By Edward F. Fern
In particular written for researchers and scholars with a basic wisdom of concentration workforce study, the publication provides quite a few examples of what researchers should still and shouldn't do in designing their very own learn initiatives. furthermore, it severely examines the bounds of concentration teams and indicates find out how to use concentration teams for nontraditional learn initiatives.
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Additional info for Advanced Focus Group Research
This may be due to a similarity attraction principle and the reciprocity effect. Similarity attraction research indicates that we like individuals whom we perceive to be similar to ourselves (Papsdorf & Alden, 1998) in terms of beliefs, feelings, and actions.
This is not the case with individualists. Collectivists have a greater sense of racial/ethnic identity than do individualists. Gaines et al. (1997) argue that racial/ethnic identity mediates the relationship between race/ethnicity and cultural values or orientation. Racial/ethnic identity and cultural value orientations have been linked empirically. So have race/ethnicity and racial/ethnic identity. People of color score higher on racial identity than do Anglos. Moreover, African Americans' strength of ethnic awareness and self-identification has been shown to be a predictor of collectivism.
Perhaps most important for the conduct of focus groups, high-status people initiate and receive more communications in the group than do people of lower status. Finally, perceived status appears to affect the content of communications. In one study (Worchel, 1957, cited in Shaw, 1976), frustration was tolerated more when the source of the frustrating communication was a high-status individual than when it was a low-status individual. Wilke (1996) provides a review indicating that high-status individuals accept influence from others in small groups less than do low-status people, presumably because of their perceived greater competence.
Advanced Focus Group Research by Edward F. Fern