Date of Conferral

2022

Degree

Ph.D.

School

Public Policy and Administration

Advisor

Jackie Cook-Jones

Abstract

AbstractNonprofit organization (NPO) executives, who serve others while accepting substantial salary and benefit packages, may be motivated by extrinsic and intrinsic elements of their job satisfaction. Yet little is known about the extent to which executives are motivated by altruism alone or by financial compensation and other extrinsic rewards. The purpose of this quantitative study was to test the extent to which intrinsic and extrinsic motivation was correlated with the job satisfaction of NPO executives. The theoretical framework was Ryan and Deci’s self-determination theory, which suggest NPO executives may be solely satisfied through intrinsic motivation. A stratified random sample of 26 nonprofit executives in one midwestern NPO was surveyed to assess the relationship between the independent variables of intrinsic and extrinsic motivation factors and the dependent variable of job satisfaction. A bivariate linear analysis and a multiple regression were used to analyze the data. The results indicated that internal and external motivations are mutually inclusive in nonprofit executives’ job satisfaction. The desire to help is one intrinsic motivational factor that was significant to job satisfaction among nonprofit executives. In addition, salary and job security as external motivational factors are positively correlated with job satisfaction. This research can effect positive social change by informing decision-makers about how to effectively, efficiently, and proficiently sustain and retain their executive staff. The benefits for those executives who are satisfied with their jobs include long-term retention, job stability, efficiency, effectiveness, and increased altruism.

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