dc.contributor.author	Brown-Nelson, Dominque
dc.coverage.spatial	Atlanta (Ga.)	en_US
dc.date.accessioned	2025-03-26T18:56:03Z
dc.date.available	2025-03-26T18:56:03Z
dc.date.issued	2024-05-13
dc.identifier.other	aaedc865-0311-4feb-90bd-83db904a6241	en_US
dc.identifier.uri	https://hdl.handle.net/10428/7382
dc.description.abstract	This study examined the relationships between intrinsic job satisfaction, extrinsic job satisfaction, general job satisfaction, and employee turnover intentions within nonprofit health organizations. For organizations that aim to increase their number of expanded services, it is essential to understand the motivating factors that contribute to the retention of qualified employees. Employing a quantitative correlational research design, this study collected data from a sample of 84 employees from nonprofit organizations in the Atlanta Metropolitan area using the Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intention Scale (TIS-6). The study employed a multiple linear regression analysis to investigate the predictive power of intrinsic and extrinsic satisfaction on turnover intentions and a simple linear regression to examine general satisfaction's role. The analyses showed that extrinsic satisfaction significantly predicted turnover intentions, highlighting the importance of extrinsic motivation in employee retention strategies within the nonprofit health sector. By contrast, intrinsic satisfaction did not significantly predict turnover intention, challenging the traditional emphasis on the motivational power of intrinsic rewards within this specific setting. General satisfaction emerged as a predictor of turnover intentions, further highlighting the overarching impact of overall job satisfaction on employees' decisions to stay or leave nonprofit health organizations. The results of this study suggest that nonprofit health organizations should focus on strategies that prioritize extrinsic rewards (over intrinsic) and cultivate work environments that enhance general satisfaction to reduce turnover intentions.	en_US
dc.format.extent	1 electronic record. PDF/A document, 137 pages, 3677057 bytes.	en_US
dc.format.mimetype	application/pdf	en_US
dc.language.iso	en_US	en_US
dc.rights	This dissertation is protected by the Copyright Laws of the United States (Public Law 94-553, revised in 1976). Consistent with fair use as defined in the Copyright Laws, brief quotations from this material are allowed with proper acknowledgement. Use of the materials for financial gain with the author's expressed written permissions is not allowed.	en_US
dc.subject	Public administration	en_US
dc.subject	Dissertations, Academic--United States	en_US
dc.subject	Job satisfaction	en_US
dc.subject	Nonprofit organizations	en_US
dc.title	Relationship Between Job Satisfaction and Turnover Intention Among Nonprofit Employees	en_US
dc.type	Dissertation	en_US
dc.contributor.department	Department of Political Science of the College of Humanities and Social Sciences	en_US
dc.description.advisor	Helton, Joey
dc.description.committee	Kanno, Hanae
dc.description.committee	Qi, Huiting
dc.description.degree	D.P.A.	en_US
dc.description.major	Political Science	en_US