CHAPTER THREE

3.0 METHODOLOGY

3.1 INTRODUCTION
Research methodology according to Emory (1980), is a scientific inquiry whose
procedures include observation of the available fact relating to a particular
problem followed by the formulation of theoretical situation, which is used as a
basis for experiment to obtain evidence for a conclusion or generalization.

This chapter shall therefore emphasize on the methods employed in carrying out
this study. It will start with a preview of case study method as a method of
research. It will discuss the population of study, sample size, sampling technique
and procedures. It will also deal with the instruments that will be used to collect
the needed data and the methods or procedures of processing and analyzing the
collected data. Also included in this chapter is the formulation of hypothesis on
which this study is based.

3.2 THE CASE STUDY METHOD OF RESEARCH

The case study method of research has been used to carry out this study. This is
because any attempt to study the whole sectors will be too demanding and near
impossible. The case study method has therefore been chosen because it will
ensure a fair exhaustive study of the subject under investigation. This is why
Young (1966) aptly states that a case study is a comprehensive study of social
unit-be-that, unit a person, a group, a social institution, a district, or a
community. Cooley (as quoted from Pauline V. Young) similarly states that case
study deepens our perception and gives us a clearer insight into life. It gets at a
behavior directly and not by an indirect and distract approach.

The representative-ness and typical-ness of cases and life documents have been
of great concern to social researchers. This is because life and personal traits and
complex and varied.
According to Young two questions arise here
• Do the authors of these studies enable us say that these cases are
representative of their land to those described cases similar enough.
Are we able to say that these data provide bases for generalization?

The answer to these questions, he maintains, partially depends on the

researcher’s wise choice of data, in their ability as impartial observers and
accurate recorders. The data gathered in a case study is rich in detail; supplied
not only a portrait of human personality and social situation but also a basis for
which hypothesis relevant to the study can be built. Case study is also useful in
formulating theoretical judgment without them such judgments could only have
been formulated in a vacuum. This is what the researcher has attempted here.

3.3 RE-STATEMENT OF THE RESEARCH QUESTIONS

1. What is the impact of training on performance
2. What is the effect of training on job satisfaction and motivation
3. Does training reduce employee turnover
4. Does training actually increase employee efficiency

3.4 POPULATION OF STUDY

The population of target for the research exercise is entire staff of Samsung
Electronics West Africa headquarters (SEWA), Alfred Rewane road, Ikoyi, Lagos.
The population size of the company is 53. This is the entire population of SEWA
in Nigeria.
3.5 SAMPLE SIZE
Because the staff size is small and to ensure that returned questionnaires are
sizeable, questionnaires will be administered to all individuals from the
population of study.

3.6 METHODS OF DATA COLLECTION

There are basically two sources of data for research projects. These are the
primary source and the secondary source. Information from primary source is
referred to as primary data. Subsequently, information from secondary source is
called secondary data. (Asika, 1991)

The primary data are those obtained from the completed questionnaire, that is,
from an original source. Secondary data are taken from journals, textbooks and
other publications.

3.7 DATA COLLECTION INSTRUMENT

Self-administered questionnaires are to be used in this research to collect data
from the respondents. The questionnaire will be used because it guarantees a
high level of anonymity of individual. They will be delivered by hand and
collected same way at an agreed time. Data collected will thus, be of primary
source while secondary data shall be obtained from journal, textbooks and other
relevant publications.

3.7.1 QUESTIONNAIRE
The questionnaire is grouped into two the bio-data and the likert style. The
responses to the Likert-type statements are on five point scale, which range from
“Strongly Agree’’ to “Strongly Disagree’. The points awarded to each are as
follows:
Strongly Agree - 5
Agree - 4
Undecided - 3
Disagree - 2
Strongly Disagree - 1

Each item on the questionnaire is developed to measure the specific aspect of the
hypothesis. Questions are mainly closed so that qualification and analysis of the
results can be carried out effectively and efficiently.

The respondent is expected to indicate or mark “X” to the alternatives that

corresponds with his choice. The questionnaire contains a total of thirty two-32
items (see appendix 1).

3.8 LIMITATIONS
Bain (1929) vigorously attached the value of the value of the case study method as
a significant scientific material because according to him, they do not provide
impersonal, universal, non-ethical, non-practical, repetitive aspects of
phenomena. Instead, he argued that subjects might provide whatever data they
think the investigator wants.

The greater the report the more subjective the whole method is. The subject is
more likely to be self-justified than factual. Case situations are seldom
comparable in a practical universe of discourse, since the subject tells this story
in his own words, the logical concepts, units of scientific classificatory have to be
read into it by the investigator.

In spite of this attack on the case study method of research, the fact still remains
that it is a method of research that could provide a comprehensive study of
manpower training and development in the public sector of the Nigerian
economy. The researcher is very much aware of these limitations and has
therefore decided to use questionnaires, mainly composed of closed ended
questions.
3.9 ANALYTICAL PROCEDURE
The completed questionnaire will be collected, serialized, coded and analyzed
sequentially according to the research questions. Tables will be used to provide
information to facilitate analysis. Simple percentages will be used to analyze the
data.

3.9.1 TEST OF HYPOTHESIS

The chi-square (X2) is a non-parametric test and it is used to answer questions
about data which exist in the form of frequencies rather than scores or
measurements along some scales (Onifade, 2004).
The formular is stated below;
X2 = (O – E)2
E

Where: X2 = Chi-square notation

O = Observed frequency
E = Expected frequency.
The hypotheses shall be tested at 0.05 level of significance in the course of this study.

Chi square was employed to test the hypothesis involved in this work and to
estimate the extent of discrepancy that exist between the observed and the
expected outcomes in respect of certain variables.

3.10 HYPOTHESIS
Hypotheses are tentative statements aimed at explaining the relationship
between more variables which still has to be subjected to testing. The following
hypothesis were developed and tested for.
HYPOTHESIS ONE
H0: There is no significant and positive relationship between training and
employee performance.
H1: There is a direct and positive relationship between training and employee
performance.

The aim of this hypothesis is to bring out the relationship between training and
employee performance. Through training, skills and knowledge required for job
performance is acquired and the employee become more competent on the job
and his performance and thus productivity improves. The result of this study will
reveal the validity or the otherwise of these claims.

HYPOTHESIS TWO
H0: There is no relationship between training and enhanced job satisfaction and
motivation
H1: There is a direct relationship between training and enhanced job satisfaction
and motivation.

It is claimed that as employee is trained, his performance improves and he

becomes more competent and more confident on his job. This subsequently leads
to increased job satisfaction and morale which in turn improves the overall
performance of the organization because employees work better when they are
satisfied. This study will seek to test the validity of this claim.

HYPOTHESIS THREE
H0: There is no relationship between training and reduced employee turnover
H1: There is a direct relationship between training and reduced employee
turnover

This hypothesis tries to determine the relationship between training and reduced
employee turnover. To determine the effects of training on performance, its effect
on employee turnover needs to be known this is because high employee turnover
eventually leads to low performance of organizations. It is claimed that if
employees are trained then they would be less likely to leave their employers.
This hypothesis will put that to the test.

HYPOTHESIS FOUR
H0: There is no relationship between training and employee efficiency
H1: There is a direct relationship between training and employee efficiency

To determine the effects of training on employee performance, its effect on

efficiency has to be ascertained because for performance to increase, efficiency
has to increase. There would be increase in the quality of products, less waste,
more will be accomplished in less time, etc. All these are signs of efficiency and
this hypothesis will determine if there is a relationship between training and
employee efficiency.
TABLE OF CONTENT

3.0 METHODOLOGY

3.1 INTRODUCTION

3.2 THE CASE STUDY RESEARCH METHOD OF RESEARCH

3.3 RE-STATEMENT OF RESEARCH QUESTION

3.4 POPULATION OF STUDY

3.5 SAMPLE SIZE

3.6 METHOD OF DATA COLLECTION

3.7 DATA COLLECTION INSTRUMENT

3.7.1 QUESTIONNAIRE

3.8 LIMITATIONS

3.9 ANALYTICAL PROCEDURE

3.9.1 TEST OF HYPOTHESES

3.10 HYPOTHESES