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Luc Patberg

Summer 2019

Doherty , A., Paradis, K. F. (2016). Understanding the Sport Event Volunteer Experience: An

Investigation of Role Ambiguity and Its Correlates. Research Gate, Volume 30, No. 4, pages 353-

369

Purpose

The purpose of this article and observation is to understand the levels of role ambiguity in

different scenarios and settings at the 2012 Ontario Summer Games and to understanding what

factors increase the chances of miscommunication and in turn poor work performance. This

study considers several earlier factors and outcomes of role ambiguity that may be common in

sport event volunteer settings. The current study examines the impact on the total satisfaction

of volunteer's perceptions of their effort, performance, and satisfaction for their role in the

event.

Rationale

This research was performed to understand what factors affect volunteer satisfaction or

ambiguity. This research can be beneficial to those volunteers and their organizers or bosses in

ways that can make working on a volunteer basis more efficient and productive. This can be the

case for both event volunteers and full-time organizational volunteers. This test was performed

to distinguish between factors that make a bad supervisor and one who gets the most out of his
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volunteers and employees. Negative event experiences and satisfaction can lead to not

wanting to partake in volunteer events in the future. At first, I thought the dependent variable

for this study is the ambiguity within the 2012 Ontario Olympics committee and event and the

independent variables are every volunteer between the ages of 14-60. But as I continued to

read and comprehend, I figured the dependent variable is role ambiguity and the independent

variables are role difficulty, training, supervision, effort, performance, means-end/scope and

satisfaction as each gets tested in connection to ambiguity.

Methods

Role ambiguity was measured using the multidimensional measure of organizational role

ambiguity during volunteer sport organizations created by Sakires. This developed way of

measurement represents three dimensions of role ambiguity. The first being scope of

responsibilities, means-end knowledge and the last is performance outcome. This

measurement has been slightly altered to attest to short term volunteer events. The

measurement for role ambiguity consisted of 22 items that participants had to evaluate and

rate using the Likert scale from one to seven, seven being completely agree. These tests were

performed with some different questions and items across multiple variables and labels. These

Likert scale tests were performed to test role ambiguity, role training, role difficulty, role

supervision, role effort, role performance, role satisfaction, overall satisfaction, future

volunteer intentions. The organizing committee of the 2012 Ontario Summer Olympics emailed

every volunteer after the event that had a link to an online survey to participate and give

feedback.
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Data Analysis

A confirmatory factor analysis was conducted to test the measurement model that included all

the variables of interest and different hypothesis. This test is split into a two-step equation

modeling (SEM). The author states that “in the first step the measurement model was

examined to assess construct reliability, as well as convergent and discriminant validity. In the

second step, the structure of the hypothesized was examined for overall model fit and for the

relationships among the variables” (pg. 459).

Conclusion (s)

One of the findings suggested the direct link between ambiguity and satisfaction. The models

show that role satisfaction predicted overall satisfaction and overall satisfaction predicted

future intentions. The findings provide insight into several possible antecedents of sporting

events for different volunteer roles. It was useful at points when reviewing the findings as it

clarified the process and what the outcome was. A good amount of the hypothesis tested

proved to be correct and effective such as number 2, 4, 5, 8, and 9 in which provides us

guidance. Ideas such as increased performance are directly associated with overall satisfaction

with the games. This proved to be more vital than what the volunteer's perception of the effort

contributed.

Critique
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I thought that the purpose and intent of the research was clear and understanding as it gave a

clear sense of the background behind its tests and what events where highlighted. When the

reading got deeper and deeper, I began to lose a sense of understanding at times. The sections

in which it described the findings and results of the different tests was a little more confusing

than the rest of the article. A clearer representation of the findings and what each testes

measurement actually correlates to. It even goes into describing the difference in some results

being before or after a rating of .50 on the scale. For this specific measurement, factors were

tested based on how good and relevant they were with each other. If it was above .50 then it is

considered to be good and is therefore kept and used. The amount of different measurements

and findings from other researchers before made it confusing and tricky to read at times as

there was so much analytical data to consider.

Reflection

Prior to this to reading this case study research, I had not ever really thought too much into

what all goes into role ambiguity. I had never really even put two and two together, but it

makes clear sense now. There are so many factors that can determine good or bad volunteer

performance when it comes to working events or for an organization on a full-time basis. Things

like bad supervision or lack of communication are things I have thought about when

understanding a new role but reading this study opened a new idea about all of the possibilities

that go into a good connection between the volunteer and the supervisor. I had not ever out a

title or name to these thoughts and factors as role ambiguity, but I feel like from here on out in

my life, I will sub consciously label these thoughts and actions as such knowing truly what it
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means. When an issue arises in the workplace, I can now more precisely figure out why a lack of

performance may be happening and what can change this to be the more efficient. If at any

point I am getting treated unfairly or in turn am the supervisor with slacking employees, a basis

such as this study is something great to think back on and consider.