The MVPs of Student Organizations[The Most Valued People]

By Mounika Gutti &

Christine SpitlerMGT 291C-B

PAPER AIRPLANE COMPETITION:CLASS ACTIVITY

The MVPs of Student Organizations[The Most Valued People]

By Mounika Gutti &

Christine SpitlerMGT 291C-B

Literature Review

• Researching “value”

• Researching empowerment

• Connecting value to empowerment and empowerment to commitment

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. ‘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 cont. ‘Perceived Organizational Support and Employee Diligence,

Commitment, and Innovation’› From The Journal of Applied Psychology by Robert Eisenberg et al.

Results:› “A highly 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 expectancies related to: Pay and promotion Approval, recognition, and influence

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

• Data Collection

• Analysis

Methods: Data Collection

Online survey

• Participants affiliated to:1. Athletic 2. Greek3. Professional4. Social5. Service-oriented

• 129 responses

Methods: Data Collection Cont.Survey

• General Demographic Questions

• Statements about:1. Reason for joining organization2. Commitment3. Perception of value

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

• Average perceived value: 3.30• Average commitment: 4.08• Average disparity: 0.78

Results Cont.

Correlation coefficient: 0.58

Results Cont.

Gender as Variable

Gender Commitment Average

Perception of Value

Disparity

Female 4.12 3.33 0.79

Male 4.11 3.23 0.88

Results Cont.

Length of Involvement as VariableLength of

Involvement

Commitment Average

Perception of Value Average Disparity

1 yr 4.30 3.16 1.14

2 yrs 4.51 3.24 1.27

3 yrs 4.36 3.73 0.63

4 yrs 4.50 4.59 -0.09

Results Cont.

Organization Type as Variable

Type Commitment Average

Perception of Value Average

Disparity

Professional 4.16 3.35 0.81

Social 4.09 3.28 0.81

Discussion

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

• Correlation coefficient: 0.58

• Additional Analyses

Discussion

• Gender: not strong predictor

• Length of Involvement: potential predictor

• Type of Organization: not strong predictor

Implications• Restructure reward systems to increase

member’s perceived value

• Target members and value them in a way they feel valued

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 Cont.

Responsibility + Trust + Valued Work + Opinion =

Increase Perceived Value

Limitations

• Data Pool

• Survey Questions

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

• Focus on specific organizations

• Survey members and their respective leaders

PAPER AIRPLANE COMPETITION:CLASS ACTIVITY

Girls had higher level of perceived value

1. Additional reward2. Encouragement through

cheering

Girls stayed committed to activity

Questions?