Ethics

As the research involved human participants, ethical approval was sought and obtained on 19/06/2012. All interviewees were informed that participation in the research was entirely voluntary and refusal would not result in any sanctions. Also, once they agreed to take part, the participants were free to leave the study at any time without giving reason. Since the research involved face-to-face interviews, participants were assured that nothing said could be traced back to them and all information provided would be treated as confidential. This information was provided in the ‘Participant Consent Form’ and ‘Participant Information Sheet’ (see Appendix C and D, respectively), which also outlined (i) the purpose of the study, (ii) reasons why they were selected, and (iii) what would be expected of them if they agreed to take part in the research, etc.

5.2.5. Location

Once an individual had agreed to take part in the research, a mutually convenient date and time were agreed. Given that variation has been found in interviewees’ answers to questions put to them in qualitative interviews depending on the location of the interview (Elwood &

Martin, 2000), careful consideration was given as to where the interviews would be conducted. As is common practice for this type of research, all of the interviews, with one exception (see below paragraph), took place at the employees’ place of work (Rice & Ezzy, 1999; Taylor & Bogdan, 1998). Steps were taken to mitigate any problems this might have caused. As employees were being asked about their views about their work, and their employer, it was imperative that the interviews were conducted in private where they could not be overheard, otherwise the credibility of the data could be compromised (Edwards & Holland, 2013; Hansen, 2006). If participants felt that management or colleagues might be able to overhear they would likely refrain from expressing negative opinions or thoughts. As such, all interviews were conducted in private meeting rooms to avoid such problems. Interviews taking place in participants’ place of work was preferable because it is the most convenient option for them, which should encourage participation (Gill et al., 2008). Also, as the research participants were all employees of social enterprises in GM, it was feasible for the researcher, who is based in the local area, to travel to each employee’s place of work, either by car or bicycle.

As one interview was conducted by telephone, the implications of this will be addressed. While telephone interviews are useful for accessing otherwise unavailable populations (Mann & Stewart, 2000), the interviewer cannot see the interviewee, therefore some social cues, such as body language, cannot be used as a source of information (Opdenakker, 2006). However, it is considered an appropriate mode to collect qualitative data (Tausig & Freeman, 1988) and respondents perceive it as an effective method of protecting their anonymity (Greenfield et al., 2000). Research from Cachia & Millward (2011) endorses the use of the telephone medium in qualitative data collection using semi-structured interviews, arguing that that this method provides good quality textual data on a par with that obtained using face-to-face interviews that can then be examined using qualitative data analysis.

5.2.6. Recording

Given that the researcher intended to analyse the data collected from the interviews, a verbatim recording of the conversation was required (Corbin & Strauss, 1985; Facey, 2003). This was transcribed and analysed at a later date in order to draw out key themes (Gomm et al., 2000). The audio was recorded using a digital recorder, which has the advantage of being both cheap and easy to use (Hansen, 2006). Furthermore, recording interviews allows the researcher to concentrate on building a rapport with the interviewee rather than having to

write down notes throughout the interview. This is an important benefit of recording because development of rapport and dialogue is essential for semi-structured interviews (Cohen & Crabtree, 2006), as without rapport, even well phrased questions can elicit only brief, uninformative responses (Leech, 2002). The potential implications of having a ‘good’ or ‘bad’ rapport with interviewees are explicitly reflected on in Section 5.5.1.

5.2.7. Data protection

All research participants were given unique identifiers, known only to the researcher to ensure anonymity and confidentiality. Names, contact details, etc., were stored on the researcher’s password protected computer. Data collected from the interviews via digital voice recorders were stored securely: audio data and transcripts were kept on the researcher’s password protected computer and only the researcher had access to the raw data. During data analysis, the unique identifiers were maintained and any quotes used were anonymised using pseudonyms.

5.2.8. Data analysis

Although there are several different approaches to analysing qualitative data, “the essence of qualitative data analysis of any type is the development of categories or themes that summarise a mass of narrative data” (Tashakkori & Teddlie, 1998, p. 119). Indeed, much qualitative analysis falls under the general heading of ‘thematic’ analysis (Lacey & Luff, 2009).

5.2.9. Framework analysis

Framework analysis (FA) has, over the last decade, become an established and rigorous method of analysing qualitative data (Furber, 2010; Gale et al., 2013; Lacey & Luff, 2009). This method was developed by qualitative researchers working for the UK research institute, NatCen (Ritchie & Spencer, 1994). Over two decades, these researchers developed the framework process into a robust, comprehensive method that allows researchers to work systematically through the analysis of raw data to develop concepts that explain, and enhance the understanding of, social processes and behaviours (Furber, 2010). Many studies have used it in a health context – for some recent examples see Uppal et al. (2013), Jeffrey et al. (2013), or Gale et al. (2013).

FA shares many of the common features of much qualitative analysis. However, this particular method provides systematic and visible stages to the analysis process that enable others to be clear about the stages by which the results have been derived from the data (Ritchie & Spencer, 1994). Also, although the general approach of FA is inductive, i.e. the theory emerges from the data, this form of analysis allows for the inclusion of a priori as well as emergent concepts (Lacey & Luff, 2009).

This feature of FA was particularly useful for the purposes of this research as there are few existing studies exploring the experience of working for a social enterprise in relation to health and wellbeing; therefore it was essential that the data analysis method used allowed for the generation of emergent concepts. However, because there is a large body of evidence regarding the relationship between work and employee health and wellbeing in general, there was scope for including a priori theory as well. In contrast to an approach like grounded theory, which is exclusively inductive (Strauss & Corbin, 1990), FA allows for the inclusion of both emergent and a priori concepts.

Prior to conducting the interviews, certain aspects of the working environment were known, a priori, to influence employee health and wellbeing, e.g. job control and support (as highlighted in the literature review). The interview guide was developed with reference to these theories and specific questions were included that addressed them. It was therefore essential that the chosen method of data analysis for this stage allowed for the inclusion of these theories. This would not have been possible had this study used a purely inductive approach, such as grounded theory or thematic content analysis, where theory exclusively emerges from the data (Gomm et al., 2000; Tashakkori & Teddlie, 1998).

The process of FA has five distinct though highly interconnected stages:

Familiarisation: transcription and reading of the data

Identifying a thematic framework: this is the initial coding framework developed from both a priori issues and emerging issues from the familiarisation stage

Indexing: the process of applying the thematic framework to the data, using numerical or textual codes

Charting: using headings from the thematic framework to create charts of data, enabling the researcher to easily read across the whole dataset

Synthesising the data/mapping and interpretation: this involves searching for patterns, associations, concepts and explanations in the data (Furber, 2010; Lacey & Luff, 2009; Ritchie & Spencer, 1994)

The distinct phases of this method ensure transparency of the data analysis process, and therefore enhance rigour (Ezzy, 2002; Hansen, 2006). Also, at each phase, the analysis process can easily be referred back to the original data (Furber, 2010). As such, the methods used are reproducible and consistent and therefore help ensure that the data analysis is both reliable and valid (Lacey & Luff, 2009).

Although FA has a number of strengths, particularly in relation to this research, it does, as all methodologies do, have its limitations. For example, Gale et al. (2013) point out that FA is time-consuming and resource-intensive – though they also suggest that this is, to some extent, common to all methods of qualitative analysis. Indeed, to ensure a rigorous process, FA must be taken in a committed fashion by following its five phases (Ward et al., 2013). Some have also criticised it for lacking the same theoretical underpinning as other qualitative approaches such as grounded theory or ethnography (Smith & Bekker 2011). Despite these limitations, it was considered appropriate for this study, given it allows for inclusion of both a priori and emergent themes – and, furthermore, although it is time- consuming, this can also be said of most approaches to qualitative data analysis.

5.2.9.1. Familiarisation

Each interview lasted around 60 minutes and generally produced between 5,000 and 10,000 words. Before beginning the process of sifting and sorting data, the researcher must become familiar with their range and diversity (Ritchie & Spencer, 1994). As the researcher conducted all of the interviews and transcribed all of the data personally, the familiarisation process began at the outset of the research. Once the data had been transcribed, the transcripts were printed and read, one by one.

5.2.9.2. Identifying a thematic framework

During the familiarisation process, recurring themes were noted in the margins of the text using codes. This included codes denoting a priori themes related to the determinants of ‘good’ work, e.g. job control, and emergent themes regarding, for example, what employees perceived impacting upon their health and wellbeing at work, e.g. the strong emphasis employers placed on individual employees’ needs (Ritchie et al., 2003). After all the transcripts had been read once, the recurring themes were assigned to either the a priori or emergent categories.

5.2.9.3. Indexing

Having read the transcripts and developed an initial thematic framework, the framework was then systematically applied back to all of the transcripts (Furber, 2010). For example, evidence of job insecurity may have been noted in the margin in, say, the third transcript. During indexing, evidence of this theme would be sought in the previous two transcripts as it may have been missed initially. This is a time consuming and lengthy process. The data can be indexed in two ways: (i) themes from the thematic framework can be coded and annotated in the margins of the transcripts alongside the corresponding text; or (ii) data can be copied from the transcript and pasted into another file such as an MS Word document (Ritchie et al., 2003). In the present study, option (i) was taken. The researcher felt that, by printing off and annotating transcripts by hand, rather than interacting with them on a screen, that he was able to be more ‘immersed’ in the data. During the indexing phase, the initial thematic framework was refined, some themes were merged and new categories were developed (Furber, 2010), which comprised: (i) what impacted on employees health and wellbeing at work; (ii) the determinants of ‘good’ work; and (iii) employees’ general experience of working in a social enterprise.

5.2.9.4. Charting

Once the data had been indexed according to the thematic framework, they were summarised using charts. This stage, known as charting (Ritchie and Spencer, 1994), involves reducing the data in the transcripts into manageable sections of text (Furber, 2010). Lacey & Luff (2009) identify two different types of charts, ‘thematic’ and ‘case’ charts. The former provide data for each theme across all interviewees (i.e. cases), while the latter provide data for each case across all themes. In the present study, the researcher developed thematic charts using MS Word. Table 5.1 (overleaf) is an example of a thematic chart, which provides an indication of how the data were managed and handled. It shows the emergent theme, concern over organisation sustainability, which interviewees cited as negatively impacting upon their health and wellbeing, and the relevant passage from the transcripts. Summarising data into charts in this way is helpful as the data can easily be visualised as a whole (Furber, 2010).

Table 5.1. Example of a thematic chart

Theme Participant 5 Participant 11 Participant 12

Concern over organisation sustainability

“so if schools don’t buy us in basically we don’t get paid [laughs] so there is always thinking about that”

“it’s not exactly a rich seem of gold that we’ve struck on to make money out of, so we’re also worried about the financial aspects of it”

“But yeah, you worry about it constantly; you worry about whether in six months we’ll still be here”

5.2.9.5. Synthesising the data

Once the thematic framework has been applied to all transcripts and the data has been charted, it can then be synthesised (Ritchie & Spencer, 1994). During this stage, the thematic charts were reviewed in order to make sense of the data (Furber, 2010). The passages listed in the charts were checked against the original data in the transcripts to take account of the context in which they were said, and what question they were in response to. Also, additional charts, which recorded the incidence of each theme – for all participants – were created. This enabled the researcher to identify (i) the number of times each theme was mentioned across all transcripts, and (ii) how many interviewees mentioned each theme. Evidence of patterns emerging between particular themes and participant characteristics was also sought (Lacey & Luff, 2009). This revealed, for example, that interviewees who spoke of getting a ‘sense of achievement’ from their work often worked in client-facing roles. The key themes comprising the final theoretical framework are presented, and discussed, in the following section.

5.3. Participant characteristics

In total, 21 employees, working in nine social enterprises across GM, were interviewed. The tables below provide details regarding participants’ gender, age, what size organisation they worked for and its primary purpose, whether they worked full- or part-time and their level of education. For simplicity, individuals with at least an undergraduate university degree were considered to have a ‘high’ level of education, while those without one were put in the ‘low’ category. As Tables 5.2 and 5.3 (overleaf) show, the majority of interviewees were female and the most common age was between 25 and 44. The majority of those interviewed (67%) were employed on a full-time basis and 12 of the employees interviewed worked in ‘small’ organisations (employing 10–49 staff), with the remainder working in ‘micro’ organisations

‘environmental’ services; the exception, an ‘arts and culture’ organisation, sold goods. A small majority (52%) of employees held at least an undergraduate university degree.

Table 5.2. Individual participant characteristics Participant Gender Age Organisation

size Organisation primary purpose Status Education level

1 Male 45-64 Micro Arts and culture PT Low

2 Female 25-44 Micro Community development PT Low

3 Female 25-44 Micro Advice service PT High

4 Female 25-44 Micro Advice service FT High

5 Female 15-24 Micro Advice service FT High

6 Male 25-44 Micro Advice service FT High

7 Female 25-44 Micro Community development FT High

8 Male 25-44 Micro Advice service FT High

9 Female 45-64 Small Environment PT Low

10 Female 25-44 Small Environment PT Low

11 Male 25-44 Small Health FT High

12 Female 45-64 Small Health FT Low

13 Female 25-44 Small Health FT High

14 Female 15-24 Small Health PT High

15 Female 45-64 Small Health PT Low

16 Male 25-44 Small Health FT Low

17 Male 25-44 Small Health FT Low

18 Female 45-64 Small Health FT High

19 Female 25-44 Small Health FT Low

20 Male 25-44 Small Health FT High

21 Male 25-44 Micro Advice service FT Low

FT = full-time PT = part-time

Table 5.3. Summary of participant characteristics

Variable Percentage Number

Male 38% 8

Female 62% 13

15–24 years 10% 2

25–44 years 67% 14

45–64 years 24% 5

Micro organisation (1–9 staff) 43% 9

Small organisation (10–49 staff) 57% 12

Full–time 67% 14

Part–time 33% 7

High level of education 52% 11

5.4. Findings

The purpose of the interviews was to explore employees’ experience of working in a social enterprise, whether they perceived that social enterprises provided ‘good’ work, and what aspects of work employees felt impacted upon their health and wellbeing. For the interview guide, see Appendix B. Three categories of themes arose from the interviews. These comprised:

Aspects of work employees felt impacted upon their health and wellbeing, both positively and negatively

The determinants of ‘good’ work

Themes relating to participants’ general experience of working in a social enterprise In this section, each category, and the themes they consist of, will be explored in turn. Attention will be paid, where relevant, to the context in which these themes arose, e.g. the organisational- and individual-level factors, discussed in the literature review, that are thought to influence employees’ health-related outcomes and perceived quality of work, and whether the findings are consistent, or not, with existing research

5.4.1. Aspects of work employees felt positively impacted upon their health and wellbeing