The study of motivation and organization commitment students in Iranian Universities of sport volunteers association

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1 The study of motivation and organization commitment students in Iranian Universities of sport volunteers association Khaksar, Maryam, Sport Management, Payam Noor University of Shahreza, Shahreza, Iran Farhad Farhadi, Department of Management, Najafabad Branch, Islamic Azad University, Esfahan, Iran Amiri, Mahdi, industrial engineering, Payam Noor University of Shahrekord, sharekord, Iran Baladi, Mousa, Sport Management, Payam Noor University of Tehran, Tehran, Iran Abstract-Present survey has been done for study motivation and organization commitment students in Iranian Universities of sport volunteer s association. Research statistical society is the faculty of Iran universities. Population of directors in Iran universities was N = 200. Sample size according to Morgan s table estimated N = 127 which was chosen by random sample. The means for gathering data of two questionnaires is a voluntary motivation which andam& colleagues (2002) and this is used for measuring the amount of volunteers commitment from Allen and Meyer questionnaires, the organizational commitment questionnaires.questionnaire has been confirmed by several experts and their stability is by Cronbach's alpha equal and for organization commitment questionnaire is For analyzing data, we used correlation coefficient and Friedman test.the results of study questions showed a considerable difference between volunteers motivation dimension. So results show that job motivation, progress, objectively and commitment in female are more than male. Also results show that normative and emotional commitment have more priority than continuous commitment in females and males and females have higher motivation in emotional and normative commitment than males. Key words: motivation, organization commitment, volunteers association. Introduction: Today, human resourcesare the most important resources of any organization. Human resources mean all the people who are working at various levels of an organization. Ina general division, labors in the organization divide into two groups: formal employee and volunteers. Formal employee or officials have salary and completed the recruitment process and volunteers are people who have the time, energy and money for your business without receiving any wages. These people are including valuable resources of the office and also have a significant role in the success of many societies. Voluntary work that is unpaid work is following with a free choice of accept responsibility in a department or agency for the public benefits, the environment and the individual. Many non-profit organizations including sports organizations need to volunteers for supervisory, management and services and it is essential for development of their athletic goals (cuskelly et al, 2006). Use of volunteers have many economic benefits for sporting organizations so in some countries, the economic value of volunteering estimates 7-14% of GDP. Recently, these objects are main questions, why people really want to volunteer at sporting events? Are volunteer's commitment force people to work in an organization? The answer of 576

2 these questions can be a tool for the study on volunteering in sport for researcher. This study explores the motivations and demographic characteristics of student volunteers at the university sport association of Iran. 2.Literature 2.1. Organization commitment Commitment has been identified as a significant variable associated with other employee outcomes in the field of Organizational Behavior (OB) and sport. From the studies by Reichheld (1996) and Pfeffer (1998), it is assumed that commitment could contribute to organizational effectiveness, although there is no empirical evidence in the field of sport management. Steers, Mowdey, and Porters (1994) explained the commitment as the acceptance of the organizational values. Lotonz and shaveh suggested that organizational commitment has been defined as an attitude that explained strong desire to stay in the organizational. Apply the extraordinary effort of organizational and strong believesof accepting the values and goals. It can be said that the general attitude of organizational commitment is an important factor for understanding the organizational behavior and is a good predictor for tend of staying at the job. Commitment and adherence are two close viewpoints that influence on turnovers and absences. Commitment and adherence could have positive and various results. Commitment employees have more discipline in their work, stay longer time in the organization, and work more. (vahra, 2010) Meyer and Allen (1991) proposed a three-component commitment model. They categorized organizational commitment as affective, continuance and normative dimensions. Affective commitment refers to the employee s emotional attachment to, identification with, and involvement in the organization. Employees with a strong affective commitment continue employment in the organization because they want to do so (Meyer & Allen, 1991, p. 67). This factor is conceptualized when the employee has a strong belief inacceptance of the organizational goals and objectives. Continuance commitment refers to awareness of the costs associated with leaving the organization. Employees whose primary link to the organization, are based on continuance commitment remain because they need to do so (Meyer & Allen, 1991, p. 67). This factor is an employee s commitment based on the cost the employee association with departing from an organization. Normative commitment refers to the employee s feeling of obligation to continue employment. Employees with a high level of normative commitment feel that they ought to remain with the organization (Meyer & Allen, 1991, p. 67). This factor is conceptualized when an employee has the desire to remain with an organization because of the feeling of social responsibility against leaving. Loutans believes that organization commitment is a viewpoint about loyalty of employees to organization and a continuous process by which organization members show their interests to organization and cantinas efficiency and its success of that ( chen 2004) In summary, organizational commitment as the affective employee outcome has been closely associated with various affective and behavior outcomes: personal characteristics, job satisfaction, job performance, turnover, and so on forth. Also, it can be assumed that organizational commitment of individuals makes a critical contribution to increased organizational effectiveness in the field of sport. 577

3 Commitment in the Sport Setting Cuskelly (1995), McIntyre and Boag (1998) investigated the organizational commitment of volunteer administrators in sport organizations. Cuskelly(1995) explored the extent to which perceived committee functioning was predictive of organizational commitment to sporting organizations. In order to measure, he used OCQ and gathered data from 159 volunteer administrators in 17 different sporting organizations. Results showed that male volunteers were more committed than female volunteers. In addition, results revealed that volunteer administrators were more committed in organizations in which they used an open process to make decisions and resolve conflicts.(han, 2007) Winterstein (1998) investigated the commitment and techniques of head athletic trainers in their intercollegiate work environment. Head athletic trainers (n=330) of NCAA Division I, II, and III were used as the sample for the study. Results revealed that continuance commitment was significantly lower than the affective and normative commitment. In addition, results showed Division I and Division II head athletic trainers demonstrated higher levels of normative commitment to their athletic departments and affective and normative commitment to their co-workers than their Division III head athletic trainers. Turner (2001) conducted an organizational commitment study utilizing a sample of intercollegiate coaches. This study investigated the multidimensionality of organizational commitment among athletic coaches. In order to approach the purpose of the study, Turner utilized the four bases of commitment (affective, normative, continuance: low number of alternatives, and continuance: high alternatives) and the two foci (organizational or occupational) of commitment. The sample used for the study was724 head coaches at NCAA Division I and Division III member institutions. Results from the study revealed that the four bases of occupational commitment had a greater influence on intention to leave the occupation than satisfaction with the occupation. The results also revealed that satisfaction with the organization had a greater influence on intention to leave rather than the four components of organizational commitment. Kent and Chelladurai (2001) investigated the relationship between perceived transformational leadership and leader-member exchange with organizational commitment. The authors used three dimensions based on Bass view (1985) in order to measure transformational leadership: (a) charismatic leadership, (b) intellectual stimulation, (c) individualized consideration. Two dimensions, including affective and normative commitment, were utilized to measure organizational commitment. The instrument by Meyer and Allen (1997) included six items for each of the affective and normative commitments. Results showed that the correlations of transformational leadership and leader member exchange with affective commitment were all significant. For the relationship between leadership and commitment, charismatic leadership and individualized consideration out of transformational leadership and leader-member exchange were significantly correlated with normative commitment. There was no significant correlation between intellectual stimulation and normative commitment. Studies by domestic and foreign scholars about the commitment and motivation of volunteers in sport associations include the following: committed volunteers are an important asset that increase sports organization performance and as human capital are important for the future of the organization. Today, most sport executives are expected use new employees and train enough volunteers for perform vast roles in sports events and reach to their goals. Also, understanding volunteer's commitment is very important for performers, because, they would be encouraged to continue. When volunteers committed is continuing in work influence on organization either economic or non-economic 578

4 (Han, 2007). So, sport managers can by study and check on varied commitment levels, foundation of survival's volunteers fixed on it. Varied researcher invented factors that effect on organization commitment.today, an important part of the volunteer is beingvolunteer in sport and recreation. As previously mentioned, volunteer in sport and recreation in any countries such as Australia is most important between volunteers. Studies show that in some of countries, on average, 26% of volunteers in sport are formally. And 80% services done by them so, we can say without energy and try from volunteers, many opportunities for development of the sport will be lost. In fact, sport volunteers such as society volunteer act for the benefit of society and not for financial gain or personal profit. In sport organizations, volunteers divide two part: permanent/stable or long term volunteer and Temporary/occasional or short time volunteers most stable or long term volunteers work in local team (such as mentoring), clubs, leagues forum, other sporting associations or federations (chasley, 2003.,Moreno et al, 2008). Commitment and motivation model from Daili (1986) include 4 factors: personal characteristics, job characteristics, job involvement and satisfaction. It knows that the personal motivation is known as the most important factor for organization commitment. Also, by 6 volunteer motivation factors from Chary etal (1998) it founds that the only factor for commitment is motivation. He says that understanding correlation between demographic factors and multiple roles of volunteers is important role in maintaining volunteers. Also Kasino(2007) says that demographic characterizes (education, age and income) and volunteer motivation impact on volunteer commitment.terry et al (2007) show in his studies, in sport, most of the volunteers are doing a great sports services for example, many sports associations on universities used voluntary services coaching during game. Khimenez (2000) divide volunteer motivations to 5 parts: values, awareness, personal growth, concern for community and social communication. Statistical sample in survey involved 130 volunteers that were members of organizations supporting certain patients. Youshica et al (2000) refer to the most important motivations in their study as: social factors, values, development and support, also in Estaller and Hom (2002) it was found to 4 factors: correlation, objectively, Altruism and foreign traditions for volunteer's motivations.(han, 2007) Methodology: The nature of this research is descriptive survey. Statistical population in this study is all volunteer members of sporting volunteers in country universities. Since, statistic population were 200 people, with using Morgan table, number of samples were determined 127 accordingly, after distribution and collect of questionnaires 120 questionnaires were completed and as statistic sample were evaluated. Method of data collection is questionnaire. We used of two questionnaires: volunteers motivations including 37 questions by 7 Dimensions: job, material, progress, objectively, social, supporting and commitment and organization commitment by 3 dimensions of commitment including: emotional, continuous and normative has been used. Questionnaire has been confirmed by several experts and their stability by Cronbach's alpha is equal to and for organization commitment questionnaire is Foranalyzing data, we used correlation coefficient and Friedman test. Findings Research hypotheses test (first hypothesis test) null: there is no significant difference between priorities of volunteer motivation dimensions 579

5 Table 1: Friedman test: volunteer motivation dimensions variable Rank Average Job 3.98 Material 3.02 Progress 3.63 Objectivity 4.02 social 3.96 Supporting 3.20 Commitment 3.87 We used of Friedman nonparametric test for identify priorities on volunteers. That based on the average of 4.02 in objectively is most important and material dimension with average of 3.02has least important in volunteer's motivations. By attend to results, Friedman test statistic is and degree of freedom is 6, which it is in level p=0.01 is significant. It can be said that volunteers attend to the event by targeted incentives, career and social motivations and material motivation in their opinion is the last priority. Second hypothesis test: there aren t significant differences between volunteer s commitment dimensions. Table 2:Friedman test:volunteers commitment Variable Rank average emotional commitment 3.5 continuous commitment 3.32 normative commitment 3.86 The highest priorityof thevolunteer commitment dimensions is normative dimension with average3.86 and continuous dimension with average of 3.32 has the lowest priority. By results, Friedman test statistic equal and freedom degree was 2, That it is in level: p=0.01 is significant. We conclude that difference between volunteer's commitment dimensions is significant. Accordingly, we can say volunteers are more committed to normative and emotional dimensions. Third hypothesis: there is no significant difference between dimension of motivation priority on male and female. Table 3: T Test:for determining attitude difference to the volunteers motivation dimensions of study on the basis of sexuality Indexes t Sig Job Material Progress Objectivity Social Supporting Commitment

6 According to the information of table (2), there is significant difference between job motivation factor priority, progress, objectively and female and male commitment. On the other hand, values of "t" in material, social and supportive motivation show that on the basis of volunteer sex we have significant difference results show that female volunteers participate in these activities by more motivation than males. And career motivation, progress, purpose and commitment in female are higher than male. Forth hypothesis:there is no significant difference between male and female's commitment. Table 4: T test:for determining attitude difference to study the organizational commitment of study on the basis of sexuality Indexes T Sig Emotional commitment Continuous commitment Normative commitment According to the information of table (4), there is significant difference between emotional and formative commitment priority in male and female on the other hand, calculated "t" value in continuing commitment indicates that in based on volunteers sex and priority of this dimension wasn't significant difference. Results show that female volunteers more commitment on volunteer's community in sport than male, also their formative and emotional commitment higher than males. Fifth hypothesis:there is not significant correlation between motivation dimension priority and volunteer commitment Table 5:pearson correlation coefficient Test Job material progress objectivity social Supporting Commitment Emotional commitment R Sig Continuous R Commitment Sig Normative commitment R Sig Using of the spearman correlation Test, volunteer commitment motivation was determined. That by calculated correlation coefficient in most of motivation and commitment dimension in p=0.01level is significant. These coefficients vary from This show that the highest correlation coefficient (r=0.52) refer to the relationship between formative commitment and targeted incentive. And the least correlation coefficient refers to (r=0.19) correlation in supported motivation with formative commitment. 581

7 Results and discussion: Results show that job motivation, progress, objectively and commitment in female more than male and material motivation is in end priority in two groups. This study is consistent with chaun results (2003) that refer to objectively motivation as second and important motivation factor. Also, this study somewhat consistent by Anderson and more results, Clary et al (1998) they studied targeted incentives and motivational development (progress) as most important aspects of the volunteer motivation. But in their studies objectively motivation is as first factor and progress is second factor on motivation. In this study show that females volunteers participate by higher motivation in all of aspects than males. These results are compatible by results of clary et al (1998). Their results show that experience factor, personal growth (progress) and progress are more important in female priority of career factor and progress in females may be by most desire to improve the social status by attend to restrictions in community results also show that volunteers have high formative commitment and after it, emotional and continuous are as priorities. Also, show that among the priorities identified above, there are significant differences. Normative commitment is as the most important aspect and a task for supporting organization and its activities, and also, it is sign of commitment and obligation to remain in the organization. Hence, people think it is their duty to continue and supporting organizations. Another reason of the high level of normative commitment is respected to positive view of volunteers. Studies show that people views to organization and careers depend or emotional and normative commitment. Also low continue commitment among volunteers is consistent with VeniterStin (1998) that show continue commitment have lower important than normative and emotional commitment in volunteers. Results say that females participate with more motivation that males in progress, objectively and commitment motivation and material, supportive and social motivations are not significant in two groups. In organization commitment field on females and males: results show that normative and emotional commitment is in priority than continuous commitment in females and males and females have higher motivation in emotional and normative commitment than males. Also, there is significant difference between females and males in normative and emotional commitment aspects. But in continuous aspect in females and males there is no significant difference. These results somewhat consist on Meyer and Allen (1991) studies. By attend to embracing female to voluntary we suggest, better use of this specific potential in sport, because that behalf population in country are females we suggest for educate and encourage them to sport also as regards to volunteers in sport are higher than non-sport fields, suggest that used the people as train and education for social health by attention to commitment in emotional, normative and continuous by females, we suggest to use from female in physical exercise. Since, males and females volunteers have high motivation in progress, social and commitment aspect, we propose forming database with complete specifications, if necessary invite volunteers by call. Because of higher motivation in physical exercise students to volunteer works, we can use them instead of non-physical exercise student. Reference 1. Allen, Mayer. Wat Kins (1991) the relationship between communications affect, job alternative and voluntary turnover intentions, journal citation : southern communication journal, vol41, n3. 582

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