Study On The Importance Of Creating A Badminton Teaching Method

Motivation and satisfaction

In sport management and administration, field specialists have drawn attention to the employee’s satisfaction and motivation throughout the years (Cole, 1992; Hannagan, 1995; Chelladurai, 1999; Costa, Chalip, Green, & Simes, 2006). Particularly in the sport management field, researchers have examined volunteer’s motives and satisfaction around the globe in the light of the fact that the vast majority of world sport organizations and events are run by volunteers (Bang et al., 2012; Bag & Ross, 2009; Cuskelly & Boag, 2001; Clary & Snyder, 1999; Pauline, 2011; Finkelstein, 2007).

Management field authors have clarified that motivation is somehow a work-related psychological activity that essentially focuses on the quality and heading of the employee’s work-related conduct, since they use their vitality to accomplish distinctive aims or are less enthusiastic, which makes it very difficult for the managers (Hannagan, 1995). Furthermore, according to Cole (1992), motivation is concerned with why individuals do things and also which is the need or driving force inside a person.

Then again, motivation has an immediate association with the employee satisfaction. Bang, Ross and Reio (2012) conducted a research on a non-profit sport association, where they contemplated the volunteer’s activity fulfilment, motivation and affective commitment. The outcome shows that motivation has an immediate connection with job satisfaction, and job satisfaction involves a close relationship between values and affective commitments. Aside from this study, other scientists in the administration field studied the importance of job satisfaction. In any case, all definitions demonstrate that there is a connection between satisfaction and motivation. Rice, McFarlin and Bennett (1989) characterised satisfaction as a mental examination process which compared current job experience against some personal standards (wanting, feelings, seeking of other past experiences etc.). Consequently, Balzer et al. (1990) defined satisfaction as the feeling of an employee about his or her activity or job experience in connection with a past experience, present expectation or any available options.

Literature review

Literature from all over the world has been consulted to help us understand theories on motivation and satisfaction and what is known about the concepts regarding volunteering. Among them, three main theories on motivation and satisfaction were analysed, namely the Function Theory, Self-Determination Theory and Maslow’s Hierarchy of Needs Theory.

Sampling

We considered sampling to be an important chapter of our research, because we tried to select a suitable amount of respondents representing the characteristic of the population. We chose 100 sport volunteers from sport-related events using the random sampling method.

Data collection

Since this research is empirical in nature, we first collected primary information. For this reason, a point-by-point poll was passed by the selected people. The survey strategy has been chosen as a real method for gathering information, because it is efficient, time-saving and this technique is highly relevant and applicable to empirical scientific studies.

The online survey method was applied for gathering information from people, and the Google Form was used to assemble the questionnaire.

Administering the questionnaire

The questionnaire was created to gather information from sport volunteers about their awareness of motivation, satisfaction and organization. We examined the characteristics of volunteer motivation and the factors liable for the volunteer satisfaction by using the Bang and Challadurai’s volunteer motivation scale and the Kuhn and Guzley’s volunteer satisfaction index. The questionnaire consists of four major chapters including the demographic one, motivation, satisfaction and overall satisfaction. The demographic chapter focuses on three items: gender, age and level of education. For motivation, the questionnaire has 20 items divided into five major components: interpersonal contact, career orientation, personal growth, community involvement and love of sport. The satisfaction part has 18 questions divided into three main components: group integration, empowerment and organization. The final part of the questionnaire is related to overall satisfaction and has 2 questions.

Statistical analysis

IBM SPSS Statistics 20 was used as a tool to analyse the data. When analysing the information gathered through the questionnaire, we used statistical tools such as sum, mean, standard deviation and correlation. The correlation was used to check the relation between independent and dependent variables.

Sample analysis

Figure 01 shows that 56% of respondents were female, while 44% were male. Most of the respondents are aged 18-24 years (Figure 02 ) and have completed their Bachelor’s degree (Figure 03 ).

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Perception of the impact of motivational and satisfaction dimensions in sport volunteering

The set of questions analysed the sport volunteers’ perception of the impact of motivational dimensions when volunteering in sport events. The key factors were split into five categories: interpersonal contacts, career orientation, personal growth, community involvement and love of sport. The descriptive Table 01 shows the volunteers’ degree of agreement regarding their motivation for sport volunteering.

It is important to mention that the sport volunteers said that all the factors above influenced their volunteerism in sport, with a score of more than 3 points. Among these motivational factors, Career Orientation (4.25), Love of Sport (4.11) and Interpersonal Contact (4.09) are the most influential, encouraging sport volunteerism among the sample population.

The set of questions used to analyse the sport volunteers’ perception of satisfaction dimensions consisted in 20 questions divided into three main sections: organization support, empowerment and group integration. The descriptive results (Table 02 ) show that volunteer satisfaction is influenced, with a score above 3.0 points. Empowerment (3.74) recorded the highest score among the satisfaction factors.

The correlation between motivation and satisfaction dimensions

To better understand the first and third research questions, two hypotheses were constructed. The first hypothesis (H1) was: there is a correlation between the dimensions of volunteer satisfaction and the volunteer motivation scale (factors). A two-tailed Pearson correlation test has been performed to verify if the hypothesis is valid or not. As the results in Table 04 show, there is a positive correlation between career orientation and organization support, with a score of 0.27 at p < 0.05, which means that the volunteers that had a high score in career orientation also had a high score in organization support. Again, there is a positive correlation of 0.22 at p < 0.05 between love of sport and organization support, which indicates that the respondents that scored high in love of sport scored high in organization support too. There is a negative correlation between love of sport and overall satisfaction, with the score of -0.239 at p < 0.05. This can be interpreted as an inverted correlation, meaning that the volunteers that scored high in the love-of-sport factor had a low score in the overall satisfaction dimension, and the respondents scoring high in overall satisfaction had a low score in love of sport. All the other correlation coefficients are not statistically significant. The results that we have obtained so far confirm our first hypothesis that there is a correlation between the dimensions of volunteer satisfaction and the volunteer motivation scale.

To test the second hypothesis (H2) stating that volunteer motivation and satisfaction factors have a relation with overall satisfaction of volunteers, we have performed a two-tailed Pearson test. The correlation between motivation scale and overall satisfaction factor, as well as satisfaction dimensions with overall satisfaction, can be seen in Table 03 . The results prove that there is no significant statistical correlation between motivation, satisfaction dimensions and overall satisfaction. This concludes that our second hypothesis is invalidated.