Hi Ahmed,

I think you may need to reframe or clarify your question a bit. I cannot clearly decipher some variables you are making case for, for your work. For example, what are the 'Human Resource Management' practices you want to look at? HRM practices, for example, include high levels of delegation of decisions, extensive lateral and vertical communication, high reward system etc which are often linked to multiple performance indicators, and other practices that either individually or in various bundles are deployed to achieve high levels of organizations. So what are the perceived HRM practices you want to use, plus task performance, to mediate organisational justice? When all these are clearly framed, I think your methodological concern will be reduced. I am afraid, I do not think that only qualitative approach will be ok for this kind of research. You may need to use both quantitative and qualitative approaches.

I agree with Gbenga... There is a need to narrow down and articulate the variables.  Even I am working on a paper  that is based on PA and organizational justice theory but none of the literature I have gone through have used qualitative approach.

The selection of the components of Organizational Justice theory depends on your research areas. If you are going to study on low level employees, distributive justice might be your catch, but again procedural justice might be more relevant mediator as we are talking about HR practices. However, if I were in your place, I would go for quantitative. We are looking at the relationship between variable and it will be a multivariate analysis.

You may then explore their perceptions, inner opinions understanding multiple realities using qualitative approach (if your time, effort and budget favors)

Moreover, I am keen to know which method under the qualitative approach are you going to employ, as my assumption is that you have reviewed some literature. The topic is interesting. Keep it up!

Thanks Gbenga and Anup,

I am intending to explore how employees perceive ( process model.. distinctive, consistent or consensus) High performance practices and if their perception can influence their job performance, as well as the role can justice play in this effect . most of my research will be at the employee level as the job performance is related to them. However, line managers will be asked about their performance evaluation and their perception about the HR practices. I suggest semi structured interviews as they allow me to investigate different sides of the factors that can interrelate in this relation and give me chance

to explain some terms for the employees.