Masters Theses

Polly Fussell

Date of Award

6-1969

Degree Type

Thesis

Degree Name

Master of Science

Major

Agricultural Extension

Major Professor

Cecil E. Carter Jr

Committee Members

Robert S. Dotson, Claire E. Gilbert

Abstract

The purposes of this study were to explore the role perceptions of junior leaders and to identify some factors which might influence junior leaders' role performance. There were 13 hypotheses tested in the study which were related to junior leaders' role expectations, role performance, and preparedness to perform their role. The population consisted of 297 4-H junior leaders, 121 adult leaders, and 36 Extension agents who were responsible for the 4-H program in 15 selected Tennessee counties. The data were collected in May and June 1968 by three separate questionnaires: one each for adult 4-H leaders, junior leaders, and Extension agents. Numbers and percentages were used in the descriptive summary of findings. A contingency table analysis program was used in the analysis of data. Chi square values which reached the .05 level were accepted as statistically significant. In support of the three specific objectives of the study, the major findings are given below. Perception of the Role of Junior Leaders There was both agreement and disagreement among junior leaders, adult leaders, and Extension agents concerning the role of junior leaders: 1. Adult leaders felt the junior leaders should perform more tasks than did Extension agents. 2. Adult leaders, junior leaders, and Extension agents disagreed as to the relative importance of the five task groups, or roles, of junior leaders: junior leaders felt that more of the planning for and conducting of 4-H events and self-improvement tasks should be included in the major role of junior leaders; adult leaders felt that more of the organizational tasks should be included in the major role of junior leaders; while Extension agents felt that more of the tasks concerning planning and conducting 4-H events and activities, project leadership, and self-improvement should be included in the major role of junior leaders. 3. The three audience groups felt that more of the 4-H promotional tasks were least important to the role of junior leaders. There was agreement among junior leaders and adult leaders as to the number of project leadership tasks ranked as second in the least important task group. Extension agents ranked more of the organizational tasks in the second least important task category. The Relation Between Junior Leaders' Task Expectations, Task Performance, and the Degree to Which They Felt Prepared to Perform Tasks There were significant relationships (.001 level) between junior leaders' task expectations, task performance, and their preparedness to perform tasks: (1) junior leaders who felt better prepared to perform more tasks tended to perform a larger number of tasks more frequently; (2) junior leaders who felt that they should perform a larger number of tasks tended to perform a larger number of tasks more frequently; and (3) junior leaders who felt that they should perform a larger number of tasks tended to feel better prepared to perform more tasks. Junior Leaders' Personal and Leadership Characteristics Related to Their Task Performance Task expectations. The sex of junior leaders and their attendance at junior 4-H Club meetings were significantly related to the number of tasks which junior leaders felt they should perform. Task performance. Junior leaders' personal and leadership characteristics which were significantly related with "high task performance" included: (1) age; (2) the number of clubs other than 4-H in which junior leaders held membership; (3) the number of 4-H projects, activities, and special senior recognition opportunities in which junior leaders were enrolled; (4) number of 4-H offices held; (5) the number of state, regional, or national 4-H events attended; (6) amount of time spent working with adult 4-H leaders; (7) attendance at training meetings, (8) attendance at junior 4-H Club meetings; and (9) parents who were serving or had served as 4-H leaders. Preparedness to perform tasks. Seven of the junior leaders' personal and leadership characteristics were significantly related to their feeling prepared to perform tasks: (1) the number of clubs other than 4-H in which junior leaders held membership; (2) number of 4-H offices held; (3) the number of state, regional, or national 4-H events attended; (4) parents who were serving, or had served, as 4-H leaders; (5) attendance at junior 4-H Club meetings; and (7) amount of time spent working with adult leaders. Implications for program development in the junior leadership area and recommendations for further study were given.

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