Implications of Maintenance and Motivation Factors on Extension Agent Turnover

What factors are relevant in determining why agents remain employed in Extension? This article discusses the implications of maintenance and motivation factors on Extension agent turnover. It describes motivator and maintenance factors affecting job satisfaction and dissatisfaction, and their influence on agent turnover. Professional associations offer agents the motivation factors discussed in this article. The benefits gained by investing in Extension's current employees may ultimately enhance Extension's ability to fulfill its mission as the educational outreach branch of the land-grant university. Introduction/Theoretical Framework The retention of Extension agents was identified as a challenge by the National Association of State Universities and Land-Grant Colleges' Extension Committee on Organization and Policy's Leadership Advisory Council (ECOP LAC, 2005). Low salaries, downsizing, and increased workload were identified by the ECOP LAC as factors negatively affecting employee turnover. This is a significant problem for Cooperative Extension nationally, as increased burnout and staff turnover are monetarily expensive and an inefficient use of time management (Ensle, 2005). There is a net cost of $80,000 per year to Extension due to turnover (Kutilek, 2000). A public or private organization may spend as much as 150% of the employee's salary to hire another individual (Friedman, Galinsky, & Plowden, 1992). Chandler (2005) estimated it could cost Extension from $7,185 to $30,000 to replace an agent who had an annual salary of $30,000. Herzberg's (1959) Motivation-Hygiene Theory established how job satisfaction and dissatisfaction operate separately from one another. The Motivation-Hygiene Theory differentiates among motivating and maintenance influences in the workplace (Herzberg, Mausner, & Snyderman, 1959). Herzberg (1968) proposed that individuals are encouraged by motivators more than maintenance factors. Motivators include a stimulating vocation, accountability, and providing fulfillment from the profession, such as awards, accomplishment, or individual development (Hackman & Oldham, 1976). Maintenance influences include Implications of Maintenance and Motivation Factors on Extension Agent Turnover 02/23/09 12:43:53