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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.

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the mvps of student organizations

The MVPs of Student Organizations

[The Most Valued People]

By MounikaGutti

&

Christine Spitler

MGT 291C-B

the mvps of student organizations1

The MVPs of Student Organizations

[The Most Valued People]

By MounikaGutti

&

Christine Spitler

MGT 291C-B

literature review
Literature Review

Researching “value”

Researching empowerment

Connecting value to empowerment and empowerment to commitment

literature review1
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
literature review cont
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.
literature review cont1
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
hypotheses
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.

methods
Methods

Data Collection

Analysis

methods data collection
Methods: Data Collection

Online survey

Participants affiliated to:

Athletic

Greek

Professional

Social

Service-oriented

129 responses

methods data collection cont
Methods: Data Collection Cont.

Survey

General Demographic Questions

Statements about:

Reason for joining organization

Commitment

Perception of value

methods analysis
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

results
Results

Average perceived value: 3.30

Average commitment: 4.08

Average disparity: 0.78

results cont
Results Cont.

Correlation coefficient: 0.58

results cont1
Results Cont.

Gender as Variable

results cont2
Results Cont.

Length of Involvement as Variable

results cont3
Results Cont.

Organization Type as Variable

discussion
Discussion

Positive and strong correlation between levels of perceived value and levels of commitment

Correlation coefficient: 0.58

Additional Analyses

discussion1
Discussion

Gender: not strong predictor

Length of Involvement: potential predictor

Type of Organization: not strong predictor

implications
Implications

Restructure reward systems to increase member’s perceived value

Target members and value them in a way they feel valued

implications cont
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

implications cont1
Implications Cont.

Responsibility + Trust + Valued Work + Opinion =

Increase Perceived Value

limitations
Limitations

Data Pool

Survey Questions

limitations1
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

future research
Future Research

Focus on specific organizations

Survey members and their respective leaders

paper airplane competition class activity1
Paper Airplane Competition:Class activity
  • Girls had higher level of perceived value
    • Additional reward
    • Encouragement through
    • cheering
  • Girls stayed committed to activity