Human Relationships And Its Impact On Work Productivity Dissertation Methodology Samples

Measures Proposal

I. Title: Human Relationships and Its Impact on Work Productivity.
II. Hypothesis: The relationship that people have with others will have an impact on work productivity. Positive work productivity entails a healthy disposition in life. On the contrary, negative work productivity entails a poor disposition in life.
III. Demographics: This study will be participated by both genders from different race/ethnic backgrounds. The participants are either married or divorce.
IV. Human Relationships and Work Productivity
SET: Consider your relationship with your spouse, children, friends, and other people close to you. The questions below ask you to reflect and assess the periods when your work productivity was high, and the periods when your work productivity was low. “People” in the items that follow signify all individuals whom you love and care for a lot and have special bonds with. “People” also refers to colleagues at work. Read and respond to the statements below by indicating whether you -
I have positive relationships with most of the people around me.
I feel inspired to work because of the people I love.
I feel happy and motivated to finish my work early so I can spend time with the people I love.
I feel down at work after an argument at home.

Arguments never affect my work.

I can work even when I am in conflict with people around me.
V. Customized Survey to Measure the Correlation between Human Relationships and Its Impact on Productivity. A customized survey will be created. The survey form will have 20 questions and each question is related to relationships and productivity in the workplace.

References

Bowcott, O. (2014). Relationship breakdowns have negative impact on business productivity. the Guardian. Retrieved 12 March 2015, from http://www.theguardian.com/lifeandstyle/2014/nov/26/relationship-breakdowns-business-productivity-employees-divorce-separation
Frenkel, S. (2005). Organizational trustworthiness and workplace labor productivity: Testing a new theory. Asia Pacific Journal Of Human Resources, 43(1), 34-51. doi:10.1177/1038411105050306
Guglielmino, L., & Guglielmino, P. (2008). Productivity in the workplace: the role of self-directed learning and the implications for human resource management. International Journal Of Human Resources Development And Management, 8(4), 293. doi:10.1504/ijhrdm.2008.019541
Samnani, A., & Singh, P. (2014). Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), 5-16. doi:10.1016/j.hrmr.2013.08.013
Vanichchinchai, A. (2012). The relationship between employee involvement, partnership management and supply performance. Int J Productivity & Perf Mgmt, 61(2), 157-172. doi:10.1108/17410401211194662