1 / 27

The MVPs of Student Organizations

The MVPs of Student Organizations. [ The Most Valued People] By Mounika Gutti & Christine Spitler. MGT 291C-B. Paper Airplane Competition: Class activity. The MVPs of Student Organizations. [ The Most Valued People] By Mounika Gutti & Christine Spitler. MGT 291C-B.

thi
Download Presentation

The MVPs of Student Organizations

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The MVPs of Student Organizations [The Most Valued People] By MounikaGutti & Christine Spitler MGT 291C-B

  2. Paper Airplane Competition:Class activity

  3. The MVPs of Student Organizations [The Most Valued People] By MounikaGutti & Christine Spitler MGT 291C-B

  4. Literature Review Researching “value” Researching empowerment Connecting value to empowerment and empowerment to commitment

  5. Literature Review ‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’ ~The Journal of Applied Psychology by Robert Eisenberg, Peter Fasolo, and Valerie Davis-LaMastro • Employees (or members of an organization) tend to form “general perception concerning the extent to which the organization values their contributions and cares about their well-being”. • Actual vs. Perceived Value

  6. Literature Review cont. • ‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’ • From The Journal of Applied Psychology by Robert Eisenberg et al. • Research broken down to two studies: • Relationship of perceived support with employee absenteeism and performance • Relationship between perceived support and employee innovation, affective attachment, and performance-reward expectancies.

  7. Literature Review cont. • ‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’ • From The Journal of Applied Psychology by Robert Eisenberg et al. • Results: • “Ahighly consistent positive relationship of perceived support with employee attendance and job performance” • Perceived low support averaged twice as many periods absent than perceived high support • Positively supported perceived support’s relation to innovation, affective attachment • Two kinds of performance-reward expectanciesrelated to: • Pay and promotion • Approval, recognition, and influence

  8. Hypotheses The more valued individuals in a student organization feel, the more committed they are. Professional student organizations have more committed members than social organizations.

  9. Methods Data Collection Analysis

  10. Methods: Data Collection Online survey Participants affiliated to: Athletic Greek Professional Social Service-oriented 129 responses

  11. Methods: Data Collection Cont. Survey General Demographic Questions Statements about: Reason for joining organization Commitment Perception of value

  12. Methods: Analysis Correlation between each individual’s commitment level and their perceived level of value Gauged from questions participants answered about their own level of commitment

  13. Results Average perceived value: 3.30 Average commitment: 4.08 Average disparity: 0.78

  14. Results Cont. Correlation coefficient: 0.58

  15. Results Cont. Gender as Variable

  16. Results Cont. Length of Involvement as Variable

  17. Results Cont. Organization Type as Variable

  18. Discussion Positive and strong correlation between levels of perceived value and levels of commitment Correlation coefficient: 0.58 Additional Analyses

  19. Discussion Gender: not strong predictor Length of Involvement: potential predictor Type of Organization: not strong predictor

  20. Implications Restructure reward systems to increase member’s perceived value Target members and value them in a way they feel valued

  21. Implications Cont. Solutions to increase members’ level of perceived value: Delegate more important tasks  more responsibility and trust Give public recognition  feel work is valued Involve in strong collaboration efforts  opinion matters

  22. Implications Cont. Responsibility + Trust + Valued Work + Opinion = Increase Perceived Value

  23. Limitations Data Pool Survey Questions

  24. Limitations Demographic representation unequal amount of responses from professional vs. social organizations Lack of male involvement Majority: sophomores and juniors Dirty/ Incomplete Data Blank textbox questions Un-ranked statements Un-uniform reponses

  25. Future Research Focus on specific organizations Survey members and their respective leaders

  26. Paper Airplane Competition:Class activity • Girls had higher level of perceived value • Additional reward • Encouragement through • cheering • Girls stayed committed to activity

  27. Questions?

More Related