Abusive Supervision: Nature of Management Study

Subject: Employee Management
Pages: 2
Words: 483
Reading time:
3 min
Study level: PhD

Although different research methods can be used in human resources management, certain strategies are more effective as compared to others. For instance, the study exploring methods utilized by frontline managers to identify the impact of abusive supervision on employees’ performance will require the use of the qualitative approach. The qualitative research is instrumental in examining people’s views and perspectives, the reasons behind their behaviors, as well as related concepts that may arise (Street et al., 2019). By asking open-ended questions, the researcher encourages participants to reflect on their decisions and reactions, as well as identify the central areas to consider.

Quantitative research is confined to quantifying some trends and identifying the existing links between phenomena (Hewko et al., 2019). This method is specifically valuable for assessing the effectiveness of models and frameworks (Weller et al., 2019). Therefore, the latter approach is not appropriate for the present study, because it will fail to bring insights into the way managers see abusive supervision, employee performance and motivation, as well as the relationship between the mentioned concepts. Mixed method research is another paradigm that involves the elements of quantitative and qualitative studies (Tofighi et al., 2017). However, the focus on the meaning rather than some quantifiable data can help in understanding the behaviors of managers and the choices they make regarding abusive behavior. Hence, the qualitative research method is the most appropriate model.

The research designs in qualitative research include case study, phenomenological, ethnographic, and narratives (Hoeber & Shaw, 2017). The most appropriate design for the present project is the case study. This research design implies the emphasis on a specific cohort, which is important for the current research (Lee et al., 2019). A case study is instrumental in exploring an existing phenomenon and describing it in detail. It may seem that a phenomenological study could be utilized or even more effective in this case. Nevertheless, the phenomenological design is concerned with the exploration of participants’ lived experiences, while case studies focus on people’s attitudes and opinions (Crowther et al., 2017).

Grounded theory design is also inappropriate as it concentrates on the development of a theory, while this study is concerned with a specific case, and managers’ opinions are analyzed (Murphy et al., 2017). Ethnography is often employed in human resources management research, but it is inappropriate in this case. The focus of the ethnographic design is on observations and the way people or groups interact, while this study concentrates on people’s attitudes, opinions, and behaviors (Potter & Richardson, 2019). Narrative studies are also common qualitative designs that aim at the deep exploration of people’s stories regarding their life, work, and other experiences (Trevor-Roberts et al., 2018). However, this approach is not applicable as it often involves a few participants, while the present study will cover a considerable group of managers who will share their views on the choices they make rather than their life stories.


Crowther, S., Ironside, P., Spence, D., & Smythe, L. (2017). Crafting stories in hermeneutic phenomenology research: A methodological device. Qualitative Health Research, 27(6), 826-835. Web.

Hewko, S., Reay, T., Estabrooks, C. A., & Cummings, G. G. (2019). The early retiree divests the health workforce: A quantitative analysis of early retirement among Canadian Registered Nurses and allied health professionals. Human Resources for Health, 17(1), 49-59. Web.

Hoeber, L., & Shaw, S. (2017). Contemporary qualitative research methods in sport management. Sport Management Review, 20(1), 4-7. Web.

Lee, B., Phrasisombath, K., Shinozaki, H., Vangkonevilay, P., Bouphavanh, K., Prabouasone, K., Sounthavong, O., Tokita, Y., Makino, T., Matsui, H., Saitoh, T., Tozato, F., Kama, A., & Watanabe, H. (2019). Key factors affecting the integration of interprofessional education into human resources for health reform: A Lao People’s Democratic Republic case study. Journal of Interprofessional Care, 33(4), 356-360. Web.

Murphy, C., Klotz, A. C., & Kreiner, G. E. (2017). Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research. Human Resource Management Review, 27(2), 291-305. Web.

Potter, A., & Richardson, C. (2019). How ethnographic research can help conceptualize expatriate acculturation. Journal of Global Mobility: The Home of Expatriate Management Research, 7(1), 49-63. Web.

Street, N. W., Mandel, L., Man, L., & Bermudez, L. (2019). Human resources for health: Advancing nursing in Haiti—A qualitative evaluation of a master’s level nursing faculty development project. Journal of Health Care for the Poor and Underserved, 30(1), 404-416. Web.

Tofighi, S., Teymourzadeh, E., & Heydari, M. (2017). Key success factors of health research centers: A mixed method study. Electronic Physician, 9(8), 4992-5000. Web.

Trevor-Roberts, E., Parker, P., & Sandberg, J. (2018). How uncertainty affects career behaviour: A narrative approach. Australian Journal of Management, 44(1), 50-69. Web.

Weller, I., Hymer, C. B., Nyberg, A. J., & Ebert, J. (2019). How matching creates value: Cogs and wheels for human capital resources research. Academy of Management Annals, 13(1), 188-214. Web.