A STUDY ON MOTIVATIONAL CLIMATE AS PERCEIVED BY THE SUBJECT MATTER SPECIALISTS OF KRISHI VIGYAN KENDRAS UNDER ASSAM AGRICULTURAL UNIVERSITY
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Date
2018-07
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AAU, Jorhat
Abstract
The study entitled as ‘A study on motivational climate as perceived by the Subject Matter Specialists of Krishi Vigyan Kendras under Assam Agricultural University’ was conducted with the following objectives: 1. To measure the existing motivational climate as perceived by the Subject Matter Specialists (SMSs) of Krishi Vigyan Kendras (KVKs) under Assam Agricultural University (AAU) 2. To measure the desired motivational climate as perceived by the SMSs of KVKs under AAU 3. To find out the gap between the existing and desired motivational climate as perceived by the SMSs of KVKs under AAU 4. To find out the association between the motivational climate as perceived by the SMSs of KVKs and their socio-personal and organizational characteristics The present study was conducted at the KVKs functioning under the administrative control of the Directorate of Extension Education, Assam Agricultural University, Jorhat, Assam. A multistage purposive sampling method was followed for selection of the respondents of the study. All the 23 KVKs functioning under the administrative control of Assam Agricultural University were selected purposively for the study. Motivational climate, the dependent variable, in the present study was conceptualized as the environment prevailing in the KVKs, which activates, energizes and directs (hence motivates) the SMSs towards the achievement of organizational and personal goals. Motivational climate was measured on six motive dimensions, viz, achievement, affiliation, extension, dependency, control and expert power. Eleven organizational dimensions, viz., orientation, interpersonal relationship, supervision, communication, decision making, trust, managing problems, managing mistakes, managing conflicts, managing rewards and risk taking were also considered for the purpose of measuring the six motive dimensions. A total of seven socio-personal and organizational variables, viz., age, educational level, service experience, level of aspiration, job involvement, attitude towards KVK and job satisfaction were selected as independent variables for the study. The major tool used for collection of primary data in the study was a structured pretested questionnaire. The questionnaire for collection of data was mailed through registered post to 112 SMSs working in 23 KVKs. The total number of SMSs returning the filled-in questionnaire was 65. Finally, 65 SMSs from 18 KVKs constituted the sample of respondents for the study. Various descriptive and inferential statistical measures were employed to analyze the data. The statistical techniques and tests used for analysis and interpretation of data included frequency, percentage, mean, standard deviation, coefficient of variation, ‘t’ test, and chi square test. As regards perceived existing motivational climate, the mean perception score of dependency climate motive (41.69) was the highest among the six motives, followed closely by control climate motive (40.84). These were followed by achievement climate motive (38.73), expert power climate motive (35.52), affiliation climate motive (33.29) and extension climate motive (32.87) in decreasing order of existing motivational climate strength. Findings revealed that the dominant existing motivational climate pattern in the KVKs was Dependency-Control. By and large the
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respondents had medium level of perception for each of the six motive dimensions of
the existing motivational climate. Among the high perception categories, highest
proportion of respondents (16.92%) was for dependency climate motive. Among the
medium perception categories, highest proportion of respondents (76.92%) was for
control climate dimension. Among the low perception categories, highest proportion of
respondents (43.07%) was for expert power climate dimension.
As regards perceived desired motivational climate, the mean perception score
of extension climate motive (44.57) was the highest among the six desired motives,
followed closely by expert power climate motive (41.12). These were followed by
affiliation climate motive (40.49), achievement climate motive (37.78), dependency
climate motive (35.26) and control climate motive (34.46) in decreasing order of
desired motivational climate strength. Among the high perception categories of desired
motivational climate, highest proportion of respondents (24.61%) was for extension
climate motive. Among the medium perception categories, highest proportion of
respondents (83.07%) was for achievement climate dimension. Among the low
perception categories, highest proportion of respondents (29.23%) was for extension
climate dimension.
Findings revealed that a decrease in the climate motives of dependency and
control was desired by the respondents over the existing. An augmentation in the
climate strengths with respect to extension, affiliation and expert power climates was
perceived by the SMSs as their existing strengths were lower than what was desired by
them.
The values of coefficients of variation and standard deviation scores indicated
that respondents were mostly homogeneous with respect to the variables of job
satisfaction (SD 6.31 & CV 8.10%) and job involvement (SD 7.02 & CV 10.50%). This
was followed by Attitude towards KVK (SD 9.11& CV 12.77%) and age (SD 5.94 &
CV 14.57%). On the other hand, respondents were relatively heterogeneous or scattered
in their responses on the variables of level of aspiration (CV 54.90%) followed by,
service experience (CV 44.04%) and education level (CV 34.83%).
Findings revealed that that majority of the respondents were middle aged
(67.69%) with Master degree in Agriculture or allied sciences (78.46%). Majority of
them had medium service experience (56.92%) with medium level of aspiration (60%).
Majority of them perceived medium level of job involvement (66.15%), medium level
of job satisfaction (55.38%) and had favourable attitude towards KVK (66.15%).
The results of chi square (χ²) tests between characteristics of respondents and
perceived existing motivational climate revealed significant association of ‘level of
aspiration’ with ‘control’ (χ²=21.96), ‘level of aspiration’ with ‘expert power’
(χ²=11.45), and ‘job satisfaction’ with ‘dependency’ (χ²=13.89).
The results of chi square (χ²) tests between characteristics of respondents and
perceived desired motivational climate revealed significant association of ‘service
experience’ with ‘expert power’ (χ²=10.21) and ‘level of aspiration with ‘affiliation’
(χ²=13.92).