Abstract
This research increased the understanding of Extension professionals’ career commitment by measuring the relationship between their job satisfaction and how they perceive their relationship with their supervisor using the Leader-Member Exchange Theory (LMX 7) and their career commitment. Montana State University Extension (MSUE) experiences periods of higher turnover among field-based professionals. The reasons for leaving are not well understood. Herzberg et al. (1959) identified intrinsic job satisfaction as a motivation factor and the extrinsic relationships with supervisors as one factor that influences employee dissatisfaction (Strong & Harder, 2009). Thirty-six early career Extension professionals at MSUE were surveyed regarding job satisfaction (Benge & Harder, 2017; Smerek & Peterson, 2007); LMX 7 (Graen & Uhl-Bien,1995); and original questions designed to establish the career commitment of Extension professionals to MSUE. Pearson’s r was calculated for the job satisfaction and LMX 7 scores with career commitment (the predicted percent of career worked for Extension). The research found a strong positive correlation between job satisfaction and career commitment (r(22) = .76); and a weak positive correlation between LMX 7 and career commitment (r(22) = .15). An additional question provided insights into the reasons why Extension professionals might leave their career.
Highlights
Introduction and Problem StatementIn a 25-month period in 2016 to 2018, Montana State University Extension (MSUE) experienced and filled vacancies, representing 16% of the workforce
This research sought to develop an understanding of the relationships between these two factors and Montana State University Extension (MSUE) professionals’ career commitment to their positions
The purpose of this research was to explore how job satisfaction, and leader-member exchange related to career commitment to MSUE
Summary
Introduction and Problem StatementIn a 25-month period in 2016 to 2018, MSUE experienced and filled vacancies, representing 16% of the workforce. Extension professionals and administrators asked if there were systemic causes for this turnover. This research sought to understand how job satisfaction and supervisor relationships may influence early career turnover. The sustained success and longevity of Extension professionals who are based in local communities through local government partnerships has been documented over the past 50 years (Arnold & Place, 2010; Baker & Hadley, 2014; Clegg, 1967; Forstadt & Fortune, 2016; Fourman & Jones, 1997; Harder et al, 2014; Hyatt, 1966; Lindner, 1998; Martin & Kaufman, 2013; Morrill & Morrill, 1967). Smerek and Peterson (2007) developed a methodology to document employee satisfaction as a hygiene factor in non-extension university employees. This research sought to develop an understanding of the relationships between these two factors and Montana State University Extension (MSUE) professionals’ career commitment to their positions
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