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Personal Incentives as Motivational Sources for Chief Academic Development Officers [microform] / Michael T. Miller and Alan T. Seagren
Bib ID 5550422
Format BookBook, MicroformMicroform, OnlineOnline
Author
Miller, Michael T
 
Online Versions
Description [Washington, D.C.] : Distributed by ERIC Clearinghouse, 1992 
16 p. 
Summary

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)

Notes

Sponsoring Agency: Council for the Advancement and Support of Education, Washington, DC.

May also be available online. Address as at 14/8/18: https://eric.ed.gov/

Reproduction Microfiche. [Washington D.C.]: ERIC Clearinghouse microfiches : positive. 
Subjects Achievement Need.  |  Administrator Effectiveness.  |  Administrators.  |  College Administration.  |  Fund Raising.  |  Higher Education.  |  Incentives.  |  Institutional Advancement.  |  Motivation.  |  Development Officers (College)  |  Chief Executive Officers
Form/genre Reports, Research.
Other authors/contributors Seagren, Alan T., author  |  Nebraska Univ., Lincoln
Available From ERIC 
000 03009cam a22003972u 4500
001 5550422
005 20181017113223.0
007 he u||024||||
008 080220s1992    xxu ||| bt    ||| | eng d
035 |9(ericd)ED349899
037 |aED349899|bERIC
040 |aericd|beng|cericd|dMvI
100 1 |aMiller, Michael T.
245 1 0 |aPersonal Incentives as Motivational Sources for Chief Academic Development Officers|h[microform] /|cMichael T. Miller and Alan T. Seagren.
260 |a[Washington, D.C.] :|bDistributed by ERIC Clearinghouse,|c1992.
300 |a16 p.
500 |aSponsoring Agency: Council for the Advancement and Support of Education, Washington, DC.|5ericd
520 |aA 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)
530 |aMay also be available online. Address as at 14/8/18: |uhttps://eric.ed.gov/
533 |aMicrofiche.|b[Washington D.C.]:|cERIC Clearinghouse|emicrofiches : positive.
650 0 7 |aAchievement Need.|2ericd
650 1 7 |aAdministrator Effectiveness.|2ericd
650 0 7 |aAdministrators.|2ericd
650 0 7 |aCollege Administration.|2ericd
650 1 7 |aFund Raising.|2ericd
650 0 7 |aHigher Education.|2ericd
650 0 7 |aIncentives.|2ericd
650 0 7 |aInstitutional Advancement.|2ericd
650 1 7 |aMotivation.|2ericd
653 1 |aDevelopment Officers (College)
653 0 |aChief Executive Officers
655 7 |aReports, Research.|2ericd
700 1 |aSeagren, Alan T.,|eauthor.
710 2 |aNebraska Univ., Lincoln.
856 4 1 |uhttps://eric.ed.gov/?id=ED349899
984 |aANL|cmc 2253 ED349899|d77000000357727
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