Examining the capacity for the Human Resource Department to drive organizational change

3) Also, it is not clear why you want to collect both quantitative and qualitative data. Do you want to measure specific variables or explore how specific concepts work? It is not recommended to adopt a mixed methods approach, since this not justified. You haven’t really attempted to address these questions in any detail. It is unlikely that the qualitative data from your questionnaires will provide you with the depth required to understand the situation. In addition, you haven’t stated how you will analyse your qualitative data or ensure validity. Please note that the review of the literature is not considered as a research method. There is therefore a danger that you “forget” this aspect during your dissertation and focuses on your quantitative data. I would therefore strongly suggest that you will remove this idea of collecting qualitative data.
4) On page 10 you noted that, “Data analysis will then follow by finding performing various statistical methods, including the t-test, regression procedures, and ANOVA.” This doesn’t make sense because these are parametric statistics. Please remove this sentence since.
5) The statistical tests you mention are appropriate, but it is not clear which “untrained and trained” groups you intend to use as stipulated under H3. This takes me back to the previous points. First, you need to measure, for example, whether control of employees’ commitment, attitude, and conflict positively or negatively influences the threat of workers resistance during the change process (H1). You shouldn’t just measure “positive” change but also the possibility of “negative” change for all of your hypotheses. Second, your discussion of your group(s) needs to be clearer. Perhaps a diagram showing the different iterations/treatments would clarify your experimental design.

please help amending the paper accordingly

Thank you

Proposal