東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

The Human Capital Campaign: The Rela...

Hurt, Adlai Andrew.

Linked to FindBook

Google Book

Amazon

博客來

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

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Human Capital Campaign: The Relationships of Burnout and Investment in Employee Development on Intent to Leave./
Author:	Hurt, Adlai Andrew.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2023,
Description:	159 p.
Notes:	Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
Contained By:	Dissertations Abstracts International85-05A.
Subject:	Higher education administration. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30811784
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. - Ann Arbor : ProQuest Dissertations & Theses, 2023 - 159 p.

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

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

This item must not be sold to any third party vendors.

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.

ISBN: 9798380852319Subjects--Topical Terms:

2122863
Higher education administration.
Subjects--Index Terms:

Burnout

The Human Capital Campaign: The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
LDR:03881nmm a2200409 4500 001 2397955
005 20240711091454.5
006 m o d
007 cr#unu||||||||
008 251215s2023 ||||||||||||||||| ||eng d
020 $a 9798380852319
035 $a (MiAaPQ)AAI30811784
035 $a AAI30811784
040 $a MiAaPQ $c MiAaPQ
100 1 $a Hurt, Adlai Andrew. $3 3767864
245 1 0 $a The Human Capital Campaign: The Relationships of Burnout and Investment in Employee Development on Intent to Leave.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2023
300 $a 159 p.
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.
506 $a This item must not be sold to any third party vendors.
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.
590 $a School code: 0274.
650 4 $a Higher education administration. $3 2122863
650 4 $a Educational administration. $3 2122799
653 $a Burnout
653 $a Employee engagement
653 $a Fundraising
653 $a Human resource development
653 $a Organizational commitment
653 $a Turnover
690 $a 0446
690 $a 0454
690 $a 0514
710 2 $a The University of Tennessee at Chattanooga. $b Learning and Leadership. $3 3697122
773 0 $t Dissertations Abstracts International $g 85-05A.
790 $a 0274
791 $a Ph.D.
792 $a 2023
793 $a English
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30811784