Personal Incentives as Motivational Sources for Chief Academic Development Officers.

Autor/inn/en	Miller, Michael T.; Seagren, Alan T.
Institution	Nebraska Univ., Lincoln.
Titel	Personal Incentives as Motivational Sources for Chief Academic Development Officers.
Quelle	(1992), (16 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Achievement Need; Administrator Effectiveness; Administrators; College Administration; Fund Raising; Higher Education; Incentives; Institutional Advancement; Motivation + Suchen Sie Ihr Suchwort? College administrators; Hochschulverwaltung; Fundraising; Spendensammlung; Hochschulbildung; Hochschulsystem; Hochschulwesen; Anreiz; nicht übertragen; psychologische; Motivation (psychologisch)
Abstract	A study was done to investigate the role of chief academic development officers (CADOs) as fund raisers for institutions of higher education in relation to program success and work motivation. The study was designed to: (1) profile the personal motivation of CADOs in higher education; (2) see if significant differences existed in what motivates successful and less successful CADOs; and (3) see if significant differences in personal motivation existed between CADOs and other professionals. A concept of work motivation based on notions of personal investment and personal commitment was used. The selected sample consisted of 30 chief academic development officers in higher education, 15 of whom represented higher education institutions whose endowment sizes increased at least 27 percent during 1988 and 1989 fiscal years, and 15 of whom were from institutions whose endowment increased 1 percent or decreased during the same time period. The participants completed a questionnaire that included four subscales designed to measure accomplishment, affiliation, recognition and power. Analysis of the 22 usable questionnaires indicated significant differences among the personal incentives, particularly between accomplishment and all other values and between the mean scores of recognition and power. Results also indicated that CADOs may be more similar to other professionals than previously believed. (Contains 4 tables and 26 references.) (JB)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC