Using Q-methodology to Better Understand Student Learning Styles

Hall, R. Trevor

doi:10.1177/1326365x14555282

Cited by 2 publications

(3 citation statements)

References 29 publications

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“…The method of ranking (Q-sorting) items using a 9-point scoring system was established by Block (1978). Q-methodology has been widely applied in a diverse range of studies examining social attitudes and perceptions (Liu, 2015;Watts and Stenner, 2014;van Exel et al, 2015), analyses of learning styles (Hall, 2014), evaluation and development of coaching practices (Bachkirova et al, 2015), and personality differences (Guo et al, 2015;Serfass and Sherman, 2013). In addition, a small number of studies have applied Q-methodology to study person-job fit (see Caldwell and O'Reilly, 1990) and person-organization fit (see Judge, 1996, 1997;Chatman, 1989;O'Reilly et al, 1991).…”

Section: Methodsmentioning

confidence: 99%

“…Sometimes referred to as Q-sorting, Q-methodology requires respondents to sort (rank) a set of statements, based on whether they agree or disagree. Statements are evaluated in relation to all other statements (Brewer et al 2000;Hall, 2014;Wigger and Mrtek 1994). As Hall (2014: 190) explains, ''this allows Q-methodology to produce an individual's comprehensive attitude of a topic, while surveys usually only produce separate pieces of information that may contribute to a person's attitude.''…”

Section: Methodsmentioning

confidence: 99%

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Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

Vandavasi¹,

McConville

Uen

et al. 2021

Journal of General Management

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In this study, a job characteristics profile is developed to calculate indirect measures of needs–supply (N-S) fit. Two surveys were conducted with employees in Taiwan, to test N-S fit, employee job satisfaction, intention to leave, and job search behavior. The findings show that employee perceptions of indirect N-S fit are significantly related to job satisfaction and negatively related to intention to leave and job search behavior. We find that an individual’s desires, needs, and subjective “fit” perceptions can impact considerably on how the individual thinks and feels about their job and their inclinations to leave. In addition to contributing empirical evidence of how employee perceptions of N-S fit can affect employee intentions to leave, we conclude that it is of practical importance for practitioners to assess the congruence between an employee’s perceptions of what he or she needs in a job and their subjective perceptions of what is supplied.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

Vandavasi¹,

McConville

Uen

et al. 2021

Journal of General Management

View full text Add to dashboard Cite

show abstract

“…As a word of caution, it is important also to note that the information derived from the Q data on individuals' perspectives should not be used to dictate what information an individual can or cannot be exposed to. Within the context of education, see:Hall et al (2012) andHall (2015).…”

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confidence: 99%

Assessing the Potential for Agonistic Engagement Among Accountants: A quasi-experimental repeated Q study of social and environmental reporting

Sorola¹

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<p>A number of writers have recently criticised a perceived narrowness in accountants’ understanding of their profession. In particular, they claim that the predominant focus on shareholders and capital markets may be at the expense of wider public interests that accounting should serve. As accountants engage increasingly with a variety of complex and politically contentious issues, there is cause for concern regarding their capacity to represent and engage with non-financial interests. Some of these concerns are reflected in ongoing debates regarding social and environmental reporting (SER). Accountants are important players in the SER field. They have high-profile roles as self-proclaimed ‘thought leaders’ in areas such as sustainability and integrated reporting, and are increasingly involved in developing SER concepts and practices, discussion papers and best practice guidance. These technologies increasingly rely on, and are legitimised by, their incorporation of a plurality of perspectives. However, both academics and civil society groups have raised concerns that professional accounting bodies are too closely aligned with business interests, and prioritise ‘business case’ (BC) understandings of concepts such as SER, which favour shareholder-oriented perspectives. As in other areas of policy controversy, the capacity to engage with a plurality of perspectives is important because of its impact on, inter alia, the issues that are recognised, how problems are conceived and responded to, and which or whose perspectives are prioritised. While prior research has explored management and stakeholder perspectives, there has been very little research to date on accountants’ perspectives on SER. Relatedly, relatively little is known about accountants’ abilities to incorporate a multiplicity of views when attempting to engage with complex issues. This study seeks to fill this gap. My research was designed as a quasi-experimental investigation that uses Constructive Conflict Methodology (CCM) and Q methodology (QM) to examine divergent perspectives of SER among three groups of accountants: academics, practitioners, and students. In particular, my research explores the use of CCM as a framework, which when implemented via QM, can help operationalise the theoretical developments of an agonistic approach to critical dialogic accounting (CDA). Drawing on applications of CCM and QM in political theory and policy analysis, my research design is divided into two distinct phases. Phase One focuses on identifying and understanding the range of perspectives among participants regarding SER. Informed by this understanding, Phase Two develops a workshop, the SER Dialogue, to bring together participants who are representative of the diverse perspectives identified. In Phase One, 34 participants’ perspectives of SER were explored through a mix of semi-structured interviews, questionnaires and QM. The participants evidenced a range of diverse understandings of SER, with three general approaches identified from participants’ Q data: the Critical (F1(CR)), Business Case (F2(BC)) and Incremental Change (F3(INC)) approaches. These general categorisations helped identify differences, inconsistencies and contradictions in the participants’ ideological orientations and illustrated the contested discursive landscape within which SER is conceptualised. Participants’ alignment with each general category also identified possible constraints in their capacity to recognise and understand divergent perspectives. Informed by these insights, Phase Two focused on developing a discursive space for agonistic pluralist engagement (the SER Dialogue) with a group of participants, representing the three diverse perspectives. Ultimately, these participants had both a larger number and magnitude of shifts in their perspective of SER compared to a control group. There was also a general increase in alignment with F1(CR), with many participants demonstrating the development of critically pluralist and reflexive understandings. These findings illustrate the potential for agonistic pluralist engagement to develop accountants’ capacity for pluralist engagement with perspectives surrounding complex and politically contentious issues, while also enabling resistance to the hegemony of BC perspectives within the field of accounting.</p>

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Using Q-methodology to Better Understand Student Learning Styles

Cited by 2 publications

References 29 publications

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

Assessing the Potential for Agonistic Engagement Among Accountants: A quasi-experimental repeated Q study of social and environmental reporting

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