Research Methodology On Health Care Centre Of Saudi Arabia

• Introduction

The health care centers of Saudi Arabia are exposed with the threat of retaining talented workforce, which could be based on minimal levels of employee motivation. The reliance on effective human resource management practices and suitable leadership approach can contribute in enhancing the level of ability and motivation of workforce. Along with this, effective leaders can also offer an opportunity of contribution to workforce, which is linked with their enhanced motivation and commitment. The focus of this report is on developing a suitable research design for investigation of extent to which leadership can promote motivation, retention and performance of workforce in health care centers of Saudi Arabia. 

The report has been structured into different sections, of which firstly the details and rationale of research question is given. Secondly, the details of research design are mentioned and information of sample and sampling method is given. The subsequent sections encompass details of instruments and variables, data collection, data analysis and limitations of the methods. 

• Research Questions

The study has formulated around 4 research questions, which are focused on recognizing the factors through which positive attitudes and behaviors of employees can be encouraged in health care sector and thus their performance can be improved. The research questions are mentioned below;  

RQ1. What is the impact of AMO on attitudinal outcomes of employees?

The first research question has focused on the association of elements of AMO model with attitude of employees at workplace. It has been highlighted by Avey, Wernsing and Luthans (2008) that when employees’ abilities are nurtured by the organization and they are being highly motivated through rewards or through appropriate style of leadership, then they are likely to develop positive attitude towards work. Additionally, if employees have abilities as well as motivation, but they lack opportunity within organization then, negative employee attitudes might be seen. As noted by Bos‐Nehles et al. (2013) when employees are given opportunity to imply their knowledge and abilities at work, then positive attitude of employees can be in the form of affective commitment and organizational citizenship behavior. Such employees are likely to invest substantially in organization and thus consequently their performance enhances to desired levels. Thus, the first research question will address that how HRM practices to make use of AMO model can enable the organization to enhance positive employee attitude. 

RQ2. What is the impact of AMO on behavioral outcomes of employees?

The second research question addresses the impact of AMO on behavior of employees. This has been supported by the study of Kehoe and Wright (2013) that when AMO model is being implied in the organization, then motivated employees are likely to be more satisfied at their job. The satisfaction of employees at job also lowers their intention to quit and thus it can be mentioned that AMO can help the organization to increase employee retention. 

RQ3 (a). What is the effect of leadership style on relationship between AMO and employee attitude?

It is noted that leadership style, such as democratic style of leader, has the tendency to foster motivation, determination as well as retention of workforce, which are considered as core factors for defining performance level of employees (Nishii, Lepak and Schneider, 2008). The moderation of leadership style on association of AMO has employee attitude has been agreed in literature, such that when elements of motivation, ability and opportunity are being enhanced within an organization, then positive employee attitudes are developed and democratic leadership style can further enhance this association (Asrar-ul-Haq and Kuchinke, 2016). The democratic style of leadership is highly appreciated in health care settings, as democratic leader fosters morale of staff and then encourages them to work with greater commitment. Thus, the research question 3a has addressed the moderation of leadership style.