國立虎尾科技大學 |

The Human Capital Campaign : = The Relationships of Burnout and Investment in Employee Development on Intent to Leave.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Human Capital Campaign :/
其他題名:	The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
作者:	Hurt, Adlai Andrew.
面頁冊數:	1 online resource (159 pages)
附註:	Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
Contained By:	Dissertations Abstracts International85-05A.
標題:	Educational administration. -
電子資源:	click for full text (PQDT)
ISBN:	9798380852319

The Human Capital Campaign : = The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
Hurt, Adlai Andrew.

The Human Capital Campaign :The Relationships of Burnout and Investment in Employee Development on Intent to Leave. - 1 online resource (159 pages)

Source: Dissertations Abstracts International, Volume: 85-05, Section: A.

Thesis (Ph.D.)--The University of Tennessee at Chattanooga, 2023.

Includes bibliographical references

Fundraising for higher education institutions continues to increase in importance. Relatedly, turnover among major gift officers may negatively impact institutional fundraising performance. This study investigated if burnout, perceived investment in employee development, employee alumni status of their employing institution, the current receipt of tuition assistance, and select attribute variables could ideate a predictive intent to leave model to inform managerial decision-making and strategic human resources development in higher education fundraising. The theoretical framework utilized social exchange theory and reciprocity norms as conceptualizations applied to perceptions of professional development experiences. A mixed methods research design utilized an anonymous quantitative survey and qualitative interviews with major gift officers from across the United States. The survey consisted of the Maslach Burnout Inventory - General Survey, Perceived Investment in Employee Development, Stay or Leave Index, and Intent to Leave instruments. One-time interviews were coded and analyzed for themes related to burnout, perceived investment in employee development, employee engagement, and organizational commitment. The results from four regression models indicated that major gift officers' employee alumni status of their employing institution did not affect intent to leave, whereas, in two of four models, the current receipt of tuition assistance demonstrated a significant negative effect on intent to leave. Furthermore, perceived investment in employee development demonstrated a significant negative relationship with intent to leave in six of eight regression models. Qualitative results included perceptions of what major gift officers experience at the end of their typical workday, what makes them want to stay or leave their roles at their current institutions, and self-reflections on professional development perceptions related to elements of burnout, employee engagement, and organizational commitment. One implication is human resource development professionals and managers of major gift officers may wish to proactively encourage employees to utilize tuition assistance benefits, if available, in an effort to reduce an intent to leave. Managerial implications for practice also include major gift officers seeking meaningful professional development, time to implement training in their work, and acknowledgement of good practices to instill self-efficacy. Overall, this research informed a proposed intent to leave continuum model.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380852319Subjects--Topical Terms:

1148465
Educational administration.
Subjects--Index Terms:

BurnoutIndex Terms--Genre/Form:

554714
Electronic books.

The Human Capital Campaign : = The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
LDR:04036ntm a22004097 4500 001 1146051
005 20240711091454.5
006 m o d
007 cr bn ---uuuuu
008 250605s2023 xx obm 000 0 eng d
020 $a 9798380852319
035 $a (MiAaPQ)AAI30811784
035 $a AAI30811784
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Hurt, Adlai Andrew. $3 1471377
245 1 4 $a The Human Capital Campaign : $b The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
264 0 $c 2023
300 $a 1 online resource (159 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
500 $a Advisor: Rausch, David W.
502 $a Thesis (Ph.D.)--The University of Tennessee at Chattanooga, 2023.
504 $a Includes bibliographical references
520 $a Fundraising for higher education institutions continues to increase in importance. Relatedly, turnover among major gift officers may negatively impact institutional fundraising performance. This study investigated if burnout, perceived investment in employee development, employee alumni status of their employing institution, the current receipt of tuition assistance, and select attribute variables could ideate a predictive intent to leave model to inform managerial decision-making and strategic human resources development in higher education fundraising. The theoretical framework utilized social exchange theory and reciprocity norms as conceptualizations applied to perceptions of professional development experiences. A mixed methods research design utilized an anonymous quantitative survey and qualitative interviews with major gift officers from across the United States. The survey consisted of the Maslach Burnout Inventory - General Survey, Perceived Investment in Employee Development, Stay or Leave Index, and Intent to Leave instruments. One-time interviews were coded and analyzed for themes related to burnout, perceived investment in employee development, employee engagement, and organizational commitment. The results from four regression models indicated that major gift officers' employee alumni status of their employing institution did not affect intent to leave, whereas, in two of four models, the current receipt of tuition assistance demonstrated a significant negative effect on intent to leave. Furthermore, perceived investment in employee development demonstrated a significant negative relationship with intent to leave in six of eight regression models. Qualitative results included perceptions of what major gift officers experience at the end of their typical workday, what makes them want to stay or leave their roles at their current institutions, and self-reflections on professional development perceptions related to elements of burnout, employee engagement, and organizational commitment. One implication is human resource development professionals and managers of major gift officers may wish to proactively encourage employees to utilize tuition assistance benefits, if available, in an effort to reduce an intent to leave. Managerial implications for practice also include major gift officers seeking meaningful professional development, time to implement training in their work, and acknowledgement of good practices to instill self-efficacy. Overall, this research informed a proposed intent to leave continuum model.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Educational administration. $3 1148465
650 4 $a Higher education administration. $3 1148709
653 $a Burnout
653 $a Employee engagement
653 $a Fundraising
653 $a Human resource development
653 $a Organizational commitment
653 $a Turnover
655 7 $a Electronic books. $2 local $3 554714
690 $a 0446
690 $a 0454
690 $a 0514
710 2 $a The University of Tennessee at Chattanooga. $b Learning and Leadership. $3 1471378
710 2 $a ProQuest Information and Learning Co. $3 1178819
773 0 $t Dissertations Abstracts International $g 85-05A.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30811784 $z click for full text (PQDT)