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Development of Research Methodology

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Development of Research Methodology

Research methods illustrates the specific techniques or application of specific procedures

to select, produce, and evaluate data on a particular subject. The research approach in a scientific

report provides the audience with the chance to assess a study's general applicability and

dependability. Research Methodology contains a detailed description of the research processes,

strategies, and design features, emphasizing those used throughout the analysis (University of the

Witwatersrand, 2022). Research methodology can be described as the structure

researchers utilize to undertake the investigation, which is connected to a specific collection of

assumptions. 

This study aims at finding which motivation factors improve teachers' job satisfaction.

We use mixed methods (qualitative and quantitative) in the research. In a mixed methods study,

a researcher or a group of investigators combines components of qualitative and quantitative

study procedures to achieve the general goals of scope, thoroughness, and replication (Creswell,

2009, p. 1). Expanding and strengthening a study's results and, as a result, adding to the body of

academic research is the overarching purpose of mixed methodologies research, which combines

qualitative and quantitative study components (Creswell, 2009, p. 1). Mixed methodologies assist

in providing the answers to the research question. The outcomes of one strategy can be utilized

to improve the application of the other strategy.

Incorporating quantitative and qualitative methods permits a more comprehensive and

synergistic utilization of information in offering a better understanding of the research and

important considerations than each methodology alone (Schoonenboom & Johnson, 2017, pp.

109-112). Compared to using only quantitative or qualitative methodologies, the mixed

methodology offers a broader range of strategies to comprehend complex research issues in

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many settings. The method is also critical to remember that the wide range of abilities needed to

implement this technique successfully can inspire investigators to think more rigorously about

their study objectives. The method helps researchers develop fresh approaches to answering

tresearch questions and discover other underlying factors when attempting to solve challenging

research problems (Aramo-Immonen, 2013, p. 34). Architecture as a commodity must be of

sufficient standard to satisfy several criteria. In the qualitative study, a thematic approach was

used, while the conjoint approach was used in the quantitative analysis.

Preparation of the Research Plan.

For every endeavor to succeed, there must be an elaborate action plan. A good plan

enabled me to successfully undertake the research and ensure that the end goals were achieved. I

was able to prepare the research plan by undertaking seven steps. The first step in my research

plan was defining the problem. I came up with a statement of the problem for the study. The

problem statement gave a good idea of all the research was supposed to contain. The problem

statement is essential in establishing the goals and objectives of the study. Having the problem

statement at the beginning would also ensure that every other activity is in line with the

statement to avoid any possible deviations. The second step in the preparation of the research

plan was the identification of the research objectives. After coming up with the problem

statement, I had to evaluate the specific goals that would enable me to achieve the main aim of

the research.

The third step in the preparation of the research plan was the choice of the research

method. The technique involved the tools and instruments applicable to data collection and

analysis. The success of any study would be determined by the effectiveness of the methods that

have been put in place.

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The preceding step in the research plan preparation is the establishment of timelines.

Setting particular deadlines ensures that working around the clock will meet the deadline for

achieving research objectives on time. The last step in the research plan is defining how I would

present the findings. I had to state in clear terms the processes that we would undergo after

getting the results of the research objectives.

Qualitative Analysis

Thematic Approach

The thematic approach is a powerful yet adaptable technique for assessing qualitative

information. The process can be applied in some phenomenological or epistemological

directions. Thematic analysis in this study has been employed to analyze factors that affect

teacher motivation in Afghanistan. The teachers were required to identify which factor increased

their job satisfaction at the interview and responding to survey questions (Nowell et al., 2017, pp.

2-4). In contrast to simple descriptions or classification systems of symbols, concepts are

actively created structures (or interpretations) formed from a data collection that addresses a

study question.

The six-step procedure outlined in the most generally used methodology for thematic

analysis consists of acquainting oneself with the information, creating preliminary codes, looking

for topics, examining themes, characterizing and labelling themes, and creating the conclusion

(Kiger & Varpio, 2020, p. 3). The creation of themes can indeed be done deductively or

inductively. The adaptability of theme assessment necessitates that investigators who employ the

approach make their fundamental tendencies and presumptions apparent to assure the validity of

their results and conclusions.

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Although the research approach can be used anywhere along the spectrum, theme

analysis tends to gravitate toward the area in the middle of different research areas. The study

introduces thematic analysis ideas to frame, evaluate, and integrate various data points. Using

themes goes beyond simply classifying and labelling data with organizing tools. The researcher

will generate administrative and categorization categories to explain the information as a

component of the theme analytical process, but the procedure also includes data conversion and

interpretive steps (Kiger & Varpio, 2020, p. 4).

The thematic analysis does not fit either end of the analytical spectrum, essentially

descriptive or highly subjective (Kiger & Varpio, 2020, pp. 1-3). The main objective of using

thematic content evaluation is not usually to participate in quantitative reasoning and conversion

to the extent of producing theory. On the other hand, the conceptual framework falls most easily

in the middle, involving more than simply describing and categorizing but not going to the point

of creating concepts (Kiger & Varpio, 2020, pp. 1-3).

Quantitative Analysis

Conjoint Approach

Conjoint analysis (CA) might be a useful technique for defining values. CA has a long

tradition in sales promotion and has become a popular approach for obtaining individual needs

for medical care. Through grading, rating, or decision activities, CA enables a statistical equation

to analytically determine the relative worth of therapeutic attributes and predict inclinations for

various therapy options. The process allows patients to consider complex treatment

recommendations. Most commonly, CA is used to uncover opinions at the local scale to aid in

corporate and governmental decision-making. The findings of these research don't have much
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practical application to specific clients' decision-making. One person's priorities might not

coincide with those of other patients. (Weernink et al., 2018, pp. 747).

Its basic tenet is that users assess a service's or merchandise's worth by adding the various

amenities each set of constraints provides (Weernink et al., 2018, p. 747). Participants are

questioned about their tastes for experimentally created either actual or fictitious possibilities in

correlational tests. The factors being researched represent possible real-world alternatives

regarding critical features of improving motivation. Profiles or conceptions are collections of

attributes describing a unique possibility of a situation or factors being examined (Weernink et

al., 2018, p. 747). The list of pertinent features is typically created by consulting experts, reading

the scientific literature, and pilot testing using methods like focus group interviews, component

lists, or repertoire grids (Weernink et al., 2018, pp. 748). Each characteristic is established with

two or even more constant values, or "levels," which are then aggregated to create different

profiles.

After gathering the data on user characteristics, it is necessary to assess the answers.

Different individuals were ascertained in one step of the process using conjoint analysis (De la

Cuesta, Egami & Imai; 2022p 23-25). The approach assumes that the aggregate of the individual

part-worths of the characteristics corresponds to the general utility gained from any arrangement

of the features of a given service or item (De la Cuesta, Egami & Imai, 2022, 27-30).

Data Collection

In this survey, we used Qualtrics software for data collection and then analyzed the data

by Stata. The Qualtrics software will be used to reach a high number of teachers in the province.

Why I Chose the Target Group of Herat Provinces

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To ensure that the data I get helps me gain the results I desire for the study, I have chosen

the Herat provinces as my target population. There are, of course, many reasons why I have

chosen the target group among all the other possible target groups that I had. One of the reasons

for choosing Herat province is the fact that it has a significant population. The Herat province is

one of the biggest populations in Afghanistan. Considering the province's size, I knew it would

generate the best result regarding the sampling unit. What I mean is that an enormous population

implies many elements that the population holds, such as a high number of learning institutions.

For example, when we have a high population of teachers, like in Herat province, there is a high

possibility that the effective population covers all the essential elements of the requirements of a

good sample, which also means that all the population categories are in place. I believe that from

the group of 90 schools the study shall use, there are many differences in the learners'

backgrounds. The learners must come from different backgrounds; perhaps some have even

moved from long distances to acquire their learning. The diversity in the population will increase

the chances of receiving more accurate results. There are the young people, the middle age, and

the old population. All the population elements are essential for this study.

Additionally, the large population would mean higher chances of variation in what people

do in the province. The higher chances of different activities taking place in the region would

imply that there is a wide variety of data that I would gain from the demographics. The other

benefit the significant population would bring to the study is that the number of respondents

would be higher. It is not easy to get many responses from a higher population. It would mean

that in the case of Herat province, the sample size is higher compared to other smaller regions.

The other benefit that the enormous population will bring to my study is that it serves to bring

some diversity. The ministry of education gave me a list of all the schools in the Herat province.
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The attributes and values of the research.

Six attributes were used in this study: the attributes were selected based on previous

studies. Salary, number of students per class, number of classes per day, teacher training,

residential plot and a working desk are significant motivations for teachers. According to

Chaudhary, M. K., & Chaudhary, R. K. (2021), incentive typically stems from intrinsic and

external factors. Internal motivation is when employees are motivated by the characteristics of

their jobs, responsibilities, the work environment, the workplace atmosphere, and other factors.

Extrinsic motivation is connected to compensation, perks, and other employment requirements.

The motivation of staff members is frequently impacted concurrently by internal and external

factors.

Having skilled, motivated, and happy human resources are crucial for any firm to succeed

in the international market and help it reach its targets and objectives. Tealdi (2005) discovered

that inspiration is necessary for job satisfaction and retention, which drive links to workers' job

performance and turnover. Therefore, a school's Human resource administration must ensure that

teachers are sufficiently driven to perform effectively and to be kept on staff for a longer time.

Teachers are the principal determinants of the success of the academic system, as well as

in cultivating and spreading the organizations' excellent reputation amongst learners and the

academic community (khalik, 2020). Thus, any academic institution's administration must have

as a primary and unavoidable goal the motivating of its instructors. The instructors' enthusiasm

significantly influences the effectiveness and efficiency of a school process. Motivation is one of

the main factors in improving teachers' productivity (khalik, 2020). Students' and educators'

performance has been proven to be closely related. Studies have shown that teachers' motivation

influences pupils' academic progress and boosts the school's overall efficiency(Hayden, 2011).
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Hichaambwa, G. (2022) highlighted a lack of drive among instructors as a significant barrier to

improving teaching standards.

Why did you select these factors?

Based on the previous literature, those factors are the fundamental rule for teacher motivations:

we will explain one by one the following:

Salaries and Bonuses-According to Pattnaik, S. C., & Sahoo, R. (2020), when it comes to

empowering teachers, salaries and bonuses must be the top priority for institutional managers

and directors of the academic system. The study focused on the idea that teachers' requirements

should be considered while determining their salary. Pattnaik, S. C., & Sahoo, R. (2020) also

observes that instructors in the academic system who earn low salaries experience stress. The

researcher conducted an additional study on the subject and concluded that instructors would

receive market-competitive pay to boost motivation and keep members on staff. Poor salaries are

the main reason a person quits their job; as a result, the benefits package for instructors in higher

education institutions needs to be carefully planned out and handled.

Numbers of Students per Class

Rasheed et al., 2016, p. 110) observes that the number of learners per class affects the motivation

of teachers. Students are the key determinant in instructors' incentives at an academic institution.

Talented and industrious pupils may increase an instructor's morale, while instructors are less

inspired to teach pupils who do not deliver the outcomes they are looking for (Rasheed et al.,

2016, p. 110). Another crucial factor in motivating the staff is the number of learners in the

classroom (Rasheed et al., 2016, p. 110). Classes with many non-performing learners do not act

as motivating factors for learners.

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Teacher Training and Retention- İpek & Kanatlar, (2018, p. 4). Indicates that Teacher training

is a critical component in teacher motivation. Teachers' continuous development and retraining

improve the necessary skills, which enhances teachers' motivation. The most significant initiative

utilized to encourage workers of a firm is retraining. For any firm to thrive in the current

environment, offering training to its employees is essential. The primary driver of teacher

motivation is professional development (İpek & Kanatlar, 2018, p. 4). An instructor's career

advancement begins with student development, a fundamental component. Opportunities for

professional development and learning must be made available to instructors.

Teachers Working Desk

Rasheed et al., 2016, p. 110) observes that the teacher's working desk is essential to the

motivation process. Teachers' desk includes the necessary materials and equipment to assist the

teaching process. Teachers' employment must be structured appropriately, as does their

workplace. It should not be increased to the point where it demotivates teachers (Rasheed et al.,

2016, p. 110). Educators should be placed in a nurturing environment, and management should

make every effort to treat them respectfully and without bias. The management should develop

strategies to support teachers and provide the necessary tools to improve teachers' performance.

Number of Classes per Day- Rasheed et al. (2016, p. 105) indicate that each teacher's number

of classes per day is a significant factor in teacher motivation. A high number of classes teachers

attend leads to demotivation and a lack of satisfaction. Teachers' employment needs to be well

structured, as does their workplace. It should not be increased to the point where it demotivates

instructors (Rasheed et al., 2016, p. 105). Teachers should be given a comfortable environment

as education for instructors, and management should make every effort to treat them fairly. Well-

planned occupations increase work engagement because individuals become bored when work is
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improperly designed. The issues with instructors' workplace behaviours are their excessive

workloads and the pressure of non-teaching duties.

Residential plot or land:

Residential plots and pieces of land can be considered as a form of external motivation. External

motivation can be described as the pursuit of incentives offered by outside sources, such as

money, material goods, status and favourable assessments, free housing and lunches and dinners,

weekly duties, additional teaching reimbursements, advance payouts in the instance of financial

difficulties, leaves of absence, including free medical care (Saito & Vaisanen, 2019, p. 674).

Motivation in the form of land and residential plots can positively improve teachers' performance

and productivity. Money in the shape of a salary, the much more apparent extrinsic reward,

allows for achieving various purposes and outputs, demonstrating the importance of motivational

factors. Workers' wages should indeed be paid on time, and they should receive a proportional

pay increase to foster and improve employee happiness and enthusiasm, which immediately

influence their productivity since money is a great motivator and has a substantial beneficial

impact on teachers' productivity.

Residential plots and land, as components of extrinsic motivation, are linked to an organization's

work to receive benefits and recognition, such as a wage (Saito & Vaisanen, 2019, p. 674). Even

though the task may be challenging, monotonous, and uncomfortable, incentives can make it

worthwhile and exciting. While in private enterprises, financial rewards are provided to

instructors for instructing their extra lessons to boost their job happiness, and inspiration, a rise

in workloads increases teacher discontent and demoralization. According to Maslow's hierarchy

of requirements theory, staff members devote their time and resources to their institutional duties

and responsibilities when paid enough to clothe, house, and safeguard their family members.
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This gives teachers the confirmation that the above necessities will continue to be met, allowing

them to continue pursuing the institutional goals they have established for future growth.

Conclusion

Extrinsic motivational variables offer a good foundation and a direct route to intrinsic

motivational elements. According to the review each attribute of teacher motivation had two

levels of consideration except of salary. The first level is the current state which highlighted the

practices being employed to motivate teachers. The second level is the improvement state which

highlights practices which should be employed to enhance teacher motivations. The salary has

three levels, the first level is the current salary, the second level is twice the current salary, and

the last level is three times the current salary. These levels have been examined to identify how

they can improve teacher performance in learning environment. There is a need to implement

different strategies to inspire teachers in different working facilities. The leadership and

management of the school should play an essential role in identifying factors which motivate

teachers. For effective results, proactive leadership that works hard to understand the intellectual,

emotional, economic, and physical requirements of the staff member is essential. As with the

physical assets, plans, rules, and standards, the organization's employees decide how to proceed.

In order to advance effectively at everywhere throughout levels, including the provision of

quality education, the various motivation has greater energy and strength to integrate an

engagement level amongst some of the staff.

The observations can be generalized since each school's performance is crucial to developing an

enterprise that motivates workers by reinforcing a positive mentality and strengthening behavior

towards improving performance. Professionals that got feedback, whether it was constructive,

critical, or remedial, demonstrated greater effectiveness in their everyday tasks. Therefore,

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workers perform their tasks effectively when high levels of incentive are accessible to them in

the form of bonuses and punishments, gratitude, and a feeling that they belong to the firm.
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