Semi Structured and in depth interviews

1. Semi Structured and in depth interviews Zeeshan A. Bhatti

2. Research interview is a general term for many types of interviews • Nature of any interview should be consistent with your research questions and objectives

3. Types of Interviews • Structured / Standardized Interviews • Highly formalized • Based on pre-determined or identical set of questions • You read out each question and record the response • Preferably in the same tone of voice • Semi-Structured/ Non standardized Interviews • Researcher has a list of themes and questions to be covered – although they may vary from interview to interview • You can omit some questions, given the specific organizational settings • Order of questions may change • New questions may be added

4. Unstructured Interviews • Informal – used to explore in depth a general area in which you are interested • No pre-determined list of questions – although you need to have a clear idea about what you want to explore • Also called Informant Interview, since it is interviewees perceptions that guide the conduct of interview

5. Interview Types based of Interaction • One to One • Face to Face • Telephone Interviews • One to Many • Focus group Interviews

6. Situations favoring Research Interviews • The nature of the approach to research • If you are undertaking an exploratory study, it is likely you will use qualitative research Interviews • Similarly, an explanatory study may also requires where you want to establish causality b/w variables • Provides an opportunity of “probe” answers – which leads you to explore areas previously not considered

7. The significance of establishing personal contact • Managers are more likely to agree to be interviews rather than complete a questionnaire – specially where the topic is interesting or relevant to their work • They may be reluctant to fill in questionnaire, because: • Not provide sensitive information to someone they have never met • They find it a waste of time

8. The nature of questions • A favorable approach where • There are a large number of questions to be answered • Where the questions are either complex of open-ended • Where the order and logic of questioning needs to be varied

9. Data Quality Issues in Interviews • Reliability • Lack of standardization • Forms of Bias: There are different types of bias • Interviewer Bias • Comments, tone of non-verbal behavior of interviewer • An attempt to impose your own beliefs through the questions • Unable to develop trust of the interviewee – or you are seen to be lacking credibility – then the value of information given may also not be valid and reliable

10. Interviewee/ Response Bias • Perceptions of interviewee about the interviewer • They may take part in the interview BUT may choose not reveal and discuss an aspect of the topic • Therefore, the outcome of just a‘partial’ picture of the situation • Bias due to the nature of individuals • The time-consuming requirements of interview process may result in the reduction in willingness to take part in interviews • This may bias your sample from whom data are collected

11. Validity & Generalizability • Validity refers to: Is the researcher able to infer the exact meaning that the participant intended from the language that he/she used? • Generalizations cannot be made about entire populations since the interviews are based on small and unrepresentative number of cases

12. Overcoming Data Quality Issues • Overcoming Reliability • Non-standardized research methods such as Interviews are not intended to be repeatable – since they reflect reality at the time they were collected in a situation which is subject to change • Therefore, an attempt to ensure their replication with other researchers is unrealistic

13. Overcoming Interviewers and Interviewee Bias • Preparation • You need to be knowledgeable about the organizational or situational context • Do a prior search (journals/organizational reports etc.) • This will help you in demonstrate your credibility • A further benefit is that the researcher can accurately assess some of the information given by the respondent

14. Level of information supplied to the interviewee • Credibility can also be promoted by supplying the interviewee with a list of themes before the interview • This should also promote validity and reliability – as the interviewee might arrange additional documentation or files needed • Additional documentation also allows triangulation of data provided • They might provide researchers with photocopies of necessary material needed

15. Appearance of researcher • Inappropriate dressing might affect your credibility and to gain confidence of the interviewee • Robson (2002) advises to adopt a similar type of dress to those to be interviewed • Nature of the opening comments • The first few minutes of conversation can have a significant impact • The interview is likely to be held in a setting unfamiliar to you, but its is YOU who has to shape the conversation

16. The interviewee may have some uncertainties about sharing information – provide clarity • They may have curiosity of why they were selected as respondents • The answer of such questions establish friendly and comfortable environment • Healey & Rawlinson (1994) argue that an assurance of anonymity and confidentiality of information make interviewees feel relaxed

17. Approach to questioning • Your questions need to be phrased clearly – understandable • Ask questions in neutral tone of voice • Use of open questions avoids bias • Questions should not indicate your own bias • Questions must avoid too many theoretical concepts; jargons; and specific terminologies • Sensitive questions must be left for the end since a trust can be built during the interview process

18. Nature and impact of Interviewer’s behavior • Comments or non-verbal behavior, such as gestures which indicate a bias should be avoided • A neutral response should be projected • You should slightly incline towards the interviewee which is a signal of your attentiveness • Avoiding any expression of anxiety, disbelief or boredom

19. Demonstration of attentive listening skills • You must provide interviewee with reasonable time to develop responses and avoid projecting your own ideas • Scope to test understanding • Your may test your understanding by summarizing an explanation provided by the interviewee • Approach to recording data • A full record of interview must be compiled asap. • If not done – the exact nature of responses might be lost • You may mix up data from different interviews

20. Cultural differences and bias • Misinterpretation of responses • Gestures

21. The researcher’s interviewing competence • Questioning & Recording Information • Even in an unstructured interview, allowing the interviewee to speak freely is unlikely to lead to a clear focus • It is therefore necessary to devise relevant interview themes

25. Recording Interviews • Always get permission of recording interviews • Where it can have an adverse effect, do not use recorders • Take notes even while recording • Sometimes, control to be given to interviewee so he/she can stop the recording for sensitive questions

27. Self Study • Telephonic Interviews • Group Interviews