The UTC Graduate School is pleased to announce that Adlai Hurt will present Doctoral research titled, The Human Capital Campaign: The Relationships of Burnout and Investment in Employee Development on Intent to Leave on 10/06/2023 at 1:00 pm ET in Zoom Meeting ID: https://tennessee.zoom.us/j/85405114553. Everyone is invited to attend.
Learning and Leadership
Chair: Dr. David W. Rausch
Co-Chair:
Abstract:
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.