the aim is to explore the relationship between the effectiveness of high performance practices and Task performance at individual level and to test the impact of Justice and trust on this relationship. I think that qualitative approach can get deeper findings yet haven't found any interview questions to apply.
Ezedden: I think you would be much better off if you write your own interview questions, rather than using an instrument someone else wrote. Once you draft a set of questions, you should pilot test it, and this often results in revisions. I often ask background questions first about the organization and the person's work history. This lets the person relax and get used to being interviewed. After this, you can use open ended questions in the semi-structured format you mentioned. The article below that is available on Researchgate outlines the spectrum of interviewing possibilities, and some of the issues involved. For example, I like to show my case summaries to my participants to get their reactions. If something is not quite right, it can be fixed. If something is missing, it can be added. It may take you a little time to adjust to using open ended questions, and giving the participants the ability to influence the process, but in the end, I think you will learn a great deal this way. Good luck, Bruce
Bruce, Fortado, The responsibilities of a semistructured interviewer
Article in Employee Responsibilities and Rights Journal 3(1):31-46 · January 1990
DOI: 10.1007/BF01384762
Hello, see the Geneva Scholl litterature, specially Barbel Inhelder's books. Probably, you will find there a lot of very importante cues. Regards
I think the resources that have been suggested a good, but I concur with Bruce F that it is best if you develop your own questions.
Develop you own questions, what do you really want to find out, what do you really want to show as the best practices or what needs to improve.
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