LITERATURE TO GROUND AND COMPLEMENT THE APPLIED BUSINESS STUDY.

THIS COMPONENT SHOULD NOT EXCEED ONE PAGE. IT WILL BE EXPANDED UPON IN
THE LITERATURE REVIEW.

B. IDENTIFIES THEORIST(S) OF THE THEORY OR CONCEPTUAL MODEL FOR
THEORETICAL/CONCEPTUAL FRAMEWORK (IF APPLICABLE).

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.10) THEORETICAL/CONCEPTUAL FRAMEWORK: CLEARLY AND CONCISELY IDENTIFY
THE THEORY/CONCEPTUAL FRAMEWORK. IN QUANTITATIVE STUDIES, THE
THEORETICAL FRAMEWORK IS THE APPROPRIATE TERM AND IN QUALITATIVE STUDIES
THE CONCEPTUAL FRAMEWORK IS THE APPROPRIATE TERM. THE STUDENT WILL
ARTICULATE THE THEORETICAL/CONCEPTUAL FRAMEWORK WITH CONCEPTS FROM THE
LITERATURE TO GROUND AND COMPLEMENT THE APPLIED BUSINESS STUDY.

THIS COMPONENT SHOULD NOT EXCEED ONE PAGE. IT WILL BE EXPANDED UPON IN
THE LITERATURE REVIEW.

C. IDENTIFIES DATE OF THE THEORY OR CONCEPTUAL MODEL FOR
THEORETICAL/CONCEPTUAL FRAMEWORK (IF APPLICABLE).

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0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.10) THEORETICAL/CONCEPTUAL FRAMEWORK: CLEARLY AND CONCISELY IDENTIFY
THE THEORY/CONCEPTUAL FRAMEWORK. IN QUANTITATIVE STUDIES, THE
THEORETICAL FRAMEWORK IS THE APPROPRIATE TERM AND IN QUALITATIVE STUDIES
THE CONCEPTUAL FRAMEWORK IS THE APPROPRIATE TERM. THE STUDENT WILL
ARTICULATE THE THEORETICAL/CONCEPTUAL FRAMEWORK WITH CONCEPTS FROM THE
LITERATURE TO GROUND AND COMPLEMENT THE APPLIED BUSINESS STUDY.

THIS COMPONENT SHOULD NOT EXCEED ONE PAGE. IT WILL BE EXPANDED UPON IN
THE LITERATURE REVIEW.

D. IDENTIFIES KEY CONCEPTS/PROPOSITIONS/TENETS OF THE THEORY OR
CONCEPTUAL MODEL FOR THEORETICAL/CONCEPTUAL FRAMEWORK.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.10) THEORETICAL/CONCEPTUAL FRAMEWORK: CLEARLY AND CONCISELY IDENTIFY
THE THEORY/CONCEPTUAL FRAMEWORK. IN QUANTITATIVE STUDIES, THE
THEORETICAL FRAMEWORK IS THE APPROPRIATE TERM AND IN QUALITATIVE STUDIES

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THE CONCEPTUAL FRAMEWORK IS THE APPROPRIATE TERM. THE STUDENT WILL
ARTICULATE THE THEORETICAL/CONCEPTUAL FRAMEWORK WITH CONCEPTS FROM THE
LITERATURE TO GROUND AND COMPLEMENT THE APPLIED BUSINESS STUDY.

THIS COMPONENT SHOULD NOT EXCEED ONE PAGE. IT WILL BE EXPANDED UPON IN
THE LITERATURE REVIEW.

E. IDENTIFIES HOW/WHY THE THEORY OR CONCEPTUAL MODEL FOR
THEORETICAL/CONCEPTUAL FRAMEWORK IS APPLICABLE AND FITS/APPLIES TO
THE STUDY.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.13) SIGNIFICANCE OF THE STUDY

A. STATES WHY THE STUDY IS OF VALUE TO BUSINESS.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.13) SIGNIFICANCE OF THE STUDY

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B. STATES HOW THIS STUDY MAY CONTRIBUTE TO EFFECTIVE PRACTICE OF
BUSINESS (IMPROVEMENT OF BUSINESS PRACTICE).

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

SECTION 1 FOUNDATION OF THE STUDY QUALITY INDICATORS

(1.13) SIGNIFICANCE OF THE STUDY

C. IDENTIFIES HOW THE RESULTS MIGHT CONTRIBUTE TO POSITIVE SOCIAL
CHANGE.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

GENERAL COMMENTS COMMENTS ON THE FOLLOWING INDICATORS OF QUALITY APPLY TO
THE MANUSCRIPT AS A WHOLE.

WRITING STYLE AND COMPOSITION

THE DBA DOCTORAL PROPOSAL IS WRITTEN IN SCHOLARLY LANGUAGE (ACCURATE,
BALANCED, OBJECTIVE, TENTATIVE). THE WRITING IS CLEAR, PRECISE, AND AVOIDS
REDUNDANCY/ERRORS. STATEMENTS ARE SPECIFIC AND TOPICAL SENTENCES ARE
ESTABLISHED FOR PARAGRAPHS. THE FLOW OF WORDS IS SMOOTH AND
COMPREHENSIBLE. BRIDGES ARE ESTABLISHED BETWEEN IDEAS. FEW DIRECT QUOTES
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EXIST.

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

GENERAL COMMENTS COMMENTS ON THE FOLLOWING INDICATORS OF QUALITY APPLY TO
THE MANUSCRIPT AS A WHOLE.

ORGANIZATION AND FORM

THE PROPOSAL/DBA DOCTORAL STUDY IS IN APA, 6TH EDITION FORMAT

a. IS LOGICALLY AND COMPREHENSIVELY ORGANIZED, USING SUBHEADINGS WHERE
APPROPRIATE,

b. HAS A PROFESSIONAL, SCHOLARLY APPEARANCE,
c. IS WRITTEN WITH CORRECT GRAMMAR, PUNCTUATION, AND SPELLING; DOES NOT

CONTAIN ANTHROPOMORPHISMS
d. INCLUDES CITATIONS FOR THE FOLLOWING: QUOTATIONS, PARAPHRASING,

FACTS, AND REFERENCES TO RESEARCH STUDIES, AND
e. IN-TEXT CITATIONS ARE FOUND IN THE REFERENCE LIST; REFERENCES HAVE

CORRESPONDING IN-TEXT CITATIONS,
f. APPENDICES INCLUDE DOCUMENTS TO SUPPORT DATA COLLECTION (CONSENT

TO PARTICIPATE, ORGANIZATIONAL PERMISSION, ANY RAW DATA/INTERVIEW
TRANSCRIPTIONS, ETC.)

g. TABLE OF CONTENTS HAVE APPROPRIATE APPENDICES ANNOTATED

h. TABLES AND FIGURES ARE APPROPRIATELY IN APA, 6 TH EDITION FORMAT

0. NOT MET 1. MET 2. NA

CRITERION SCORE :

1.00

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doctoral study prospectus
9

Prospectus

The Impact of Transformational Leadership on Organizational Performance and Employee Retention
by
Doctor of Business Administration Prospectus- Leadership Specialization

Submitted in Partial Fulfillment of the Requirements for the Degree

of

Doctor of Business Administration

Walden University

Student ID: A00979323
June 2021

Prospectus: The Impact of Transformational Leadership on Organizational Performance and Employee Retention

Problem Statement

Employee retention continues to remain a complex challenge in small and medium-sized enterprises (Park et al., 2019). In 2018, employee turnover
was estimated to be 19%, where 77% of the rate is preventable by leaders through a change of their leadership styles (Anitha & Farida, 2016). According to Mcfeely and Wigert (2019), the cost associated with the replacement of an employee can be as low as half and as high as twice the annual salary of the employee. The general business problem is the high rate of turnover in organizations and its subsequent impact on organizational performance, such as through high employee replacement cost and productivity loss (Boamah et al., 2018; Tian et al., 2020).
The specific business problem is the need to examine the relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention.

Purpose Statement

The purpose of this quantitative correlational study is to examine the relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention. The targeted population consist of employees at small and medium-sized business organization located in Colorado Springs, Colorado. The predictor variables of the study consist of idealized influence, inspirational motivation, and individualized consideration. The dependent variables consist of organizational performance
and employee retention
. The implication for social change consists of improved employee performance and job satisfaction as well as decreased employee turnover
, which stabilizes the workforce and lowers unemployment and crime within the community.

Nature of the Study

To conduct the current study, qualitative, quantitative, and mixed research approaches were considered. I selected the quantitative method because it helps test hypotheses through a deductive approach. Quantitative method involves measuring constructs through quantitative variables and statistical tools to test hypotheses to address research questions (O’Dwyer & Bernauer, 2016). In contrast, qualitative research is characterized by an inductive approach, where perceptions and subjective experiences of individuals are used to develop themes of a research phenomenon (Östlund et al., 2011). The mixed approach, which involves aspects from both the quantitative and the qualitative approaches, is useful in studies specifically suited for that purpose, as such a combination involves limitations inherent in both approaches (Bryman, 2006). I will not use the qualitative method as the purpose of this study does not require an inductive approach, nor will I use mixed methods approach as the additional requirements for qualitative elements are not necessary in this study.
For research design, I considered descriptive design and correlational design. I selected the correlational design as the purpose of this study involves examining the relationship between variables. Correlational research design entails the measurement of two or more relevant variables, as well as assessing the relationship between variables (Crawford, 2014). In contrast, descriptive research design is used to gather quantifiable data and describe the nature of a demographic segment (Mertens, 2014). I will not use descriptive research design as the purpose in this study is not to describe the nature of employees at the selected business organization but to examine relation between such variables as idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention.

Research Questions

What is the relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention?

Hypotheses

Ho: There is no statistically significant relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention.

Ha: There is a statistically significant relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention.

Theoretical Framework

The principle components of transformational leadership are idealized influence (attributed), idealized influence behaviors, inspirational motivation, intellectual stimulation, and individualized consideration (Avolio et al., 1991). Transformational leadership theory is aligned with the components mentioned whereby all independent variables mentioned promote the validity of the theory. First, idealized influence (attributed) focuses on a leader’s ability to trust their subordinates, and influence followers’ imitation as a result of personal confidence, ideals, and consistency. The quality is also called charisma behaviors and informs of how a leader’s moral behavior, selfless acts, beliefs, and values influence the perception of subordinates in terms of admiration, optimism, confidence, and respect (Avolio & Bass, 2002).

Inspirational motivation is the next independent variable that focuses on how leaders can motivate subordinates through clear communication of visions and goals to create a holistic transformation of values to fit organizational requirements (Givens, 2008). Avolio and Bass (2002) stated that intellectual stimulation increases employee retention and productivity. Individualized concentration increases improvement of each employee by incorporating each employee’s strengths to enhance the effectiveness of the application of the transformational leadership theory (Susilo, 2018).

Significance of the Study

Value to Business

By examining the relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention, this study will reveal the effectiveness of leadership in increasing employee performance and retention. Notably, previous research shows that positive experiences with leadership increases employee engagement in the organization while decreasing the intention to leave the organization (Jiang et al., 2017). In this regard, the present study will contribute value to businesses through the provision of indicators for improvements in organizational performance and turnover rate through the adoption of transformational leadership components. Through the adoption of transformational leadership components by senior leaders at small and medium-sized enterprises, business practices could be made more effective. The employees of transformational leaders tend to exhibit a higher rate of job satisfaction and higher commitment to the organization (Anitha & Farida, 2016; Boamah et al., 2018). By addressing the need for leaders to motivate employees to have high-performance standards and be creative when finding solutions for various problems, the findings of the study could help improve business practice through better organizational performance and employee retention and through helping reduce the cost of employee replacement.

Contribution to Positive Social Change

Additionally, the significance of the study may also extend to positive social change. Researchers have noted the negative consequences of unemployment and job insecurity, both social and individual (Cylus & Avendano, 2017; Norström et al., 2019; Voßemer et al., 2017). The results from a study by Norström et al. (2019) indicate that unemployed individuals have 10% decreased health as compared to those in employment. High rate of crime is another social consequence associated with unemployment (Fallesen et al., 2018). Through higher employee retention and better performing small and medium-sized enterprises, the local unemployment rate may be reduced. The findings
of the study are significant as they may contribute to the reduction of the negative social and individual consequences of unemployment such as health and lower crime rates.

References

Anitha, J., & Begum, F. N. (2016). Role of organisational culture and employee commitment in employee retention. ASBM Journal of Management, 9(1), 17-28.
https://www.semanticscholar.org/paper/Role-of-Organisational-Culture-and-Employee-in-Anitha-Begum/78f5caf30944c582f3c1fe4f8ae82f77d6a9cafd

Avolio, B., & Bass, B. (2002). Developing potential across a full range of leadership cases on transactional and transformational leadership. Lawrence Erlbaum Associates.

Avolio, B., Waldman, D., & Yammarino, F. (1991). Leading in the 1990s: The four I’s of transformational leadership. Journal of European Industrial Training, 15(4), 9-16.
https://doi.org/10.1108/03090599110143366

Boamah, S. A., Laschinger, H. K. S., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing Outlook, 66(2), 180-189. https://doi.org/10.1016/j.outlook.2017.10.004
Bryman, A. (2006). Integrating quantitative and qualitative research: How is it done? Qualitative Research, 6(1), 97-113.
https://doi.org/10.1177/1468794106058877

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�This title does not align with your study.

�Employee retention and employee turnover are not the same concept.

�State the business problem (employee retention) and how the business problem affects the industry.

The specific business problem is some employees at small and medium-sized business may not know the relationship between idealized influence, inspirational motivation, individualized consideration, organizational performance, and employee retention.

�This was an independent variable in the specific business problem.

�If these two variables are your dependent variables, please have your chair email me.

�Employee retention and employee turnover are not the same concept.

�Is organizational performance an independent or dependent variable?

�If the finding

�Remember the finding in your study will be a regression equation.

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