Då studien är kvalitativ så innebär det att resultaten inte blir generaliserbart i den mening att resultatet går att ta som en absolut sanning. Då studien vidare fokuserar på ledarens upplevda möjlighet att motivera de anställda och endast intervjuat ledare för att bilda sig en förståelse för deras upplevelser så har inga anställda fått säga sin mening vilket kan innebära att de upplevelser som ledaren har inte överensstämmer med de anställdas. En annan begränsning är att ingen jämförelse mellan externrekryterade ledare gjorts vilket
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innebär att forskarna inte med säkerhet skulle kunna säga att vad som uppkommit i studien rörande internrekryterade ledare skiljer sig från externrekryterade. Ytterligare begränsning är att alla respondenter kommer från tjänstesektorn och att studien är utförd i e svensk kontext.
Rekommendationer för framtida forskning är att fortsätta undersöka hur gemenskap och förståelse kan användas av internrekryterade ledare för att motivera sina anställda. Vidare rekommendationer är att i en jämförande studie undersöka om det finns någon skillnad mellan intern- och externrekryterade ledare när det kommer till att både använda sig av förståelse och gemenskap som ett motivationsverktyg samt om dessa verktyg blir olika potenta med bakgrund i deras tillsättande av positionen. Då det nu finns antydan till att förståelse och gemenskap kan spela en roll i hur en internrekryterad ledare kan motivera de anställda så föreslår författarna att kommande forskning försöker använda sig av en kvantitativ forskningsstrategi för att ytterligare undersöka detta. Forskarna föreslår vidare att ytterligare forskning görs kring om ledarnas upplevelse av effekten av deras motivationsverktyg överensstämmer med de anställdas.
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