Abstract
Retention of top talent represents a critical challenge for non-profit organizations restricted by limited resources. Factors impacting intention to leave have been widely studied. Far less attention has been given to individual work motivation in specific context. This study explored the motivation of accountants in an Australian faith-based non-profit organization to further understand the factors that impact satisfaction with employment and intention to remain. The sample represents both management and employee perspectives and reflects a diversity of cultural background. From an analysis of the data a substantive theory was developed. Core theoretical categories: Purpose, Progress, Proximity were identified as primary to the motivation of this sample. The potential of these categories to be operationalized through the dynamic elements of Connection, Growth and Balance presents practical recommendations for management practice. Findings from this inquiry add insight into Spirituality as a distinctive motivation factor.
Highlights
In a volatile and innovative business environment, the competition amongst business to secure top talent becomes increasingly tough (Brundage & Koziel, 2010; Colleran et al, 2010; Brandel, 2002; Kirsch, 2007; Holland, Sheehan, & De Cieri, 2007; Adhikari, 2009)
This study explored the motivation of accountants in an Australian faith-based non-profit organization to further understand the factors that impact satisfaction with employment and intention to remain
There is consensus that the high turnover rate in non-profit organizations in general has led to the consideration of turnover as a top priority (Kang, Hugh, Cho, & Auh, 2015), little work has been done on why employees choose one sector rather than another (Colleran et al, 2010)
Summary
In a volatile and innovative business environment, the competition amongst business to secure top talent becomes increasingly tough (Brundage & Koziel, 2010; Colleran et al, 2010; Brandel, 2002; Kirsch, 2007; Holland, Sheehan, & De Cieri, 2007; Adhikari, 2009). This is true of accounting departments which deal with older clients who may not have access to computers or computer skills
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