Page 105 |
Save page Remove page | Previous | 105 of 189 | Next |
|
small (250x250 max)
medium (500x500 max)
Large (1000x1000 max)
Extra Large
large ( > 500x500)
Full Resolution
All (PDF)
|
This page
All
|
96
As shown in Table 7, respondent ratings of factors ranged between an average of 5.80
and 8.96. Overall, there was very little difference between top ratings, with the top eight
influences ranging from 8.96 to 8.25. The next six influences ranged between 7.29 and 5.80. The
overall count of influences by each expectancy type is as follows: cost (5), utility (4), attribution
(3), and intrinsic (2), which, along with the extremely close rankings, demonstrates that all four
value types influence participants. It is important to note that many influences could be
categorized as more than one expectancy value type, depending on individual’s interpretation of
an item and personal motivation.
Utility Value. Participants found a wide variety of utility value participating in Get Fit,
from serving their immediate goals for personal affect, to serving long-term goals of improved
health. Diana described the utility of Get Fit to employees, saying, “I feel like it's best for me to
participate to maintain my own wellness and stress levels.”
For Diana, participation in Get Fit was useful to her goals of managing stress and
wellness and made the program worthwhile. Similarly, Francesca mentioned the personal health
benefits of participating in Get Fit and getting away from the workplace while talking about the
stressful and often emotionally taxing nature of her work. Francesca shared:
I feel like encouraging exercise is really helpful for us in particular because of the nature
of our work. We hear traumatic content a lot of the time.... It can be very difficult.
Having physical activity is a really helpful way¾even just getting outside…but getting
outside and doing something to help your own health and well-being is really great.
While Francesca described health and stress relief from the emotional challenges of her work in
her description of the value she derives from Get Fit, Carla described her own physical fitness as
a key motivator. Carla said, of her progress in the program, “I feel like I could do a 45-minute
Object Description
| Title | Physical activity interventions to reduce rates of sedentary behavior among university employees: a promising practice study |
| Author | DeFrank, Ginny Mary |
| Author email | ginnydefrank@gmail.com;defrank@usc.edu |
| Degree | Doctor of Education |
| Document type | Dissertation |
| Degree program | Organizational Change and Leadership (On Line) |
| School | Rossier School of Education |
| Date defended/completed | 2020-06-19 |
| Date submitted | 2020-08-11 |
| Date approved | 2020-08-11 |
| Restricted until | 2020-08-11 |
| Date published | 2020-08-11 |
| Advisor (committee chair) | Malloy, Courtney |
| Advisor (committee member) |
Canny, Eric Stowe, Kathy |
| Abstract | The purpose of this study was to understand factors influencing employee participation in a university-offered physical activity program to inform recommendations for other institutions of higher education seeking to address high rates of university employee sedentary behavior with physical activity programming. The instructor-led program was held four times per week beginning at noon each day and lasted one hour in duration on a university campus in the western United States. The program, which was offered at no cost to employees, typically served 20-30 participants each week. The Clark and Estes Gap Analytic Framework (2008) was employed to assess relevant knowledge, motivation, and organizational influences affecting university employee engagement with the physical activity program. The study utilized a convergent parallel mixed methods design, engaging 24 university employees by means of a fifty-four-item quantitative survey. Six survey respondents also participated in interviews. Research findings revealed the importance of the interplay of employee factual and metacognitive knowledge, as well as motivation influences including self-efficacy and expectancy value within the organization’s cultural models and settings. Recommendations for other institutions seeking to engage employees in physical activity were informed by the findings and supported by a review of literature. Recommendations include the use of training, communication strategies, information guides, modeling, and opportunities for reflection to meet employee knowledge and motivational needs. Evaluating and changing organizational policies, cultural values, and existing physical activity programming was recommended to ensure employees understand an organization’s support for participation in physical activity. Additionally, implications for practice involved a focus on the role of instructors and the development of communities of continuity to support and improve rates of university employee engagement in physical activity during the workday. |
| Keyword | sedentary behavior; physical activity; workplace physical activity; physical activity intervention; university physical activity; exercise |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Provenance | Electronically uploaded by the author |
| Type | texts |
| Legacy record ID | usctheses-m |
| Contributing entity | University of Southern California |
| Rights | DeFrank, Ginny Mary |
| Physical access | The author retains rights to his/her dissertation, thesis or other graduate work according to U.S. copyright law. Electronic access is being provided by the USC Libraries in agreement with the author, as the original true and official version of the work, but does not grant the reader permission to use the work if the desired use is covered by copyright. It is the author, as rights holder, who must provide use permission if such use is covered by copyright. The original signature page accompanying the original submission of the work to the USC Libraries is retained by the USC Libraries and a copy of it may be obtained by authorized requesters contacting the repository e-mail address given. |
| Repository name | University of Southern California Digital Library |
| Repository address | USC Digital Library, University of Southern California, University Park Campus MC 7002, 106 University Village, Los Angeles, California 90089-7002, USA |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-DeFrankGin-8921.pdf |
| Archival file | Volume13/etd-DeFrankGin-8921.pdf |
Description
| Title | Page 105 |
| Full text | 96 As shown in Table 7, respondent ratings of factors ranged between an average of 5.80 and 8.96. Overall, there was very little difference between top ratings, with the top eight influences ranging from 8.96 to 8.25. The next six influences ranged between 7.29 and 5.80. The overall count of influences by each expectancy type is as follows: cost (5), utility (4), attribution (3), and intrinsic (2), which, along with the extremely close rankings, demonstrates that all four value types influence participants. It is important to note that many influences could be categorized as more than one expectancy value type, depending on individual’s interpretation of an item and personal motivation. Utility Value. Participants found a wide variety of utility value participating in Get Fit, from serving their immediate goals for personal affect, to serving long-term goals of improved health. Diana described the utility of Get Fit to employees, saying, “I feel like it's best for me to participate to maintain my own wellness and stress levels.” For Diana, participation in Get Fit was useful to her goals of managing stress and wellness and made the program worthwhile. Similarly, Francesca mentioned the personal health benefits of participating in Get Fit and getting away from the workplace while talking about the stressful and often emotionally taxing nature of her work. Francesca shared: I feel like encouraging exercise is really helpful for us in particular because of the nature of our work. We hear traumatic content a lot of the time.... It can be very difficult. Having physical activity is a really helpful way¾even just getting outside…but getting outside and doing something to help your own health and well-being is really great. While Francesca described health and stress relief from the emotional challenges of her work in her description of the value she derives from Get Fit, Carla described her own physical fitness as a key motivator. Carla said, of her progress in the program, “I feel like I could do a 45-minute |
