How to know which theories to use for your theoretical framework
Which theories should you use for your PhD theoretical framework? Which theories should you avoid? How do you make those decisions?
Selecting the right theories is crucial for grounding your research in existing knowledge. In this blogpost, we'll explore how to decide which theories to use and which to leave aside.
If we haven’t met before, hi, I’m Dr. Elizabeth Yardley. In my 20 years of supporting PhD students, I’ve seen a lot of people get really stuck when it comes to theory.
Theory often feels abstract and intimidating. It’s likely that even during your bachelor's and master's education, you felt a bit "meh” about it.
Maybe no one ever really took the time to explain it properly. It’s no wonder most grad students don’t feel massively confident with it.
But, as a PhD student, you need to be confident with theory because your work will be situated within a theoretical framework and contribute to theory.
Theory is not just an academic exercise; it’s a practical tool that will guide your research process, help you make sense of your data, and enable you to make a meaningful contribution to your field. So, let’s dive in!
What is Theory?
It’s helpful to start with a simple definition of theory, so we’re all on the same page.
Theories are essentially ways of explaining and predicting things. They provide a framework for understanding how and why certain things happen in the world.
For example, when studying the gender pay gap, different theories offer different explanations. Radical feminist theory might argue the pay gap results from entrenched patriarchal structures that devalue women’s work. Marxist theory, on the other hand, could see it as a manifestation of capitalist exploitation, where women are used as a cheap labour force to maintain class divisions.
Each theory brings a different perspective, focusing on various aspects of the issue. This is why choosing the right theory is so important—it shapes how you approach your research, the questions you ask, and ultimately, the conclusions you draw.
You might be thinking, "There isn’t a theory guiding what I’m doing—I haven’t picked one yet." But I’d argue there probably is. The fact you’ve chosen a specific topic for your PhD means you’re already leaning towards certain theoretical frameworks, even if you’re not fully aware of them yet. What you’ve learned about theory already, both consciously and unconsciously, has informed what you think is important.
How to decide which theories to use
Now, some of you might be thinking, "Look at the literature, obviously! See what theories other researchers in your field have used." And yes, that’s a crucial step. But before we get into the literature, it’s important to be super clear about your own study first. This clarity will help you approach the literature with a focused mindset, knowing exactly what you’re looking for and which theories might be most useful to your research.
1. Look at your research aims
The starting point for selecting theories should always be your research aims. If you’re struggling to define your aims or don’t feel confident in them, don’t worry—I’ve got another blogpost that explains how to develop them, here’s the link for that.
Your research aims are like the blueprint for your study. They outline what you’re trying to achieve and guide your entire research process, including your choice of theory. So, take a moment to break them down into smaller, manageable parts. Ask yourself: What specific outcomes am I looking for? What are the key factors or variables I’m interested in? By doing this, you’ll start to see which theories naturally align with these elements.
For example, if your aim is to explore team dynamics within the HR department of a company, consider what specific aspects of team dynamics you’re interested in. Are you focusing on how team roles evolve over time? How leadership styles impact team cohesion? What factors contribute to effective communication within the team?
If you’re interested in how team roles evolve, a mid-range theory like Tuckman's Stages of Group Development might be a good fit. This theory provides specific insights into the phases a team goes through—forming, storming, norming, performing, and adjourning. It can help you analyse the interactions and development within that particular department, making your research more focused and coherent.
On the other hand, if you’re more interested in how individuals within a team negotiate their roles, you might consider a theory like Role Theory. This theory focuses on the expectations, behaviours, and conflicts that arise when individuals occupy different roles within a group.
By choosing a theory that aligns with your research aims, you ensure that your study is well-grounded and that your findings are relevant and meaningful.
2. Paradigms
Your research paradigm—whether positivist, interpretivist, or another approach—plays a crucial role in theory selection. A paradigm is a framework that guides how research is done, including what we should study, how we should study it, and how we should interpret our findings.
Let’s go back to our example of studying team dynamics within the HR department. If you identify with the positivist paradigm, you might gravitate towards theories that emphasise measurable, observable phenomena and quantitative methods. For instance, you might choose Social Exchange Theory, which focuses on the cost-benefit analyses individuals make in social interactions. This theory would allow you to create hypotheses about team dynamics that you can test using surveys or experiments, giving you clear, quantifiable data on how different variables, like rewards and resources, impact team cooperation and performance.
On the other hand, if you lean towards an interpretivist paradigm, you might opt for theories that emphasise understanding the subjective experiences and meanings individuals ascribe to their interactions. Role Theory could be a great choice here as well, especially if you’re interested in how specific roles are negotiated among team members—like leader, mediator, or innovator. This approach would guide you to explore the lived experiences of team members, how they make sense of their responsibilities, and how these roles impact communication patterns and team dynamics.
Understanding your paradigm helps you choose a theory that aligns with your worldview and research approach, ensuring consistency and coherence throughout your study.
3. Consider the literature
Once you’ve clarified your research aims and considered your paradigm, the next step is to explore the existing academic literature. This is where you start to see what theories other researchers in your field have used, how they’ve applied them, and what insights or critiques they’ve generated.
In our example of studying team dynamics within the HR department, you would want to look for studies that examine similar contexts. Pay attention not just to the theories they’ve used but also to how these theories have been applied. Often, the most valuable insights come from seeing how a theory has been used in practice, what challenges arose, and how researchers addressed them.
Ask yourself:
Which theories have been most influential in shaping the understanding of team dynamics?
How have these theories been adapted or modified in different studies?
Are there any gaps in the literature where a particular theory hasn’t been applied but might offer valuable insights?
For instance, you might find that Social Identity Theory has been widely used to explore how individuals’ identification with their team influences their behaviour and performance. If this theory has been effective in explaining certain aspects of team dynamics, it could be worth considering for your research. However, if the literature shows that this theory often overlooks the influence of organisational culture on team dynamics, you might consider integrating it with another theory that addresses this gap, like Organisational Culture Theory.
Don’t be afraid to look beyond your immediate field. Sometimes, the most innovative theoretical frameworks come from interdisciplinary approaches. For example, you might find that Self-Determination Theory from psychology offers fresh insights into motivation within teams, complementing theories traditionally used in business studies.
4. Evaluate relevance and applicability
As you review the literature, it’s important to evaluate the relevance and applicability of the theories you encounter. Just because a theory is popular or highly cited doesn’t mean it’s the best fit for your study. Consider whether the theory can effectively address the specific aspects of your research question and whether it aligns with your chosen research paradigm.
For example, let’s say you come across Contingency Theory being used to study leadership in teams. This theory suggests that the best leadership style depends on the situation or context. However, it has been criticised for being too context-dependent—it might work well in one situation but not in another. You might decide to still use Contingency Theory but focus on a specific, modern factor that hasn’t been studied much, like how leaders manage remote teams using digital tools like Zoom or Slack. By doing so, you’re adding new insights to the discussion by exploring a relevant and timely context that hasn’t been fully explored yet.
When choosing a theory, make sure it’s broad enough to cover all the important parts of your research but still focused enough to really dig into the specific details of your study. Ask yourself:
Does this theory help me fully explore my research question?
Can it handle unexpected results or explain unusual patterns in my data?
Is it strong enough to support an in-depth analysis of what I find?
For instance, if you’re studying how team members deal with conflicting responsibilities at work, Role Conflict Theory could be a great choice because it focuses on how people manage different and sometimes clashing expectations in their roles. This theory is focused, so it’s perfect for really digging into the issue of conflicting roles in your study. Plus, it’s flexible enough to work in different team situations.
But if you think Role Conflict Theory is too narrow and might miss some bigger picture elements, you could combine it with broader Organisational Behaviour Theories. These theories look at a wide range of behaviours in organisations, helping you capture the full complexity of team dynamics and providing a more comprehensive understanding of what’s going on.
In summary…
Selecting the right theories for your PhD is a multi-step process that involves reflecting on your research aims, understanding your paradigms, engaging meaningfully with the literature, and evaluating the scope of the theory. By following these steps, you’ll be able to choose a theoretical framework that not only supports your research but also adds significant value to your field.
What now?
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