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pinion module 8.1 and 8.2
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Opinion module 8.1 and 8.2
Gina Anderson
2 posts
Re:Module 8 DQ 1
There are many different aspects that we as researchers must consider prior to our research, but no matter what we must remain ethical in all aspects. Hatcher (2005) explains that we must do this so that “scholars, consumers, and the public have faith in the academy” and our research reporting. To me, ethics isn’t just ensuring no harm is done but also that we are taking all the steps to ensure that we are measuring the right variables, using the best statistical tests, and reporting the true results without bias as much as humanly possible. The research that we contribute can alter people’s lives and all of these aspects that I mentioned make a difference in the final result. Even though these things might not seem like they are directly related to the do no harm values, they are each directly related when we report results that could be generalized to the population. Each step must be methodically thought out and every possible implication that can come from our research must be weighed before we embark on this journey.
There are still questions that remain for me, in regards to the process and access to the resources and samples but I am sure that we will learn these things as we go. As of right now, I am putting in the pieces that I can and filling in the rest as I go!
Hatcher, T. (2005). Research integrity: Ensuring trust in the academy. Human Resource Development Quarterly, 16(1), 1-6.
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Maureen Groome
1 posts
Re:Module 8 DQ 2
The topics I am considering are traits of successful employees, high levels of academic success, and low levels of emotional intelligence. There has been research on leaders with high emotional intelligence versus academic success, but none that I could find on employees with regards to emotional intelligence, academic success, and career success.
In reviewing Cinite (2006), I was able to come up with a way to define career success. This had been an issue I had been having, and when I read that the researcher interviewed people to come up with the questions, I felt that this would be a great way to identify what companies feel are traits for successful employment. As for identifying academic success, I feel that my population would be honors society alumni as there is a level of academic success that must be achieved in order to be in an honors society. If I were to have them take a survey of emotional intelligence, I would be able to identify those with low emotional intelligence. Andrei, et al., 2014), evaluated 77 peer reviewed articles regarding the Trait Emotional Intelligence Questionnaire (TEIQue) and found that it provided the most comprehensive evaluation of emotional intelligence. If I can use this questionnaire to identify a sample of those with high academic success and low emotional intelligence, I can look for a relationship between their traits and the traits identified in the interview survey.
Maureen
Andrei, F., Mancini, G., Baldaro, B., Trombini, E., & Agnoli, S. (2014). A systematic review on the Predictive Utility of the Trait Emotional Intelligence Questionnaire (TEIQue). BPA – Applied Psychology Bulletin (Bollettino Di Psicologia Applicata), (271), 2-29.
Cinite, I. (2006). Measurement of perceived organizational readiness for change and employees’ attitudes toward change in the public sector (Order No. NR13391). Available from ProQuest Dissertations & Theses Global. (305357913). Retrieved from https://lopes.idm.oclc.org/login?url=http://search.proquest.com.lopes.idm.oclc.org/docview/305357913?accountid=7374
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Psychology homework help
Opinion module 8.1 and 8.2
Gina Anderson
2 posts
Re:Module 8 DQ 1
There are many different aspects that we as researchers must consider prior to our research, but no matter what we must remain ethical in all aspects. Hatcher (2005) explains that we must do this so that “scholars, consumers, and the public have faith in the academy” and our research reporting. To me, ethics isn’t just ensuring no harm is done but also that we are taking all the steps to ensure that we are measuring the right variables, using the best statistical tests, and reporting the true results without bias as much as humanly possible. The research that we contribute can alter people’s lives and all of these aspects that I mentioned make a difference in the final result. Even though these things might not seem like they are directly related to the do no harm values, they are each directly related when we report results that could be generalized to the population. Each step must be methodically thought out and every possible implication that can come from our research must be weighed before we embark on this journey.
There are still questions that remain for me, in regards to the process and access to the resources and samples but I am sure that we will learn these things as we go. As of right now, I am putting in the pieces that I can and filling in the rest as I go!
Hatcher, T. (2005). Research integrity: Ensuring trust in the academy. Human Resource Development Quarterly, 16(1), 1-6.
Reply | Quote & Reply
Maureen Groome
1 posts
Re:Module 8 DQ 2
The topics I am considering are traits of successful employees, high levels of academic success, and low levels of emotional intelligence. There has been research on leaders with high emotional intelligence versus academic success, but none that I could find on employees with regards to emotional intelligence, academic success, and career success.
In reviewing Cinite (2006), I was able to come up with a way to define career success. This had been an issue I had been having, and when I read that the researcher interviewed people to come up with the questions, I felt that this would be a great way to identify what companies feel are traits for successful employment. As for identifying academic success, I feel that my population would be honors society alumni as there is a level of academic success that must be achieved in order to be in an honors society. If I were to have them take a survey of emotional intelligence, I would be able to identify those with low emotional intelligence. Andrei, et al., 2014), evaluated 77 peer reviewed articles regarding the Trait Emotional Intelligence Questionnaire (TEIQue) and found that it provided the most comprehensive evaluation of emotional intelligence. If I can use this questionnaire to identify a sample of those with high academic success and low emotional intelligence, I can look for a relationship between their traits and the traits identified in the interview survey.
Maureen
Andrei, F., Mancini, G., Baldaro, B., Trombini, E., & Agnoli, S. (2014). A systematic review on the Predictive Utility of the Trait Emotional Intelligence Questionnaire (TEIQue). BPA – Applied Psychology Bulletin (Bollettino Di Psicologia Applicata), (271), 2-29.
Cinite, I. (2006). Measurement of perceived organizational readiness for change and employees’ attitudes toward change in the public sector (Order No. NR13391). Available from ProQuest Dissertations & Theses Global. (305357913). Retrieved from https://lopes.idm.oclc.org/login?url=http://search.proquest.com.lopes.idm.oclc.org/docview/305357913?accountid=7374
Blog ArchiveCopyright © 2019 HomeworkMarket.com Read More
Applied SciencesArchitecture and DesignBiologyBusiness & FinanceChemistryComputer ScienceGeographyGeologyEducationEngineeringEnglishEnvironmental scienceSpanishGovernmentHistoryHuman Resource ManagementInformation SystemsLawLiteratureMathematicsNursingPhysicsPolitical SciencePsychologyReading