Digital Commons Network^™

Turnover Intentions Of Nonprofit Fundraising Professionals: The Roles Of Perceived Fit, Exchange Relationships, And Job Satisfaction, Abbi L. Haggerty

Theses and Dissertations

This study explores the turnover intentions of fundraisers employed by 501(c)(3) public charities in the United States. Specifically, the study considers the effects of the following variables on fundraisers’ intentions to leave their current position (in the short-term and long-term) and/or the profession of fundraising: perceptions of fit with organization and job; exchange relationships between employees and their organization and supervisor; overall job satisfaction; culture of philanthropy; salary; age; and organizational size. Through a secondary analysis of a national data set, multiple regression analysis identifies the variables that are statistically significant predictors of turnover intentions.

Perceived person-organization fit, job satisfaction, …

Understanding Turnover Propensity Via Affective Beliefs, Adam Bradshaw

Theses and Dissertations

Three latent variable models examined relationships among neuroticism, situation-specific affective beliefs, and turnover propensity and were evaluated with Structural Equation Modeling to determine model fit. Results provided additional insight into how affective belief systems relate to turnover propensity reinforcing and expanding upon previous research by Binning, Bradshaw, LeBreton, and Scheier (2010) as the Correlated Antecedents and the Mediated Antecedents Models fit the data as proposed. Neuroticism and situation-specific affective beliefs continue to play distinguishable roles in explaining turnover propensity. Research by Binning et al. (2010) and the present study make it increasingly clear that understanding how affective belief systems relate …

An Analysis Of Factors That Influence Air Force Civil Engineer Company Grade Officer Turnover Intentions, Kevin C. Riddel

Theses and Dissertations

Increased operational pace in support of combat operations in Iraq and Afghanistan, combined with a reduction in the number of service members, has required military members to work longer and harder. Civil engineer company grade officers are among the most heavily deployed members of the Air Force. Because of this, Air Force leaders are concerned that they will encounter retention challenges with these members. To address this issue, a questionnaire designed to capture several key attitudes individuals have about the Air Force and the civil engineer career field was administered to 364 Air Force civil engineer company grade officers. Results …