One of the most important steps in topic development for your dissertation is picking out a theory or theories that will help to create the theoretical framework for your study. Because this is such a crucial and yet tricky task, our quantitative and qualitative research methods experts often help with this step when collaborating with our dissertation consulting clients on developing their research topics. Maybe you’re reading this and thinking, “What exactly IS a theoretical framework, anyway?” If so, you might check out this previous blog post on this topic, as it addresses this foundational question in more depth.

 

Whether you are using your framework to develop a qualitative research interview protocol or to frame a study using statistical analysis of pertinent variables, the theoretical lens for your dissertation needs to be chosen carefully. This is because it has to provide a suitable explanatory structure, connecting the problem, purpose, research questions, and data collection instruments. Making a poor choice of theory for this purpose can result in having to do major rewrites to your proposal down the road (shudder!), so it’s best to choose mindfully. Keep in mind that we can definitely help with this crucial early decision in your dissertation or thesis writing process.

To help you start thinking over this decision for your dissertation, this article will provide a handful of possibilities for your theoretical framework. We compiled this list of popular theories based on our dissertation assistance clients’ choices, although this is by no means an exhaustive list. But, this should at least get you started thinking about some possibilities.

Self-Determination Theory

Deci and Ryan’s (2000) self-determination theory is a very common choice for the theoretical framework among our dissertation assistance clients. Central to self-determination theory is the proposition that our motivation stems from satisfaction of three basic psychological needs: competence, autonomy, and relatedness (Deci & Ryan, 2008). Competence refers to our sense that we are capable of accomplishing specific tasks, and autonomy is the feeling that we have control and choice. Our sense of relatedness refers to the perception that we have meaningful social relationships.

Many of our dissertation consulting clients are interested in examining intrinsic versus extrinsic motivation, which develop in relation to different experiences of need satisfaction. When we feel intrinsic motivation, we have a sense of pleasure, interest in, and enjoyment of the activity. The experience of greater needs satisfaction related to certain environments or activities helps to develop intrinsic motivation (Deci & Ryan, 2000, 2008). On the other hand, extrinsic motivation comes about when we receive outside incentives to engage in certain actions.

Because self-determination theory deals with basic psychological needs, we find when working with our dissertation consulting clients that it is widely applicable across many different topics in the social sciences. Self-determination theory can help to explain different forms of motivation, which makes it useful in dissertations that focus centrally on how motivation is shaped in arenas such as school or the workplace. Furthermore, the experience of self-determination has been associated with a variety of physical and psychological health outcomes, which makes it a great choice for examinations of conditions that influence health. Our dissertation assistance clients have used self-determination theory to frame studies on diverse topics ranging from a statistical analysis of predictors of motivation among call center workers to a qualitative research exploration of conditions perceived to influence psychological well being in congregate care facilities.

Social Cognitive Theory

Another very popular theory among our dissertation assistance clients is Bandura’s (1977) social cognitive theory. The theory can help with explaining how behaviors develop, and one of the key tenets of social cognitive theory is that we learn behaviors through our observations of other people. This is not to say that we imitate every single behavior we observe indiscriminately, though. We are more or less likely to replicate behavior we observe based on whom we see doing it—or in other words, who the “model” is. 

Our dissertation consulting clients who are interested in how powerful people exert influence often love this theory, as Bandura (1977) posited that we are much more likely to imitate behavior when we observe others who are perceived as having elevated power or status modeling the behavior. This is especially so in the case of vicarious reinforcement, which is when the model is rewarded in some way for the behavior. If we see that certain behaviors elicit negative outcomes, however, we might avoid those behaviors due to the expectation that we would also be penalized for them. Our observations of others’ experiences, along with the results of our own behavior, also influence self-efficacy, which is a person’s sense of capability to handle challenges effectively.

Social cognitive theory is a really useful framework when you’re interested in examining how people develop behavioral patterns or ways of thinking about their own competence. Our dissertation consulting clients have used social cognitive theory to frame qualitative analysis of influences on aggressive behavior in youths, statistical analysis of the predictors of self-efficacy in novice teachers, and qualitative research exploring the influence of social relationships on health behaviors.

Ecological Systems Theory

Bronfenbrenner’s (1977) ecological systems theory is another very popular theory among our dissertation consulting clients. According to the theory, a variety of influences help to shape children’s growth and development over time. As children interact with their environments, they are exposed to a variety of influences that Bronfenbrenner conceptualized as nested spheres that radiate outward from proximal to distal. For example, the most immediate and influential social circle (i.e., family) is referred to as the microsystem. The mesosystem is a bit more removed from the child’s immediate network and may include influences such as friends and teachers. Beyond the mesosystem is the exosystem, which includes influences such as the media, government systems, and extended family. The macrosystem is even more distal and includes influences such as cultural narratives and societal ideals. 

Ecological systems theory is a favorite among our dissertation assistance clients who are studying education or human development, as it applies to so many important aspects of growth and development for children and youths. It lends itself well to qualitative research explorations of student, parent, or educator perceptions on child development as well as to statistical analysis of the impact of variables (e.g., parent involvement, teacher efficacy) that can be located in one or another of the levels of influence in Bronfenbrenner’s model.

Tinto’s Theory of Student Persistence

Tinto’s theory of student persistence and retention is very much appreciated by our dissertation consulting clients studying higher education. In this theory, Tinto (1993) proposed that students have a collection of personal characteristics that exert influence over their commitment to their higher education institutions. Some of these factors reside at the individual level, such as gender, race, and age. Background factors like socioeconomic level and previous achievement in academics can also come into play. 

Beyond these factors, Tinto (1993) posited that the degree to which the student feels a sense of social and academic integration can affect their sense of commitment to the college or university. This means that feeling a greater sense of social and academic integration can help to support academic persistence, thus resulting in higher retention rates (Tinto, 1993). Among our dissertation assistance clients conducting research in higher education leadership, Tinto’s theory is a top choice. Validated survey instruments derived from this theory make it a useful choice for quantitative studies involving statistical analysis of factors related to persistence and retention. And, it makes a great lens through which to explore student perspectives on their experiences of integration and persistence using a qualitative research and analysis approach.

Adult Learning Theory

Another favorite of our dissertation assistance clients in higher education is adult learning theory. In his theory, Knowles (1973) proposed that adults learn differently from children, which means that educators can help to enhance adults’ learning if they take their specific needs into account. There are six key dimensions to adult learning (Knowles, 1973): 

• Self-concept: Adults are self-directed and independent, and so they will learn best when learning conditions allow them autonomy.
• Experience: Adults have plenty of life experience, and tying new concepts or facts in with their own experiences enhances their learning.
• Readiness to learn: Adults experience a greater readiness or motivation to learn new information when they see a true need for learning the information.
• Orientation to learning: Using a task- or problem-focused approach optimizes learning of new information by adults.
• Internal motivation: Adults are driven by intrinsic rather than extrinsic motivators when learning new information.
• Need to know: It helps adults to learn when new information is clearly relevant to or applicable in their lives.

One of the great things about this theory is its broad application—it applies to adult learning across many contexts. This makes it a popular theory among our dissertation consulting clients conducting research in a variety of fields. For example, the theory might frame a qualitative research exploration of adult learning in traditional university settings while also serving quite well as the guiding framework in a statistical analysis of factors associated with learning a new enterprise resource planning system in the workplace.

Transformative Learning Theory

Another theory of adult learning is Mezirow’s (2009) transformative learning theory. This theory is popular among our dissertation assistance clients who are examining processes of learning that significantly change an adult’s foundational beliefs and assumptions. Mezirow (2009) posited that certain types of learning experiences help induce important shifts to an adult’s basic beliefs systems. Transformative learning, then, describes the processes that change the ways that an adult thinks about and interacts with the world around them. Specifically, discussion with others and self-reflection are key processes that can transform an adult’s values, beliefs, and behavior in significant ways. 

Transformative learning may happen spontaneously or as the result of formal education or training (Taylor, 2007). This makes the theory applicable when investigating such learning as the result of classroom or workplace instruction, but it also can help to frame inquiry into transformation as the result of personal experiences or everyday events. For example, our dissertation assistance clients have used the theory as lens for qualitative analysis of trauma as transformative of individuals’ spiritual beliefs, and they have also used it to frame statistical analysis in quasi-experimental investigations of educational interventions aimed at developing cultural sensitivity in adult learners.

Transformational Leadership Theory

Among our dissertation consulting clients who wish to take a statistical analysis approach to the study of leadership, one of the most widely used leadership theories for frameworks is transformational leadership theory. The roots of this theory lie in the work of Burns (1978), who conceptualized transforming leadership as an approach that inspired employee performance through appeals to their values and morality. Bass (1985) elaborated upon Burns’ theory through development of dimensions that reflect underlying psychological processes at work within the relationships between transformational leaders and employees. These four dimensions of transformational leadership are (a) intellectual stimulation, (b) charisma or idealized influence, (c) inspirational motivation, and (d) individualized consideration (Avolio et al., 1999; Bass, 1991). 

The associated Multifactor Leadership Questionnaire (MLQ) is a frequently used tool in the statistical analysis of workplace predictors or outcomes that are associated with transformational leadership. The MLQ is definitely a favorite among our dissertation assistance clients studying in fields such as business management and industrial/organizational psychology. However, the dimensions of transformational leadership often create intriguing lenses through which to explore workplace phenomena through a qualitative research perspective. An example is a qualitative analysis of employees’ perspectives on individualized consideration and its influence on their experiences of stress and coping on the job.

Job Demands-Resources Model

The job demands-resources model (JD-R) is a popular choice of framework for our dissertation assistance clients who are conducting quantitative or qualitative research on the workplace. According to this model, the overall balance between job demands and job resources has an effect on employees’ stress levels (Bakker & Demerouti, 2007). Job demands can be psychological or physical aspects of jobs that elevate a worker’s stress. These might include such factors as physical demands, emotional demands, work pressure, workload, role conflict, and role ambiguity.

On the other hand, job resources can function to relieve or lessen stress for workers. These resources can be physical, social, or organizational dimensions of a job that help to ease stress deriving from job demands (Bakker & Demerouti, 2007). Job resources can take many forms, such as workplace practices that support employees to perform their job tasks effectively, supportive relationships in the workplace, conditions that increase an employee’s sense of autonomy, and a strong organizational climate.

The availability of validated survey instruments for the JD-R model make it a great choice to frame statistical analysis of variables that are related to job demands and resources. For example, job demands and resources may derive from organizational features such as justice or culture, or they may be predictive of outcomes such as employee performance and well being. Exploring perceptions related to demands and resources on the job via qualitative research methods can also reveal important insights, and our dissertation consulting clients in fields like industrial/organizational psychology have used this model to frame such inquiry.

Diffusion of Innovations Theory 

Diffusion of innovations is a theory that was developed by Rogers (2003), and it continues to occupy a very useful role as a theoretical framework for our dissertation consulting clients in fields from information technology to business management and leadership. This theory can help to frame studies that focus on how different types of innovations are embraced. A core underlying assumption of the theory is that information related to new innovations diffuses throughout communication channels in a social system over the course of time. Although we often think of technologies when we think of innovations, an innovation can really be any practice or idea that is viewed as novel or new by people and that induces a sense of uncertainty. This might include technologies, but it might also include things like new practices or policies within formal or informal organizations. 

According to Rogers (2003), there are five factors that influence the rate of adoption of a new innovation: relative advantage, compatibility, complexity, trialability, and observability. According to the theory, these five factors generally influence how quickly a new innovation is accepted and adopted. Additionally, though, different people tend to respond to innovations with varying degrees of acceptance, and their communication amongst one another may also influence how quickly any given group adopts a new innovation. 

Rogers (2003) proposed distinct categories related to openness to innovations. Innovators are the most willing to adopt new innovations, followed by early adopters and then early majority. Those who are more reluctant generally to accept new innovations fall into the late majority and laggard categories. These are people who need a lot of help to accept new innovations, and they tend to do so only after the people surrounding them have successfully adopted the innovation.

Our dissertation assistance clients from a range of fields have applied this theory as their framework, as the nature of “innovation” is quite broad. For example, this theory made a great framework for a qualitative analysis of teachers’ perceptions of and reactions to the introduction of a new data-based decision making process. It applied equally well in a quantitative study that used statistical analysis to determine the factors that most strongly impacted customers’ behavioral reactions to online versus in-person car sales.

UTAUT2

Finally, a big favorite among our dissertation assistance clients who are conducting research on technology adoption is the unified theory of acceptance and use of technology (UTAUT). It was formulated by Venkatesh et al. (2003) using eight different models that addressed technology acceptance and adoption in different ways. The updated version of the theory, UTAUT2, still includes the dimensions from the first version of the theory (i.e., performance expectancy, effort expectancy, social influence, and facilitating conditions), which are proposed as predictors of an individual’s behavioral intention and actual use of technology. To tailor UTAUT2 to the consumer population, the authors added dimensions of price value, hedonic motivation, and experience or habit (Venkatesh et al., 2012). 

There are seven dimensions of UTAUT2 that correspond with expectations and perceptions related to the use of a specific technology (Venkatesh et al., 2012). These are:

• performance expectancy, which refers to perceived benefits of technology use;
• effort expectancy, which refers to expected ease or difficulty of technology use; 
• social influence, which refers to a person’s sense of how other people feel about their use of technology, especially valued others like friends or family; 
• facilitating conditions, which are resources a person views as available to support them in their use of the technology; 
• hedonic motivation, which refers to the sense of joy or pleasure a person derives from using technology;
• experience/habit, which refers to the degree to which a person has already used technology; and
• price value, which refers to the value a person expects to derive from use of the technology. 

According to the UTAUT2 model, each of these dimensions exerts influence on a person’s behavioral intentions to use technology, which then influences the person’s actual use of the technology (Venkatesh et al., 2012). 

Our dissertation consulting clients have made great use of the UTAUT2 survey to guide statistical analysis of technology acceptance and use variables across technologies that range from learning management systems to smart devices. Shaping qualitative research data collection around the various dimensions of UTAUT2 can also yield rich insights into the thinking and reasoning behind technology resistance or acceptance. A great example of this is a qualitative analysis that explored perceptions of social influence with regard to ride sharing services.

Conclusion

Because your guiding theory ties your whole study together within an explanatory framework, it is important to choose wisely as you develop this vital piece of your research topic. If you are choosing a quantitative method for your dissertation, many theories have associated survey instruments that can help to ensure that your data collection and statistical analysis align well with your framework. For qualitative research, it is important to develop data collection instruments (e.g., interview protocols) that align with key dimensions of the theoretical framework. If you would like help with these essential steps for creating alignment, our dissertation coaches are happy to provide guidance during your topic development process. There are so many theories to choose from—this article provided just a glimpse of your possibilities—and we’re here to help if you need us!

References

Avolio, B. J., Bass, B. M., & Jung, D. I. (1999). Re-examining the components of transformational and transactional leadership using the Multifactor Leadership. Journal of Occupational and Organizational Psychology, 72(4), 441-462. https://doi.org/10/1348/096317999166789

Bakker, A., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328. https://doi.org/10.1108/02683940710733115

Bandura, A. (1977). Social learning theory. Prentice Hall.

Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.

Bass, B. M. (1991). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 18(3), 19-31. https://doi.org/10.1016/0090-2616(90)90061-S

Bronfenbrenner, U. (1977). Toward an experimental ecology of human development. American Psychologist, 32(7), 513-531. https://doi.org/10.1037/0003-066X.32.7.513

Burns, J. M. (1978). Leadership. Harper and Row.

Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01

Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian Psychology, 49(3), 182-185. https://doi.org/10.1037/a0012801

Knowles, M. (1973). The adult learner: A neglected species. Gulf Publishing Company. 

Mezirow, J. (2009). An overview of transformative learning. In K. Illeris (Ed.), Contemporary theories of learning: Learning theorists…in their own words (pp. 90-105). Routledge.

Rogers, E. M. (2003). Diffusion of innovations (5th ed.). Free Press.

Taylor, E. W. (2007). An update of transformative learning theory: A critical review of the empirical research (1999–2005). International Journal of Lifelong Education, 26(2), 173-191. https://doi.org/10.1080/02601370701219475

Tinto, V. (1993). Leaving college: Rethinking the causes and cures of student attrition (2nd ed.). University of Chicago Press.

Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User acceptance of information technology: Toward a unified view. MIS Quarterly, 425-478. https://doi.org/10.2307/30036540

Venkatesh, V., Thong, J. Y., & Xu, X. (2012). Consumer acceptance and use of information technology: Extending the unified theory of acceptance and use of technology. MIS Quarterly, 36(1), 157-178. https://doi.org/10.2307/41410412