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Rebecca Loudoun and Keith Townsend

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Keith Townsend and Rebecca Loudoun

Events can be interpreted many ways, and sometimes we don’t always like the ways things are interpreted. This chapter tells of an attempt to design a longitudinal research project with qualitative data when the authors experimented in the quantifying of qualitative data – specifically, the use of key words, in an attempt to find a baseline for measuring differences in employee experiences at a multi-site organisation.

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Amanda Roan, Rebecca Loudoun and George Lafferty

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Edited by Keith Townsend, Rebecca Loudoun and David Lewin

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Edited by Keith Townsend, Rebecca Loudoun and David Lewin

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Keith Townsend, Rebecca Loudoun and David Lewin

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Edited by Keith Townsend, Rebecca Loudoun and David Lewin

This Handbook explores the opportunities and challenges of new technologies for innovating data collection and data analysis in the context of human resource management. Written by some of the world’s leading researchers in their field, it comprehensively explores modern qualitative research methods from good project design, to innovations in data sources and data collection methods and, finally, to best-practice in data analysis.
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Qian Yi Lee, Keith Townsend, Ashlea Troth and Rebecca Loudoun

All employees have a role or even multiple roles to play and in recent decades role theory has assisted a better understanding of how and why people behave in certain ways at work. In addition, their work role may potentially hold various ‘sub-roles’. This chapter explores the development of role theory as it pertains to organizational experiences for employees. Role theory literature in the workplace context is centred around some key concepts including role clarity, role conflict, role ambiguity, and role overload. Looking at the opportunities offered by role theory to address the guiding questions central to this chapter, the authors show that role theory helps understand the many and varied roles that employees play inside and outside the workplace and how interpretations and expectations around these roles influence individual and workplace outcomes.