Reporting and Justifying the Number of Interview Participants in Organization and Workplace Research

Abstract

In this paper we examine established practice regarding the reporting, justification and number of interview participants chosen within organization and workplace studies. For such qualitative research there is a paucity of discussion across the social sciences, the topic receiving far less attention than its centrality warrants. We analysed 798 articles published in 2003 and 2013 in ten top and second tier academic journals, identifying 248 studies using at least one type of qualitative interview. Participant numbers were contingent on characteristics of the population from which they were chosen and approach to analysis, but not the journal, its tier, editorial base or publication year, the interview type or its duration. Despite lack of transparency in reporting (23.4% of studies did not state participant numbers) we reveal a median of 32.5 participants, numbers ranging from one to 330, and no justification for participant numbers in over half of studies. We discuss implications and, recognizing that different philosophical commitments are likely to imply differing norms, offer recommendations regarding reporting, justification and number of participants. Acknowledging exceptions, dependent upon study purpose and data saliency, these include an organization and workplace research norm of 15−60 participants, alongside credible numbers for planning interview research.

Protocol for a Mixed-Methods Evaluation of a Massive Open Online Course on Real World Evidence (Preprint)

“…We predict that interviews from 16 learners will generate enough data for answering the research questions and perform the analyses because based on past qualitative interview research review, 16 interviews is within the range of an acceptable number of interviews [16]. However, if there is a need for further investigation of further phenomena or themes, we will endeavour to get more participants into being interviewed for the study.…”

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

“…Likewise, given only recent corporate interest in D&I, it is not possible to assess the potential manager population from which we could gather data. Following Saunders and Townsend (2016), a sample of 20 (15 LGBT employees and five managers) is within acceptable boundaries for meaningful analysis, especially for difficult-to-access respondent population groups.…”

How do sales and marketing produce business to business value propositions?

“…Studies reveal a large variation in the number of interviews performed in different research contexts. Acknowledging exceptions, and dependent on study purpose a norm of around 15-60 participants was observed in a recent study (Saunders & Townsend 2016). Marshall (2013) drew on studies reporting participants in five information systems journals, it was inferred, that 'collective wisdom' suggested 15-20 participants for single case study research.…”

“…In seeking out 'senior' practitioners I was looking for participants typically at manager level and above who had experience in developing value propositions from different levels and perspectives at the SMI to help provide rich perspectives of the phenomenon. The size of the sample was determined in relation to the purpose of the research and with a view to project timescales (Miles & Huberman 1994), and in line with the broad benchmark for participants identified in previous studies as outlined in 3.5 (Marshall 2013;Saunders & Townsend 2016). The expediency of not too large a sample to make depth analysis difficult whilst making data saturation attainable was also a consideration (Onwuegbuzie & Leech 2005 Data saturation can be deemed to have been reached when no further significant insights are emerging (Glaser & Strauss 1967).…”